Stay on the right side of compliance with time & attendance

Whether you’re at the office now, returning to the workplace, or phasing in a hybrid model, employee health and safety should be the main priority as you transition to this next phase of the new normal. The CDC recommends daily in-person health checks (e.g., symptom and temperature screening) of employees before they enter the workplace.

One of the easiest ways to do this is with a touchless timeclock with advanced facial recognition. Our Vision timeclock combines the best features of biometric security with the non-contact operational speed to keep employees safe and secure during the COVID-19 pandemic and beyond. Best of all it integrates with our all-in-one HRIS creating a unified, connected human resource experience.

Because the Vision time clock uses facial recognition to verify identity, it supports workforces everywhere. This includes office settings, retail environments, restaurants, hotels, schools, manufacturing facilities, call centers, industrial worksites, and healthcare settings. Combined with the TimeWorks app, you can centralize time data for multiple worksites, work-at-home employees, and mobile employees. Stay on the right side of compliance and CDC guidelines with the data you need to accurately track time and attendance.

Vision is a biometric clock with advanced facial recognition.

Vision is our employee time clock that confirms identity faster and more accurately than ever. Verification takes less than a second— clock-in is quick and orderly.

  • Facial recognition is simple and identifies employees quickly and accurately to prevent lost productivity due to slow clock in queues
  • Creates accurate timecards which are easily processed and securely stored
  • Not vulnerable to lost key cards or passwords which saves time and hassle for managers and the HR team
  • Prevents all forms of time theft including buddy punching, the sharing of the clock in devices, or hours padding

Vision Facial Recognition

Unlike fingerprint clocks, facial recognition is not affected by gloves or dusty, greasy, or worn fingerprints. This makes it ideal for all work environments including office settings, healthcare, retail, hospitality, educational, manufacturing, and industrial. In addition, Vision is your best protection against buddy punching which is common with PIN and proxy card systems. Vision makes buddy punching impossible which saves your labor budget. With Vision, you can collect exact clock-in/out time data in real-time from every site. Discover the ease, security, and reliability of Vision for shift clock ins.

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PPP Loan Forgiveness Issue: Rehire Offer is Rejected

As states begin to lift stay-at-home orders, businesses are taking steps to return to a normal schedule and pattern of employment. While some employees welcome this opportunity, some employees will refuse to return to work, particularly if they are making more money through the coronavirus stimulus bill that currently provides an extra $600.00 per week paid by the federal government through July 31, plus expanded state unemployment benefits for up to 39 weeks.

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The Key to Hotel Success | Consolidated Human Resources

In what should feel like a home-away-from-home, the comfort, satisfaction, and enjoyment of your hotel guests are easily influenced by the way they’re treated and customer service, whether it’s outstanding or underwhelming, leaves a lasting impression. In the uber-competitive hotel industry, hospitality and human resources go hand-in-hand—let’s look at why it’s so vital. 

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Six Compliance Challenges & How to Conquer Them

Small business compliance has never been more complex. This blog will introduce you to the leading challenges and solutions that will help you to stay on the right side of the law. It’s important to understand regulations and create compliant processes. This way, you protect your employees, customers, and your entire business. Managing compliance allows you to focus on the work that matters, and to leave the worrying behind.

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COVID-19 Government Resources | Consolidated Human Resources

This guidance is based on what is currently known about the transmission of SARS-CoV-2, the virus that causes coronavirus disease 2019 (COVID-19). COVID-19 is a respiratory illness that can spread from person to person, especially between people who are physically near each other (within about 6 feet). People who are infected but do not show symptoms can also spread the virus to others.

COVID-19 spreads when an infected person breathes out droplets and very small particles that contain the virus. These droplets and particles can be breathed in by other people or land on their eyes, noses, or mouth. In some circumstances, they may contaminate surfaces they touch. People who are closer than 6 feet from the infected person are most likely to get infected.

Implementing this guidance may help prevent workplace exposures to SARS-CoV-2 in non-healthcare settings; separate guidance is available for healthcare settings. CDC also has guidance for critical infrastructure work settings. Unless otherwise specified, this interim guidance for businesses and employers applies to critical infrastructure workplaces as well.

The Delta variant causes more infections and spreads faster than earlier forms of the virus that causes COVID-19. It might cause more severe illness than previous strains in unvaccinated people.

  • Vaccines continue to reduce a person’s risk of contracting the virus that cause COVID-19, including this variant.
  • Vaccines continue to be highly effective at preventing hospitalization and death, including against this variant.
  • Fully vaccinated people with breakthrough infections from this variant appear to be infectious for a shorter period.
  • Get vaccinated and wear masks indoors in public spaces to reduce the spread of this variant.

Click the following links to see helpful information direct from the official governmental authorities.

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National Payroll Week—meet our team

At CHR, we are incredibly fortunate to have a combined 61 years of service and expertise between our three payroll professionals. They each have their own advantages and particular skill sets that our clients love and depend on each day. They have a wonderful collaborative spirit and they naturally ensure that all of our clients receive the white-glove approach that is at the core of our service model. What they have is truly magic and in the spirit of #NationalPayrollWeek, CHR would love to spotlight our payroll professionals!

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Future-proofing your business starts with HR

Today’s businesses need to be agile to capture opportunities, build products and services, and provide an exceptional customer experience. For start-ups to medium-and-large size enterprises, the people you hire to make your company great directly contribute to your success. While human resources should take precedence in your overall management strategy, too often it’s an afterthought. With 97% of HR leaders planning to increase their investment in recruiting technology by the year 2020 (Workplace Trends), it’s more important than ever to get traction now to future-proof your business and gain a competitive advantage.

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Illinois Leading The Way With Sexual Harassment Training

Starting January 1, 2020, all employees in Illinois will be required to take annual sexual harassment training thanks to a new senate bill signed by Governor J.B. Pritzker on August 9, 2019.

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Using HR to create a culture of compliance

A comprehensive human resources strategy relies on more than just organizational productivity and efficiency. Ensuring that your employees are supported to do their jobs and working in an environment that fosters a culture of compliance and respect is essential to your organizational success. More than ever, and in recognition of the strength and value of the #metoo movement, anti-harassment training and policies need to be comprehensive and readily accessible to your employees. Keeping up-to-date on policies, being aware of changes to state employment laws, and navigating employee rights can be overwhelming unless you have the proper resources in place to systemize your strategy.

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Human resources for 2020—and beyond | Consolidated Human Resources

A new year and decade are here and in a way your business has a blank slate to work with over the next 12 months. January is a great time to plan, organize, augment, and implement systems to make your business run with greater efficiency and to hit those target goals you’ve set for 2020. As with any industry, there are new trends on the horizon for human resources—we gather the most relevant ones here so you can take a prescient approach to your HR services.

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The Problem With Overtime | Consolidated Human Resources

When your team goes into overtime (or extra innings…let’s go Yankees) it can be a double-edged sword. While it has the promise of a glorious last-minute win, it can also deliver a crushing defeat. The same thinking can be applied to overtime in your business. Your employees may jump at the opportunity to gain extra hours and wages, but it can also be problematic from an organizational standpoint. Here we dig into the issues associated with extra hours and how they can be overcome by leveraging the power of technology. 

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A 360° view of employee performance

Establish a consistent employee feedback and development program to improve performance and retain your top contributors.

With today’s challenges in finding and hiring new employees, retaining your top contributors has never been important. CHR’s Performance Management allows you to track manager and employee reviews, quickly set team and employee goals, and solicit employee feedback. With a modern performance management program, you get the data you need to see who your high performers are, and which employees need help to improve.

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Looking ahead to 2021  | Consolidated Human Resources

As we quickly approach the end of 2020, it’s clear that the challenges we’ve endured this year will have ripple effects for quite some time. From a business perspective, companies have experienced unexpected and unprecedented change—from revenue loss and layoffs, and closures in some cases, to the complete dissemination of offices, as employees transitioned to WFH. As we progress toward a new year, it’s clear that some pandemic practices need to stay, while plans also need to shift to accommodate what’s ahead. So, what are the trends you should be aware of to inform your business through and beyond the pandemic? Let’s take a look. 

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#Election2020: Time off to vote | Consolidated Human Resources

#Election2020 is coming up this Tuesday, November 3. Access and opportunity to vote in the United States is the right of every eligible person. Given the COVID-19 pandemic continues to have the country in its grip, many individuals are working remotely or voting by mail-in ballot. However, for those individuals who are working onsite and need time off to vote, employers may have some questions as to how much time off is required and whether the time off must be paid or not.

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Managing HR Compliance During the COVID-19 Crisis

As an employer, business owners must do everything possible to ensure the safety and health of all staff. In these challenging times, however, even the most cautious and OSHA and CDC-compliant business owner may get news that one of their employees is sick or has been potentially exposed to the virus.  While government agencies like the Equal  Employment Opportunity Commission (EEOC) and laws such as the Americans with Disabilities (ADA) are established to enforce anti-discrimination practices, employers are now afforded greater latitude to protect employees and the public-at-large.

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Stay Afloat During the COVID-19 Crisis | Consolidated Human Resources

As every business owner knows, the economic position of a business fluctuates over time. There are ebbs and flows that require strategic decision-making to weather the negative impact on the overall operations. However, with such planning, most of these negative economic patterns generally do not substantially challenge the life of the business, and companies can bounce back relatively quickly.

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Are payroll tax deferrals imminent? | Consolidated Human Resources

On August 8th, President Trump signed an Executive Order to defer payroll tax obligations in light of the ongoing COVID-19 crisis. This Executive Order directs the Treasury Department to defer the collection of the employee portion of Social Security FICA taxes from September 1st through the end of 2020. While this deferral will temporarily increase employee checks, the deferred taxes may have to be repaid unless Congress enacts legislation stating otherwise.

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Why you need cyber insurance in the new normal

As COVID-19 continues to shape the way we live and work – and, four months following nation-wide #StayHome restrictions – it’s a good time to assess your remote business operations, especially from a cybersecurity perspective. COVID-19 has exposed vulnerabilities to enterprises of all sizes as employees work from home on shared networks and IT/security departments grapple with the rapid shift of the workforce to these remote locations. 

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Unplanned Overtime Costs You Big Time

A minimum wage law sets the lowest hourly rate an employer can pay employees who are covered by the law. The current federal minimum wage is $7.25 per hour. It was enacted July 24, 2009. 29 states and the District of Columbia have a minimum wage above the federal level.

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Shelter-In-(Work)Place | Consolidated Human Resources

Know the right way to manage work-from-home situations.

Given the COVID-19 outbreak that is spreading across the U.S., many companies are either required to institute work-from-home arrangements or opting to do so to facilitate the social distancing best practices that health professionals have recommended.

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Request for Emergency Paid Sick Leave or Expanded FMLA

To request emergency paid sick or expanded FMLA leave as provided under the Families First Coronavirus Response Act, please fully complete the following request form and submit to your manager as soon as possible before leave commences. Verbal/phone notice will be accepted. Your manager will complete the form. However, you must provide the information and documentation needed and sign the form. A text message and photo of documents are fully acceptable.

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The Re-opening Post COVID-19 Employer Guide

As Businesses Re-open and Try to Return to Normal Operations…

The Coronavirus pandemic has caused havoc to the normal existence of many businesses. Employers have had to make severe staffing and operational changes and even, in some instances, close businesses to adjust to the declining economic and health conditions.
Thankfully, a lot of businesses are finding that with the help of the Paycheck Protection Program and the continuing leveling off of COVID-19-related cases, the government and business economic situations are loosening many former business restrictions that were put in place during the apex of the pandemic. As such, many businesses are re-opening, up staffing and hoping to return to some semblance of normality. However, given that the COVID-19 virus has not been fully-eradicated and the risk of exposure is still in existence, employers need to remain cautious in how they return.
Every business is different and what works for one business, may not be the most effective and efficient way for another. In any case, there is now a new “normal” for the foreseeable future and some specific considerations are required. We’ve pulled together some resources and information for you, so you’re ready to return to business.
Consolidated Human Resources reduces the complexity and risk associated with managing payroll, 401K, healthcare, compliance, and business insurance needs.

Paycheck Protection Plan Loan Forgiveness

Congress created the Paycheck Protection Program (“PPP”) under the Coronavirus Aid, Relief and Economic Security Act (“CARES”) to provide forgivable loans to eligible businesses facing economic hardship during the COVID-19 crisis.

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Employee Retention Credit

Have you or your CPA looked into your eligibility?

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