Working Time Act Compliance

Time and Attendance Software

Employers are obliged to keep detailed records of the hours worked by Employees each day and week. The records must also include Employees’ leave. These records must be kept for 3 years. An electronic system is the best way to mating these records and a good system (like ours) will automate many of the requirements and provide accurate reporting for accounts and payroll.

Support on Working Time Act

As an employer you are required to comply with legislation surrounding working time, time-off and annual leave/holidays. The standards are exacting and any failure to comply on your behalf leaves you open to potential claims, compensation and prosecution. While a system is an important element of meeting the requirements, often, situations arise that need expert practisers to implement changes and special arrangements.

Time and Attendance Software

Time and attendance software allows Small Business Owners to log the hours employees spend working, as well as recording wages, salaries and any other work-related payments made to members of the workforce.  The same systems also simplify the Manager’s need to manage attendance, identify and manage patterns  around absenteeism, and structure the scheduling of time-off so the Company is not adversely affected.

Time and attendance software allows Small Business Owners to log the hours employees spend working, as well as recording wages, salaries and any other work-related payments made to members of the workforce.  The same systems also simplify the Manager’s need to manage attendance, identify and manage patterns  around absenteeism, and structure the scheduling of time-off so the Company is not adversely affected.

Time and attendance software allows Small Business Owners to log the hours employees spend working, as well as recording wages, salaries and any other work-related payments made to members of the workforce.  The same systems also simplify the Manager’s need to manage attendance, identify and manage patterns  around absenteeism, and structure the scheduling of time-off so the Company is not adversely affected.

  • Payroll automation
  • Full compliance with Employment Law and Government regulation
  • Maxiumum efficiency in deployment of staff
  • Up to the minute reporting on Employee Activity
  • Recording of Employees’ hours and monies paid and owed
  • Integration of data with all within overall Management Information Systems
  • Relevance to Employee Performance Management

Time and Attendance Software is an important management and compliance tool, but Employers must realise that the software has to be integrated, and used in conjunction, with a range of other HR Management tools.

And no HR Management Software should be considered a standalone guard against HR problems: due to the fast-changing nature of Employment Law, it is important to access the expertise of a qualified HR Practitioner as well.

Support on the Working Time Act Regulations

As an employer you are required to comply with legislation surrounding working time, time-off and annual leave/holidays. The standards are exacting and any failure to comply on your behalf leaves you open to potential claims, compensation and prosecution.

The Workplace Relations Commission have a dedicated unit that visit employers and carry out inspections. The Inspectors have considerable powers, including:

  • entering premises
  • inspecting and copying records
  • removing and retaining records
  • requiring employees/Directors to assist and give information and records
  • asking questions and making determinations as to truthfulness

Several industries have additional agreements governing working time called Registered Employment Agreements.

In general, your employees should not work for more that 48 hours in an average working week. The average working week is calculated over a four-month period. There are some exceptions to this average period.

You can balance out the average over four, six or twelve month periods depending on the circumstances of your business and the work pattern of the employees.

The following rules apply to the maximum hours calculation:

  • For employees generally – calculate over a four-month period
  • If work is seasonal, normal surge in activities, or where continuity of service or production is mandatory – calculate over 6 month periods
  • Where employees have a Labour Court approved collective agreement – calculate over twelve months.

Employees are entitled to:

  • A daily rest period of 11 consecutive hours per 24 hour period
  • A weekly rest period of 24 consecutive hours per seven days, following a daily rest period
  • A 15-minute break where more than 4½ hours have been worked
  • A 30-minute break where more than 6 hours have been worked, which may include the first break.

“Night Time” is defined as the period between midnight and 7.00 a.m. the following morning. A “Night Worker” is an employee who normally works for at least three hours in Night Time and over 50% of their working time is at night during the year.

You need to ensure that your night workers don’t spend more that forty-eight hours night-working in any two month period. The exception to this rule is if there is a collective agreement approved by the Labour Court.

A further important exception exists if the work being carried out demands heavy mental or physical strain. In these cases there is an absolute limit of eight hours in any twenty-four hour period.

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