In an HRIS (Human Resource Information System), timekeeping tools are essential for tracking employee hours and ensuring compliance with labor laws, company policies, and payroll requirements. When replacing or updating day types such as "Regular Day" to "Legal Holiday," you may want to consider adopting a more automated and flexible system.
Key Features:
- Automated Holiday Recognition:
- Use calendar integration to automatically identify and mark holidays (including legal holidays, company holidays, etc.).
- Allow employees to report whether they worked on a holiday, or if it’s a paid day off.
- Ensure that the system recognizes and calculates the corresponding holiday pay rates for employees (e.g., overtime or double time).
- Customizable Day Types:
- Implement configurable day types within the HRIS, so instead of just "Regular Day," you can define specific categories like:
- Legal Holiday: Days recognized by law as holidays.
- Company Holiday: Days designated by the company.
- Work-from-Home Day: For remote workers.
- Sick Day, Paid Time Off (PTO), and Unpaid Leave.
- Overtime and Shift Premiums: To account for specific work hours outside the normal schedule.
- Time-Off Management:
- Employees should be able to submit time-off requests (sick leave, PTO, etc.) within the HRIS, and managers can approve or deny them.
- The HRIS should automatically track balances (e.g., vacation, sick leave) and adjust based on usage.
- Legal Compliance:
- Set up automatic rules for overtime and holiday pay based on local labor laws.
- Ensure that holidays are calculated correctly for employees working part-time, full-time, or on different shifts.
- Shift Differentials and Pay Codes:
- Implement shift differentials where employees working night shifts or weekends receive extra compensation.
- Customize pay codes to reflect the specific pay rates for each day type (e.g., legal holidays could trigger a special pay rate).
- Employee Visibility:
- Employees can view a calendar showing all upcoming legal holidays, company holidays, and their remaining time-off balance.
- Allow employees to clock in/out or report work hours for legal holidays, regular days, or other day types.
- Reporting and Analytics:
- HR departments can access reports on employee attendance, time-off requests, and compliance with holiday policies.
- Automatically generate reports that track holiday pay, overtime hours, and time-off accruals.
Sample Day Types to Implement in HRIS
- Regular Day: A normal workday with standard pay.
- Legal Holiday: Days prescribed by law for all employees or specific groups of employees.
- Company Holiday: Holidays designated by your organization (not necessarily required by law).
- Rest Day: Work performed on rest day, often qualifying for higher pay rates.
Conclusion:
By integrating these timekeeping features, you can improve efficiency, accuracy, and compliance, all while making it easier for employees to manage their time off and for HR teams to track work hours and benefits.