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Managing a governmental workforce has become an increasingly difficult task, with labor shortages, complex union rules, an aging workforce, absenteeism, and wage and hour litigation being just a few of the unique challenges.
While also faced with the pressure to reduce expenditures and increase management controls, many government and educational institutions are evaluating the benefits of strategic workforce management solutions that streamline the administration and tracking of all their labor needs, including time and attendance, FLSA adherence, leave and accruals management, and enhanced scheduling.
Some of the benefits they anticipate achieving from a workforce management solution include:
Enhanced compliance with labor laws and reduced grievance filing rates. More accurate payroll processing with greater accuracy of payments. Enhanced productivity measurement and timely budget oversight reporting. An automated, accurate accounting of leaves liability exposure. Improved management of district operations to maximize fund or grant dollar usage. Ability to reallocate recovered labor dollars to educational programs or vital constituent services. More measurable and tangible ROI.
The articles below highlight interesting trends in workforce management and current legislation under consideration or adoption.
To read more on FMLA trends, click FMLA Leave Trends or to obtain one of ADP’s free white papers on time and labor management click on Time and Labor Management White Papers.
Articles:
D.C. Could Become Second City to Require Paid Sick Leave
Paid sick leave could be on the docket for Washington D.C. employees as Washington City Council members are set to vote on a proposal to adopt the second policy of its kind.
Another New Form of Protected Activity- Mandatory Leave Time to Donate Blood
New York's lawmakers recently implemented a provision that requires employers to provide employees with leave time so that they may donate blood.
Congress Approves Bill to Expand FMLA for Military Families
Congressional leaders approved H.R. 4986, authorizing leave for close relatives of employees on active duty or called up for military service in support of a contingency operations.
SaaS – Part of the HR Transformation Picture
Software-as-a-Service (SaaS) technology models are garnering a lot of attention in the public sector, especially in light of several recent high-profile ERP failures. What is SaaS? Essentially, it’s a software delivery model where the vendor develops, hosts and operates the application being used by its customers. Users access the software application over the Internet and generally pay a simple recurring usage fee. SaaS has proven itself to be a very beneficial IT model for organizations looking to avoid the expense and complexity of buying, implementing and managing large ERP applications.
In addition to the IT benefits, SaaS also opens the door to a broader HR transformation for your organization. Meaning, in addition to solidifying your IT model, you also have the opportunity to consider how your HR organization can begin to operate more efficiently. In many cases, this may include leveraging the same vendor for assistance with payroll processing, benefits administration or workforce administration. This broader approach can help to maximize your ROI and ensure that SaaS benefits are felt throughout your organization, not just in IT.
Click on the following articles to explore more:
U.S. OMB Pushes For Software As A Service
At a recent SaaS/Government conference, Karen Evans, administrator of the OMB’s Office of Electronic Government and Information Technology provided guidance on the value of SaaS stating “Our track record is clear -- we are not very good at delivering our own software in the time frame set, and we're also not very good at managing large projects."
Software as a service: A collaboration tool?
SaaS can be utilized to foster better collaboration between organizations and their constituents, suppliers and inter-organizational agencies allowing them to avoid large infrastructure and ongoing administrative costs.
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