Specifically, a group of professors surveyed workers in New York, Chicago and Los Angeles. They selected “low-wage” industries where front-line workers typically make less than 85% of the median wage in each city. The average worker they surveyed makes only $8 an hour. Sixty-eight percent of the workers surveyed reported at least one wage and hour violation in the previous week, which the researchers estimated cost each worker an average of $51 a week.

Considering that at $8 an hour, for a 40-hour week these folks are only grossing $320 to start with, getting underpaid by $51 is pretty major.

The gory details

Workers reported they were paid less than minimum wage (26%), were underpaid for overtime (76% of those who worked more than 40 hours in the previous week), were forced to work off the clock (70% of those who came in early or stayed late outside “normal” work hours), or had improper deductions taken out of their paychecks (41% of those who had deductions taken).

Time to clean house

Given that Secretary of Labor Solis has already announced plans to hire 250 more investigators for the Department of Labor — many of the allocated for the Wage and Hour Division — it might be time for these employers to consider cleaning up their act. As has been amply documented here, in the long run it’s cheaper (and better for business) to simply pay employees according to the law than to risk huge fines and penalties for wage and hour violations.

And, you know, I don’t mean to sound harsh, but if you can’t figure out how to run a profitable business without cheating your employees, maybe you shouldn’t be in business in the first place. I’m just saying.

Nice guys can finish first

Interestingly, people who worked for employers who provided health insurance and paid time off for vacations and sick days reported fewer wage and hour violations than those who worked for businesses that don’t provide these benefits. As the researchers said, “This suggests that employers’ decisions about whether or not to comply with the law are part of a broader business strategy shaping the workplace.”

In other words, employers who treat their employees fairly in one aspect of the workplace are more likely to treat them fairly in other aspects of the workplace? Uhmmm… duh.

Look, I’m not here to tell you what benefits you should provide your employees. Whether you have the most generous time-off allowance in the world or your sick day policy is positively draconian is up to you. But you are required to pay your employees according to the law for the hours they worked. You have top pay at least minimum wage, and time-and-a-half for overtime-eligible workers who put in more than 40 hours a week (eight hours a day in some places). And you can’t force people to work off the clock or make them clock in on two separate sets of books to conceal their overtime. Or take deductions from their pay you’re not entitled to. Or make them share their tips with you.

You just can’t.

No related posts.

OK. So in Part One, we talked about the inexpensive and easy-to-implement timesheet or time slip. In Part Two, we learned about the traditional mechanical punch clock and its snazzier electronic cousins. Now we’re going to cover your options for software-based workforce management.

Because software-based time and attendance is a more complex option than the simple timesheet or punch clock, you’ve got a few more considerations to take into account when evaluating these systems. Let’s take a look at the two biggest: whether to go with an in-house installed or a hosted solution, and how to collect your employee’s punches.

In-house or Hosted?

There are two basic types of software-based products: software installed in-house (that is, software you put on your own system and run locally) and hosted software (sometimes called “software as a service” — SaaS). This is software installed on somebody else’s system that you log in to over the Internet.

Neither one is better or worse than the other across the boards. There are advantages and disadvantages to each. You just have to decide which one is right for you and your business.

Installed Software

• One-time cost to purchase. There may be support contracts or ongoing licensing available, which may provide you with benefits such as no-additional-cost technical support or free software upgrades, but generally these are optional.
• You have control over the computer where the software is installed and are responsible for keeping it up and running. You’re also usually responsible for installing and configuring the software (or for paying an expert to handle the installation for you). This generally makes installed software a better choice for companies that have some sort of in-house technical expertise.
• You control your data, because the database is there on your computer. If the original software vendor goes out of business, this won’t affect the availability of your company data. On the other hand, this also means you will be responsible yourself for backing up your database and keeping the data secure.
• In the absense of a support contract or licensing agreement, you may find you have to pay for software updates and upgrades.

Hosted Software (SaaS)

• Little to no initial cost, but ongoing monthly fees. Many web-based/hosted software solutions offer free trials or no-cost setup. These services are paid for on a monthly subscription basis. While the initial startup is free / inexpensive, the monthly subscription costs will add up over time.
• The vendor is responsible for maintaining the software and keeping the server up and running. They will take care of installing software updates and upgrades (usually at no cost to the customer) and handling any technical issues that may arise. This may make web-based time and attendance an attractive option for companies that lack in-house technical expertise.
• The vendor controls your data. Sadly, there have been instances of SaaS vendors in various fields suddenly going out of business and leaving their customers high-and-dry without access to their company data. You will need to make sure your vendor makes it easy for you to download backup data, and that you regularly do so.
• Low to no-cost tech support. Generally the cost of technical support is included in the monthly subscription fees, so you don’t pay extra if you have to call for help.

Once you’ve decided whether you want to install software locally or sign up for a hosted service, your decision-making isn’t over. The next thing to decide is how you want your employees to clock in and out. You’ve got a lot of choices here: PC-punch, telephony, badge terminals, biometric terminals… (hey, nobody said sophistication was going to be easy!)

Punching In and Out

Employees Punch PCs, Boss Thrilled

The most basic method of data collection for software time and attendance products is PC-punch. Simply put, employees call up the application on a PC and clock in or out. For a standalone installation, you simply install the software on a single PC which you set up in a central area, and employees use that PC to clock in or out — very much as they would use a punch clock, just by logging in instead of inserting a time card. If you opt for a network-enabled solution, your employees can call up the application from the network-connected PCs on their desks. In the case of web-based software, they simply launch their web browser and log in to the vendor’s “clock in and clock out” interface.

An advantage is it’s very easy. But it either requires a dedicated PC (for a stand-alone installation) or that all employees have a network-connected PC on their desks (for a networked installation) or that all employees have access to an Internet-connected computer (for a hosted solution).

And this method of clocking in and out is potentially as vulnerable to buddy punching as a punch clock and time card, as it’s very easy for an employee to clock in or out for another as long as they’ve got the other’s user ID and password.

The Red Badge of Courage (or Timekeeping, as the Case May Be)

Some companies prefer to have employees wear badges — perhaps for identification and security purposes — and use those badges to clock in and out. Many software solutions support the use of badge terminals.

Some badge terminals require the employees to swipe the badge through a reader slot (sort of like what you do when you use a debit or credit card at the store). These readers scan magnetic strips or bar codes on the badges.

Other terminals — proximity terminals — sense a transmitter in the badge and can clock employees in and out when they pass the badge near the front of the terminal. There are even some systems that will dynamically track an employee’s location within the facility by reading a transmitter in their badge. (These systems tend to be pretty expensive.)

Personally, I prefer proximity badges for most situations. While proximity badges tend to cost a little more than mag stripe or bar code badges, generally speaking, they’re thicker and more durable. Plus, mag stripe and bar code readers may require periodic adjustment and cleaning in order to continue to read the badges accurately, while prox terminals are virtually maintenance-free.

Again, though, as with PC-punch, badge systems are vulnerable to buddy punching, as an employee needs simply pass his or her badge off to a co-worker, and the co-worker can easily clock them in or out.

Badges? We Don’t Need No Steenkin’ Badges!

If you want to stop buddy punching in its tracks, the answer is biometrics. Biometrics requires an employee to use some body part or characteristic — such as a finger or their hand, a voice print or their retinas — to identify themselves to the system before they can clock in or out. Basically, the employee has to be physically present or they can’t clock in or out.

There are many different forms of biometric identification which get used for various purposes. You’ve probably seen spy movies where they use retinal scans and/or voice print analysis to allow access to top-secret facilities, for instance. While those look snazzy, they generally aren’t suited to time and attendance because of cost and complexity. The two most popular biometric systems for time and attendance are finger-scan and hand geometry.

Sometimes employees have privacy objections to biometrics. They’re afraid their fingerprints will be somehow used to track them, for instance. You can reassure them the scans done for biometric time and attendance are far too crude to be used by any law enforcement agencies and cannot be used to trace their activities in any way.

Acroprint Time Recorder Company has put together a nice set of Frequently Asked Questions about biometrics (and their answers, which makes the resource even more useful!) which you can find by clicking here. If you’re thinking about biometrics but need more info, or if you’ve decided on biometrics and you’re wondering how to deal with potential employee questions, this FAQ could be helpful.

Other options

There are all sorts of other options. For instance, some systems (particularly SaaS/hosted systems) offer a telephony option, which allows employees to clock in and out over the phone. This can work really well when you’ve got a mobile / remote workforce, because they can use their cell phones to clock in and out.

Basically, if you’ve got a need, there’s probably somebody out there who can fill it.

In the final analysis

There you have it… basic time sheets, traditional time clocks and automated systems. Which one you choose will depend on your business needs, your available resources and your budget.

The main thing is simply to use something. The law requires you to maintain accurate time records for hourly and salaried-nonexempt workers. Not having those records can open you up to wage and hour audits, fines and penalties. Inaccurate time tracking (and the resulting payroll errors) can lead to disgruntled employees — which in turn can lead to wage and hour lawsuits.

Point is, no matter how much you spend on your time and attendance tracking, not tracking time is bound to be more expensive in the long run.

So get out there and start tracking!

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Seems a Cranston-area school custodian is now on unpaid suspension (and, reading between the lines, possibly being encouraged to resign to save himself and the School Committee the trouble of a formal termination hearing) after he was caught on tape buddy punching for several of his co-workers.

Given the circumstances, I have to agree with the Superintendent of Schools, Peter L. Nero, who’s quoted as saying he thinks this was “ not a one-time occurrence.”

An anonymous person (Disgruntled co-worker? Student? Outside party? We don’t know.) apparently found out about the buddy punching and — for whatever reason — instead of telling school officials, set up a secret video camera (a violation of school policy itself — a case of “the ends justifying the means,” perhaps?) and sent the resulting videotape to a local TV station… who, in turn, informed school officials.

What’s a bit interesting is that this wasn’t a simple case of buddy punching, where one employee punches at the normal time for another who’s running late or who left a little early, to make it look like the absent employee is on-premises. No, in this case, the custodian was observed actually unlocking the clock, changing the time, punching five time cards, then setting the clock back to the correct time.

Makes one wonder what the custodian was doing with a key to the timeclock in the first place. And how he learned to reset the time on the clock. And what everybody else was doing while he was messing about with the clock. And why the anonymous person who discovered this didn’t just go to the school administration, but rather felt compelled to set up the hidden camera and go straight to the media.

Lotta things to wonder about.

But one thing we don’t need to wonder about: if instead of a traditional time clock and time cards, they’d been using a biometric time and attendance system, the custodian wouldn’t have been able to buddy punch for anyone.

I’m sure if you’d asked them before the video tape surfaced, school officials would have said they didn’t have a buddy-punching problem. And I wouldn’t have been surprised if the leaders of Local 153 of the National Association of Government Employees, which represents school custodians and maintenance workers, would have objected to a biometric time tracking system on the grounds that such a thing was not necessary in Cranston and that the implications of such systems are insulting.

And it would have turned out in this case they were wrong.

So what are they doing to prevent this from re-occurring? According to the story, by the time you read this, new locks will have been installed on the time clocks. That, plus a police investigation and the probable termination of the custodian will likely serve as a deterrent, at least for a period of time.

But, you know, the only way to ensure against buddy punching is to use some form of biometrics. When you have to use part of your own body (finger, hand, retina, face, whatever) to identify yourself, it’s hard to leave that behind for someone else to use for the purpose of clocking you in or out.

So what about at your company? What kind of system do you have in place? Have you had any problems with buddy punching?

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According to the press release, “Time and Labor Online offers both Web punching and scheduling, as well as biometric and barcode time clock options.” It’s a hosted application, which means they run the software on their servers and you access it over the web using your web browser.

Looks like it offers some nice features: employee scheduling, employee self-service (for requesting things like vacation or personal days, for instance), online timesheet editing, rules-based administration to ensure compliance with company time and attendance policies, management alerts for things like impending overtime and (of course) integration with the Paychex payroll processing system.

I didn’t see any pricing on their website, but according to the company, this is intended for mid-sized businesses. If that sounds like you, you might want to request a quote. Typically, automated time and attendance systems do save money versus more manual processes. Perhaps this can save you some time/money off your current timekeeping process.

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The main thing I noticed right off the bat is that the terminals have a different look — black and silver, which coordinates nicely with their black-and-silver timeclock line. And unlike the older Attendance Rx line or the related timeQplus Biometric product, the look of the whole line is very integrated and cohesive. Modern, even.

OK, I admit it, I’m a visual person. The look really appealed to me. But, of course, what matters isn’t so much how it looks as what it does, right?

Looks Aren’t Everything

So here’s an interesting feature, which as far as I know, nobody else does. (At least, not at this price point.) They offer the options of PC-punch, proximity badge terminal or fingerprint biometric terminal — and you can mix-and-match all on the same system.

So if you’ve got some employees with PCs on their desks, they could use PC punch. And if you’ve got departments where you want them to have badges, they could use the proximity terminals. And if there are some areas where you need to have absolute assurance that the employee is physically present (and not being “buddy-punched” by a friend), you can set them up with biometric terminals.

And you can add either kind of terminal at any time to an existing system, so you can start with just the software (PC punch) and/or any terminal(s) you want and add additional badge or biometric terminals in any combination at any time.

For this kind of flexibility, used to be you had to go with relatively high-end systems costing several thousand dollars (and up). But from what I can tell, the price points for this suite are pretty much the same as the existing Attendance Rx and timeQplus Biometric products, which puts timeQplus Version 3 well within reach for most small and mid-sized businesses.

Sweet.

So What Doesn’t It Do?

Now, it doesn’t do everything. There doesn’t appear to be a scheduling module, so it might not work if you want to use your system to manage schedules for a bunch of hourly workers, such as for a restaurant or retail shop. And in looking around, it doesn’t seem to do job costing, so if you need that, you might have to go with some other solution. But for tracking hourly and salaried exempt worked hours and attendance for salaried exempt, it looks like this has pretty much everything many businesses will need.

Good For You

One thing I can tell you: whether you choose this system or some other automated time and attendance system, everything I see tells me it’s probably going to be a good thing for your business — as long as you actually install the system (doesn’t do you any good sitting there on top of your filing cabinet, does it!), configure it properly and use it.

I mean, I’ve seen studies that show when you use an automated time and attendance system, employees are better about coming in to work on time, staying all day and not “extending” their meals and breaks — maybe because they know somebody’s watching.

I know from experience automatically-recorded time records (whether from a computer-based system or a simple punch clock) are more accurate than handwritten timesheets. And particularly with automated systems, they’ll handle things like totaling up hours worked and most will even export data to your payroll system, so you don’t have to waste time adding things up by hand and keying in your employees’ time… and fixing the inevitable clerical errors that arise when you do things manually. That’s bound to save you time… and as we know, time is money.

Some time and attendance vendors claim an automated time and attendance system can pay for itself in less than a year just on the savings from less employee “time theft” and the time savings in payroll preparation, which is pretty good ROI in my book.

I figure, this new system may not be the right system for every business — frankly, there’s no system I know of that’s right for everybody, no matter what the vendors might claim — but it’s worth a serious look.

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The thing is, employers aren’t always compensating people more for putting in more work.

Of course, if the employees are classified as salaried exempt, employers don’t have to pay them overtime — putting in extra hours when they’re required just goes with the territory. (Sorry, folks. I fall into this category myself, so I feel your pain.)

As at least most of my regular readers know, though, it’s illegal in the US to NOT pay overtime when its worked to salaried non-exempt and hourly workers.

But employers may not be doing as good a job as they could of tracking the actual amount of additional time the overtime-eligible employees are working. About half the employers in Canada reportedly still use manual time-tracking, which is notoriously inaccurate and can  easily result in underreporting of time worked and underpayment of overtime.

And boy, are employees working overtime! According to the survey, 20% of working Canadians are doing things like taking work home, skipping lunch and coming in to work when ill instead of taking a sick day. Twenty-one percent of those surveyed say they’re working more hours — and nearly a third of those say it’s at least 11 additional hours per week. (Based on a standard five day week, that’s more than two hours extra every day. As Velma Dinkley would say, jinkies!)

That’s a lot of extra work. Only about 35% of those putting in extra work said they were getting additional pay, and only about 17% were getting additional time off to compensate. Which leaves a whole lot of people putting in a whole lot of extra time and perhaps not perceiving a whole lot of  recognition or reward coming their way.

The problem for companies is that if the company doesn’t step up to the plate some employees will find a way to “compensate themselves” for putting in the extra work — and it may not be in ways the company would like so much. Of these employees, over half (53%) reported they leave work early. Another 16% arrive late, and 21% said they take longer lunches.

Of course (and you knew I was going to say this), most of this could be prevented with the use of a reliable time and attendance system. Whether it’s a simple time-card-based employee punch clock or a sophisticated computer based system, a time and attendance system will accurately record employee arrival and departure times.

Which means employers will actually have an accurate handle on the amount of time their employees are working — and can compensate them appropriately — as well as be able to weed out those who continue to abuse the system and unfairly burden their co-workers while they reward themselves with extra (paid) time off.

It’s really a win-win for both employees and employers. Overtime-eligible employees can be assured they will be paid accurately for all their hours worked, and that they will be accurately credited for all the extra time they’re putting in. Employers protect themselves against wage and hour claims filed by disgruntled (underpaid) employees and lost productivity from employees coming in late, leaving early and extending their breaks.

It’s not as though these things cost a fortune. You can get good, professional-quality software from a reputable time and attendance company for less than $100. Whole systems with software and data entry terminals (badge or biometric) can be had for $500 to $1,000. You can find a traditional punch clock easily for  less than $500 (sometimes a lot less).

Particularly with an automated system, you’ll end up saving a lot on the back end, too. These things will almost always total up employee hours worked and typically will export data directly to your payroll system, eliminating tons of clerical work and potential errors. Most employers who install automated computer based time and attendance systems find the system has more than paid for itself in a matter of months.

So if you’re still asking your employees to fill out manual timesheets or time slips  —  or worse yet, not formally tracking employee time at all  — you really have no more excuses. It’s time to move into the 21st century, folks!

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However, sometimes employees raise objections to biometric systems, often over concerns about privacy. Usually these concerns are based on a misunderstanding of how biometric systems actually work.

Employees often mistakenly equate a time and attendance biometric system with the kind of fingerprint analysis they see on TV crime shows, and are concerned that their fingerprints or hand geometry will be added to some kind of cross-referenced database, linked up with other information about them by police or other government agencies, and used to “spy” on their activities or otherwise invade their privacy.

Over at the TimeTECH blog, they’ve done a pretty good job explaining the difference between how biometrics are used for time and attendance and how they’re used in crime scene analysis.

In a nutshell, biometric systems for time and attendance don’t store the kind of details that police and other investigators would need in order to identify an individual. Instead of storing the actual fingerprint or hand geometry, these systems simply store a mathematical formula based on the biometric data.

Bottom line, the fingerprint or hand geometry data employees provide for biometric time and attendance is not usable by law enforcement or other agencies to identify anybody.

As the folks at TimeTECH point out, often getting employees to accept a new biometric system involves simply educating them ahead of time about the limitations of the data collected and the benefits of the system.

If you’re contemplating installing a biometric time and attendance system, Acroprint Time Recorder has a pretty good set of Frequently Asked Questions about biometric time and attendance that you might want to check out. You could use that as “talking points” for discussing the system with your employees and to help you anticipate the kinds of questions they might ask. They even have a PDF version you could download and print to use as a handout if you’d like.

Computer-based biometric time tracking offers several advantages over timecards or paper-timesheet-based time recording:

• Most importantly, the biometrics provide incontrovertible proof of when employees arrived for and departed from work. This protects both management and employees from disputes over actual hours worked.
• A computer based system automatically calculates time worked (eliminating clerical errors), and downloads data directly to payroll software or service bureaus (eliminating keypunch errors). Both employees and management spend less time and experience less aggravation correcting paycheck errors.
• As a result, a computer based biometric time and attendance system saves time and money on overall payroll preparation. This boosts the business’s bottom line, which in today’s economic climate could mean the difference between “business as usual” and laying off employees (or even closing down entirely).

The key, then, to employee acceptance of a biometric system… is employee education. Make sure your employees understand what the system will do — and equally importantly, what it won’t do.

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Most of the time and attendance tracking software I’m familiar with includes the option of taking a standard deduction for your employees’ lunch. In a common implementation, once an employee has been at work for a certain length of time, the software automatically deducts your standard lunch deduction from their worked hours total, even if they didn’t actually clock out for lunch. Basically, the software assumes your employees are taking their full lunch breaks and reduces their total hours worked accordingly.

In any case, you want to be really, really careful before you decide to implement this feature. Trust me on this one. Really, really careful. And if you do decide to activate it, be sure to monitor that your employees really are taking the full lunch break that you’re deducting for.

And if, for some reason, they don’t… adjust their elapsed time so they do get paid for all the time they work.

Because if you deduct for, say, a half-hour of lunch, and your employee only gets to take 20 minutes because they get called back to work early to deal with some emergency — or worse yet, they end up working through lunch for some reason — you owe that employee for the time they worked. If your system deducts it automatically and you don’t add it back in, they won’t get paid for all their worked time. And if you don’t pay them and this sort of thing happens often enough, you could find yourself in hot water in the event of a labor audit, or if your employees get fed up and complain.

Case in point: Crouse Hospital and St. Joseph’s Hospital Health Center in Syracuse, New York, and Faxton-St. Luke’s Healthcare in Utica and New Hartford got hit last month by class-action lawsuits brought by a few hundred employees who claim their employers deducted for the full lunch period even when they didn’t get a full lunch period (which is, apparently, a common occurrence for hospital staff).

Attorney Patrick Solomon, a partner in the law firm of Dolin, Thomas, and Solomon, LLP (the firm bringing the class action suits) warns employers against enabling this feature. “It is a recipe for disaster for you,” he said.

As a long-time employee of a company in the time and attendance industry, I mostly concur. It’s not an automatic disaster, but it probably isn’t going to save you all that much time… because you have to constantly monitor everyone to make sure you don’t miss paying people for worked time.

In this case, the lawyers estimate it’s possible trying to save a few minutes by implementing a standard meal deduction may well cost these employers millions.

Millions!

H/T to the Kentucky Employment Law Blog for bringing this story to my attention!

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Anyway, what brings this to mind is that I just ran across an offline article that said 19% of staff engage in buddy-punching at least once a year (according to research firm Nucleus Research).

I’m guessing a lot of those 19% may think of buddy-punching as harmless. I mean, after all, it’s just a few minutes, and it saves Joe or Sue from getting in trouble for being late or lets them cut out a little early to pick up their kid or get ready for that big date or whatever. And besides, they know Joe or Sue would do the same for them if they were running late.

Maybe you as an employer think it doesn’t happen at your place of business. But with 19% of employees being willing to admit they’ve done it, it’s a good bet the actual number of those who have done it is higher. If you have employees who clock in and out, they’ve probably buddy-punched unless you’ve got supervisors watching them like hawks when they clock in and out (and maybe even then, depending on how good your employees are at sleight of hand).

Or you might not think it’s that big of a deal. According to the article, though, buddy-punching is directly responsible for employer losses ranging from 1.5% to 3% of gross payroll — which isn’t exactly something to sneeze at. If you have 10 employees making $25,000 each per year, that amounts to a loss of between $3,750 and $7,500 per year. That’s time you’re paying people when they’re not even in the building, much less working.

Because of this, biometric time and attendance systems are getting closer looks from a lot of employers. Biometric systems require employees to furnish some kind of proof of who they are — generally either by scanning their finger or their entire hand — before they can clock in or out.

Basically, what it means is: nobody else can clock in or out for Joe or Sue.

Most, if not all, of the major time and attendance vendors have at least one biometric-enabled system, so you’ve got plenty of choices. Many offer several options, so with a little shopping around you’re bound to be able to find a system that will work for you. With basic systems starting at less than $250, and a pretty wide selection available for less than $1,000, even relatively small businesses should be able to afford to implement a biometric solution — especially when you consider how much you could be saving by eliminating buddy-punching! (Not to mention no longer having to buy time cards, and the time you can save by downloading data directly to your payroll system instead of keying it in from the time cards…)

And in today’s economy, who doesn’t want to save some money? Might be worth checking out!

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New Employee Time Clock from Icon Time Systems

Icon Time Systems has launched their latest employee time clock, the RTC-1000. Using this time and attendance system, payroll managers can view and edit payroll information via local networks or the Internet.

When Internet access is not available, the RTC-1000 can be connected directly to a personal computer. There’s no software to install, so the system will work with Windowsâ„¢, Linuxâ„¢, and Macintoshâ„¢ operating systems. The RTC-1000 supports Ethernet, USB, or serial port communications.

Payroll managers can set rules around attendance and tardiness and use an optional notification feature that sends alerts via email if an attendance rule violation occurs. This allows immediate response to the situation, ensuring that problems are solved in a timely manner so payroll processing is not delayed.

Asure Introduces iEmployee EasyTouch Time Clock

Asure Software has introduced the iEmployee EasyTouch Time Clock, a time tracking device that combines three technologies “ a touch-screen time clock, an internet-enabled device, and web-based time and attendance software.

In addition to tracking employee’s attendance, the EasyTouch Time Clock provides employees with real-time access to schedules, time-off balances, and attendance history. By combining a touch screen interface, a full range of biometric and card recognition options, and web-based workforce management solutions, iEmployee can offer customers of any size a comprehensive time and attendance system.

EasyTouch Time Clock provides real-time views of schedules, time-off balances, and attendance history, allowing employees access via touch-screen to view and control their data anytime.

iEmployee EasyTouch Time Clock is available worldwide for rent or purchase from iEmployee.

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