Therefore, if your employee is contracted to work 45 hours per week at regular time, then any hours over that is overtime worked. It also states that all hours worked more than the employee’s regular hours of work will be regarded as overtime hours. This works out to 9 hours per day, excluding their lunch break, if an employee works five days a week or 8 hours a day, excluding lunch breaks, if the employee works more than five days a week. An example of this is that employees earning less than the determined threshold are only allowed to work a maximum of 45 hours weekly. The BCEA outlines several regulations related to working hours and overtime. These systems are also critical to help your business stay on top of overtime, identify employee absenteeism or lateness and ensure regulatory compliance with the Basic Conditions of Employment Act (BCEA). A clocking-in system simplifies this process and puts the responsibility in the hands of employees. ![]() The process of tracking employee time and attendance can be complex and time-consuming, especially when you have employees who are off sick, on holiday, who have switched shifts etc. This is achieved by employees clocking into the system at the beginning of work or shift and then clocking out when they leave.Ĭlocking-in systems also save operations managers time. This kind of system is critical for keeping track of employees and their working hours and avoiding payroll errors. These systems are also often referred to as time and attendance systems and are included as part of a workforce management solution. ![]() A clocking-in system is a software solution that essentially tracks employees’ daily work hours. To better understand the value of clocking in and out, it is essential to understand what these systems do.
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