You can now continue to use your existing JobClocks and PocketClock apps but you can push the data to the cloud.

Why push your labour costing data to the cloud?

Simple really, you can now give access easily to project managers on site, any person in the office who needs access without any additional costs. Access is part of the cost of the software.

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• Time sheets don’t come in on time
• Time sheets are very difficult or impossible to read
• Crucial information is missing off the time sheets for employee labour costing or cost centre tracking

I spoke to a customer last week who explained how before going electronic the boss insisted payroll was to be completed each week with or without time sheets arriving on time. What happened in this situation was the payroll was completed each week as requested by the boss at every week the payroll staff had to deal with issues from the previous week where time sheets were incomplete or not delivered at all. This weekly process not only cost several hours every week in time to correct the previous week but it stressed out the payroll staff. Who wants to work under this type of stress week after week when technology today can remove these issues.

I have spoken with customers who previously spent several hours every Monday calling employees and contractors trying to collect all the time sheets so payroll can be processed. What a waste of time this is!

What employee time sheets do you want every week? Easy to read employee time sheets or hand written employee time sheets?

How about giving the boss a total hours on each job report each week at the same time by running a simple report

What if employees could easily sign into the job and the cost code or activity each time they started and finished each day from any smart device? Imagine seeing all of the data from yesterday today!

Imagine being able to answer the question from your boss or your customer ….where is David and how long has he been on site?

Book in for a 30 minute demonstration and make your boss happy!

The no-fee-GPS feature of ExakTime Mobile will help you keep an eye on your workers and job sites. GPS time tracking gives you the features you need to manage time more efficiently, saving you money now and later.

Here are three ways our GPS feature will help your business excel.

Keep an Eye on Employees
All contractors have employees in the field, but it can be hard to keep track of who is where. When you use ExakTime Mobile as your time clock, each worker’s clock-in and clock-out will be GPS stamped. You can go back and make sure employees were actually at the job site when they said they were. If they weren’t, a red flag will appear in their time record.

Easily see the history of an employee’s clocking’s with the option of turning on the feature to take a photo each time the employee signs in and out at the start and end of the day as well as when they change tasks or cost codes.

With a PIN required for clock-in and a photo biometrics option available, time card fraud is no longer an issue.

Supervisors and Managers get access to a company wide map giving instant visibility on the map showing where every worker last clocked in. This tool is a great feature in the office when you get the call from the customer asking where Sam is. You can simply look at the “Team View” mapping software and you can see if Sam has already left the last job and how long he has been traveling for.

Efficiently Dispatch to Sites
When a job site needs help, it’s easy to dispatch a crew to that location with GPS tracking. If location A needs an extra worker or two, you can quickly check nearby job sites to see how many employees are at each one. If location B is close and has a surplus of workers, you can dispatch a few of them to the new job site.

What normally might have taken a few phone calls and some mapping now takes just a minute.

Supervisors or managers can manage this out in the field while admin staff in the office can also have access to manage these situations.

Deliver Supplies Quickly

You can efficiently deliver supplies to your crews using GPS time tracking because you’ll know exactly where they are. Crews are often on the go, and when they message for more lumber or equipment, you’ll know where to head.

Your time is valuable. GPS time tracking will increase the efficiency of your business, saving you time and money. You can watch your company grow from your smartphone thanks to the easy-to-use GPS feature on ExakTime Mobile.

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Philip said “The biggest assistance to us is the reminder of the reality. That is the common sense which is every hour our staff work is billing hours. If we don’t bill for it we are losing money. Having a system that tracks time, makes you look and think about billing hours. That’s without even looking at the data…..When you look at the data….then you really think about billing hours, production, downtime and losses.

Philip went on to talk about the actual JobClock solution

We used to use a bundy clock with cards. Now we have a dedicated printout, with the name of the staff, and exact hours at the press of a button from recorded data that doesn’t get lost. Very easy… As for collection on time on jobs. With manual collection, apart from the fact the staff don’t use it properly, and often fill it out after the event. The collation of information is just too much. And if its data that’s not right….it’s a complete waste of time.

When asked what do you like most about the system Philip said “The simplicity of the screen for staff to use. They log on easily and quickly. They don’t have to be computer literate to use the system. It takes me all of 2 minutes to train a new staff member how to use it.

The jobclock system requires them to log on before they start something. The staff like using it. Its quick to use. And provides all the data. It’s 10 times more accurate than a manual system, and most importantly it collates the data…!

Philip also shared with me how he went about implementing the solution with his employees 100% support…….
Prior to implementing this system, we made the staff fill out daily/hourly records on what they were doing. We did this for about 2 months prior. Everyone hated it….!  So when we bought in the electronic system, that was 10 times easier. Everyone was happy, and prepared to use it.

We never collated the data from the manual info…! It was only ever done to allow the electronic system to be embraced. It seemed to work..! I wonder if our staff would have embraced the system as much, if we had gone from nothing to this straight up. I don’t think so. In hindsight, I think it was a good move, as once we implemented Job Clock it worked from Day 1.

 Watch 3 minute video on setting up Master Jobs and Sub Jobs

Book a one on one demonstration to see more on the JobClock system.

Our systems track labor down to the exact minute, so business owners only pay for hours actually worked. We offer over 40 100% accurate time cards and summary
reports that help companies keep their workforce on time, under budget and most efficient.

In this brochure, you’ll get an exclusive look at our 12 most popular time cards and reports that will help your company save thousands in payroll expenses and
make smarter business decisions going forward.

Click Here to download the timesummit reports PDF with over 20 sample reports.

See some sample reports including

• employee time card
• executive summary report – employees – see daily and weekly hours
• location executive summary report – see daily and weekly hours by job
• location by employee – see all the employees and hours on each jobsite
• location by cost code – track cost codes against your jobs
• equipment report – track the hours on each jobsite for your equipment
• equipment status report – what job is your equipment on, job site reports and many more

 Read more and book in an online demonstration

Technically, the answer to that question is no. If an individual is working their scheduled shift, and putting effort into their accomplishments, then it can be said that they are doing their job. They just aren’t doing their job particularly well.

Rather than withholding pay, it is your responsibility as the employer to see that they are given the necessary guidance to get a job done as expected. It is also your responsibility to ensure that you have the right people working in the right jobs. If this is proving untrue, then you need to consider restructuring the staff.

Withholding pay from someone who believes they are doing their job well because no one has told them otherwise is ultimately not good business. And, their specific hours worked can be compared to the job clock.

Read how the JobClock system can help you in your business

• A focus on time management skills – labour costing involves knowing how to do the math correctly, and planning the weekly schedule accordingly. In order to meet these targets, you have to set realistic goals regarding what can be accomplished in a designated period of time. If you calculate your labour cost percentages at  3 hours, and the task really takes 6, then you will find yourself in trouble. Completing training before beginning any new project type can also help keep costs low if staff are functioning more efficiently.
• Hire based on experience – while you might be tempted to hire someone less experienced, ultimately, experience can mean that work is done more efficiently. You may pay a higher per hour rate, but still ultimately save money in the end, which is essential to keeping labour costs on track.
• Price supplies competitively – the overhead costs you require to keep your business going can be shopped for in a smart fashion. The costs of these necessary items also play a role in your labour cost targets.

• Can the job be done sufficiently if the employee takes a higher number of days off per year? – Scheduling and compensating for employees to go on holiday is already a challenge. Particularly when you are operating a small business where one person is effectively representing a whole business department. When no one else at the company does a component of the same job as someone else, it is challenging to get adequate coverage so the business operates seamlessly while someone’s on holiday. If giving additional days or weeks off per year is going to compromise too much, you do not have to approve them. If an employee’s contract states that they get 2 weeks off per year, then they are no longer abiding by their job duties if they request more time off. You can use this argument when asked, and if necessary, terminate the employee if they are unwilling to stick with the designated time.
• What should you pay them, if anything? If you decide to allow an employee to take additional time off per year, you are not obligated to pay them for the time off. If the time off is negotiated and an employee requests that the time be considered part of a job evaluation (and raise), you can determine what is fair.
• Will the employee help prepare for the time off – since offering more time off can leave a business in a precarious position, you can ask them to help train a temporary replacement and leave detailed notes. If they are willing to put in additional hours (often on their own time) to prepare for the trip, that may help persuade you to approve the request.

• Pay all outstanding funds – you must pay an employee that is leaving their full wages based on their hours worked, or based on their normal salary. This includes any overtime hours worked, and any penalty rates that apply. Just because an employee is leaving doesn’t mean you owe them any less than an employee that is remaining on staff.
• Pay out leave time – if the employee has not yet used any annual leave time that they have accrued, that must be paid out based on their standard rate of pay. Leave time taken previously should be recorded on time and attendance software, if your company has been using that to track hours worked.
• Redundancy pay – redundancy pay is a severance pay that is based on an individual’s length of employment and their employment contract. This is owed if an individual is terminated from their role.

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• Minimum wage standards apply to individuals that are age 21 and older, and that are employed full-time.
• Younger employees are paid a percentage based on their age, and the minimum wage standard.
• Not all employees are paid minimum wage. Other agreements are set and negotiated independently. In most cases, these are higher than the minimum wage standard.
• Full-time adult employees are also paid additional benefits by the Australian government.

Part-time employees are paid a rate dependent upon their age and industry. Determining whether an employee falls under the regular minimum wage agreement is dependent upon the quantity of hours worked, which can be determined using a time and attendance system.