With the current impacts of COVID-19 there is obviously a large impact on business with either a significant decrease, a significant increase AND/OR a fundamental change in business model with very few immune.

At ATEO we are working with a range of impacted companies and wanted to share some of the common questions and potential considerations for companies. If you need help with any of the topics, don’t hesitate to e-mail: covid_support@ateo.com.au

How can my employee’s clock in without touching the clock?

Regular cleaning recommendations can be found in the Kronos Communities. For alternatives to clock-in companies can consider

  • Swipe or Proximity Readers are enabled for most clocks
  • Mobile Clock-In (with Geo-Fence or IP based validation)
  • Employee Time Entry via self edits in the timecard (My Timecard)
  • Punch From Schedule (auto populate the timecards with the schedule)

How can my employee’s clock in from home / non-standard locations?

For employees who are working from home or non-standard locations employees can enter time (similar to above) via

  • Punch From Schedule (auto populate the timecards with the schedule)
  • Employee Time Entry via self edits in the timecard (My Timecard)
  • Mobile Clock-In (with or without Geo-Fence)
  • Quick Time Stamp (QTS) or Time Capture via Web (for Dimensions)

What do I need to consider to pay special leave paid, part paid or unpaid leave for COVID-19 quarantine

To set up special leave for COVID-19 it is important to consider the following:

  • Who is entitled to the new leave type?
  • How will the leave type be requested?
  • Is there a restriction on the taking of the leave?
  • If so, does this vary by employee type?
  • Does the employee have to exhaust other leave types before they can apply?
  • Does the calculation impact any existing accrual balance?
  • What rate is it paid at?
  • What paycode does it map to in payroll?
  • Who is the leave approver, does this vary from the current approval process?

How do I manage my sales forecasts?

The hardest part of managing your sales forecast is working out what the ‘new normal’ will be

  • First, you must mark the current time period for ‘discard’ assuming you don’t want it to impact future forecasts (similar to floods, store closures)
  • Next, work out where the sales forecast will come from, do you need the ability to bulk override the existing forecast?
  • If so, can you manage this manually?

What considerations do I need to make for bulk contract changes?

A number of business have employees accepting voluntary contract changes. When doing this it is worth making sure

  • Does the temporary employment contract correctly identify the employment type (note: full timers generally can’t work less than 38 hours)?
  • Has the correct payrule been applied for an employment type change?
  • Does the system have the correct contract hours?
  • Are changes to the accrual policy required?
  • Do any changes to the accrual policy, sustain any existing accrued entitlements?


What changes should I make to inactive employees whilst in shutdown?

System changes you make now to employees may impact how the employee can be re-instated in the future, it is important to consider:

  • What status are they placed in the HR system?
  • Does the status impact how they are treated in your Workforce Management system?
  • Does this impact the JobKeeper allowance?
  • Will any employee history be lost?
  • How will employees be communicated to about these changes if they become inactive?
  • How easily can the employee status be changed back on recommencement?


Author: Scott Gavens   LinkedIn Logo

Scott is a Workforce Management Solutions expert helping business manage complex change through unique solutions. He has delivered solutions for more than a million employees covering over 5,000 customer sites.

Contact ATEO today if you need any advice on the changes needed to manage the impacts to your workforce.