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#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.

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: https://www.eds.com.ph/gps-app For contactless, hygienic biometrics: https://www.eds.com.ph/truface For attendance and payroll calculation: https://www.eds.com.ph/hros For online filing and approving of leaves, OT and OB: https://www.eds.com.ph/eds-web-portal For online recruitment: https://www.eds.com.ph/recruitment For online performance management: https://www.eds.com.ph/performance-assessment

Help Center All of our knowledge right at your fingertips. Ask Questions. Browse Articles. Find Answers. My Help Center FingerID System Enrollment Form Familiarization How to Enroll Recognition Form Familiarization How to access the Work Schedule How to access your Payslip How to check your Leave Balances How to inquire about your Loan History How to shut down the FingerID Installation Guide How to check your Time Data History GPS App GPS User Guide Human Resource Optimization System (HROS) How to Encode Leaves How to Encode Official Business (OB) How to Add Employees How to Encode Other Income How to Encode Multiple Other Income How to Encode Loans How to Encode Multiple Loans How to Encode Adjustments How to Encode Multiple Adjustments How to Process Attendance How to Process Payroll How to Assign Work Schedule How to Create Work Schedule Template How to Encode Overtime How to Add Leave Credits How to Add Leave Types How to Import Leave Credits How to Forfeit Leave How to Approve Multiple OT

TIME KEEPING, HR AND PAYROLL PRODUCTS MADE BY FILIPINOS, FOR FILIPINOS. OUR PRODUCTS SCHEDULE A DEMO WHY EDS IS THE LEADING COMPANY FOR HR TECHNOLOGY AN END TO END PROVIDER ​ Most companies can only provide software, and will require you to find your hardware elsewhere. With EDS, we will provide a seamless experience from installation of your hardware to optimizing your software. CUSTOMIZATION REQUESTS ​ We understand that all companies have different requirements, which is why we can customize our software based on your company demands. 20 YEARS OF INDUSTRY EXPERIENCE With our expert knowledge of the local landscape, we create HR systems that are adept with Philippine Labor Laws, and will fit companies from any industry. VIEW ALL PRODUCTS THE MOST COMPLETE HUMAN RESOURCE INFORMATION SYSTEM BROKEN DOWN INTO 4 RINGS BASED ON WHAT'S MORE SUITED TO YOUR COMPANY. START WITH THE ESSENTIALS (INNER RING), BUT ADD MORE (OUTER RINGS) CUSTOMIZATION AS YOUR COMPANY AND NEEDS GROW. LEARN MORE CLIENTS AND TESTIMONIALS ATENEO DE MANILA GRADE SCHOOL One of the country's premier educational institutions, the Ateneo De Manila University (Loyola Hts. Campus) has been a client of its FingerID and Attendance Management System (AMS) since 2010. ST. LUKE'S MEDICAL CENTER Since 2006, St. Luke's Medical Center has relied on the EDS Finger ID System for attendance capturing of over 5000 employees daily. BUREAU OF JAIL MANAGEMENT AND PENOLOGY (BJMP) Aside from the workplace, the EDS ID system served as an excellent security measure to manage prison inmates when they come in an out of the premise for community management. Testimonials latest Play Video S.A. Goldon Play Video EDS Testimonials Watch Now S.A. Goldon Play Video Share Whole Channel This Video Facebook Twitter Pinterest Tumblr Copy Link Link Copied Share Channel Info Close ORIENTAL TIN CAN AND METAL SHEET MANUFACTURING LOCAL WATER UTILITIES ADMINISTRATION Read our latest Blogs: WORK-FROM-HOME (WFH) SAMPLE POLICY 0 Post not marked as liked OT OFFSETTING WITH TARDY 0 Post not marked as liked The Covid19 Pandemic Has Changed Businesses Forever 1 2 likes. Post not marked as liked 2 contact