The WorkForce Blog
In the unfortunate event when an employee is exposed to or diagnosed with COVID-19, your business must mobilize immediately to prevent further exposure across your employees, customers, and the broader public.
Every day, in meeting rooms and living rooms across the world, people discuss this.
Overtime regulations have been updated …
Choose the right scheduling software for your needs, from simplifying compliance with union requirements to optimizing demand-based schedules.
In partnership with GENYOUth.org’s innovative youth social entrepreneurship program (AdVenture Capital), WorkForce Software went on a search to find star students in the Detroit metro area to be a part of our inaugural class of #WFSDreamBuilders16.
The Department of Labor (DOL)’s new overtime rule is big news for employers and employees, alike. While the revisions don’t take effect until December 2016, employers are taking action now to ensure compliance with the new overtime rule and keep labor costs under control.
Reduce cloud security risks by asking the right questions. Start with these tips and evaluate each vendor’s approach before choosing a provider.
From improved scheduling to accurate overtime calculations, it’s easy to see how hourly employees benefit from a digitalized workforce management solution. But what about your exempt employees?
Are you ready for the workforce management conference of the year? At VISION 2016, you’ll learn how to help your organization control costs, maximize efficiencies and get the most out of your workforce management investment. Don’t miss this opportunity to go deeper with the knowledge you bring to your organization!
One of the biggest challenges for human resources professionals is keeping up with compliance regulations.
Consider what your employees care about most—accuracy, fairness, and work-life balance rise to the top. Having HR policies in place to support these principles is essential.
Showing up to work on time is a good practice for any employee, but in some environments, every minute really matters.
Some employers assume that if an employee with a serious health condition cannot return to work immediately following 12 weeks of FMLA leave, the employee can be terminated.