The WorkForce Blog
Is Your Current Approach to Employee Scheduling Costing You Money?
Here are 3 questions you need to ask yourself as part of any evaluation of your scheduling automation needs.
The Inaugural WorkForce Dream Builder Experience
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.
Are You Doing Business in the U.S.?
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.
3 Ways to Reduce Cloud Security Risks
Reduce cloud security risks by asking the right questions. Start with these tips and evaluate each vendor’s approach before choosing a provider.
Time Tracking for Exempt Employees
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?
VISION 2016 Workforce Management Conference
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!
Compliance Regulations: Update 2016
One of the biggest challenges for human resources professionals is keeping up with compliance regulations.
How Workforce Management Processes Impact Employee Satisfaction
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.
Three Tips for Effective Attendance Management
Showing up to work on time is a good practice for any employee, but in some environments, every minute really matters.
When 12 Weeks of Medical Leave Are Not Enough
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.
