| Can both hourly and salaried employees use the system? Can it track pay wages for both? |
| The system is designed to operate as a time and attendance system for hourly employees, and as an HR management and attendance system for salaried employees. Although the system does not require individual employee pay rates to be entered, rates may be entered for hourly and salaried employee classifications and used for both employee payroll preparation and job tracking functions.
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I have direct employees, contract employees and outsourced employees. Can I designate each of these employee types in TimeIPS in order manage them more effectively? |
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Yes. TimeIPS provides you with the structure to set up multiple employee types and designate your employees according to their type. This allows you to run reports, manage schedules and time worked, track time on jobs (on certain models), prepare payroll information and provide specific permission levels within the TimeIPS system according your individual business management needs.
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| Is there a limit on how many times an employee can clock in/out? |
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No. Employees can clock in/clock out an unlimited number of times each day to track lunch times, non-paid breaks, change jobs, etc. The system can be configured to regulate authorized clock-in/clock-out windows in order to prevent employees from clocking in too early and send e-mail notifications if employees deviate from their schedule.
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| Can I pre-program individual employee time and scheduling information? Can TimeIPS provide alerts when I have an employee that is about to go into overtime? |
Yes. TimeIPS systems can be programmed with both global holidays and employee-specific vacation time. In addition, the system can be pre-programmed to regulate authorized clock-in/clock-out times and to provide email alerts in advance of an employee reaching overtime status. On certain models, this enhanced schedule-monitoring feature is standard. On other models, this feature is available through an affordable upgrade module.
As well, each time hourly employees clock in and out or change jobs, their hours worked so far this week are displayed, making employees responsible for overtime prevention. Managers can review employees' time sheets and hours worked this week in real-time to assist in the prevention of unauthorized overtime.
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| Is it easy to retrieve old employment history and time records? How long are these records stored? |
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All clock events and current and previous employee information is tracked and recorded with no limit on the age. The TimeIPS system provides systematic, structured storage of your data to allow for efficient access of all your records.
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| Are there backup storage options for my personnel and employee data stored in TimeIPS? |
Yes. TimeIPS provides several options for the backup storage of your important personnel management data both locally and off-site. TimeIPS can generate local backups at any time. You may choose to save these as an archive on your local machine, or have them emailed to a specific email address. The local backup option is available at no extra charge. TimeIPS can also automatically email a nightly backup. This backup option is included in some models and is available for all models through an affordable upgrade module.
Our off-site backup service is included with the purchase of each TimeIPS station, for an introductory period. When the introductory period expires, the service is available for an affordable fee. Our off-site backup service is designed for businesses that want password-protected, secure, automatic off-site backups for their data. We recommend you use our off-site backup option in addition to local backups, for the highest data security.
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Does TimeIPS have a section where job duties, a job description or other employee-specific documents can be digitally attached to, and viewed from, each employee record? |
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Yes. Through the permission levels set in the Administration section, an Administrator level employee can attach a document to the TimeIPS record for that particular employee. We suggest that you make electronically attached documents non-editable by saving them in PDF format. We also suggest that you and/or your management staff be aware of the particular rules regarding accessibility of certain HR-related privacy information when attaching documents to employee records.
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