Your Questions Answered: Integration, Clocks and CBAs

At the closing of each public webinar that we offer, there are always so many interesting questions from our attendees who join us live for the event. In this week’s Halloween-inspired webinar on five downright frightening labor management scenarios, there were three questions that we believe many others may have as well:

When you integrate with other systems, which one is the master system? Does the data come from payroll or HR, or is everything stored in the time system?

This is a great question, and really the answer depends on you as the client and what you prefer. When we integrate with other systems such as HRIS or payroll or ERP, you get to decide which is going to be the “master” system. There needs to be one, and then we work off of that, but you get to decide what makes the most sense for your organization.

Are all of your time clocks equipped with biometric devices, or are there other options?

Our netone cloud-based time clock does have biometric capabilities if you desire to have them. We also have proximity badge readers or barcode scan readers. Or, you can also simply use the on-screen interface on its own. You can mix and match all of these data collection options with your clocks so you are using the mode that is best for your clock’s unique location.

If we have union workers, does nettime solutions translate the collective bargaining agreements (CBAs), or is that something we do once we are live on the system?

We will not translate the CBAs for you; however, this is something that needs to be done prior to you going live on the system. Your implementation specialist will provide you with an in-depth questionnaire, and the people most familiar with your organization and your union will need to complete that questionnaire using the union CBAs as a reference. Then we take your pay policies and configure stratustime to operate with those policies. During the implementation process, we also train you so that as changes occur — CBAs are revisited and amended, for example — you have the tools and the knowledge to make changes to your pay policies on your own. That being said, you have full access to our support team who can assist you as questions arise. And, if you have a great deal to change (such as with the acquistion of a new company or use of a new union), we can provide greater assistance if needed.

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