Construction Labor Management: Portable Time And Attendance Systems

Tracking labor costs is critical for any business, and a construction site is no different. Time and attendance systems typically need electricity.  A construction site needs a portable solution that is accurate and which can reduce labor cost by maintaining accurate information.  Something as insignificant as misreporting by 10 minutes each day will add up over time to a week of lost productivity per year.  Not to mention higher labor costs!

Automated time and attendance tracking can be implemented with a portable solution on the job site. These systems have greater accuracy and can save time by compiling the detailed information that is needed for accurate payroll.  Mistakes happen, and employees sometimes make mistakes when filing in timesheets. This is especially a symptom when tasked with trying to remember when they went to lunch a week ago, or how long they were on site.  Efficiencies in payroll processing and greater accuracy can be the result of using a portable time and attendance system. Inefficiency due to inability to deciphering handwriting and errors resulting from manually typing in data can be eliminated or reduced.  Concise, and accurate executive summaries of hours worked by work location, employee and cost code result in better information for decision making as well as better human resource management.

Most portable time and attendance systems can be uploaded to a real time server. The result is that the IT team can integrate the portables with the in-house team to create consistent reporting.  By having the information on a timely basis, cost controls can be implemented in real time.  F and E TimeSystems has portable solutions that translate to many industries in addition to construction, including:

  • Time and attendance systems for contractors
  • Cleaning companies requiring time and attendance for offsite workers
  • Portable attendance units for landscaping companies
  • Snow removal teams time accounting
  • Janitorial services time and attendance and check-in
  • Catering services and labor management
  • Pest control services and human resources attendance systems
  • Time and attendance for parking companies
  • Attendance for transportation companies
  • School bus companies and human resource attendance
  • Events organizations with multiple employee check-in times
Advertisements

Are You Prepared For “Wage Theft” Laws?

With increasing state and federal regulations – including the Fair Labor Standards Act (FLSA), the Family Medical Leave Act (FMLA), Sarbanes Oxley (SOX) compliance has become more complex and challenging to manage.

Without an efficient employee time and attendance system, employers are now more at risk than ever.  An increasing trend of “new” wage and hour legislation and enforcement is gaining momentum.  In the past year, multiple cities, counties and states around the country have enacted their own laws against “wage theft”:  Maryland, Iowa, New Mexico, and Delaware enacted “wage theft” laws in 2009, followed by Washington in 2010.  Miami-Dade County, San Francisco, Los Angeles, New Orleans, Austin, Houston, and El Paso have or are considering local ordinances dealing with wage and hour provisions.

In New York State current law allows an employee to collect back wages and to recuperate an additional 25 percent of all wages lost.  A proposed law would increase that amount to 200 percent.  It would also protect workers from retaliation by employers by forcing companies to pay $10,000 fore ach retaliatory offense, and cases more than $25,000 in wages would be considered felony offenses.

What is “Wage Theft”

Wage Theft is the underpayment or non-payment of workers’ ages, typically overtime pay.  It may also occur when employees who clock out, yet eat lunch at their desk as well as answer the phone during their lunch break.  The trend toward enforcing laws against “wage theft” are targeted more to smaller employers that might not otherwise be subject to the requirements of the federal Fair Labor Standards Act (FLSA).  These state and local laws often impose wage and hour requirements that are more stringent than federal law.

As an employer, you should carefully review your pay practices and be sure that your classification of workers meets current legal requirements.  Increased wage and hour enforcement from the federal government is already underway, and state and local governments are joining in by enacting their own wage theft laws.

Recent announcements from the IRS and Department of Labor indicate that these agencies also see wage and hour compliance as a significant problem.  Both agencies are stepping-up enforcement of federal laws designed to protect workers.  Employers should be prepared for increased scrutiny of pay practices.