“Should governments step in to regulate work emails and so rescue harassed staff from the perils of digital burnout? The answer in France appears to be “Yes”. President Francois Hollande’s Socialist Party is about to vote through a measure that will give employees for the first time a “right to disconnect”.”
I came across the article; “The plan to ban work emails out of hours” and it prompted me to question whether there needed to be legislation in place for this. The editorial goes on to argue both sides although follows a more ‘for’ line, highlighting that people work more effectively and are more creative when they have had the adequate downtime.
In fact there doesn’t appear to be great resistance to the law being passed, but just how realistic it is to impose it in today’s competitive economic climate. The argument is that international competition are not held to these restrictions and as a result, companies following the legislation may fall behind.
From a position that I can relate to the article highlights the perspective of a Sales executive who states: “I do sales. I like doing sales. It means I use email late into the evening, and at the weekend. I don’t want my company preventing me from using my mail box just because of some law,” While I see that the new ruling would have its place, like the Working Time Directive, for it should be one that people can opt in to should they wish.
So how does this apply to us here at Thinking Software?
For those of you not familiar with us here at Thinking Software, we have developed and support our Enterprise Time & Attendance solution, Rota Horizon. It provides you with the perfect Workforce Management tool to accurately record and monitor employee attendance.
The solution allows you to: Electronically plan your staff rotas more efficiently, produce over 150 Time & Attendance reports, Monitor lateness, absence & break times, Calculate employee work and overtime hours as well as exporting accumulated hours to any payroll system or excel spreadsheet to match these up against the relevant pay rates.
With reference to the article, this provides the perfect solution to understand exactly what hour’s employees have been working whatever their location. This is with the assistance of The Self Service Module that enables employees to:
- Clock in/out (their GPS location is recorded when using a mobile)
- View their work schedule (past, present & future)
- Request annual leave/absence
- Check remaining holiday entitlement
- View unallocated shifts and request to work them
- Set their availability
- View their flexi-time balance
While this won’t stop employees viewing their emails when working from home, it can allow employees to clock in and out when they are working remotely, highlighting when they have been working. This is turn could be used as a way of introducing a more flexible way of working, allowing employees to complete at least some of their contractual obligation from home or another remote location, as opposed to completing work at home on top of what they do in the office.
Should this be something you do consider as a result of being able to understand the hours people have worked remotely, you could couple this with the Flexi Time module. The conventional method of using Rota Horizon is to set up shifts for individuals who will clock in an out at their start and finish times. However with Flexi Time it enables the employee to dictate when complete their hours.
There can be rules stipulated that Rota horizon will ensure are enforced. For example you may say that the bandwidth hours for the employee to complete their hours on a day is between 6am and 8pm, within those hours are core hours between 10am and 2pm that it is compulsory that they are on site. Rota Horizon will take the 1st clock in and the last clock out to determine the number of hours that employee has completed on any given day.
In conclusion, while Rota Horizon can’t stop people checking their emails at home, it can provide the perfect tool to record remote working, so the amount of time devoted to work can be monitored and ensure the ‘Always On’ feeling by an employee is kept to a minimum.
So if you believe that your organisation could benefit from a Time & Attendance solution then please do call us on 0800 854 471 or contact us below. Please also feel free to request a software web demonstration by clicking here and providing the details requested.
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