At first glance this may seem like an enormous inconvenience. Taking a closer look at the current state of working hours and time registration, many companies that are recording hours have not yet been able to systematically record without missing or disorganized data.
Companies that are not recording at all are ultimately harming themselves — and their employees.
This new ruling is the result of an effort to protect employee rights and benefits. Only by exactly recording working hours can companies determine whether overtime or hours were exceeded and if the salary pay is in accordance with actual working times. Time recording would seem to empower employees and strengthen their rights.
Luckily, the punch clock has evolved and businesses don’t need to go “back in time” to keep up with new rules. Today’s modern-time softwares and tools offer services that work on any PC or mobile device so that time tracking is not only not a major inconvenience, but is actually an integral asset to any business.
EU member states should effectively apply the court’s ruling to do their employees and economies a lot of good. This ruling may be equally beneficial to countries outside of the EU if implemented properly.
“This is essentially about transparency. The more your company moves into the tech sphere, the more transparent you are with your employees — and by empowering employees with confidence, security, and essential information, you empower your business.”
— Rotem Kal, HR expert at Ubeya
The question following this new measure is on everyone’s mind — how to best approach the subject of time recording?
Organize your data
The first question businesses should ask themselves is: are working hours already properly recorded? Or is data completely missing, partially lacking, or generally disorganized?
Most companies, no matter where they are located, already have a working system in place to track working hours and document shift times, whether its through the classic punch clock, Excel sheets, handwritten forms, or a mobile app.
The new time tracking measure brings up the question concerning upgrading. Should businesses be interested in systematically recording all times, including start and end, breaks, overtime, and delays?
If the current method of recording doesn’t include these new options, then it may be time to search for a completely new solution.
Create a detailed list
Integrating a new system into the workplace can seen daunting at first, but in the long run all levels in the company stand to benefit. The best way to approach the search is listing the special requirements businesses want their system to meet.
These requirements vary greatly from one business to another, so taking note of individual needs and understanding the inner workings of the company is an important first step before making any other decisions.
Integrate new tools
If the decision to find and integrate a new system for systematic time tracking is agreed upon, the context of the new solution should be selected from the checklist of individualized business requirements.
Which provider meets which requirements? Companies will want to evaluate solutions that acknowledge the pain points of their business and provide a user-friendly platform so that employees can jump right on board.
An uncomplicated mobile time clock and employee management solution like Ubeya helps companies record employee working hours to the minute, record break times, and easily transfer this information to automated timesheets.
Implement the solution
Once the right solution has been chosen, companies determine a time period allowing enough time and planning for all departments, team members, and employees to get on board with the new system.
Even systems that are easy to use and simple to adjust to still require an in-house integration — with both existing team members and current data.
It is important that a full understanding and usage of the system be wholly seen at the managerial level so to promote its acceptance within the company.
Involve your employees
Essentially, time tracking serves to protect employee rights and ensure proper salary pay. However, it can also bring about unwarranted doubt and mistrust, which is why transparent communication with employees is so important.
Explaining which data is collected and why, which data is stored under anonymity, and the importance behind these changes can positively affect the entire transition process.
It is recommended to ascertain employees undergo the appropriate training process and ensure that they feel free to give feedback so that the process can be further optimized.
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