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    Our range of HR products are best appreciated in person. Let our team explain the wonders of how EDS Innoventions can take your HR system to the next level.

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Blog Posts (15)


    #workfromhome #remotework #workfromhomesamplepolicy Remote working, also known as Work-From-Home (WFH) has been trending nowadays. Despite its risks, select employers have adopted this policy due to its inherent benefits such as attraction to new hires and turnover reduction. Flexible WFH If your WFH policy is implemented on a flexible or hybrid basis, meaning that physical presence may be required if the situation arises, we have developed a policy template that may help in developing your own WHF rules. The template has been screened and edited by our legal consultant to ensure compliance with DOLE standards. Join our discussion on this relevant topic by submitting your comments below. You may have suggestions or additional conditions for improving this policy. Waiver: The above template is provided only as a suggestion and given as is without any guarantees whatsoever. The author will not be held responsible for any legal repercussions.


    #overtimeoffsetwithtardy #overtimecalculation #overtimedebate An irate employee stormed into the HR office and demanded that he be paid the correct Overtime (OT). According to him, he rendered two (2) hours of authorized OT for a specific day but his payslip shows that he was paid only for one (1) hour. Upon investigation, the payroll clerk explained that the reason is that he was tardy for one (1) hour on that day. Therefore the one-hour tardy was offset (deducted) from his OT. In other words, if no tardy was incurred on that day, then the OT would have been two (2) hours. Was the payroll clerk correct? We usually think of OT (Overtime) as work rendered outside regular work schedules. For example, working from 5 PM to 7 PM when regular hours is at 8 AM - 5 PM is customarily considered a 2-hour OT. In this scenario, any tardiness or undertime incurred during the regular work schedule has no bearing on credited OT. However, there is a counterargument that offers an alternative procedure when calculating OT. This stems from the definition of OT from DOLE. Chapter 4 of the DOLE's Handbook of Statutory Benefits defines Overtime as "...additional compensation for work performed beyond eight (8) hours a day." Many interpret the above definition that eight (8) regular hours must be first rendered before any OT is credited. A strong argument supporting this OT Offsetting logic is that the DOLE should have defined Overtime as work rendered outside regular work schedules. If defined in this manner, then it would be absolutely clear with no room for misinterpretation. But currently the wording used as "...worked performed BEYOND eight (8) hours a day" which leaves room for debate. When clarification was sought from multiple DOLE sources, the answers do not align. What do you think? Are you in agreement with the OT Offsetting logic? Please leave your comments below and contribute your thoughts on this controversial topic.

  • The Covid19 Pandemic Has Changed Businesses Forever

    A post-pandemic scenario for Philippine business and HR Just like the 9/11 terrorist attack that has changed security measures forever, Covid19 will have a long and lasting impact on companies and the way the businesses are conducted long after quarantines are lifted. Not only a health crisis, Covid19 is a business re-shaper as well. This blog does not aim to identify which industries will thrive or wither. Rather, to provide the possible operational norms in a post-pandemic era. There will be a perpetual scare of a resurgence of the virus. Even if the curve is "flattened" and lockdowns are lifted, medical experts predict that seasonal outbreaks may occur in the future. Furthermore, new strains or variants of this virus may emerge to wreak havoc once again. Therefore, for businesses to adapt to this new reality, the following may be embraced: 1) Whenever possible, Work-From-Home (WFH) practices will further expand in adoption. Aside from the obvious virus avoidance benefits, remote working reduces stress and enhances the mental health of workers. Considering the horrendous traffic situation of Metro-Manila and other major cities in the Philippines, WFH will be given serious consideration. Some companies may adopt a mixed WFH and work-on-site policy. HR practitioners will explore and implement attendance capture for remote employees and will gravitate towards web-based tools for attendance and payroll administration, recruitment and performance management. WFH is here to stay. 2) Continuous observance of hygienic practices. In the post-covid scenario, people will continue, to some degree, with social distancing, frequent handwashing, sneezing and coughing etiquette. In the office setting, employers may opt for contactless biometrics (attendance capture), automatic door openers and other implements that eliminate touching of common surfaces. 3) Customer Interaction. Similar to WFH, customers may prefer remote delivery of services or products if possible. Direct person-to-person interaction will be kept to a bare minimum and will be used only if absolutely necessary. Video conferences and on-line communication will be the new norm. 4) Emergency Preparedness. Contingency plans and backup systems will be strengthened and enacted. Business Continuity Plans (BCP) will be the new catchphrase. These plans are designed not only for epidemics/pandemics but for other contingencies as well (earthquake, fire, flood, typhoon, etc.). The silver lining of this covid19 pandemic is that businesses are forced to modernize by integrating new tools and practices. New operational efficiencies may be achieved, as employers explore new ways of delivering quality products and services. Welcome to our new world! Check out our innovative tools for the post-covid environment: For attendance capturing of remote (work-from-home) employees: For contactless, hygienic biometrics: For attendance and payroll calculation: For online filing and approving of leaves, OT and OB: For online recruitment: For online performance management:

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  • HROS: How to Create Leave Types | EDS Innoventions

    Help Center How to Create Leave Types in HROS Step 1 : In the main page, Click Employee Leave Step 2 : Click Leave Types Step 3 : Click New Leave Type Step 4 : Fill in the information and Click Save Step 5 : You can Edit or Delete leave type here

  • HROS: How to Import Leave Credits | EDS Innoventions

    Help Center How to Import Leave Credits in HROS Step 1 : In the main page, Click Employee Leave Step 2 : Click Leave Card Step 3 : Click Import Leave Template Step 4 : Do as follows Select employees to export 2. Click Next Step 5 : Do as follows Select Leave types you want to export 2. Click Next Step 6 : Review if correct then click Export Template Step 7 : After exporting, it will create an excel file in your computers downloads folder, a notification will also appear as shown below, you can simply click it. Step 8 : When you open the exported excel file, simply encode the credits then save the file Step 9 : Now going back to HROS Leave Card page, Click Import Leave Template Step 10 : Do as follows Click browse 2. Locate the excel file you just edited before 3. Click open Step 11 : Final step Review if the credits are correct 2. Set the effective date 3. Then click Import Template to finalize the importing

  • HROS: How to Forfeit Leave Credits | EDS Innoventions

    Help Center How to Forfeit Leave Credits in HROS Step 1 : In the main page, Click Employee Leave Step 2 : Click Leave Card Step 3 : Click Leave Credits Forfeiture Step 4 : Select which credits you want to forfeit Step 5 : Do the following Select employees you want to forfeit 2. Double click here to encode how many credits you want to forfeit 3. Click Forfeit Leave Credits to finalize

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