timesheets and all the administrative costs associated with processing and checking these for accuracy.
or not to schedule planned shifts, the choice is yours. There are options to plan shifts or allow employees to record their attendance by selecting where, when and which job they are working. Above all, whichever method is used, the hours will be accurate whilst the face recognition will confirm who worked the shift.
to most payroll software such as Sage. In the case of Payroll Bureau Services, DutyHours will produce all the required reports for emailing or even allow them limited access to the application to run their own reports.
is a powerful deterrent against employees who may be tempted to ask colleagues to book them off early, or indeed book them on shift when they are not present. It is easy to exchange swipe cards and key fobs or even claim they are lost. Fingerprints are more secure than swipe cards or fobs but are not as reliable as face recognition and will not reveal the identity of any person that may have attempted such a practice, and employees can be sensitive to fingerprint recording.
system (if used) requires staff to check in at agreed time intervals, hourly or other periods, to ensure their safety and give evidence of compliance with attendance regulations. This feature will prove invaluable against false allegations of staff absence during the night and weekends. It also deters but does not eliminate people sleeping on duty.
tracks visitors and their details when visiting offices or residents. The actual time of arrival and departure is automatically recorded together with the details of which residents are being visited. Our customers report that the Visitor Book feature is easier to use than writing in a book. The Fire Report will in actuality identify the number and names of staff, visitors, and residents on the premises in the event of a fire. This information is immediately available using a smartphone or tablet as well as a print out at the touch of a button.
will provide instant details of staff and visitor activity at the premises from any remote location by authorised users. The information changes as staff arrive and depart from the premises.
identified and confirmed by photographic evidence to accurately calculate the hours worked and therefore hours charged. Photographic evidence can be invaluable if any allegation of wrongdoing is made.
can be recorded with start and finish times and paid at different rates or may be unpaid automatically.
of employee hours worked against expected or planned shift patterns, and only approved additional hours are paid. Holiday, sickness and other agreed paid absence are controlled and recorded. Paid and Unpaid meal and other breaks are automatically recorded and calculated for payroll purposes. Hours types are calculated for payroll with flexible Pay Rules features that identify and calculate bank/public holidays, night and weekend different pay rates including special allowances where they are required.
of Shifts outside a "window" is a unique way of allowing shift time variations. These are user definable for each shift, giving a tolerance to employees when they book on, off or make check calls. Each shift can be given a window of before and after tolerance. For example, a shift starting at 7 am can be recorded as an on-time start if arrival is recorded say up to 30 minutes early or 10 minutes late. Outside these hours management can be required to "approve" the hours worked to ensure only hours planned or authorised are paid.
requirements can be an administrative burden when shift and working hours need to be provided. The new HMRC average weekly hours requirements are used to enable HMRC to determine the entitlement of employee in work benefits. The average working hours for each employee are automatically calculated for this purpose. Any CQC inspection may include employee records of work and staffing levels.