Posts Tagged ‘Timekeeping’

New PCSTime Clock Options

Friday, December 7th, 2012

PCS offers two integrated web-based timekeeping packages that provide solutions to businesses across all industries – PCSTime and PCSTimeForce.  Our best-in-breed software philosophy allows us to match the appropriate tier of industry-leading software to your organization.

PCSTime is a powerful yet affordable timekeeping system that gives you the choices you are looking for on a budget you can live with.  It’s the most intuitive, user-centric system on the market and can be customized for your needs.

PCSTimeForce is our most dynamic timekeeping system.  Complete integration to our Payentry payroll product offers both employees and supervisors/administrators a single-point login and full data synchronization.

We are proud to announce several new time clock options for our PCSTime product.  All of these time clocks come with a lifetime warranty, connect via Ethernet or wireless and are real-time.  PCS is also offering a credit for your existing clocks if you would like to upgrade your clocks.

 For more information please contact our Timekeeping Product Manger, Chris Flynn:

763-746-1923 |


Proximity Clock

Proximity clock technology is replacing older magnetic strip technology as it is more reliable (no moving parts) and quicker (employees simply tap in/out).  This clock is a great value and is our best seller.  Proximity cards or key fobs (pictured) can be used in conjunction with this clock.

Biometric Finger Print Clock

The American Payroll Association estimates that “buddy punching” accounts for up to 5% of gross payroll costs each year.  Biometric clocks will save on labor costs by eliminating buddy punching.  Our brand new biometric finger print clock offers a color screen display to assist employees in capturing biometric punches when clocking in and out. The on-screen display enables employees to view their fingerprint position and pressure, and adjust as needed. The unit also offers a highly durable, non-gel fingerprint sensor for improved performance. This is an ideal fit for employers desiring a user friendly biometric employee verification clock.

Professional Proximity Clock

Our Professional Proximity Clock integrates many features into a small unit.  It is intended for professional wall mounting – wiring to be buried in wall. It features a built-in proximity badge reader that reads standard 125 KHz Mango cards and can also be used with 3rd party readers via an industry standard Wiegand connection to work with existing security and door access systems.  It also features a built-in bell-ringer relay that enables the clock to work with bell ringer systems.  This clock is a great option if you have a door access or security system and would like your employees to use the same card/fob to clock in/out.


VoiceClock is a telephone-enabled collection device that provides timekeeping punch collection through the convenience of a phone line.  Whether your employees work remotely, are located temporarily off-site, or simply do not have access to a traditional time clock, VoiceClock enables employees to punch in and out remotely over the phone.  We have had tremendous success with this product in environments that feature multiple locations and/or many offsite employees.  Additionally, this product can be customized to meet your unique needs.

 For more information please contact our Timekeeping Product Manger, Chris Flynn:

763-746-1923 |

PCS Timekeeping Products Create Efficiency

Thursday, May 31st, 2012

TimekeepingToday’s automated timekeeping technology is a powerful resource for businesses, both large and small. It is designed to offer exceptional convenience, and to substantially improve profit margins by reducing the cost of labor.

Our integrated timekeeping packages offer solutions for all types of businesses. Whether you make use of the traditional badge swipe, utilize the new biometric (fingerprint or hand punch) clocks, or your employees clock in from their PC, you can enjoy a solution, or network of solutions, that make managing your labor efficient.

Staying competitive in business today requires companies to find new, controllable ways to drive revenues and profitability. On that note, many companies today do not realize that they can significantly reduce the cost of one of their greatest expenses, employee labor, thus increasing company profitability.

The American Payroll Association (APA) has declared numerous ways in which companies are hurting their profitability by not implementing today’s automated timekeeping technology. Take a look, and evaluate where your company could save:

Cost 1:  Human Error

The APA estimates that the rate of human error in time card preparation and totaling is between 1% and 8%. Therefore, a conservative 2% error rate on a $12,000 payroll would equal $240 in erroneous wages.

Cost 2:  Wasted Labor Minutes

Did you know that just 15 employees receiving pay for merely 4 minutes of “wasted” time per day (untracked breaks, extended lunches, over-approximated punch times, etc.) will total 1380 minutes (23 hours) of additional pay per month?

Cost 3:  Manual Time Card Totaling

The average payroll clerk spends 7 minutes per time card each pay period:

  • Preparing and handling time cards
  • Computing time card totals
  • Verifying time card totals
  • Computing shift and department totals
  • Reconstructing lost or damaged time cards

The Cost: Preparing 100 time cards will take an estimated 11.67 hours to complete.  Therefore, at an average clerical wage of $15.00 per hour, time card preparation would cost $175.05 per pay period.

Today’s automated timekeeping technology is a valuable resource as it is able to eliminate these costs, and save you significant amounts of time.

For more information on PCS Timekeeping products and services, click here.

Submitted By:

Christopher Flynn, MBA
Timekeeping Services Manager
Payroll Control Systems
763.746.1923 Direct
Email Chris

Legal Disclaimer: This article is intended for informational purposes only and by no means should replace or substitute other legal documents (governmental or non-governmental) reflecting similar content or advice. If you have any questions concerning your situation or the information provided, please consult with an attorney, CPA or HR Professional.

Happy Holidays!

Wednesday, November 30th, 2011

Joe ReillyI’d like to give all of our customers and friends a big “Happy Holidays” wish!!  Regardless of how you celebrate the holiday season, I want you to know how much we at PCS appreciate our relationship with each of you.  Last week, our celebration of Thanksgiving allowed us to pause and give thanks for all of our blessings…family, friends, health, country, and everything that makes us happy.

We will keep all of you in our thoughts, and wish you a prosperous, healthy, and happy 2012!!  We look forward to continuing to serve you, and our community.

As always, if you have any thoughts or comments concerning PCS, please call me on my cell phone, 763-567-8387.  I always welcome your ideas.

Warmest holiday regards,

Joe Reilly

Founder and CEO

Payroll Control Systems

FLSA Record Keeping Requirements

Wednesday, September 28th, 2011

FLSA Record KeepingEvery covered employer must keep certain records for each non-exempt worker. The Fair Labor Standards Act requires no particular form for the records, but does require that the records include certain identifying information about the employee and data about the hours worked and the wages earned. The law requires this information to be accurate. The following is a listing of the basic records that an employer must maintain:

1. Employee’s full name and social security number.
2. Address, including zip code.
3. Birth date, if younger than 19.
4. Sex and occupation.
5. Time and day of week when employee’s workweek begins.
6. Hours worked each day.
7. Total hours worked each workweek.
8. Basis on which employee’s wages are paid
9. Regular hourly pay rate.
10. Total daily or weekly straight-time earnings.
11. Total overtime earnings for the workweek.
12. All additions to or deductions from the employee’s wages.
13. Total wages paid each pay period.
14. Date of payment and the pay period covered by the payment.

How Long Should Records Be Retained?
Each employer shall preserve for at least three years payroll records, collective bargaining agreements, sales and purchase records.

Records on which wage computations are based should be retained for two years, i.e., time cards and piece work tickets, wage rate tables, work and time schedules, and records of additions to or deductions from wages. These records must be open for inspection by the Division’s representatives, who may ask the employer to make extensions, computations, or transcriptions. The records may be kept at the place of employment or in a central records office.

PCS Ascentis HR provides employers with a comprehensive platform for maintaining all of their employee records in an electronic format.  Click here for more information.

What About Timekeeping?
Employers may use any timekeeping method they choose. For example, they may use a time clock, have a timekeeper keep track of employee’s work hours, or tell their workers to write their own times on the records. Any timekeeping plan is acceptable as long as it is complete and accurate.

PCS has a variety of web clocks and physical timekeeping systems that are inexpensive and easy to implement and maintain.  Click here for more information.

Additional Information:

FLSA Index

Department of Labor Website

PDF of Record Keeping Requirements

Submitted By:

PCS HR Department

Legal Disclaimer: This article is intended for informational purposes only and by no means should replace or substitute other legal documents (governmental or non-governmental) reflecting similar content or advice. If you have any questions concerning your situation or the information provided, please consult with an attorney, CPA or HR Professional.

Are Telecommuters Happier and Healthier?

Sunday, July 31st, 2011

Working From HomeIn a recent survey done by Staples Advantage, the business to business division of Staples, Inc., 86 percent of telecommuters said they felt better and were more productive when working from home.  The SHRM article reporting on this survey stated that telecommuters were:

  • Happier and Healthier: stress levels were down 25 percent and happiness was up 28 percent, plus 73 percent said they ate healthier when working from home.
  • More Loyal: on average, respondents were traveling 77 miles round trip to work prior to telecommuting.  By working from home they saved this time and used it to spend extra time on work related tasks.
  • Better Balanced: 80 percent stated they were better balanced with work and life.

The survey also noted opportunities to improve the telecommuting experience such as providing allowances for furniture, equipment and supplies.  Improvement in these areas helps to create a more efficient home office setting that maximizes productivity.

Technology obviously plays a lead role in establishing a solid telecommuting environment for the employee.  In addition to internet connectivity and secure access to company networks telecommuters rely on email, instant messaging, videoconferencing and unified communications technologies to stay connected to their co-workers.  Implementation of a proactive security and data backup strategy are very important to ensure confidentiality and data integrity.  The SHRM article strongly recommends IT and security best practice training along with providing telecommuters with tools that make it easy for them to collaborate and stay connected.

PCS offers internet based timekeeping, payroll and HR solutions that can help keep all employees connected and informed.

  • Timekeeping: PCS offers two choices for timekeeping, both of which have the ability to collect in/out punches or honor-based entries via the internet.  Supervisors can edit the time and approve the hours worked online making it easy to collect and approve payroll each period.
  • Payroll: Most of our payroll processing packages include employee self service (ESS) which allows the employee to view and print various demographic information including check stubs and pay history.
  • HR Solutions: Our HR System provides the complete employee ESS experience including the ability to view, edit and print information in their employee file.  You decide what the employee can view or edit and if you allow editing, whether approval is needed for the change to flow into your HRIS, payroll and timekeeping systems.
  • Paycards: The PCS paycard solution allows you to electronically pay every employee in your company without worrying about their banking status.  The employee can achieve no fee card usage by following simple user instructions to access or transfer their funds.

Utilization of these products and services is making it easier to deal with the new telecommuting employee and allows many companies to achieve paperless payroll and electronic HR files.  In most cases, the implementation and on-going costs are offset within months due to the efficiencies created.

For more on these services, contact us or call us directly at 763.513.5951

Submitted By:

Bob Willbanks
VP of Sales and Marketing
Payroll Control Systems

Legal Disclaimer: This article is intended for informational purposes only and by no means should replace or substitute other legal documents (governmental or non-governmental) reflecting similar content or advice. If you have any questions concerning your situation or the information provided, please consult with an attorney, CPA or HR Professional.

PCS Expands to Other Cities!

Tuesday, September 28th, 2010

PCS LocationsSeptember 2010

By: Joe Reilly

Thanks to the support of all of our customers, we have had the good fortune to expand our business to other cities!  In January of 2009 we opened a new PCS office in Phoenix, AZ.  In October of 2009, we opened in the state of Washington with offices in Seattle and Spokane.  We’re proud to announce that we recently opened a new PCS office on September 1st in Milwaukee, WI.

As you know, referrals are the lifeblood of any successful business.  Because of that, we’re asking all of you, our valued customers, to think of us if you have colleagues in any of the above cities.  No referral is too small or too large. Our experience has been excellent with company sizes ranging from under 10 employees up to over 3000 employees!

We’ve found that our business model of personalized, quality service is helping us gain a solid base of new business in cities that were once dominated by the “big boys!”  And, because of technology, we’re able to support each of these cities from our Operations and Client Account Management groups in Minneapolis.

If you have suggestions or questions, please call me on my cell phone, 763-567-8387.  I’d be happy to talk with you regarding any ideas you might have.

All of us at PCS appreciate your continued commitment to PCS.

Best regards,

Joe Reilly, Jr.

Overtime Pay: You Cheated Me!

Tuesday, September 28th, 2010

Overtime Pay CalculationSeptember 2010
By: Walter J. Liszka

Over the last six years, our firm has seen a startling increase in Federal Court litigation to collect unpaid overtime pay. These multi-employee lawsuits – either of the class action or opt-in/opt-out variety – have been filed to enforce both federal (Fair Labor Standards Act) and state (for example, Illinois Wage Payment and Collection Act) concepts and are creating a potentially substantial back pay liability. It also should not go without notice that under principles of both the Fair Labor Standards Act and many state wage payment laws, successful plaintiffs’ attorneys are entitled to collect “reasonable attorneys’ fees” for their efforts in enforcing these statutory requirements. As an example, in one case that is currently pending in our Chicago office, the overtime wages due employees amounted to less than $7,000 while the claim for attorneys’ fees came to over $100,000. Of course we are fighting tooth and nail to reduce these fees but the amount of reasonable attorneys’ fees will ultimately be decided by the Federal Court Judge currently assigned the case and/or the 7th Circuit Court of Appeals.

Now entering the scene on the Department of Labor’s website is the Fair Labor Standards Act Overtime Calculator Advisor ( According to the DOL, the website has been developed “to help employees and employers understand the overtime pay requirements” by providing a “simple procedure” to calculate overtime for a sample pay period. Having attempted to use this system, there is some doubt as to how simple it is to use and the writer is reminded of the old adage “I’m from the government and I’m here to help you.” While some may claim the website is a learning tool, it is this writer’s opinion that it will only lead to greater conflict between employees and employers over the calculation of overtime hours.

It is important for employers to be aware of this website and, more importantly, to understand the accessibility of such information to employees. While this article does not address whether or not an individual employee is exempt or non-exempt (i.e. entitled or not entitled to overtime compensation), it is extremely important for employers to acquaint themselves with tools such as the Overtime Calculator Advisor because in all likelihood your employees will be familiar with the same.

In almost every case, in the calculation of overtime pay, time and one-half must be paid on the employee’s regular rate of pay for all hours worked over 40 hours in a calendar work week. The regular rate of pay includes not only the employee’s hourly wage but may include additional compensation, such as non-discretionary bonuses, attendance bonuses or more complex scenarios that include employees receiving different rates of pay for working at two or more jobs with the same employer in one calendar work week. In these situations, absent agreement to calculate otherwise, the employee’s regular rate of pay would be determined by calculating the amount of time the employee worked at each job. An hourly employee’s “regular rate” is the hourly rate of pay plus any additional compensation. For example: an employee worked in one calendar work week on a job paying $11.00 per hour for 30 hours and on a second job, paying $14.00 per hour for 20 hours. The employee’s “regular rate of pay” for that work week is:

((30 hours x $11.00) + (20 hours x $14.00))/50 = $12.20 per hour

The employee’s CORRECT PAY would be:

(50 hours x 12.20) + (10 hours x 6.10)
610.00      +          61.00           =         $671.00

If an employee has an hourly rate of pay of $10.00 per hour and receives an Attendance Bonus for that week of $100.00, if the employee works 44 hours, that employee’s “regular rate of pay” is:

((44 hours x $10.00) + $100.00)/44 = $12.27 per hour

The employee’s CORRECT PAY would be:

(44 hours x 12.27) + (4 hours x 6.14)
$539.88       +        $24.56          =         $564.44

It has been our experience that one of employers’ biggest misunderstandings is how to correctly figure and pay overtime.

It is strongly suggested that every employer become familiarized with the DOL website and do its own self audit to assure that employees are receiving the correct overtime pay entitlement before an employee, group of employees or a plaintiff’s lawyer raises this issue.

Submitted By:

Walter J. Liszka
Wessels Sherman Joerg Liszka Laverty Seneczko P.C.
952.746.1700 Office

Legal Disclaimer: This article is intended for informational purposes only and by no means should replace or substitute other legal documents (governmental or non-governmental) reflecting similar content or advice. If you have any questions concerning your situation or the information provided, please consult with an attorney or an HR Professional.

Making the Right Choice

Tuesday, August 31st, 2010

Making the Right ChoiceThere are many choices you face when deciding what products and services are right for your business regarding your timekeeping, payroll and human resources needs. Whether you have one employee or hundreds of employees in multiple locations, making the wrong decisions can have disastrous consequences.

Our advice; don’t box yourself in by selecting “big-box” solutions that limit your choices and future growth or migration needs. We’ve found that these solutions may sound easier, but in the long run you will pay more and get less.

Our philosophy is to ask questions first, helping us to gain an understanding of your needs and what you are trying to accomplish. We then select from our wide range of products and services crafting a solution that fits YOUR needs. We stick to our core competencies which are timekeeping, payroll and HRIS solutions. For everything else, we partner with local vendors that bring expertise in their respective industries to the table. This provides our Clients with the widest possible range of solutions to choose from, experts to guide them, and local, in-person implementation, support and training.

In most cases, organizations we work with have grown throughout the years by having a personality of their own. They usually have some interesting and quirky ways of incenting employees which makes them unique. We like to think of them as stars – lots of angles and edges. When you try to fit a star into a box, you either have a lot of wasted space, (you’re paying for things you don’t use) or you have to “settle” for a smaller box which does not provide all of the bells and whistles you’re looking for.

Our experts will custom tailor a solution that will fit your needs without the “wasted space” of products and services you don’t need. Our implementation team ensures a smooth transition including in-person training that is tailored to you and your “angles and edges”. On-going service is provided by your personal Client Account Manager who gets to know you and your special needs.

All of this may sound too good to be true, but we deliver on our promises as evidenced by our 30 day and annual customer survey rankings. Surveys from over 300 new Client starts over the past year and one half show a 92.5% customer satisfaction rating after only 30 days on our service. Better yet, over 97% of the customers surveyed said they would recommend PCS to their friends. It gets better. Our annual surveys show customer satisfaction increases with time to 97% and 98.5% respectively. It’s why we’ve earned an A+ rating with the Minnesota Better Business Bureau and are known as the company that cares.

If you’re already a customer, thank you! Please take a moment to review your current services with your Client Account Manager or your Sales Representative. We’ve added quite a few products and services internally and via partners. Don’t miss out on the opportunity to create new efficiencies throughout your organization.

If you’re not a PCS customer, give us the opportunity to show you the PCS difference! Visit our website at and review our solutions. Then schedule a time to meet with one of our consultants. We promise you won’t be disappointed!

Submitted by:

Bob Willbanks
Sales and Marketing Manager
Payroll Control Systems
6040 Earle Brown Drive
Suite 250
Minneapolis, MN 55430
Cell: 612-298-1176
Fax: 763-513-5968