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How EDS drastically improved compliance of renewal of Registered Nurse (RN) licenses In order to maintain its position as the premier medical facility in the country, St. Luke's Medical Center (SLMC) has been known for exceptional hospital care and adherence to the highest international standards. Both campuses, Quezon City and Global City are both accredited by the Joint Commission International (JCI), the world’s most prestigious accrediting body  of healthcare organizations. The Challenge: One of the perennial challenges of SLMC is ensuring that its nurses comply with their license renewals. Standards dictate that all currently serving nurses must keep their RN licenses on current status (unexpired). Failure to comply could mean SLMC could lose its international accreditation thereby damaging its reputation as the country's premier hospital. Considering that SLMC employs thousands of nurses, monitoring and running after individual nurses in order to ensure compliance is a massive undertaking that is both tedious and error-prone. Extensive man-hours are also lost in this task that could have been used in other more productive activities. Solution by EDS Rising to meet this challenge, EDS devised a unique, effective and automated solution to ensure that nurses are compliant. Since 2006, SLMC has relied on the EDS FingerID System to capture the time logs of its over 5,000 employees. Building upon the existing messaging and blocking capabilities of the product, these biometric devices were customized to incorporate with the following automated messages: Friendly reminder: Final Warning: Blocking: The above blocking feature declines recognition of time logs from erring employees (nurses with expired licenses) making it useless to render work for that day. A nurse can only be unblocked manually by an authorized officer. Outcome: This enhancement has been implemented in 2014 and has resulted in drastically enhancing compliance of nurses. According to SLMC, compliance has risen to nearly 100% since its implementation. Furthermore, efficiencies were achieved due to the reduction of man power needed for license monitoring. For further information, please email iya@eds.com.ph or seiya@eds.com.ph

Revolutionizing HR Management: How EDS SYNC Streamlined Operations for AP CARGO As a frontrunner in the logistics and cargo forwarding sector, AP CARGO distinguishes itself with a substantial workforce exceeding 2,000 employees and an extensive network of over 50 shipping centers spanning the nation. This expansive operational scale, however, introduces complex challenges, particularly in the realm of Human Resources management. A critical issue was the cumbersome and outdated process of recording and transmitting employee time logs from various locations to the Head Office—a task that demanded an innovative and technologically advanced solution. Understanding the pressing need for a more efficient and secure method of managing employee data, EDS Innoventions stepped in with a transformative solution: EDS SYNC. This powerful module, seamlessly integrated into the robust EDS FingerID System, revolutionized the way AP CARGO approached its HR challenges. EDS SYNC addressed the crucial need for real-time transmission of time logs, setting a new industry standard and providing AP CARGO with a competitive edge. This cutting-edge system offered numerous advantages: Real-time Responsiveness: The Head Office gained the capability to monitor and respond to staffing dynamics instantly, effectively managing unexpected employee absences and other unforeseen staffing challenges. Centralized Biometric Enrollment: With EDS SYNC, biometric enrollment was centralized at the Head Office, eliminating the possibility of identity fraud in the hiring process and ensuring a uniform and controlled enrollment procedure across all locations. Security and Integrity: The system minimized human intervention in handling employee time logs, significantly reducing the risk of malicious tampering and ensuring the integrity of data. Operational Efficiency: By automating the transmission of time logs, EDS SYNC eradicated the time-consuming task of manual downloading, thereby saving countless man-hours and streamlining operations. EDS SYNC's operational brilliance lies in its ability to provide a seamless, cloud-based link between the Head Office and the remote shipping centers. This not only enables the real-time transfer of time logs but also ensures that fingerprint templates and essential employee information are consistently synchronized across all locations. The inclusion of web consoles further enhances the system's functionality, facilitating effortless employee transfers and robust monitoring capabilities. Recognizing the diverse geographical spread of AP CARGO's operations, EDS SYNC was designed with a robust OFF-LINE mode. This feature ensures uninterrupted logging of employee hours, even in the absence of a stable internet connection— a crucial requirement for regions plagued by unreliable web access. In OFF-LINE mode, time logs are securely stored locally and are automatically synchronized with the Head Office server once connectivity is restored, all without the need for human intervention. Since its implementation in 2017, EDS SYNC has not only met but exceeded the expectations set by AP CARGO. This system has proved to be an indispensable asset, fostering a more connected, secure, and efficient workplace. As a testament to EDS Innoventions' commitment to technological excellence and innovation, EDS SYNC stands as a pivotal solution in navigating the complex landscape of modern HR management, solidifying AP CARGO's position as an industry leader. #EDSSYNC #HRInnovation #APCARGOSuccess #TimeLogRevolution #BiometricSecurity #CloudBasedHR #OperationalEfficiency #RealTimeHR #TechInLogistics #FutureOfWork

A Suggested Policy for Handling Forgetful Employees "We are just human and forgetful right?" This is an often heard excuse provided by employees when confronted to explain their missing time logs. Makes sense right? Companies who are exceedingly tolerant of employee forgetfulness fall into a trap of abuse. This is because repeat offenders are encouraged as this unscrupulous practice spreads to other employees. Some even use this excuse to escape from tardiness or undertime deductions. When missing time logs are discovered, some HR staff runs after these employees by: Calling up these erring employees to simply request to supply the missing time log. Some remind them to file a "Time Correction or Timekeeping Offense Form". Others resort to examining of guard log books. Viewing of CCTV footage to gather the exact time. Some companies have a "strike 3" policy wherein employees will be penalized only after committing this offense 3 times. Although a better policy, this is tedious to manually implement as this entails filing of forms and tracking the number of offenses committed by each employee. Needless to say, the above tasks consume huge amounts of time and is a tremendous load on HR personnel. Furthermore, this causes undue delay of payroll processing. What does the DOLE say? According to the Department of Labor and Employment (DOLE), employers may deduct compensation for forgetting to log in or out. In such case, if an employee cannot prove the exact time he/she arrived or departed the workplace, he may not be paid for that day. In other words, the burden of proof is on the employee, not on the employer. Running after these erring employees is not required under the law. However, in actual practice, most companies perform some form of follow up. It is when employees expect that follow-ups are to be made that problems arise. Suggested Policy: In order to streamline attendance and payroll processing and reduce the man-hours spent by HR staff, we suggest the following policy: Adopt a low tolerance policy for timelog forgetfulness. This must be clearly spelled out in your Employee's Code of Conduct, Manual, Office Memorandum or similar documentation. For companies transitioning to this type of policy, discussions and consultations with labor representatives is highly recommended before implementing. Remind employees that reviewing of their own timelogs is their individual responsibility and the HR Department/Staff will no longer run after these employees. Provide employees a tool so a review of their time log records can be conducted on their own (self-service). This review should be done by each employee before the end of every payroll cutoff. Inform employees that they should initiate action in case they find missing timelogs. For example, filing the appropriate form in a timely manner. The cutoff for submission must be clearly defined as late submissions will no longer be accepted. Technology to the Rescue: Fortunately there are modern systems that help HR personnel reduce or eliminate this task. Without mentioning specific brands, here are what advanced some HR systems can accomplish: A biometric or time capture system that automatically notifies the employee of missing time logs. The system has a confirmation function to ensure that notifications have been received. Click here to see an example of such biometric system A Web Portal or Intranet that allows employees to review on their own their time log history. Click here to see an example. If the company has a "strike 3" policy or similar rule, the HR System can track the number of offenses committed automatically. This will remove the burden of manually tracking that will consume so many man-hours. The Web Portal or Intranet must allow employees be to file the necessary forms on-line and automatically route to the respective approvers. This will eliminate paper filing that is tedious and subject to mishandling. #forgetfulemployees #hrguide Disclaimer: The ideas, comments and suggestions expressed in this article are solely the author's and are not intended to replace proper consultation with DOLE officials. It is your duty to check with DOLE before implementing any of the above.

Based on feedback from the Bureau of Working Conditions (under the DOLE) The handbook “Worker's Statutory Monetary Benefits“ released by the Bureau of Working Conditions under the Department of Labor and Employment (DOLE) provides basic guidelines for calculating attendance. In this publication, simple scenarios were provided in determining statutory benefits and premiums for various “day types” (e.g. Legal Holiday, Special Holiday, Double Holidays, Rest Days, etc.) Although this publication provides clear guidelines, the handbook does not explicity specify guidelines for work schedules that cross over to a next day with a different “day type". For example when a work shift starts on a Legal Holiday, and then crosses over to a Special Holiday. Objective of this Blog: This Blog aims to provide specific guidelines for calculating attendance for the above scenarios. The guidelines provided here are based on documented feedback from the Bureau of Working Conditions (BWC). Numerous industries in the Philippines implement night-shift work schedules. While most employers have a clear understanding of Day Shift calculation, many have misconceptions about Night Shift computation. This Blog will hopefully demystify the correct attendance calculation for these night-shift employees. Night Shift Calculation Guidelines: For ease of understanding, graphical illustrations of various scenarios are shown below. The correct values are shown at the right side of the diagram. Scenario 1: Ordinary Day --> Holiday --> Rest Day Scenario 2: Ordinary Day --> Rest Day --> Ordinary Day Scenario 3: Ordinary Day w/ next day OT --> Rest Day Scenario 4: Ordinary Day --> Holiday Summary: The rules for the above Night-Shift scenarios can be summarized as follows: When transitioning from different "day types", the calculation is in "real-time". This means that as soon as the shift crosses over 12 midnight, the next "day type" will be used. Exception to this rule is the Rest Day. When transitioning from a Rest Day to any other "day type", Rest Days have a 24-hour effective period from the start of the shift. In other words, unlike other "day types", Rest Days are not in "real-time". For any clarifications, please send your email to manny@eds.com.ph Basis of this Blog: This blog is based on written communication and consultation with the BWC and EDS Innoventions. You may email your request for a copy of this communication to the email address given above. Disclaimer: Although the contents appearing is this Blog is based on documented communication between our team (EDS) and Bureau of Working Conditions (BWC) under the Department of Labor and Employment (DOLE), this article should not be used as a substitute for proper consultation with the BWC.

EDS Innoventions successfully developed and deployed a critical technology currently being used by the Bureau of Jail Management and Penology (BJMP) at its biggest jail facility – Manila City Jail. With over 6,000 inmates, Manila City Jail receives over 500 to 1,000 visitors daily. The task of manually screening, recording and blocking visitors is painfully, laborious and tedious. A visitor normally has to spend at least 2 hours of processing time for every visit. Under the guidance of its progressive thinking warden, Sr. Insp. RANDEL H. LATOZA and the dynamic Jr. Insp. JAYREX BUSTINERA, EDS successfully developed a biometric information system that cuts the visitor waiting time to below 10 minutes. Video: EDS Inmate Tracking and Visitor Management featured on GMA News TV Aside from Manila City Jail, the System is currently installed at the following correctional facilities: Quezon City Jail Quezon City Annex Special Intensive Care Area (SICA) Zamboanga City Jail Camp Bagong Diwa Antipolo City Jail The System has immensely assisted not only the BJMP but also police authorities in obtaining vital information derived from the visitor’s logs.