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In an era where most HRIS providers chain you to perpetual subscription payments, EDS stands apart by championing your financial freedom and long-term savings. EDS offers a friendlier approach to software ownership than the endless cycle of monthly subscriptions and yearly renewals that contribute to budget uncertainties and subscription fatigue. Why Choose the EDS Outright Purchase Option? Cost-Effective in the Long Run: While other suppliers entangle your finances in a web of never-ending payments, EDS prides itself on offering the most economical long-term solution. Our Outright Purchase option for a Perpetual License ensures that you’re not just leasing, but truly owning your HRIS solution. Say goodbye to subscription burnout and welcome a future of financial predictability. One-Time Investment, Lifetime Ownership: Break free from the cycle of recurring payments with our Perpetual License. A single upfront investment grants you lifetime ownership of the software license, eliminating the worry of monthly or annual subscription fees. Though this option requires a larger initial outlay, it's structured to be financially manageable through staggered payments aligned with your implementation milestones. This approach fosters better cash flow management and signifies your investment in a solution that grows with your business. Customer Satisfaction Guaranteed: We understand the importance of making the right choice for your business. EDS is proud to offer an unparalleled 6-month full refund policy. This policy underscores our commitment to not just meeting, but exceeding your expectations, ensuring that your investment is risk-free and aligned with your satisfaction. COMPARISON BETWEEN SUBSCRIPTION AND OUTRIGHT PURCHASE: Annual Competitors Subscription Costs: (for 50 employees) 5-Year Cost Reckoning Subscription vs Outright Purchase: (for 50 employees) Why Settle for Less? In your search for the ideal HRIS solution, consider the financial implications of your choice. With EDS, you’re not just acquiring a software; you’re investing in a partnership that respects your financial well-being and supports your company’s growth without the looming dread of recurring fees. Embrace the EDS advantage today and step into a future where your HRIS solution is a one-time investment with perpetual rewards. Explore the freedom and financial benefits that come with our Outright Purchase option and see why EDS is the smart choice for businesses looking to maximize value and minimize costs. For more details on our customer-centric refund policy, please refer to the EDS Refund Policy document at ______________. Choose wisely. Choose EDS.

#CompressedWorkWeeks #LeaveCharging #HRManagement #LaborLawCompliance #LeaveCalculation #HRBestPractices

What is Posting? In the realm of Human Resource management, particularly within the EDS AMPS and HROS System, the act of Posting is not just a function—it's a safeguard. This critical feature enhances the integrity of data in the attendance and payroll systems. When attendance and payroll are processed and finalized, Posting acts as a seal, ensuring the calculated data - encompassing salaries, government contributions, loans, and more - remain accurate and unaltered. The Dual Benefits of Posting Data Matching: This is where the magic happens. Data matching ensures that the figures recorded in the EDS System are an exact replica of the actual remitted or deducted amounts. Imagine the chaos if these figures didn't align! Enhanced Data Integrity: By locking in data, Posting protects it from unauthorized alterations. This is crucial in preventing potential fraudulent activities, such as altering computer records to misappropriate funds. The Ideal Time to Post The golden rule for Posting? Do it promptly. As soon as Payroll or Attendance has been validated and finalized, it's time to Post. This timely action ensures data integrity and accuracy. Can We "Un-Post"? No. Un-Posting contradicts the very essence of what Posting is designed to do - protect your data. Instead, if an error is spotted after Posting, it can be rectified by making an "Adjustment" in the next Payroll cycle. This Adjustment then becomes part of the new, locked-in data, ensuring ongoing accuracy. Understanding the Limitations While Posting is a best practice for data security, it isn't infallible. It requires vigilant oversight. We recommend regular audits by a trusted staff member to ensure that actual remitted salaries correspond with the system records. This added layer of verification is crucial for maintaining the integrity of your payroll and attendance data.

#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.

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. #overtimeoffsetwithtardy #overtimecalculation #overtimedebate

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

Attendance Basic Concepts The EDS HR System (AMPS and HROS) uses a powerful algorithm that allows unlimited flexibility in terms of work schedules. Recognizing that companies in various industries have vastly different shifts and scheduling requirements, EDS created a universal logic that can be applied in all scenarios without the need for reprogramming. For example, some companies within the food industry require employees to log-IN and OUT more than 8 times per day. This is because of the "broken" nature of their work schedules that cater to peak hours. Also, many of these companies require break time tracking that identifies employees who have exceeded break time limits. This adds to the complexity of attendance calculation. The following logic can accommodate all of these. What is the EDS way of Computing Attendance? Attendance is calculated using the "overlapping" concept - the work schedule is overlapped with the employee's time logs. Only the overlapped part will be the credited hours. Please see the diagram below: The figure above depicts attendance for a regular day-shift work schedule. Although the employee reported departed at 7:15 PM, his credited hours would only be up to 5 PM only. This is because there is no overlap between 5 PM and 7:15 PM. OVERTIME For overtime to be calculated, the authorized users must encode an OT authorization. Shown below: The overtime is now credited because an overlap has occurred between the OT Authorization (5 PM to 7 PM) and his time logs. His credited OT would be 2 hours. TARDY Applying the same concept, we have the diagram below: The red areas above represent the tardy. Since the overlap occurred after the start of the work schedule, the un-overlapped portion is considered tardy (late arrival). Note that tardiness can occur multiple times during a day. UNDERTIME Whereas tardy is defined as late arrival, undertime is an early departure. This means that an employee departed BEFORE the end of his shift or work schedule. The diagram for Undertime is similar to the tardy diagram above except that the employee logs out before the end of the shift. "BROKEN" WORK SCHEDULE Restaurant employees, teachers, etc., do not have the regular work shift as shown above. Due to the nature of their work, the hours and in-between rest periods can be irregular. Nonetheless, the System is capable of attendance calculation by using the "overlapping" concept. CONCLUSION: Although simple in concept, the attendance calculation logic presented above is the most flexible that can be universally applied to all possible work schedules and shifts. Unlimited time pairs both for work schedules and employee time logs can be accommodated.

EDS HROS capability allowing non-fixed work hours for selected employees FLEXITIME (also called “Sliding” work schedules) is when there is no fixed work schedule and employees render work at any time. The rendered work must meet the required number of hours per day (Ex: 8 hours/day) else the employee will be deducted. This type usually assigned to management or supervisory level employees (not for Rank-and-File). Note: The required number of hours is a setting at the EDS HROS that may be varied depending on the client's needs. Benefits: The FLEXITIME feature may improve morale of employees since they may report to work on their preferred work schedule. On the HR side, the FLEXITIME capability eliminates the need for re-assigning of work schedules on a daily basis. SCENARIO 1: NO TIME LIMITS FLEXITIME CALCULATION RULES: Excess work over required hours are disregarded. Shortfall under the required hours is tagged as Under Time (UT), however this can be configured to output a Tardy result. Please see Advanced Features below. COMPATIBILITY WITH LUNCH BREAK (Non-Paid) Unpaid Lunch Breaks, will be excluded in towards meeting the required hours. FLEXITIME "WINDOW": Although there is no fixed work schedule, management may assign LIMITS to the earliest allowed time an employee may Log-IN and the latest allowed time an employee may log-OUT of the system. This limit is called the "window" of the Flexitime Work Schedule. Ex: If the "Window" is set to 6AM to 10PM, work rendered outside this time-range will be disregarded. FLEXITIME ADVANCED FEATURES: Tardy Output: If preferred, the FLEXITIME feature can be configured to calculate a Tardy output if an employee reports to work beyond a pre-set cutoff time. Overtime Output: To be configured in the System. The Overtime hours must be first authorized and the System will overlap with the timelogs. For more information, please contact our Sales Engineers at our Sales Hotlines: (02)913.5787 or (02)913.8669 #slidingworkschedules #nonfixedworkschedules #EDSFlexitime

How EDS enabled employee ingress security and ingress for thousands of RWM's employees Resorts World Manila (RWM) is an integrated resort, located in Newport City, opposite the Ninoy Aquino International Airport (NAIA) Terminal 3, in Pasay, Metro Manila, Philippines. The resort is owned and operated by Travellers International Hotel Group, Inc. (TIHGI), a joint venture between Alliance Global Group and Genting Hong Kong. RWM is the sister resort to Resorts World Genting, Malaysia and Resorts World Sentosa, Singapore. It was the first integrated resort in Metro Manila, and from 2009. Approximately 6,000 employees report to work daily in the various hotels, casinos, service and retail outlets within its complex. Because of its huge employee count, manually enforcing ingress policies is both tedious and error prone. In 2017, RWM engaged the services of EDS INNOVENTIONS to develop a customized biometric system to automate screening and provide critical information to incoming employees. The following are the challenges posed by this project: Each employee must be automatically screened if he/she has a work schedule on that day. In other words, entry is barred from entry on non-work days. This is essential in maintaining security. Work schedules frequently change, and given the huge number of employees, this task is extremely tedious if done manually. Employees must be informed upon entry what his venue assignment for the day. RWM normally rotate venue assignments. For example game personnel are normally re-assigned to different casino pits on a periodic basis. This customized system must interface seamlessly with its existing attendance and assignment software. There should be no need for encoding. EDS has successfully developed and implemented the customized biometric system. Since 2017, RWM has been continuously using the System for its 6,000 work force. Learn more of the standard features of the EDS FingerID 701.

How EDS' unique innovation encouraged shorter rest room breaks "Time is gold". This oft heard saying holds especially holds true for production facilities. Being the Philippine's leading supplier of metal packaging for the biggest sardine and canned food manufacturers, Oriental Tin Can (OTC), has continuously aimed to enhance its productivity. From its humble beginnings in 1935, OTC has grown and today employs 1,000. This large work force makes productivity enhancement all the more challenging. One of the productivity zappers of OTC is when employees abuse restroom or CR (comfort room) breaks. Due to the ubiquity of smart phones and other mobile devices and data plans, employees extend their CR breaks by watching movies, playing games or engaging with social media, all inside the rest room. It has been estimated that every quarter hour wasted by its 1,000 employees cost the company approximately P 19,000 per day. EDS provided a customized solution for OTC that reduced if not eliminated the CR break abuses. Each rest room was installed with turnstiles integrated with biometrics. Every time an employee enters and departs a rest room, he/she is required to biometrically scan to unlock the turnstile. The captured time IN and OUT are automatically recorded enabling calculation of the CR break duration. CR break durations are totalled on a daily basis for individual employees and compared to the company wide monthly CR break average. Outliers on the right side of this average will be addressed by management via friendly direct dialogue. Based on observation, CR break abuses were immediately reduced just by the mere knowledge that management was monitoring the CR break duration. CR break abuses were immediately reduced just by the mere knowledge that management was monitoring the CR break duration. Regarding labor law and human rights, nothing was violated as the system simply monitored these breaks. OTC has been successfully using this customized system since 2012.

Risks and pitfalls associated with this practice. Years ago when computers were not as ubiquitous as today, HR or accounting staff would laboriously calculate attendance and payroll manually. This meant punching numbers into a calculator and writing down the results on a columnar pad. Depending on company size, this task could take days or even weeks to accomplish. Due to the length of time required to manually compute attendance and Payroll deductions (such as tardiness, under time and absences) companies opted to apply these deductions to the next payroll period, instead of the current. Sometimes referred to as "Cascading Deductions" this procedure was implemented because it provided ample time needed to calculate. A side effect of this cascading procedure is that the very first payroll period (for new hires) will have NO DEDUCTIONS - they are paid in full. This is because no previous period exists. Succeeding payroll periods will then have deductions based on the attendance of the previous period. Corollary to the above, when an employee resigns the last period will be double deducted. Today, technology has drastically shortened the time needed for attendance and payroll. What took days or weeks to accomplish could be done in a matter of minutes or hours. Despite the availability of this technology, some companies still cling to this outdated practice. Either they have gotten used to this procedure and uncomfortable with change, or afraid to use technology. Risks and Pitfalls: The following are the negative effects of this antiquated practice: 1. In case an employee unexpectedly abandons his job, he will be able to run away with undeducted attendance and payroll deductions. Needless to say, this would be grossly unfair to his employer. 2. When an employee resigns, his last pay would be double deducted. This is because attendance deductions from both the previous and current payroll periods are now applied to his last pay. There is a risk that his last pay may not even be enough to cover both previous and current attendance deductions. An unnecessary risk to his employer. The Correct Procedure: The best practice is to apply attendance deductions in "real-time". This means that attendance deductions that occur within a payroll period are immediately applied (deducted) from the same payroll period. No delays. Automation has made this not only possible, but essential. In order to ensure fairness, the best practice is to apply attendance deductions in "real-time". Transitioning to "Real-Time" mode: Once a company decides to abandon this "cascading" practice and go the "real-time" mode, the next challenge now is how to transition. This is tricky because the very first payroll period just after the transition would entail a double deduction. Most employees are unprepared to be hit by a double deduction and will surely cause morale issues. Our next blog will discuss a suggested transitioning strategy. Stay tuned! :-) Disclaimer: The ideas, comments and suggestions expressed in this article are solely the author's and is offered to you the reader at your own risk.

Accurate and reliable biometrics is the foundation of any good HR System Imagine that you are rolling out your new HR System that includes analytics, recruitment along with all the bells and whistles. Along with this, the attendance and payroll modules have been evaluated to comply with your company's stringent requirements. You now declare "all systems go" However, an crucial component of the HR system was overlooked. Due to your tight budget, you scrimped for a low-end, low-cost attendance capture device. Since your perception was that all these devices were created the same with only minor differences, so why not go with the cheapest? The market is flooded with cheap biometrics that makes it hard to resist. The sad truth is major deficiencies are discovered after only a few weeks or months of use. Many do not realize that when a HR system is paired with an inaccurate, poorly designed attendance capturing device, the benefits of a good HRIS are negated. Defective data picked up from these low end biometrics causes your HR System to produce erroneous results - "garbage-in-garbage-out". … when a HR system is paired with an inaccurate, poorly designed attendance capturing device, the benefits of a good HRIS are negated. Common Problems of Low-End Biometric Devices: Poor or non-existent after-sales support. Due to its thin margins, after-sales support has been sacrificed. High False Acceptance Rate (FAR). This is a technical term that simply means that the device mismatched the employee who scanned. In other words, the device falsely identified an individual for another. Poor Sensitivity. The device has difficulty reading fingerprints or falsely rejecting fingerprints. This is also known as False Rejection. Prone to data tampering. The device downloads a simple text file (such as a csv or txt file) and is easily susceptible to malicious editing. Prone to spoofing. Low end fingerprint biometrics have been observed to accept pictures or artificial images of fingerprints. For face biometrics, picture images are erroneously accepted. Recommendations: Don't overlook the attendance capturing part of your HR System. When choosing a biometrics device, use the following criteria: Choose a biometric device with a False Acceptance Rate (FAR) of .01% (1/10,000) or lower. This means that for every 10,000 transactions, there will be an average of one error. Choose one that has a good track record and in use by big companies for several years. Call up a several companies to get their feedback regarding the biometrics they are using and ask for their recommendations. Choose a supplier that has a good track record and strong after-sales support. This is a critical criteria as most implementations will require this service. #biometricsecurity #cheapbiometrics #factorswhenbuyingbiometrics #biometricspurchasingguidelines #goodbiometrics