Timer registration
Smart and modern time registration with 4human
The vast majority of businesses are dependent on managing working hours, either as an important part of the company's revenue base or as documentation of employees' working hours in relation to current legislation and regulations. A solution for time registration will often include functions for registration, approval, follow-up, analysis and, not least, the basis for payroll. In addition, there is a need to register overtime and associated documentation, as well as overviews of available time off in lieu.
Time registration is used to record the working hours of your employees, as well asovertime and flexitime. Updated timesheets also provide you with a basis for payroll and further invoicing, as well as giving you control over what's happening in your business at all times.
Why use 4human's cloud-based time tracking?
- Easily accessible
- Easy registration via mobile/tablet/PC
- The company has flexible options for adapting different types of hours (separate wage type register)
- Employees can register their own in/out time or only additional time
- Approval routines integrated in the solution
- Integrated module in our HR solution - 4human HRM
- Full control and up-to-date overviews for both employees and managers
Key features of 4human's timer registration
- Can be linked to planned working hours (rota, shift arrangements)
- Good overview for manager and employee, displayed in the same overview
- Attendance
- Registered time
- Planned working hours (shift/rotation)
- Integrations with most payroll systems for managing hours
- Mobile access for employees with an overview of registered time, absence and time off in lieu balances
- Control of approved and non-approved hours
- Time tracking as an integrated part of 4human HRM
Time registration for businesses
With time registration as part of a complete HR system, you as a manager get an overview of timesheets, flexitime and overtime. The registration handles a monthly overview of hours worked, giving you the opportunity to follow up when absence is registered among your employees.
When you work overtime, you can register the overtime against salary types that cover the different overtime rates in the payroll system. 4human HRM sets up the salary basis automatically, based on salary type, hours and employee. The solution is also available to all employees, who get a full overview of registered hours.
Time registration for employees
Employees manage their hours from their own mobile app:
- Register in and out time incl. continuous update of flexitime balance
- Register only additional time
- Overview of absence, hours and work schedule
- Overview of the different types of hours (normal hours, overtime hours)
- Summarized overviews of hours for payment, additional time, time off in lieu
Good overview of timesheets
Who needs to have time registration?
Service-based businesses where hours are an important source of income, businesses that want to monitor time worked against planned time or want to follow up on their flexitime scheme should have a solution for registering hours.
Timer registration template
With our time registration, you get access to a custom layout that can replace previous Excel templates for timesheets.
Time registration with integrations
Good integrations have long been a focus area for 4human HRM. It is both rational and more secure to register data in just one system and then transfer data to other systems. 4human HRM has an API (Web services) or file API that covers most of the data transfer needs.
Our time registration can be integrated with most financial and payroll systems. Examples of integrable payroll systems are Visma.net Payroll, Visma Lønn, Huldt & Lillevik, SAP, Aditro and Xledger.
Why should you install a time tracking app?
- Supplements the time registration module
- Access to current hour types
- Available on mobile and PC
- Clear calendar function
- Easily clock in and out of work
- Simple overviews
- Easier for managers to cover shifts
- Digital and automated processes
- Automatic salary basis based on salary type
- Increases efficiency
- Benefits of time tracking and time registration
- Easily accessible via mobile
- Common setup and set of rules for both hours and absence
- Self-service - employees register their own time
- Forms the basis for registered time against planned time
- Forms the basis for salaries
- Separate overviews and control of overtime and flexitime
- Timesheet provides an overview of hours and absences as well as planned time for both employees and managers
Benefits of time tracking and time registration
- Easily accessible via mobile
- Common setup and set of rules for both hours and absence
- Self-service - employees register their own time
- Forms the basis for registered time against planned time
- Forms the basis for salaries
- Separate overviews and control of overtime and flexitime
- Timesheet provides an overview of hours and absences as well as planned time for both employees and managers
What rules apply to temporary employment?
The main rule is that the employee must be employed on a permanent basis. In other words, the contract is valid until it is terminated by one of the parties. However, the Working Environment Act allows for the possibility of being employed for a specific period of time in some cases. This is called temporary employment.
This can be agreed in cases where there is a need for the employment to be temporary. In addition, you can be hired temporarily on a general basis, without further justification as to why the employment is temporary. That being said, there are limitations on such appointments, both time and number. Examples of temporary appointments are:
- Seasonal work
- Extra help
- Project work
- Temporary positions
What rules apply to probation and termination?
In the Working Environment Act's system, a probationary period is a period characterized by a lower threshold for termination, and a shorter notice period of 14 days by law, unless otherwise agreed in writing in the contract. A probationary period can be agreed for a period of up to 6 months. This limit is independent of the percentage of employment. It is important to point out that you still have job protection during the probationary period. Any dismissal during the probationary period must be justified by the employee's adaptation to the work, professional skill and reliability. Training and follow-up are important elements in a probationary period. A good onboarding will often meet these needs.
Both parties can terminate the employment relationship, but with different requirements.
An employee can be dismissed if there are objective reasons for the dismissal. It must be objectively justified by the business, the employee or the employer's circumstances. As an employer, you have a duty to consult with the employee and any employee representatives before making a decision on dismissal. The duty applies unless the employee does not want this. The notice period depends on how long the employee has been employed and the employee's age, but a three-month notice period is often practiced. In the event of termination by the employee, the notice period is never more than three months. In companies that are bound by a collective agreement, a shorter period of notice can only be agreed between the employer and the union representative.