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Posts by Topic Kronos Timekeeper (115) Training (78) Best PracCce (61) Upgrades (36) Change Management (34) see all

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Kronos® and the Kronos logo are registered trademarks of Kronos Incorporated or a related company. Any references anywhere on this site to Kronos, Kronos Workforce Central or to any of the Kronos suite of products refer to registered trademarks of Kronos Incorporated. You can contact Kronos directly. ImprovizaCons (ImprovisaCons, Inc.) is an independent soluCons provider.

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The Good, The Bad & the Tardy; Unintended Kronos ALendance

Tracking Consequences Nov 2, 2011 3:12:00 PM

Aiendance problems are oBen at the top of the list whenever HR managers are surveyed as to

where they spend the majority of their Cme. Without automaCon it can be an extremely burdensome and complicated process to deKne and track tardies, absences, and leaves not to menCon the warnings, counseling sessions, and terminaCon protocols called out by company/union polices when employees cross various thresholds. Throw in diVerent policies across diVerence unions and/or departments within the same organizaCon and the chances of doing this accurately and consistently without soBware enforcing the rules becomes almost zero. This was the lament of a labor relaCons manager I spoke with that was very hopeful the Kronos Workforce Aiendance Module (WAM) could resolve so many of the issues stemming from aiendance policy enforcement in his organizaCon. The good news is that the soBware was very well suited to their tracking and policy enforcement management requirements. It would go a long way to enforcing the rules consistently. The bad news is that consistency is not all it is cracked up to be. Here is an interesCng issue that came up during our discovery process for the customer to think about that you might want to consider. One of the assumpCons made is that good employees have good aiendance records and bad ones have bad aiendance records. ABer all, companies use aiendance policy violaCons as cause for discipline up to and including terminaCon. In WAM, this whole process oBen pivots on whether an event such as a late punch or absence is ‘excused’ or ‘unexused’. Once this determinaCon is made by the manager (or Cmekeeper) in Kronos TimeKeeper the WAM module ruthlessly applies the occurrence rules. It doesn’t look at their performance review, or their union seniority, or the incredible shortage of personnel in that industry or market. WAM doesn’t but managers historically have and so the disconnect between the TimeKeeping side and the Occurance Tracking side was not altogether unwelcome. This means that what TimeKeeper showed as an unexcused absence would not always go down in the spreadsheet as an occurrence—or maybe it would unCl the threshold was about to be crossed. At the end of a period you could have an employee that technically should be disciplined or even let go because of aiendance policy violaCons but would not if they had saving graces elsewhere. Want to Kre your best nurse with the best paCent outcomes instead of the worst one because of a diVerence of one tardy? As with most companies this client decided that having clear and consistently enforced policies are more important than any parCcular individuals in the organizaCon and steeled themselves for what the system would do. Of course, this also put the burden on HR as they could now see speciKcally which managers were not enforcing policy violaCons. They were now accountable for enforcing accountability at the next level. Now if you think this is the obvious course of acCon. That aiendance policies should be set and administered uniformly with no other informaCon being taken into account then consider the $20 million seilement Verizon, Inc. paid for violaCons of the American DisabiliCes Act in July of this year. The EEOC claimed Verizon and its subsidiaries violated the ADA “by failing to make excepCons to its ‘No-Fault’ aiendance plan.” In the EEOC's view, this plan resulted in Verizon's failure to reasonably accommodate employees whose "chargeable absences" were due to disabiliCes. Sears, Inc. had a similar case they seiled for $6 million for terminaCng employees not too long before the Verizon case. According to Barry Taylor, a legal advocacy director for Equip for Equality, "Employers should deKnitely review any blanket policies that they have related to people with disabiliCes," Taylor also said the seilements highlight the interacCve process duCes the ADA requires of employers. "The ADA is very clear that employers have a requirement to engage in the interacCve process and conduct an individualized assessment to determine whether it can provide a reasonable accommodaCon to employees with disabiliCes," Taylor said. "Blanket policies ignore this requirement." At the end of the day we are sCll somewhere in the middle between rote events and common sense applicaCon of policies. Aiendance tracking soBware like Kronos Workforce Aiendance Module will facilitate the logging, occurrence counCng, and workvow associated with counseling and terminaCons consistently but that sCll may not keep you out of court.

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