Webinar: If a Pay Dispute Lands on Your Desk, Will Your Time Records Hold Up?

Wage disputes happen more often than most employers expect, and when they do, incomplete or inconsistent time records can quickly lead to back pay, penalties, legal exposure, and hours of manual cleanup. If your time tracking isn’t airtight, you may be carrying more risk than you realize.

 

Session Transcript:

Jeff Plakans:

Good afternoon, everybody. Hope you’re all doing well. Thank you for joining us today on your lunch break. Or for those of you in the western part of the United States, during your mornings.

We’re going to talk about an interesting question for all of you. If a pay dispute lands on your desk, will your time records hold up? So you might ask yourself, what are we going to look at today? What are we going to see today? We’re going to talk about how time and attendance systems intersect with wage and hour law. And the things that you need to do, especially for your non-exempt employees.

The interesting thing about the presentation today is we’re going to take a good look at some of the things that we can do with our isolved Time Solutions. David Braby’s here to join us for that. Thank you, David.

More importantly, we’re going to also talk about a lot of things that a lot of employers are not really too dialed in on in terms of the dangers that are out there in the event that they do have an audit or that they are accused or allegedly accused of violating wage and hour loss. We’re going to talk about what all that means and some good ways to prevent that from happening.

So getting started, obviously, as you may know, I’m Jeff Plakans. I’m the founder and president of Commonwealth Payroll and HR, and happy to share everything that I know with you today. And as well with David Braby, he’s isolved’s senior solution consultant. David and I have been working together for many, many years now on solutions for our clients. He’s been a constant presence in a lot of the webinars that we’ve done over the years if you’ve been a client a long time and attended a long time. So David, again, thank you for sharing your lunch hour with us today.

David Braby:

My pleasure.

Jeff Plakans:

So I want to move on to the very first question, and that is, why time tracking can be a legal safeguard. So in our world, to me, there’s three different types of clients, all with non-exempt employees. One who is either proven reliable methods to prove compliance with wage and hour law. There are those who rely on a human being to interpret what’s on a timecard and turn that into wage and hour compliance. But a lot of times have a lot of incomplete records as a result. And then there’s those that are winging it. They’re doing nothing, they hope that they never get called upon to offer proof.

So again, today’s presentation is really focused on how to examine how you can change the last two so you can be one of the first. So we’re going to ask the question, if that pay dispute lands on your desk, truly, will your time records be able to hold up? So some of you might not even really know what I’m referring to. If you don’t, then this webinar is for you. Because in essence, time tracking is evidence that employees’ work time was documented and that everybody’s in agreement that that is the correct representation of their time. And when I say everybody, I mean employee and employer. And that the demonstration of how that time translated into the employee’s pay. And then of the proof that you as the employer have been in compliance with wage and hour law.

Now, a lot of folks say, “I’ve heard the term wage and hour law, but what exactly is it?” So I’ll make an exception and I’ll read the slide. It says, “Wage and hour laws are federal and state regulations, primarily the Federal Fair Labor Standards Act that dictate minimum compensation, overtime pay, record keeping, and child labor standards. These laws protect workers by ensuring a minimum wage and mandatory overtime, usually at 1.5 times pay for over 40 hours worked in a work week.” And that comes directly from the US Department of Labor.

Now, there’s 50 different states and the federal level of guidance about wage and hour law. And so by definition, that means there’s 51 different sets of rules to follow depending on where your employee’s working. It’s worth noting that you should actually be capturing where they’re working because some of you have scenarios where an employee’s working in multiple states in the same pay period. And obviously that’s going to have both wage and hour complications, and payroll taxation complications.

So each state’s laws are complicated. Many of them are very unique. California, you hear me? So mistakes can be common, especially when the human beings are the ones that are doing the interpretation of what’s considered overtime. So employers really are the sole responsibility for making sure that this is being done correctly for your non-exempt employees. And when it’s not accurate, employees complain. And if they complain to the authorities, it can lead to very harsh penalties and become very costly.

So when time records aren’t clean, employers end up writing the big check. Now, sadly, it’s not really unusual for employers to be violating wage and hour law, and not even be aware of it. Some do it knowingly and assume they’ll never be caught. But remember that whether you’re doing it knowingly or not, employers are really only a single disgruntled employee away from being turned in, and that usually turns into an audit.

So let me share some definitions with you about this. Minimum wage, I think everybody knows what minimum wage is. It’s set on a state by state basis, but sometimes some other jurisdictional basis. So for example, a municipality might have a different minimum wage than the rest of the state. Company size in some cases can determine what the minimum wage is as opposed to the where.

And then overtime, of course, most people assume to know is compensated at 1.5 times the normal hourly rate in many states. And in many states, that starts at 40 hours. But you heard me mention California. In some states, like California, overtime’s going to start after the eighth hour in the day, and then also after 40 hours a week. So overtime in California starts at one and a half times, but that’s for between 8 to 12 hours in a day. And then after that, it turns into double time. So you really have to know the rules for the jurisdiction that you’re in.

Hours worked, hours the employee is on premises considered working or on duty. Remote work really muddied this because the definition of suffered or permitted work. Now, a lot of people have never heard this term suffered or permitted work. What it means is it means any work referred to … Or refers to any work that’s performed by an employee for the benefit of an employer that’s not explicitly requested, but is allowed to continue. So under the FLSA, if an employer knows or has reason to believe that an employee is working, that time must be compensated even if the work was not authorized or was performed voluntarily. So things like answering emails at night or working from home, going to after hours work events. All of those things are considered suffered or permitted work. So you have to be very, very careful.

Finally, exempt or non-exempt employees. Now, we use this terminology on a regular basis. It’s worth reiterating that the definition here is often based on the duties and the salary. And when I say duties and salary, having to do with different phases. For example, if you’re an executive employee, a professional employee or an administrative employee, which has a very unique meaning and a very unique definition. And then various tests based on the job description, which again, that varies state by state.

So it’s also not necessarily based … A lot of folks assume anyway that it’s based on how an employee is paid. So are they a salaried employee or are they an hourly employee? And so that’s generally not an indicator of whether they’re exempt or not exempt. Many employers don’t know that. So it’s important to remember that it’s the job duties that define exempt or not exempt, not how they’re paid. How they’re paid is often the decision that you, as the employer, can make. That’s not necessarily the correct decision according to wage and hour law.

So record keeping. The very theme of today’s webinar, it’s what we need to do to maintain the records of when the employees worked and what you paid them for in that work. So too many employers either don’t do this well or don’t take it very seriously until they need to. So if your time records aren’t accurate, it’s difficult thing. We’re going to get into how you can do that.

So let’s dial in on overtime for a minute. Lots of folks assume hours over 40 are overtime. This is true. It’s based on the hours an employee actually works. But tell me this, what if a week has a holiday in it or a vacation day or a sick day? Do those times count towards 40 hours? The answer is yes and no. More importantly, what other adjustments might be impacting that count of hours? So do you pay for lunch breaks or other types of breaks? And according to your policies, do these count? So your policies factor in. And then the question is, how are you enforcing these counts? If you have two different people that are interpreting what adds up to 40 hours, you could have two different people doing it differently just because they don’t know any better.

So you need to prove that your employees did or did not actually work on a day. And when they started, when they left, and when they took breaks. So best practices dictate that they sign off on their timecards and so should their supervisors. Maybe that’s you. So how are you achieving this today is the big question. Is it based on objective punch records? Or is it based on the honor system where the employee tells you when they started and when they left? So if your time records are inaccurate, like I said, it’s hard to prove that you paid overtime correctly. So how accurate are your time records?

Now, good time for a poll. Again, how accurate are your time records? Would you be able to prove or disprove that overtime was warranted in an audit? So answer would be one through five. Five is, yes, for sure. I knew I’d be able to prove it in an audit. One is, I don’t keep any records. Go ahead and share with us in between what you might find to be the case. So go ahead and hit that now.

Wow. Not everybody’s voting. I think, David, we’ve got some T-Rexes on the keyboard here with the short arms. All right. We ended up with a straight 20% on everything. Thank you everybody for completing that poll.

Now, if we can’t track hours, we can’t prove the overtime. Now, in our poll, we determined that wage and hour practices need not just to follow the law, they need to be objective. Some employers will pay overtime to some employees and not to others. Some will give a grace period in terms of whether people are late or not to some employees or not others. And if a supervisor’s allowing it to happen on your behalf, then it’s assumed that you’re allowing it to happen. So employers need a way of maintaining consistency and objectivity when it comes to timekeeping. Consistency requires systems, not spreadsheets, or your best memory.

So what’s it going to cost you to get it wrong? If overtime was due and you didn’t pay it, either because you misclassified an employee as exempt. So they were exempt from overtime, when they should have been a non-exempt employee eligible for overtime. Or you failed to properly count the employee’s hours and accidentally paid overtime as straight time. Or you didn’t pay the correct overtime rate. So a good example of this is if an employee gets paid multiple rates inside of the same pay period, you have to blend the hours worked to come up with a blended rate. Which then gets applied to that 1.5X overtime.

So if any of those things happen and you’re proven to be at fault, you’ll pay treble damages in Massachusetts. So 3X what’s owed and not paid to the employee. You’ll pay attorney’s fees, yours and theirs. You’ll pay penalties and fines and interest back to when it was originally owed. So that gets super expensive. Let’s say you had misclassified an employee for three years, so you’re going all the way back to three years and paying interest on that. So accurate time records are your only defense. And that’s what I want you to take away from this discussion.

So it’s not really about micromanagement, it’s about protection. So as we hear many times, ignorance is never an excuse. You as the employer are responsible for knowing these things that I’m going over, no matter whether you actually do or not. You’re assumed to know it and it’s your responsibility as an employer. That’s the way the authorities look at it. So when you pay employees correctly and you’re consistent with your policy enforcement, you avoid the danger and the liability of it being wrong or being in a position where you were unable to prove that you did it right.

So the first question that those that are being audited by the state or by the Feds get asked is to provide good time records. “Provide me the time records for this group of employees or for these employees.” So when the time records aren’t clear, you, as the employer, lose control of the narrative.

So let me talk real quick as we get closer to looking at time systems, the different options that employers have to them in the entire set of options. Not just obviously with Commonwealth, but when we walk into meeting with employers for the first time, we see lots of different things that they use. First, they use paper time sheets. We see employees recording their hours worked onto literally a paper time sheet. Sometimes they’ll fill it out and most of it’s by memory. Sometimes it’s along the way. They hand it in to the payroll person at the end of the week. No opportunity to verify if it’s correct or incorrect.

Then there’s electronic time sheets. So similar to the paper situation, but employees recording hours worked with no ins or outs. Again, it’s the honor system. They’re doing it from memory. They’re just saying, “I worked eight hours here. I worked seven and a half hours there. I worked four hours on Monday,” et cetera.

There’s the mechanical time clock. You guys remember the old knuckle buster where you punch the card in and out and it tells you the time that the punch happened. Possibility there is for buddy punching. I used to know people and see people do that when I worked at a restaurant when I was young. Where one chef would come in and he’d punch himself in and then he’d punch his buddy in and he’d punch somebody else in. And nobody was paying attention to it and they made a lot of extra money doing that, but it was completely theft.

Paper time sheets, employee recording time in and time out. So instead of writing hours, they’re writing that I was here at eight o’clock and then I left at 6:00, but there’s no calculation. So someone else had to calculate the hours and then apply whether that was, for example, overtime or regular time or whatnot.

Then there’s the electronic time clock. Which is sort of what we deal with where the employee punches in and then they punch out. Calculations are done electronically, but there’s still the possibility for buddy punching.

Then there’s the electronic time clock with biometrics. So biometrics would be facial recognition, I’ve seen hand scanners, usually there’s a fingerprint scanner in some cases. Now, there’s a whole host of things that need to be complied with when you’re using biometrics. But biometrics allows for the employee to punch time in, punch time out, break time, calculated, verified, zero chance of buddy punching, obviously because of the biometrics.

And then there’s mobile punching. So somebody using one of these to punch in and out. Obviously because it’s a phone, it’s unique to an individual with a unique identity, especially the way phones are today, and they can be geofenced. So they can say, all right, only allow them to punch if they’re within this particular area so you know people are not punching in from home.

So these are all the different things that we run into when we go out to see new clients. Now, what we’re going to talk about this moment is we’re going to talk about the solution. Now, the solution is I solve time and labor management. So we’re going to look at these answers to these challenges. Now, David is here to take us through how we can use this tool to maintain and enforce wage and hour law for every jurisdiction we have employees in.

So he’s going to show some detail on setting up policies around overtime, when certain rates are able to be paid, things like shift differentials. And use all this to how we can create it for an objective process around timekeeping and turning that into payroll simply and easily. So with it, we’re going to reduce errors. We’re going to make the system very flexible to what our jurisdictional needs are. Meaning the different places we have employees and the wage and hour that applies there. And we’re going to use it to give us visibility into where our employees are, whether they’re punched in, whether they’re punched out, what they’re doing. And we’re going to make sure our policies match the requirements that we have for the places that we’re doing business in.

So let me just toss it over to David. David, you ready for this?

David Braby:

I’m ready.

Jeff Plakans:

Okay. Give me one second here. Make sure that my share button is working. Alrighty. It’s all you.

David Braby:

All right.

All right. So we’re going to start off just in this employee view. So this is going to be your employee’s view as they come into their self-service portal. We’re going to talk about setting up the consistent rules, your consistent rules within your business, as well as the state rules that are going to be applicable. And I’ll show you different scenarios, how the system can help you stay in compliance.

But from an employee perspective, as Jeff mentioned, there’s all different punch methods that are available. We’re looking at the employee coming in, logging into their self-service, and then the ability to punch in and punch out right on their computer. You notice there’s a quick punch here where they can just punch in, punch out. They can be opened up to a detailed punch. This allows the employee to be able to select different labor fields. So if they’re working in different departments or on different tasks or different projects, those would be built out within the system and then the employee simply selecting those different options. This can be configured so that the employees actually have a pick list specific to, say, their area or their department to choose from.

You’re going to notice that also pulled up on my system is a map. The system is automatically going to do a location, a geolocation of where the employee is when they punch. This especially comes into play when they’re punching mobilely. But the system does drop that pin wherever they are when they punch on their mobile devices. So that’s just a couple of different punch options, the ability to add the detail for your labor distribution. So you’re able to generate reports based off of where the employee’s working on what projects, what tasks. And then also the ability to actually drop a pin wherever they are when they punch on their mobile devices.

Now, it is a real time, time and attendance solution. So once the employee punches, those punches are going to land on the employee timecard so that the employee has visibility of what’s happening with their punches. And this is important in certain states. Certain states require that the employee actually sign off on their timecard. And we’ve got that opened up here as a verification. In the isolved platform, you can have up to three levels of verification, supervisor, manager, and the employee.

Also, the ability for the employee to object. So if they see something on their timecard that doesn’t look right, they can add a note here that would then go to their manager or supervisor when they’re reviewing the timecard so that they can look into that discrepancy.

Right on the timecards themselves, the system’s going to show hours by day, hours by pay period, or for the week in this case. And then down below, it’s going to break those hours out into different categories. So as you can see for this particular employee, we’ve got reporting pay, so that’s show up pay, and I’ll show you what that looks like or how it’s set up within the system. Double time, regular PTO. So whatever different types of hours are going to show in this earning section.

Also, the ability to do that labor. So you can see that the labor in this case is departmental labor, 39 hours to corporate office, four hours to service, and that’s how it would display on that time card. And this view is the same view that your supervisors and managers would have as well.

And then the ability to set up alerts within the system. To alert the employees, to alert the supervisors, that there’s something that’s out of compliance as far as punching in and punching out within the system. So I’ve got alerts for missing punches, the employee punched in late two times, and then they punched out late two times based off of their schedule, which can also be part of the platform. So you can see I’ve got the shifts that the employee’s been assigned to work up here. And with those shifts in there, we can do those attendance alerts. These are actual alerts that can go out to supervisors in the forms of email, as well as push notification to their mobile devices.

All right. So that’s just a little bit about that time card view. Again, this is the same view that the supervisors are going to have. But this gives the employee the ability, again, to be able to see the timecards, the hours that they worked, just to make sure that everything looks good before you process the payroll.

So let’s go back to that main menu. And I want to show you what this looks like on the app because the employees do have the ability to download the isolved app. When they do that, the information is exactly the same. In the same format, it’s now just scaled down to whatever screen size that they’re using. You notice that I have PTO built into the system. Again, for compliance purposes, we can build out whatever policies are applicable, including the state sick time rules within the system. And then the employee’s able to see the number of hours that they have as a balance here and then request time off just by clicking the plus button.

These time off requests then route to whomever needs to approve those. And if that’s that supervisor or manager, they’ll have access to this managed section where they’ll have a dashboard of pending transactions here. So as we come into here, this is what time off requests look like for those managers and supervisors. They can see who’s requested time off. As they click into the employee, they’re able to see details, like how many hours they have available and how many they’ll have after the request. And then right from here, they can approve or deny that time off request. And whenever they click that process button, the system’s sending a notification back to the employee, letting them know the status of that request. So it’s automated communication within the system with those workflows that can be built out.

Within the task section as well, again, the ability for the employees when they miss a punch, you can open it up so that they can actually submit a missing punch that would route to their supervisor. Supervisor has access to that information and the employee could even write a note, letting them know the reason why they forgot to punch out. And all this is automated within the system.

And then of course, the time card approval at that supervisor level gives them a nice snapshot of information. So again, hours breakdown here, employees with the total hours that they’ve worked. If there’s any alerts that have been set up that need to be corrected, those are going to appear here with a red triangle and exclamation point. And then that supervisor can click into that time card. Again, same view that the employee had. Notice that there’s a missing punch here on Monday and they could add that entry right from here.

Now, Jeff also mentioned that there’s other ways to collect the time. The ability to … Instead of having the employees punch in and punch out, you can give them the ability to actually enter in the hours that they worked. So this is where they put in a start date, end date, start time, end time. And then the system, instead of taking an in and out punch, would just take that time and add it to the time card. And you notice that you can have the same labor selections here as well.

A lot of clients will have their salary non-exempt do this so that can help account for that overtime if those salary non-exempt employees are working over 40 hours in a week, if that’s the overtime regulations. So a lot of flexibility when it comes to giving the visibility to your supervisors and to your employees when it comes to the time and attendance.

So now we’re going to switch gears and go into the administrative view. And this is where we’re going to look at the rules and how these are all configured within the solution. Now, there’s a very sophisticated rules engine within the isolved platform. We call it the hours allocation rules that can be built out. So as you come down here into time management, this is where all the different-

Jeff Plakans:

Hey, David.

David Braby:

… kinds of … Yeah.

Jeff Plakans:

We’re still seeing the employee punch screen.

David Braby:

Oh, okay. Let me change that, see if I can change that here. I’m going to stop sharing for a second.

Jeff Plakans:

Too many windows, I think, right?

David Braby:

Too many windows. Yep.

All right. You seeing that now, that-

Jeff Plakans:

Yeah, beautiful.

David Braby:

… administrative view?

Jeff Plakans:

Thank you.

David Braby:

Okay. All right. So again, this is where in the time management section, all those different types of rules are going to be built out. So you can see we’ve got holiday rules, we have mill and break rules. We have alert rules, fence rules for geofencing. And we’ll get into that in just a minute too, so you can see how that’s built out within the system.

The two main areas that we’re going to focus on are the hours allocation rules and the policy groups. The policy groups allow the system to be able to determine what different rules sets should be applied to the employees. So for example, you can have as many policy groups as you want. I’ve got one here for full-time hourly employees, I’ve got one for California hourly employees. And different rules apply to those policy groups. So once we build out the rules here, we’re attaching those to a policy group. Which is determining who is eligible or who the system is going to look at, in this case, all the California employees for this policy group.

Jeff Plakans:

Yeah. So let me jump in here. This one’s going to be on the test kids. The idea behind these policy groups is that we create one for every set of wage and hour rules we have to observe for the employees that are working there. So the idea is if we have employees in four different states with four different sets of wage and hour rules, then we may have at least four different policy groups, one for each of those types of employees. And so that’s the beauty of this is it will recognize what policy group will apply to what employee.

David Braby:

Exactly. Based off of the eligibility rules that will be built into the system. And I’ll come back to … Well, actually, while we’re on the policy groups, we’ll just talk about this. So eligibility rules are attached, the geofence rules are attached here as well. And then all those different types of rules from rounding rules, if applicable. If there’s no rounding rule, then the system doesn’t round. But you can build out rounding rules to the nearest quarter-hour or whatever that is.

I’ve gotten this particular one, California. I’ve got the meal and break rules for California built into this policy group for compliance purposes. Alert rules, verification rules, who’s going to be signing off on those time cards, and even note rules. And in this case, again, California, there’s a meal at a station. So as the employee punches out for the day, they have a pop-up note that will ask them question like, “Were you offered a meal today? Yes or no? If not, then why weren’t you offered that meal?” So it’s all recorded in that employee time record for, again, compliance purposes.

So if and when you are audited, you have that backup within the system. And remember, keep in mind, I should say, that with isolved, information’s never purged. So you can go back as far as you need to, as far as you’ve been on isolved time. So again, the policy groups enabling us to be able to build out those rules based off of where the employee works.

So let’s talk about the hours allocation, because this is really the true rules engine within the platform. And you’re going to notice here, again, as many different rules sets can be built out here. I’ve got employees in Nevada, which has rolling overtime. Employees in California, employees in Massachusetts. And this is what those rules look like. Now, this can be overwhelming, but let’s break this down a little bit. So down here at the bottom, I entered in the reporting pay section here. So with this, I’m telling the system that if the employee punches in and then they’re sent home, they’re guaranteed at least three hours. And that’s that rule right there. If they punch in for at least a minute in the day. And I’ll show you how this looks on the timecard. So that’s how that-

Jeff Plakans:

That would be consistent with the Massachusetts reporting rule. Many of you may know, and many of you may not know it, but should. That’s the whole idea, is to make sure that you’re not relying on a human being to interpret what’s on the timecard. You’ve got a system, a machine doing it for you.

David Braby:

Exactly. Consistent and fair. Across the board, in this case, for any Massachusetts full-time, hourly employee.

And then I also have a double time on the weekend. So anytime the employee works on a weekend, in this case, Saturday, Sunday, they’re going to get paid double time. Now with the California, because this can be a little bit more complicated, here’s how the overtime is handled. Daily overtime after eight hours, double time after 12 hours. And then if they don’t go over eight hours within the day or they go over 40 hours within the week, there’s weekly overtime. So again, consistency. And then consecutive days as well, overtime and hours that hop into double time. So we can set up the consecutive days rules within the solution as well, again, to help keep you in compliance.

So let’s look at what these look like on a timecard. We’re going to go into one of my employees time cards, and we’re going to go into Tom Andrews. So with Tom … And this is the administrative view, so this is going to be your view of the time cards. Tom has been assigned to work. He has a schedule. That schedule can be … I have mine in colors, but this is 8:00 to 5:00, and then he’s working 9:00 to 6:00 on the weekends. But Tom, on Monday, punched in, and as you hover over this, it shows you when they punched in and when they punched out. He punched in at 8:00, and then he was told he could go home, punched out at 8:21. Down below, the system assigned regular time for a quarter-hour, and then put the reporting pay, so that show up pay to equal three hours in the reporting pay section.

Now, this could all be combined into reporting pay if you wanted. That should just be three hours there without the regular time. But this is how the system then helps keep you in compliance and helps keep this consistent across the board for those employees who show up. They get a guaranteed minimum of three hours.

Tom also on the next day, reported into work. The first half the day he worked in corporate department, second half of the day, he worked in the service department. And the system is breaking those hours down here below. And again, that’s going to be based off of your labor fields. Doesn’t have to be department. It could be department location, division, task, project, whatever that is. We’ll break those hours out into those different labor fields. So again, you’ve got the hours by day here, and then you have the hours for the pay period over here in the far right-hand corner. The missing punch would show like this. He punched back in from lunch, but never punched out. And then the ability just to edit right here, you just have to click anywhere on this and add that punch.

Now, Tom also worked on the weekend. So you notice in this block of time, he worked from 9:00 in the morning till 1:00 in the afternoon. So that time was recorded in the double time slot because of that rule that you saw in the hours allocation rule. Anytime an employee works on the weekend, they get paid double time. And then any time off is going to show like this on the timecard. So those are some of the rules, again, that help keep you in compliance within the solution.

Now, another employee, this is Zoe. Zoe is a California employee. So as you can see, Zoe came in on this particular day, on Monday, and she punched in. She took a lunch within the allotted time, but then she continued to work. And so the system said, okay, after a number of hours, I think it’s five hours, you have to take another lunch. Well, she didn’t take another lunch, but the system automatically applied it as a meal penalty hour. Oops. So system’s tracking that automatically if the employee’s out of compliance, didn’t take that lunch, it can automatically be configured to apply those meal penalty hours here. But as you can see on this one day, regular overtime, double time pay. Based off of those hours allocation rules that were built into the system. Keeping it, again, consistent, compliant according to the wage and hour laws.

And then of course, the beauty of the system is all this is recorded in the time cards, it’s stored forever. And then it feeds automatically into payroll for processing. So you’re not having to import anything in, you’re not having to key anything into your time entry grids. All the time information automatically feeds in there, and then you process payroll as you normally would.

I mentioned that I was going to show you the geofencing. This is actually pretty cool, I love this part of it. When you come into the system, you build out those fence rules, label those whatever you want. So if I come down here to Boston, I’ve got a geofence around Fenway Park. Now that fenced area can be expanded or contracted. So if we come in here and edit this. If I want to make that smaller, I just go like this, and now it’s smaller, drops that pin. If I want to make it larger, then I can make it larger. And then that enables the system to look at where the employee is when they’re using their cell phone to punch in and punch out. And if they’re outside of that fenced area, then the system can restrict them from punching. And then those fence rules are added to the policy groups that we talked about earlier.

All right. So I think that’s all I had to show. Jeff, is there anything else that you wanted me to touch on? You’re on mute.

If Jeff can unmute himself. It’s always a challenge live.

Jeff Plakans:

They love it when I’m muted. Trust me. Okie doke. Give me one more second here. I just need one other thing. Alrighty.

Okay. So thank you, David. Appreciate that. That was very, very thoughtful. Hopefully we pointed out many ways where you can make your lives a little bit easier by using isolved Time. And more importantly, be able to sleep a little better at night knowing that compliance is in place.

So lots of different time capture options that are available. Most people say, “Oh yes, I’d love my employees to punch using their cell phones.” That’s great. Not everybody’s got a great cell phone. Not everybody has a cell phone. We don’t care. Our system works just as well with all of the different features that are available from isolved. We have facial recognition, card swipe, badge readers just from the time clocks. Things you can hang on a wall, power by wifi. Obviously the web punch from the mobile device, the quick punch. We have virtual clocks. So these are kiosk style. They can go on an iPad or they can go on some other type of computer, can be secured. More importantly, you can put bunches of them out there. And you can also use the mobile punch.

So lots of different options. You don’t have to choose just one. We have clients that work with four or five different punch options. And oh, by the way, we showed you those policy groups. One of the rules that we can dictate within the policy groups are rules around how does this policy group or how is this policy group allowed to punch? So very important.

Scheduling, lots of scheduling features. David showed you some pieces of that. We need to establish shifts so we know if an employee is late or early or right on time. So establishing that. Establishing who should be where, when. Lots of different options that are available for you within isolved.

And then last but not least, People Cloud. So many of you that are on the call are already using isolved through Commonwealth Payroll and HR, and we appreciate that. The reason that we do webinars like today’s is we want to inform. We want to add value by informing. We also want to educate and let you know what else is out there, solutions wise, within the tool set that you’re already using.

So obviously with isolved, we’ve got very modern design, a true multi-tenant database that allows for all of your capability, whether it’s time or payroll or HRIS or benefit administration, all under one roof. Constantly being improved, constantly being released with new approvals and paying a lot of attention to compliance. Part of the reason you hire us is for compliance, isolved is our partner in compliance. And that’s how we make sure you, as I said, can sleep at night.

So if you have a question for us, want to learn a little bit more about the isolved Time Solution or how you might add it into your mix or how you might alter what you’re already doing to make the most of it, just go ahead and scan the QR code that’s on the screen here. We’ll be happy to talk with you a little more about it. That should take you to a form. You can also, if you’re an existing client, ask your customer service and support specialist or your account manager. Any one of us will be happy to oblige with more information.

David, again, thank you very much for joining us today. It’s always a pleasure to have you join us for our lunch hours.

David Braby:

My pleasure.

Jeff Plakans:

All right. Thanks. Any other questions? Feel free to reach out to me. This is my direct line, Jeff Plakans, Commonwealth Payroll and HR. Thank you for joining us today. Have a wonderful afternoon. Thanks, everybody.

David Braby:

Thanks, everyone.