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WorkForce Software is transforming workforce management for enterprise organizations worldwide. While many providers say they support complexity, it is usually within pre-determined parameters. We deliver the most configurable global solution available—automating your unique pay or work rules, no matter how complex—so you meet the needs of your organization and protect against compliance risk.
Enterprise-grade and future ready, you can count on the WorkForce Suite to handle your unique requirements for greater agility, productivity, and employee engagement.
The WorkForce Suite Capability Snapshot
The definitive solution for mastering global workforce management complexity at scale, tailored to your requirements.
"If you can write a rule, we can configure it for you. It’s a very simple statement made by WorkForce Software that had a major impact on us during our evaluation. We have very complex global pay and compliance requirements. We selected WorkForce Software because they proved they could meet our needs.”
—A Global Time Service Delivery Leader
Personalized Solutions for Your Unique Needs
Every employer is unique, whether managing unionized workforces, multinational operations, or evolving compliance requirements. Specific complexities—like split assignments or dynamic scheduling—can vary by organization, geography, and industry. The WorkForce Suite is designed to adapt, providing the flexibility and control you need to optimize workforce management at scale.
Select Your Industry to See How Customers Use Our Solutions to Master Complexity
• Labor Distribution
• Scheduling Split Assignments
• Large Formulas
• Cross Period Exceptions
• High Variability of Rules
• Advanced Calculations
• Large Formulas
• Split Assignments
• Fatigue Management
• Dynamic Banks
• High Variability of Rules
• Labor Distribution Defaulting
• High Volume and/or Variability of Rules
• Split Assignments
• Large Formulas
• Labor Distribution Defaulting
• Custom Leaves
• Multiple Assignments
• Large Formulas
• Labor Distribution Defaulting
• Demand Scheduling
• Split Assignments
• Labor Distribution
• Large Formulas
• Pay Rules
• Split Assignments, Large Formulas
• Labor Distribution Defaulting
• High Volume/Variability of Rules
• Labor Distribution
• Scheduling Split Assignments
• Large Formulas
• Cross Period Exceptions
• High Variability of Rules
• Advanced Calculations
• Large Formulas
• Split Assignments
• Fatigue Management
• Dynamic Banks
• High Variability of Rules
• Labor Distribution Defaulting
• High Volume and/or Variability of Rules
• Split Assignments
• Large Formulas
• Labor Distribution Defaulting
• Custom Leaves
• Multiple Assignments
• Large Formulas
• Labor Distribution Defaulting
• Demand Scheduling
• Split Assignments
• Labor Distribution
• Large Formulas
• Pay Rules
• Split Assignments, Large Formulas
• Labor Distribution Defaulting
• High Volume/Variability of Rules
WorkForce Suite Capability Snapshot
The power of our globally configurable solution lies in scaling and streamlining your workforce management wherever you operate, future-proofing your system without the limitations of traditional custom solutions. Our software excels in automating complex pay and work rules, agreements, and processes—safeguarding against compliance risks at the local and global level. Scheduling capabilities address both job and demand-based labor management needs for flexible, efficient operations. Optimized labor spend and cost allocation come together across time tracking, shift management, and overtime use—according to your rules.
Select Key Capabilities to see how the WorkForce Suite is designed to manage complexity
Pay and Compensation
• Union Agreements With Variable Pay Rules
• Allocating Hours Across Multiple Cost Centers Within the Same Shift (Labor Distribution)
• Employees With Multiple Roles Requiring Different Payroll Setups (Split and Multiple Assignments)
• Complicated Calculations Like Retroactive Pay Adjustments or Overlapping Pay Rules
• Time-Off Accruals, Fatigue Management, or Blended Overtime Rate Formulas (Large or Many Formulas)
Scheduling and Resource Allocation
• Multiple Timesheet and Schedule Approvers
• Job-Based Scheduling
• Demand-Based Scheduling
• Cross-Functional Workforce Allocation
Compliance and Risk Management
• Integrated Case Management for Absences
• Fatigue and Safety Management
• Multinational or Global Footprint
• Exception Management
• Variable Rules Across Business Units
Get More Solution Details in This "WorkForce Suite Capability Snapshot"
See How Leading Global Organizations Use the WorkForce Suite
At WorkForce Software, putting our customers first is at the heart of everything we do. Many of them are complex enterprise organizations like yours who want the right HR technology to support their digital transformation and streamline their workforce management requirements.
Increasing Productivity
“I’ve been working in payroll for 30 years and am very impressed with WorkForce Software. We have saved so much time, automated many processes—things we could never have achieved otherwise. We are more efficient and accurate across the business.”
Operational Insights
“Staff can better view their schedules, report time, and managers have access to reports that help in their work. Now, we manage day-to-day operations in a standardized manner, consistent with union contract language and regulatory requirements.”
Improved Compliance
“The value of WorkForce Software is the flexibility to configure unique rules, union agreements, collective bargaining agreements, and business policies. That’s where WorkForce has an advantage, especially in a services or complex global company.”
At WorkForce Software, we don’t just promise excellence—we prove it. We are committed to transparency and proof in demonstrating our solution, using your specific workforce management rules, requirements, and scenarios.
Request a Proof of Capabilities Demo
Insights and Tools
The post Master Global Workforce Complexity at Scale appeared first on WorkForce Software.
]]>WorkForce Software is transforming workforce management for enterprise organizations worldwide. While many providers say they support complexity, it is usually within pre-determined parameters. We deliver the most configurable global solution available—automating your unique pay or work rules, no matter how complex—so you meet the needs of your organization and protect against compliance risk.
Enterprise-grade and future ready, you can count on the WorkForce Suite to handle your unique requirements for greater agility, productivity, and employee engagement.
The WorkForce Suite Capability Snapshot
The definitive solution for mastering global workforce management complexity at scale, tailored to your requirements.
"If you can write a rule, we can configure it for you. It’s a very simple statement made by WorkForce Software that had a major impact on us during our evaluation. We have very complex global pay and compliance requirements. We selected WorkForce Software because they proved they could meet our needs.”
—A Global Time Service Delivery Leader
Personalized Solutions for Your Unique Needs
Every employer is unique, whether managing unionized workforces, multinational operations, or evolving compliance requirements. Specific complexities—like split assignments or dynamic scheduling—can vary by organization, geography, and industry. The WorkForce Suite is designed to adapt, providing the flexibility and control you need to optimize workforce management at scale.
Select Your Industry to See How Customers Use Our Solutions to Master Complexity
• Labor Distribution
• Scheduling Split Assignments
• Large Formulas
• Cross Period Exceptions
• High Variability of Rules
• Advanced Calculations
• Large Formulas
• Split Assignments
• Fatigue Management
• Dynamic Banks
• High Variability of Rules
• Labor Distribution Defaulting
• High Volume and/or Variability of Rules
• Split Assignments
• Large Formulas
• Labor Distribution Defaulting
• Custom Leaves
• Multiple Assignments
• Large Formulas
• Labor Distribution Defaulting
• Demand Scheduling
• Split Assignments
• Labor Distribution
• Large Formulas
• Pay Rules
• Split Assignments, Large Formulas
• Labor Distribution Defaulting
• High Volume/Variability of Rules
• Labor Distribution
• Scheduling Split Assignments
• Large Formulas
• Cross Period Exceptions
• High Variability of Rules
• Advanced Calculations
• Large Formulas
• Split Assignments
• Fatigue Management
• Dynamic Banks
• High Variability of Rules
• Labor Distribution Defaulting
• High Volume and/or Variability of Rules
• Split Assignments
• Large Formulas
• Labor Distribution Defaulting
• Custom Leaves
• Multiple Assignments
• Large Formulas
• Labor Distribution Defaulting
• Demand Scheduling
• Split Assignments
• Labor Distribution
• Large Formulas
• Pay Rules
• Split Assignments, Large Formulas
• Labor Distribution Defaulting
• High Volume/Variability of Rules
WorkForce Suite Capability Snapshot
The power of our globally configurable solution lies in scaling and streamlining your workforce management wherever you operate, future-proofing your system without the limitations of traditional custom solutions. Our software excels in automating complex pay and work rules, agreements, and processes—safeguarding against compliance risks at the local and global level. Scheduling capabilities address both job and demand-based labor management needs for flexible, efficient operations. Optimized labor spend and cost allocation come together across time tracking, shift management, and overtime use—according to your rules.
Select Key Capabilities to see how the WorkForce Suite is designed to manage complexity
Pay and Compensation
• Union Agreements With Variable Pay Rules
• Allocating Hours Across Multiple Cost Centers Within the Same Shift (Labor Distribution)
• Employees With Multiple Roles Requiring Different Payroll Setups (Split and Multiple Assignments)
• Complicated Calculations Like Retroactive Pay Adjustments or Overlapping Pay Rules
• Time-Off Accruals, Fatigue Management, or Blended Overtime Rate Formulas (Large or Many Formulas)
Scheduling and Resource Allocation
• Multiple Timesheet and Schedule Approvers
• Job-Based Scheduling
• Demand-Based Scheduling
• Cross-Functional Workforce Allocation
Compliance and Risk Management
• Integrated Case Management for Absences
• Fatigue and Safety Management
• Multinational or Global Footprint
• Exception Management
• Variable Rules Across Business Units
Get More Solution Details in This "WorkForce Suite Capability Snapshot"
See How Leading Global Organizations Use the WorkForce Suite
At WorkForce Software, putting our customers first is at the heart of everything we do. Many of them are complex enterprise organizations like yours who want the right HR technology to support their digital transformation and streamline their workforce management requirements.
Increasing Productivity
“I’ve been working in payroll for 30 years and am very impressed with WorkForce Software. We have saved so much time, automated many processes—things we could never have achieved otherwise. We are more efficient and accurate across the business.”
Operational Insights
“Staff can better view their schedules, report time, and managers have access to reports that help in their work. Now, we manage day-to-day operations in a standardized manner, consistent with union contract language and regulatory requirements.”
Improved Compliance
“The value of WorkForce Software is the flexibility to configure unique rules, union agreements, collective bargaining agreements, and business policies. That’s where WorkForce has an advantage, especially in a services or complex global company.”
At WorkForce Software, we don’t just promise excellence—we prove it. We are committed to transparency and proof in demonstrating our solution, using your specific workforce management rules, requirements, and scenarios.
Request a Proof of Capabilities Demo
Insights and Tools
Explore More ResourcesThe post Master Global Workforce Complexity at Scale appeared first on WorkForce Software.
]]>
After extended litigation and many last-minute changes, Michigan’s Earned Sick Time Act (“ESTA” or “Act”) finally took effect on February 21, 2025, replacing the Michigan Paid Medical Leave Act. Leave disputes with employees are among the top issues resulting in protracted and expensive lawsuits against employers. So, here is an overview of some key ESTA time off provisions employers should know about to stay compliant and avoid costly legal fees and penalties.
Who is Covered Under the New Law and How Time is Accrued:
Covered Employers
Michigan employers with one or more employees, excluding the United States Government, are covered by ESTA. An employer is considered a “small business” under ESTA for coverage purposes if it has 10 or fewer employees. All employees of an employer within the United States and its territories are counted in determining the total number of employees.
Employers with over 10 employees needed to comply with ESTA starting February 21, 2025. Small businesses, however, have until October 1, 2025, to comply with the Act. If a small business did not employ any employees on or before February 21, 2025, the business does not need to comply with ESTA requirements until three years after the employer first hires a worker.
Eligible Employees
An ESTA-eligible employee is an individual working in Michigan for a covered employer, including full-time, part-time, temporary, seasonal, exempt, nonexempt, and remote employees. However, workers employed by the United States government, railway workers, unpaid interns and trainees, and individuals employed under the Youth Employment Standards Act are examples of employees excluded from the Act’s coverage.
If employees are covered by a collective bargaining agreement on February 21, 2025, and the collective bargaining agreement conflicts with ESTA, the Act’s requirements apply commencing on the agreement’s stated expiration date.
Leave Accrual and Use
Workers accrue one hour of earned sick time for every 30 hours worked. Employees may use up to 72 hours of accrued leave in a year, but for small businesses, the yearly limit on leave use is 40 hours. Earned sick time may be taken in one-hour increments or the smallest increment the employer uses to track other absences.
Incorporating workforce absence software into your organization’s digital infrastructure can significantly streamline how leave accrual and use are managed, helping your operations stay aligned with ESTA’s requirements.
If employers use the accrual method, they may create a policy for employees hired on or after February 21, 2025, requiring them to wait up to 120 days before being eligible to use accrued sick time.
Leave Carryover
Employees may carry over unused sick time from year to year. Employers, however, may limit leave use to 40 hours per year for employees of small businesses and 72 hours per year for all other qualifying employers.
Frontloading as an Alternative to the Accrual Method
Alternatively, instead of employees accruing time off, employers may frontload at least 40 hours of earned sick time for employees of small businesses and 72 hours for other employees at the beginning of the year for immediate use (or on a prorated basis when the employee is hired during the benefit year). If an employer frontloads leave, it need not carry over unused sick time to the next year.
To frontload sick time for part-time employees, employers must provide the worker with a written estimate of the number of hours the employee is expected to work that year, an amount of earned sick time equal to one hour for every 30 hours expected to be worked that year, and verify each year that the number of hours frontloaded met or exceeded the amount the employee would have received if the accrual method was used. If a part-time employee works more than the hours indicated in the written notice, the employer must provide the part-time worker with additional earned sick time in line with accrual requirements.
Pay Rate While on Leave
Earned sick time may be paid in one-hour increments or the smallest increment the employer uses to account for other absences. The wage an employer must pay when earned sick time is used is the greater of the employee’s normal hourly wage or base wage or the Michigan minimum wage. Employers are not required to include overtime, holiday pay, bonuses, commissions, supplemental pay, tips, piece rates, or gratuities in calculating an employee’s normal hourly wage or base wage.
Existing Leave Policies
An employer’s existing paid time off policy may be used for time off under ESTA if the existing policy can be used under the same terms and conditions as ESTA and accrues time off at an equal or greater rate.
Earned Sick Time Uses
Employees may use earned sick time for the following purposes:
- The employee’s or covered family member’s physical or mental health condition, including medical diagnosis, treatment, and preventative care
- Where the employee or covered family member is a victim of domestic violence or sexual assault and needs time off for these reasons:
(1) medical care or psychological or other counseling for physical or psychological injury or disability;
(2) to obtain services from a victim services organization;
(3) to relocate for safety reasons;
(4) to obtain legal services; or
(5) to participate in any civil or criminal proceedings related to or resulting from the domestic violence or sexual assault
- For meetings at their child’s school or place of care relating to the child’s health or disability or the effects of domestic violence or sexual assault on the child
- The closing of the employee’s business or their child’s school or place of care by order of a public official due to a public health emergency
- When it is determined by a proper health authority or by a health care provider that the employee’s or family member’s presence in the community would jeopardize the health of others because of the employee’s or family member’s exposure to a communicable disease
If employers have not already done so, they should immediately add a new paid sick leave policy to their employee handbook that complies with ESTA and seek assistance from legal counsel, if necessary, to draft the policy. Employers should determine whether ESTA requirements affect their duty to provide leave under any federal law, state law, company policy, or collective bargaining agreement. You should also institute procedures to properly track accrual, use, and carryover of earned sick time. Investing in comprehensive workforce software solutions can help organizations automate their procedures when updating workforce compliance with evolving federal and state regulations like ESTA.
Integrating the appropriate workforce software solution for your organization's needs can set parameters for assisting with updating policies to comply with regulations like ESTA.
The post Michigan’s Earned Sick Time Act Takes Effect appeared first on WorkForce Software.
]]>After extended litigation and many last-minute changes, Michigan’s Earned Sick Time Act (“ESTA” or “Act”) finally took effect on February 21, 2025, replacing the Michigan Paid Medical Leave Act. Leave disputes with employees are among the top issues resulting in protracted and expensive lawsuits against employers. So, here is an overview of some key ESTA time off provisions employers should know about to stay compliant and avoid costly legal fees and penalties.
Who is Covered Under the New Law and How Time is Accrued:
Covered Employers Michigan employers with one or more employees, excluding the United States Government, are covered by ESTA. An employer is considered a “small business” under ESTA for coverage purposes if it has 10 or fewer employees. All employees of an employer within the United States and its territories are counted in determining the total number of employees. Employers with over 10 employees needed to comply with ESTA starting February 21, 2025. Small businesses, however, have until October 1, 2025, to comply with the Act. If a small business did not employ any employees on or before February 21, 2025, the business does not need to comply with ESTA requirements until three years after the employer first hires a worker. Eligible Employees An ESTA-eligible employee is an individual working in Michigan for a covered employer, including full-time, part-time, temporary, seasonal, exempt, nonexempt, and remote employees. However, workers employed by the United States government, railway workers, unpaid interns and trainees, and individuals employed under the Youth Employment Standards Act are examples of employees excluded from the Act’s coverage. If employees are covered by a collective bargaining agreement on February 21, 2025, and the collective bargaining agreement conflicts with ESTA, the Act’s requirements apply commencing on the agreement’s stated expiration date. Leave Accrual and Use Workers accrue one hour of earned sick time for every 30 hours worked. Employees may use up to 72 hours of accrued leave in a year, but for small businesses, the yearly limit on leave use is 40 hours. Earned sick time may be taken in one-hour increments or the smallest increment the employer uses to track other absences. Incorporating workforce absence software into your organization’s digital infrastructure can significantly streamline how leave accrual and use are managed, helping your operations stay aligned with ESTA’s requirements. If employers use the accrual method, they may create a policy for employees hired on or after February 21, 2025, requiring them to wait up to 120 days before being eligible to use accrued sick time. Leave Carryover Employees may carry over unused sick time from year to year. Employers, however, may limit leave use to 40 hours per year for employees of small businesses and 72 hours per year for all other qualifying employers. Frontloading as an Alternative to the Accrual Method Alternatively, instead of employees accruing time off, employers may frontload at least 40 hours of earned sick time for employees of small businesses and 72 hours for other employees at the beginning of the year for immediate use (or on a prorated basis when the employee is hired during the benefit year). If an employer frontloads leave, it need not carry over unused sick time to the next year. To frontload sick time for part-time employees, employers must provide the worker with a written estimate of the number of hours the employee is expected to work that year, an amount of earned sick time equal to one hour for every 30 hours expected to be worked that year, and verify each year that the number of hours frontloaded met or exceeded the amount the employee would have received if the accrual method was used. If a part-time employee works more than the hours indicated in the written notice, the employer must provide the part-time worker with additional earned sick time in line with accrual requirements. Pay Rate While on Leave Earned sick time may be paid in one-hour increments or the smallest increment the employer uses to account for other absences. The wage an employer must pay when earned sick time is used is the greater of the employee’s normal hourly wage or base wage or the Michigan minimum wage. Employers are not required to include overtime, holiday pay, bonuses, commissions, supplemental pay, tips, piece rates, or gratuities in calculating an employee’s normal hourly wage or base wage. Existing Leave Policies An employer’s existing paid time off policy may be used for time off under ESTA if the existing policy can be used under the same terms and conditions as ESTA and accrues time off at an equal or greater rate.Earned Sick Time Uses
Employees may use earned sick time for the following purposes:- The employee’s or covered family member’s physical or mental health condition, including medical diagnosis, treatment, and preventative care
- Where the employee or covered family member is a victim of domestic violence or sexual assault and needs time off for these reasons:
(1) medical care or psychological or other counseling for physical or psychological injury or disability;
(2) to obtain services from a victim services organization;
(3) to relocate for safety reasons;
(4) to obtain legal services; or
(5) to participate in any civil or criminal proceedings related to or resulting from the domestic violence or sexual assault
- For meetings at their child’s school or place of care relating to the child’s health or disability or the effects of domestic violence or sexual assault on the child
- The closing of the employee’s business or their child’s school or place of care by order of a public official due to a public health emergency
- When it is determined by a proper health authority or by a health care provider that the employee’s or family member’s presence in the community would jeopardize the health of others because of the employee’s or family member’s exposure to a communicable disease
Integrating the appropriate workforce software solution for your organization's needs can set parameters for assisting with updating policies to comply with regulations like ESTA.
The post Michigan’s Earned Sick Time Act Takes Effect appeared first on WorkForce Software.
]]>
Leading organizations like CONA Services demonstrate why prioritizing employee experience helps build significant competitive advantages. As a strategic partner supporting North America's Coca-Cola bottlers with their IT infrastructure, CONA (Coke One North America) Services proves how integration, collaboration, and technology can transform workforce management.
Raquel Simpson, IT Manager at CONA Services, highlights how this organization builds robust engagement using modern workforce management technology.
“The ability to be flexible and nimble in this changing market, technology-wise, is critical.”
RAQUEL SIMPSON | IT MANAGER AT CONA SERVICES
Reimagining the Employee Journey With Workforce Technologies
CONA Services has made substantial investments in improving key touchpoints of the employee lifecycle, with particular attention to the onboarding experience to enhance engagement and retention for frontline workers. "We are really trying to improve our onboarding experience for the bottlers, for those frontline workers that show up. That welcoming into a company has to be as great as it can possibly be in order to keep spirits high."
To support this need, CONA implemented "CONA HR 2.0," transitioning eight bottlers to a unified cloud-based SAP SuccessFactors system to enhance the candidate’s experience from day one. This move aimed to align business processes, introduce automation, and consolidate HR platforms, improving user adoption and reducing complexity. The goal is clear—create a seamless process that instills purpose, motivation, and productivity from the moment an employee joins the organization.
CONA Services also focused on understanding the priorities of younger generations like Gen Z, who place significant value on work-life balance and scheduling flexibility. Acknowledging these shifting expectations creates a more supportive environment that allows their diverse workforce to thrive. Raquel says, "A company needs to know and understand these priorities so they can adapt and make a great work environment for this generation. This is going to inevitably allow the company to thrive as well."
The Power of Cross-Functional Collaboration
At the heart of CONA's success is its commitment to breaking down organizational silos between the departments like HR, IT, Finance, and Operations that touch workforce management processes every day. Raquel highlights that workforce management cannot succeed through isolated departmental efforts.
She says, “For these organizations to be able to collaborate is critical to the strong health of an organization because if one is not aligned, that can pose a problem. So, frequent collaboration and cross-functional touch bases, whether that be biweekly or monthly are important. I've seen that this is a growing trend that's very much needed across a healthy organization.”
This philosophy has led CONA to establish structured collaborations to help ensure that HR, IT, Operations, and Finance work harmoniously to build a supported, engaged, and equipped workforce for future challenges.
Embracing Digital Transformation
Simpson emphasizes that making strategic employee management software investments that align with quality workplace experience requires robust data and analytics capabilities. “Analyzing the data is going to be very telling on what kind of changes will need to come from an organizational standpoint. So, making those types of investments from leadership down, funding these efforts is pretty important."
By leveraging data insights, CONA Services identifies trends, anticipates needs, and proactively addresses challenges before they impact employee satisfaction and performance. CONA's commitment to exceptional experiences extends beyond their workforce to their customers. The company recently launched a refreshed version of myCoke, a digital platform enabling customers to order products, make payments, and request services online. This enhancement reflects CONA's holistic approach to creating positive experiences across their ecosystem.
As Raquel Simpson and CONA Services demonstrate, modern workforce leadership needs a delicate balance of technology, collaboration, and human-centered design. By focusing on these elements while staying adaptable to changing workforce dynamics, organizations can create environments where employees thrive—ultimately driving business success in an increasingly competitive marketplace.
See Raquel’s full interview and see how CONA Services' cross-departmental collaboration helped them to transform employee experience and drive business success.
The post CONA Services Redefines Employee Engagement With Workforce Management Technology appeared first on WorkForce Software.
]]>Leading organizations like CONA Services demonstrate why prioritizing employee experience helps build significant competitive advantages. As a strategic partner supporting North America's Coca-Cola bottlers with their IT infrastructure, CONA (Coke One North America) Services proves how integration, collaboration, and technology can transform workforce management.
Raquel Simpson, IT Manager at CONA Services, highlights how this organization builds robust engagement using modern workforce management technology.
“The ability to be flexible and nimble in this changing market, technology-wise, is critical.” RAQUEL SIMPSON | IT MANAGER AT CONA SERVICES
Reimagining the Employee Journey With Workforce Technologies
CONA Services has made substantial investments in improving key touchpoints of the employee lifecycle, with particular attention to the onboarding experience to enhance engagement and retention for frontline workers. "We are really trying to improve our onboarding experience for the bottlers, for those frontline workers that show up. That welcoming into a company has to be as great as it can possibly be in order to keep spirits high." To support this need, CONA implemented "CONA HR 2.0," transitioning eight bottlers to a unified cloud-based SAP SuccessFactors system to enhance the candidate’s experience from day one. This move aimed to align business processes, introduce automation, and consolidate HR platforms, improving user adoption and reducing complexity. The goal is clear—create a seamless process that instills purpose, motivation, and productivity from the moment an employee joins the organization. CONA Services also focused on understanding the priorities of younger generations like Gen Z, who place significant value on work-life balance and scheduling flexibility. Acknowledging these shifting expectations creates a more supportive environment that allows their diverse workforce to thrive. Raquel says, "A company needs to know and understand these priorities so they can adapt and make a great work environment for this generation. This is going to inevitably allow the company to thrive as well."The Power of Cross-Functional Collaboration
At the heart of CONA's success is its commitment to breaking down organizational silos between the departments like HR, IT, Finance, and Operations that touch workforce management processes every day. Raquel highlights that workforce management cannot succeed through isolated departmental efforts. She says, “For these organizations to be able to collaborate is critical to the strong health of an organization because if one is not aligned, that can pose a problem. So, frequent collaboration and cross-functional touch bases, whether that be biweekly or monthly are important. I've seen that this is a growing trend that's very much needed across a healthy organization.” This philosophy has led CONA to establish structured collaborations to help ensure that HR, IT, Operations, and Finance work harmoniously to build a supported, engaged, and equipped workforce for future challenges.Embracing Digital Transformation
Simpson emphasizes that making strategic employee management software investments that align with quality workplace experience requires robust data and analytics capabilities. “Analyzing the data is going to be very telling on what kind of changes will need to come from an organizational standpoint. So, making those types of investments from leadership down, funding these efforts is pretty important." By leveraging data insights, CONA Services identifies trends, anticipates needs, and proactively addresses challenges before they impact employee satisfaction and performance. CONA's commitment to exceptional experiences extends beyond their workforce to their customers. The company recently launched a refreshed version of myCoke, a digital platform enabling customers to order products, make payments, and request services online. This enhancement reflects CONA's holistic approach to creating positive experiences across their ecosystem. As Raquel Simpson and CONA Services demonstrate, modern workforce leadership needs a delicate balance of technology, collaboration, and human-centered design. By focusing on these elements while staying adaptable to changing workforce dynamics, organizations can create environments where employees thrive—ultimately driving business success in an increasingly competitive marketplace.See Raquel’s full interview and see how CONA Services' cross-departmental collaboration helped them to transform employee experience and drive business success.
The post CONA Services Redefines Employee Engagement With Workforce Management Technology appeared first on WorkForce Software.
]]>
The post HR Connect Bogotá appeared first on WorkForce Software.
]]>The post HR Connect Bogotá appeared first on WorkForce Software.
]]>
Successfully managing an enterprise workforce across multiple countries isn’t just about meeting basic compliance requirements—it’s about achieving agility, efficiency, and scalability. Organizations that operate globally must strike a delicate balance between safeguarding consistent governance while empowering local execution. Without the right solution, companies struggle with compliance risks, inconsistent workforce policies, and operational inefficiencies that hinder growth.
This Workforce Excellence Webinar, hosted in collaboration with our partner Accenture on Thursday, April 17 at 8 a.m. PDT | 11 a.m. EDT | 4 p.m. BST, will explore a simultaneous global and local (Global-Local) workforce management strategy. Learn how best-in-class workforce technology enables organizations to optimize compliance, streamline operations, and drive business agility across multinational workforces.
This webinar is ideal for HR, IT, Finance, Operations, and Payroll leaders navigating global workforce management challenges and seeking solutions that optimize compliance, automation, and scalability.
What You’ll Learn:
- Why a simultaneous global-local strategy is a critically important competitive advantage
- How to build a global-local workforce strategy
- How automation goes beyond compliance
- Best practices for implementing and managing a multinational workforce strategy
Join WorkForce Software’s Scott Bamford, Director of Global Product Marketing, John Gumpel, Solution Consultant and Accenture’s Peter Dancs, WorkForce Software Delivery Manager, Workforce Management, as they demonstrate how organizations can centralize workforce governance while seamlessly adapting to local needs—without resorting to costly manual workarounds.
Whether you're already using WorkForce Software or exploring new workforce solutions, this session will provide actionable insights into how global-local strategies drive operational success in today’s complex business landscape.
Register Here
*=Required Field
Scott Bamford
Director of Global Product Marketing | WorkForce Software
Scott Bamford is the Director of Global Product Marketing at WorkForce Software, where he leads all aspects of product marketing strategy and execution. With nearly three years at WorkForce Software and over 15 years of product marketing leadership experience, Scott has worked across hardware, software, services, and B2B SaaS industries. He has spent the past seven years specializing in workforce management SaaS, helping enterprises optimize their workforce operations.
John Gumpel
Solution Consultant | WorkForce Software
John Gumpel is a seasoned Information Technology professional with over 30 years of experience specializing in business systems. With more than 11 years at WorkForce Software, he has developed deep expertise in the company’s suite of products and services. In his current role as a Solution Consultant, John plays a key role in educating clients and stakeholders on the value and benefits of WorkForce Software’s offerings, helping organizations optimize their workforce management processes and achieve their business objectives.
Peter Dancs
WorkForce Software Delivery Manager, Workforce Management | Accenture
Peter Dancs is a Delivery Lead with over 10 years of experience implementing WorkForce Software solutions, specializing in industries with complex regulatory environments such as utilities, resources, and manufacturing. At Accenture, he leads WorkForce Software implementations within large-scale HR transformation projects. Peter excels at designing solutions to address intricate compliance rules, integration challenges, and reporting requirements. With a background in labor law compliance, he brings a unique perspective to clients' pay practices and HR processes.
Tools & Insights
The post Crafting Workforce Solutions: Global Standardization Meets Local Flexibility appeared first on WorkForce Software.
]]>Successfully managing an enterprise workforce across multiple countries isn’t just about meeting basic compliance requirements—it’s about achieving agility, efficiency, and scalability. Organizations that operate globally must strike a delicate balance between safeguarding consistent governance while empowering local execution. Without the right solution, companies struggle with compliance risks, inconsistent workforce policies, and operational inefficiencies that hinder growth.
This Workforce Excellence Webinar, hosted in collaboration with our partner Accenture on Thursday, April 17 at 8 a.m. PDT | 11 a.m. EDT | 4 p.m. BST, will explore a simultaneous global and local (Global-Local) workforce management strategy. Learn how best-in-class workforce technology enables organizations to optimize compliance, streamline operations, and drive business agility across multinational workforces.
This webinar is ideal for HR, IT, Finance, Operations, and Payroll leaders navigating global workforce management challenges and seeking solutions that optimize compliance, automation, and scalability.
What You’ll Learn:
- Why a simultaneous global-local strategy is a critically important competitive advantage
- How to build a global-local workforce strategy
- How automation goes beyond compliance
- Best practices for implementing and managing a multinational workforce strategy
Register Here
*=Required Field
Scott Bamford
Director of Global Product Marketing | WorkForce Software Scott Bamford is the Director of Global Product Marketing at WorkForce Software, where he leads all aspects of product marketing strategy and execution. With nearly three years at WorkForce Software and over 15 years of product marketing leadership experience, Scott has worked across hardware, software, services, and B2B SaaS industries. He has spent the past seven years specializing in workforce management SaaS, helping enterprises optimize their workforce operations.
John Gumpel
Solution Consultant | WorkForce Software John Gumpel is a seasoned Information Technology professional with over 30 years of experience specializing in business systems. With more than 11 years at WorkForce Software, he has developed deep expertise in the company’s suite of products and services. In his current role as a Solution Consultant, John plays a key role in educating clients and stakeholders on the value and benefits of WorkForce Software’s offerings, helping organizations optimize their workforce management processes and achieve their business objectives.
Peter Dancs
WorkForce Software Delivery Manager, Workforce Management | Accenture Peter Dancs is a Delivery Lead with over 10 years of experience implementing WorkForce Software solutions, specializing in industries with complex regulatory environments such as utilities, resources, and manufacturing. At Accenture, he leads WorkForce Software implementations within large-scale HR transformation projects. Peter excels at designing solutions to address intricate compliance rules, integration challenges, and reporting requirements. With a background in labor law compliance, he brings a unique perspective to clients' pay practices and HR processes.Tools & Insights
Explore More ResourcesThe post Crafting Workforce Solutions: Global Standardization Meets Local Flexibility appeared first on WorkForce Software.
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Business Insider connects with Sandra Moran, Chief Customer Experience and Marketing Officer for WorkForce Software. Moran explains how technology can infiltrate jobs that might seem hard to automate, including fast-food workers taking drive-thru orders from home. She also explains the rise of gray-collar workers as manufacturers bring AI into factories.
It can be hard to consider how AI can infiltrate jobs that might seem hard to automate, said Moran. Yet, as people become more comfortable with understanding what AI can do, we'll see more AI-assisted human processes and jobs, she said.
Moran expects that as manufacturers, for example, look to bring AI into factories, there will be a greater need for what are sometimes called "gray-collar workers" — those who do a mix of hands-on and technical work.
The post Jobs You Thought Were AI-proof Probably Aren’t | Business Insider appeared first on WorkForce Software.
]]>Business Insider connects with Sandra Moran, Chief Customer Experience and Marketing Officer for WorkForce Software. Moran explains how technology can infiltrate jobs that might seem hard to automate, including fast-food workers taking drive-thru orders from home. She also explains the rise of gray-collar workers as manufacturers bring AI into factories.
It can be hard to consider how AI can infiltrate jobs that might seem hard to automate, said Moran. Yet, as people become more comfortable with understanding what AI can do, we'll see more AI-assisted human processes and jobs, she said.
Moran expects that as manufacturers, for example, look to bring AI into factories, there will be a greater need for what are sometimes called "gray-collar workers" — those who do a mix of hands-on and technical work.
Read the Full Article HereThe post Jobs You Thought Were AI-proof Probably Aren’t | Business Insider appeared first on WorkForce Software.
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Maintaining compliance is a complex and time-consuming endeavor for employers of any size. It demands a proactive strategy that goes beyond reacting to potential breaches. It’s about identifying, understanding, and seamlessly implementing requirements to help ensure your business operates ethically and legally.
In our webinar, Automating Compliance—Mitigating Risks and Driving Excellence with Workforce Technology, Virginia Wear from WorkForce Software and our partners Anna Powell and Lani Davis from Rizing discussed this critical topic.
"Automating ‘the easy’ is a big key portion here because with automation of some of your hardest rules, there's no more room for human error or careless mistakes. Nothing gets missed.”
— Lani Davis | Consulting Manager, Rizing
The Strategic Advantage of Compliance: More Than Just Avoiding Fines
While avoiding regulatory fines is critical to compliance, its benefits extend far beyond that. A robust compliance program builds trust internally with employees and externally in the marketplace. Committing to high-quality standards enhances your company's reputation, positioning you as a responsible and trustworthy partner.
A culture of compliance fosters a safer workplace. This, in turn, attracts top talent and reduces employee turnover, giving your organization a significant competitive edge in today's tight labor market. In an era where ethical business practices are paramount, compliance becomes a key differentiator, particularly when competing for partners who prioritize working with responsible businesses.
Automation: Lifting the Compliance Burden to Improve Accuracy
Employers can effectively manage the complexities of compliance by automating key processes. Automation can reduce the risk of errors and improve consistent adherence to regulations.
- Maintaining Records: Automation can improve the accuracy and accessibility of records for unions, CBAs, EBAs, and work councils. This streamlines audits and reviews, ensuring transparency and accountability.
“What’s great about [automation] from a compliance perspective is that we provide all the standard documents or communication of a leave case in one place.”
—Virgina Wear | Solution Consultant, WorkForce Software
- Financial Accuracy: Fully accurate, audited payroll results are essential for maintaining trust and transparency. Automation eliminates the risk of human error, providing clear visibility to employees, managers, HR, and the legal team.
- Automating the Easy (and the Hard): As Lani points out in the webinar, automating even the most complex rules eliminates human error. WorkForce Software's solutions can detect missed punches, automatically apply lunch penalties, and enforce compliance requirements, freeing your team from the burden of memorizing intricate regulations.
- WorkForce Products: Time Off in Lieu (TOIL) and Absence Tracking are WorkForce Software's solutions that offer built-in rules and a regulatory knowledge base, simplifying compliance. The powerful integration of leave management and time management further streamlines processes and reduces the risk of errors.
Businesses can transform compliance from a reactive burden into a proactive strategic advantage by leveraging automation.
Ready to Automate Compliance Efforts?
Watch the webinar Automating Compliance—Mitigating Risks and Driving Excellence with Workforce Technology to discover how WorkForce Software can help you achieve compliance excellence.
The post How Automation Transforms Compliance into a Strategic Advantage appeared first on WorkForce Software.
]]>Maintaining compliance is a complex and time-consuming endeavor for employers of any size. It demands a proactive strategy that goes beyond reacting to potential breaches. It’s about identifying, understanding, and seamlessly implementing requirements to help ensure your business operates ethically and legally.
In our webinar, Automating Compliance—Mitigating Risks and Driving Excellence with Workforce Technology, Virginia Wear from WorkForce Software and our partners Anna Powell and Lani Davis from Rizing discussed this critical topic.
"Automating ‘the easy’ is a big key portion here because with automation of some of your hardest rules, there's no more room for human error or careless mistakes. Nothing gets missed.” — Lani Davis | Consulting Manager, Rizing
The Strategic Advantage of Compliance: More Than Just Avoiding Fines
While avoiding regulatory fines is critical to compliance, its benefits extend far beyond that. A robust compliance program builds trust internally with employees and externally in the marketplace. Committing to high-quality standards enhances your company's reputation, positioning you as a responsible and trustworthy partner. A culture of compliance fosters a safer workplace. This, in turn, attracts top talent and reduces employee turnover, giving your organization a significant competitive edge in today's tight labor market. In an era where ethical business practices are paramount, compliance becomes a key differentiator, particularly when competing for partners who prioritize working with responsible businesses.Automation: Lifting the Compliance Burden to Improve Accuracy
Employers can effectively manage the complexities of compliance by automating key processes. Automation can reduce the risk of errors and improve consistent adherence to regulations.- Maintaining Records: Automation can improve the accuracy and accessibility of records for unions, CBAs, EBAs, and work councils. This streamlines audits and reviews, ensuring transparency and accountability.
“What’s great about [automation] from a compliance perspective is that we provide all the standard documents or communication of a leave case in one place.” —Virgina Wear | Solution Consultant, WorkForce Software
- Financial Accuracy: Fully accurate, audited payroll results are essential for maintaining trust and transparency. Automation eliminates the risk of human error, providing clear visibility to employees, managers, HR, and the legal team.
- Automating the Easy (and the Hard): As Lani points out in the webinar, automating even the most complex rules eliminates human error. WorkForce Software's solutions can detect missed punches, automatically apply lunch penalties, and enforce compliance requirements, freeing your team from the burden of memorizing intricate regulations.
- WorkForce Products: Time Off in Lieu (TOIL) and Absence Tracking are WorkForce Software's solutions that offer built-in rules and a regulatory knowledge base, simplifying compliance. The powerful integration of leave management and time management further streamlines processes and reduces the risk of errors.
Ready to Automate Compliance Efforts?
Watch the webinar Automating Compliance—Mitigating Risks and Driving Excellence with Workforce Technology to discover how WorkForce Software can help you achieve compliance excellence.The post How Automation Transforms Compliance into a Strategic Advantage appeared first on WorkForce Software.
]]>
The Family and Medical Leave Act (“FMLA”) is a federal law providing eligible employees of covered employers with up to 12 weeks of unpaid, job-protected leave in a chosen 12-month period for specified family and medical reasons. However, many other federal and state laws have their provisions relating to family and medical leave, as do employer policies and collective bargaining agreements. This often leads to complicated interactions between the various provisions employers should know about and provide clear guidance to their employees. Below are seven laws or rules that might affect how an employee uses their FMLA leave:
- Americans With Disabilities Act
The federal Americans With Disabilities Act (“ADA”) prohibits employers from discriminating against applicants and employees who are qualified individuals with a disability. If an employee is a qualified individual with a disability as defined in the ADA, the employer must provide the employee with reasonable accommodations that enable them to perform the essential functions of their job, absent undue hardship. Unpaid leave is a form of ADA reasonable accommodation that employers may run concurrently with FMLA leave if the disability also constitutes a serious health condition under the FMLA. - Pregnancy Discrimination Act
The federal Pregnancy Discrimination Act of 1978 (PDA) prohibits workplace discrimination based on an employee’s pregnancy, childbirth, or related medical conditions. This prohibition requires employers to provide pregnant employees with the same benefits, including leave, as are provided to other employees with short-term disabilities. The PDA, however, does not require workers to be employed for a particular amount of time to be protected as the FMLA does. Consequently, employees employed for fewer than 12 months are ineligible for FMLA leave. Still, they may be entitled to maternity leave if the employer grants short-term disability leave to similarly situated workers with short-term disabilities. - State/Local Family and Medical Leave Laws
It is common for state and local governments to pass family and medical leave laws that provide similar employee leave rights to those of the FMLA. When an employee’s time-off request qualifies for FMLA leave and leave under state or local law, the employer can run the leaves concurrently. This means the absence will simultaneously count against the employee’s FMLA and state or local leave entitlements. - Fair Labor Standards Act
The Fair Labor Standards Act (FLSA) partially regulates employee minimum wage and overtime requirements under federal law. Ordinarily, employers cannot reduce an exempt employee’s pay for partial-day absences because it could cause the employee to lose the exemption and be owed for prior overtime hours. However, an exception to this rule is that employers may deduct hours taken as intermittent or reduced schedule FMLA leave from an exempt employee’s compensation, without affecting their FLSA exempt status. - Uniformed Services Employment and Reemployment Rights Act
The Uniformed Services Employment and Reemployment Rights Act (“USERRA”) protects the employment and reemployment rights of uniformed service members who leave their jobs to perform covered military duty. Among other things, USERRA requires returning service members to receive all employment benefits and rights they would have obtained if they had not reported for military service and had remained continuously employed. Consequently, to determine FMLA eligibility for a returning service member, the months and hours the service member would have worked during USERRA leave must be combined with the months and hours worked. - Workers’ Compensation
An employee’s on-the-job injury qualifying for workers’ compensation leave may also qualify as an FMLA serious health condition entitling the employee to FMLA leave. In this instance, employers may require the workers’ compensation leave to run concurrently with the FMLA leave. - Employer Policies and Collective Bargaining Agreements
If an employer has policies or a collective bargaining agreement (CBA) providing more generous protection than afforded by the FMLA, the employer must abide by the more generous terms of the policies or CBA. Furthermore, employer policies and CBA provisions may not be used to reduce a worker’s FMLA rights.
The FMLA and other laws and rules provide important benefits and safeguards for workers. By better understanding the interplay between these laws and rules, employers will have a more efficient leave program and improve profitability.
On the other hand, failing to understand the relation between the FMLA and other laws and how they may work together can cost an employer significantly in terms of lawsuits and penalties if they are not compliant. Employers seeking to navigate the complex requirements of federal, state, and local employee protection laws can benefit significantly from implementing workforce compliance software to automate compliance with federal, state, and local regulations.
See how the WorkForce Suite can be configured to automate even the most complex compliance regulations.
The post Interplay Between the FMLA and Other Laws and Rules appeared first on WorkForce Software.
]]>The Family and Medical Leave Act (“FMLA”) is a federal law providing eligible employees of covered employers with up to 12 weeks of unpaid, job-protected leave in a chosen 12-month period for specified family and medical reasons. However, many other federal and state laws have their provisions relating to family and medical leave, as do employer policies and collective bargaining agreements. This often leads to complicated interactions between the various provisions employers should know about and provide clear guidance to their employees. Below are seven laws or rules that might affect how an employee uses their FMLA leave:
- Americans With Disabilities Act The federal Americans With Disabilities Act (“ADA”) prohibits employers from discriminating against applicants and employees who are qualified individuals with a disability. If an employee is a qualified individual with a disability as defined in the ADA, the employer must provide the employee with reasonable accommodations that enable them to perform the essential functions of their job, absent undue hardship. Unpaid leave is a form of ADA reasonable accommodation that employers may run concurrently with FMLA leave if the disability also constitutes a serious health condition under the FMLA.
- Pregnancy Discrimination Act The federal Pregnancy Discrimination Act of 1978 (PDA) prohibits workplace discrimination based on an employee’s pregnancy, childbirth, or related medical conditions. This prohibition requires employers to provide pregnant employees with the same benefits, including leave, as are provided to other employees with short-term disabilities. The PDA, however, does not require workers to be employed for a particular amount of time to be protected as the FMLA does. Consequently, employees employed for fewer than 12 months are ineligible for FMLA leave. Still, they may be entitled to maternity leave if the employer grants short-term disability leave to similarly situated workers with short-term disabilities.
- State/Local Family and Medical Leave Laws It is common for state and local governments to pass family and medical leave laws that provide similar employee leave rights to those of the FMLA. When an employee’s time-off request qualifies for FMLA leave and leave under state or local law, the employer can run the leaves concurrently. This means the absence will simultaneously count against the employee’s FMLA and state or local leave entitlements.
- Fair Labor Standards Act The Fair Labor Standards Act (FLSA) partially regulates employee minimum wage and overtime requirements under federal law. Ordinarily, employers cannot reduce an exempt employee’s pay for partial-day absences because it could cause the employee to lose the exemption and be owed for prior overtime hours. However, an exception to this rule is that employers may deduct hours taken as intermittent or reduced schedule FMLA leave from an exempt employee’s compensation, without affecting their FLSA exempt status.
- Uniformed Services Employment and Reemployment Rights Act The Uniformed Services Employment and Reemployment Rights Act (“USERRA”) protects the employment and reemployment rights of uniformed service members who leave their jobs to perform covered military duty. Among other things, USERRA requires returning service members to receive all employment benefits and rights they would have obtained if they had not reported for military service and had remained continuously employed. Consequently, to determine FMLA eligibility for a returning service member, the months and hours the service member would have worked during USERRA leave must be combined with the months and hours worked.
- Workers’ Compensation An employee’s on-the-job injury qualifying for workers’ compensation leave may also qualify as an FMLA serious health condition entitling the employee to FMLA leave. In this instance, employers may require the workers’ compensation leave to run concurrently with the FMLA leave.
- Employer Policies and Collective Bargaining Agreements If an employer has policies or a collective bargaining agreement (CBA) providing more generous protection than afforded by the FMLA, the employer must abide by the more generous terms of the policies or CBA. Furthermore, employer policies and CBA provisions may not be used to reduce a worker’s FMLA rights.
See how the WorkForce Suite can be configured to automate even the most complex compliance regulations.
The post Interplay Between the FMLA and Other Laws and Rules appeared first on WorkForce Software.
]]>
CONA Services is more than a vendor—it’s a strategic platform for integration and collaboration across Coca-Cola’s major bottlers in North America. By uniting both new and established bottlers, it fosters continuous learning, knowledge-sharing, and operational efficiency. At the core of this approach is adaptability, a key trait that defines Modern Workforce Leaders. Raquel Simpson, Managing Product Architect - HRM and Payroll at CONA Services, highlights why flexibility, technology, and collaboration are essential pillars in shaping today’s workforce.
Beyond technology, cross-functional collaboration is vital for workforce management success. HR, IT, Operations, and Finance must work together to build a workforce that is supported, engaged, and equipped for the future.
"HR is the heartbeat of an organization, IT brings the vision to life, and Finance ensures the right investments are made.”
Raquel Simpson | Managing Product Architect - HRM and Payroll at CONA Services
Raquel emphasizes that strategic technology investments must align with the employee experience such as CONA Services’ current focus on building a seamless onboarding process that instills purpose, motivation, and productivity from day one. A culture of trust, confidence, and purpose is the foundation for company growth and long-term success. Raquel believes it all begins with one simple yet powerful action—listening to employees.
Modern Workforce Leaders
The post Meeting Shared Goals—CONA Services Achieves Cross-Departmental Collaboration appeared first on WorkForce Software.
]]>CONA Services is more than a vendor—it’s a strategic platform for integration and collaboration across Coca-Cola’s major bottlers in North America. By uniting both new and established bottlers, it fosters continuous learning, knowledge-sharing, and operational efficiency. At the core of this approach is adaptability, a key trait that defines Modern Workforce Leaders. Raquel Simpson, Managing Product Architect - HRM and Payroll at CONA Services, highlights why flexibility, technology, and collaboration are essential pillars in shaping today’s workforce.
Beyond technology, cross-functional collaboration is vital for workforce management success. HR, IT, Operations, and Finance must work together to build a workforce that is supported, engaged, and equipped for the future.
"HR is the heartbeat of an organization, IT brings the vision to life, and Finance ensures the right investments are made.”
Raquel Simpson | Managing Product Architect - HRM and Payroll at CONA Services
Raquel emphasizes that strategic technology investments must align with the employee experience such as CONA Services’ current focus on building a seamless onboarding process that instills purpose, motivation, and productivity from day one. A culture of trust, confidence, and purpose is the foundation for company growth and long-term success. Raquel believes it all begins with one simple yet powerful action—listening to employees.
Modern Workforce Leaders
Explore the SeriesThe post Meeting Shared Goals—CONA Services Achieves Cross-Departmental Collaboration appeared first on WorkForce Software.
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Recent legislation has changed how organizations need to manage employee leave management. This includes multiple concurrent leave types and strict compliance requirements demanding precise benefit calculations. Join us for our live session Wednesday, April 9, 2025, at 1:00 p.m. EDT.
WorkForce Software experts Paul Kramer, Director of Compliance, and Jason Patterson, Vice President of Global Solution Consulting, will break down the latest paid leave laws and other key issues affecting employers in the United States.
Discussion topics will include:
- The intersection of different leave types with evolving laws
- Management of continuous and overlapping leave scenarios
- Sick and vacation time and how these are tracked in leave management software
- Strategies for handling intermittent leave and leave banks
- New paid leaves, including new laws in Alaska, Delaware, Maryland, Missouri, and Nebraska
Don’t miss out on these expert insights for maintaining compliance and managing leave policies in a dynamic regulatory environment.
Register Here
*=Required Field
Paul Kramer
Director of Compliance | WorkForce Software
Paul Kramer, JD, is an experienced employment law attorney and has been the Director of Compliance at WorkForce Software for over ten years. As Director of Compliance, he researches and stays abreast of employment laws in the United States, Canada, and elsewhere in the world. Before joining WorkForce Software, Paul was in private practice, representing employers in employment law issues for almost two decades and representing companies of all sizes in many industries.
Jason Patterson
VP Global Solution Consulting | WorkForce Software
Jason Patterson is a seasoned professional with over 17 years of experience at WorkForce Software. Jason helps employers with large, diverse worker teams simplify their work management practices while ensuring compliance with all rules, regulations, and laws. Before joining WorkForce Software, Jason worked at an enterprise software company where he assisted large and multinational employers with their risk management strategy and self-insurance. With his workforce management and risk management expertise, Jason is well-equipped to help organizations streamline their operations and achieve their goals.
Tools & Insights
The post Compliance in Action—Mastering Paid Leave Compliance & Employee Leave Management appeared first on WorkForce Software.
]]>Recent legislation has changed how organizations need to manage employee leave management. This includes multiple concurrent leave types and strict compliance requirements demanding precise benefit calculations. Join us for our live session Wednesday, April 9, 2025, at 1:00 p.m. EDT.
WorkForce Software experts Paul Kramer, Director of Compliance, and Jason Patterson, Vice President of Global Solution Consulting, will break down the latest paid leave laws and other key issues affecting employers in the United States.
Discussion topics will include:
- The intersection of different leave types with evolving laws
- Management of continuous and overlapping leave scenarios
- Sick and vacation time and how these are tracked in leave management software
- Strategies for handling intermittent leave and leave banks
- New paid leaves, including new laws in Alaska, Delaware, Maryland, Missouri, and Nebraska
Register Here
*=Required Field
Paul Kramer
Director of Compliance | WorkForce Software Paul Kramer, JD, is an experienced employment law attorney and has been the Director of Compliance at WorkForce Software for over ten years. As Director of Compliance, he researches and stays abreast of employment laws in the United States, Canada, and elsewhere in the world. Before joining WorkForce Software, Paul was in private practice, representing employers in employment law issues for almost two decades and representing companies of all sizes in many industries.
Jason Patterson
VP Global Solution Consulting | WorkForce Software Jason Patterson is a seasoned professional with over 17 years of experience at WorkForce Software. Jason helps employers with large, diverse worker teams simplify their work management practices while ensuring compliance with all rules, regulations, and laws. Before joining WorkForce Software, Jason worked at an enterprise software company where he assisted large and multinational employers with their risk management strategy and self-insurance. With his workforce management and risk management expertise, Jason is well-equipped to help organizations streamline their operations and achieve their goals.Tools & Insights
Explore More ResourcesThe post Compliance in Action—Mastering Paid Leave Compliance & Employee Leave Management appeared first on WorkForce Software.
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