Our on-premise and uAttend cloud-based time and attendance systems give organisations the ability to clock staff in remotely via a phone, self-service web and smartphone. Using the free uAttend smartphone app is a particularly cost-effective way of ensuring an employee is on-site.Whichever remote clocking in options you choose it’s easy to run-off reports to show customers when your staff were on-site providing the service they’re paying you for. If supervisors or managers are also mobile they can access real time clocking in data with a web browser using smartphones or tablets.
The uAttend free Android or iPhone smartphone app is downloaded on to each phone which will be used to clock in remotely. The uAttend administrator then enables smartphone clocking in each employee’s account.
Administrators can choose:
To set the clocking as Global which records the actual geographical position of the employee clocking in – this is useful if you have service engineers out and about for example.
To set a fixed location (or locations) and an optional clocking radius within which an employee can legitimately clock in. If the employee attempts to clock in outside the specified radius they physically can’t until they’re within the location parameters set.
In either case the employee simply uses the free smartphone app to clock in remotely, (the app doesn’t track their every move just the clocking in / out location). When they’ve finished they clock out again using the app – easy!
Managers and supervisors simply click on the timecard edit link in uAttend which shows where employees have clocked in from, whether it’s a global or fixed location. Find out more about phone and smartphone remote clocking
Chronologic Workforce Management System (CWFMS)
With the Chronologic Workforce Management System remote staff can clock in using a smartphone, tablet or PC. They log in to access the self-service web clocking option which uses GPS technology to pinpoint their location.
In the Chronologic Workforce Management System admin view managers and supervisors simply hover over the clocked times for the remote employee which brings up the clocked location pin on Google Maps. Employees can clock in at one or a number of locations. The positions of multiple remote clockings are displayed on Google Maps. Find out more
Increasing efficiency and accountability
Remote clocking in using geolocation (GPS) is a useful business tool particularly for companies with a dispersed workforce such as cleaning and Facilities Management companies or those with mobile workforces.
Kevin Cooper at KCC Cleaning is a uAttend customer who uses phone clocking. “If there’s a problem and someone hasn’t signed in on-site I know straightaway and can investigate and send in back-up staff.”
It’s not big brother!
You might have come across the recent case of Arias vs Intermex in the US whichs highlighted the extreme side of geolocation tracking in the workplace.
Saleswoman Ms Arias was required to download a tracking app onto her personal mobile phone and instructed to keep her phone on 24/7 in case (she was told) a customer called out of working hours. The app continuously monitored her whereabouts and those of other employees. She felt it was unreasonable to be monitored outside core working hours so removed the app from her phone – as a result she was fired. In the US rules on employee monitoring are generally looser than in the UK (depending on the state).
In the UK best practice is to tell employees they are being ‘monitored’ and why (this includes email and web surfing). Employers should be able to demonstrate that any monitoring is ‘reasonable’, that the information gathered is used only for work purposes, is kept securely and doesn’t impact on people’s personal lives.
In the case of uAttend and the CWFMS, employees can rest reassured that their location is only recorded when they actually clock in and when they clock out during working hours they’re not being continuously monitored.
Wall Street Journal – US businesses using tracking to increase efficiency (NB: US data privacy guidelines are different to the UK)