Chronoblog
Category: Timekeeping News
Surprise Announcement About New FLSA Rule

Surprise-Announcement-FLSA-Overtime-Ruling-DelayedJune of this year we posted about the new overtime rule in the Fair Labor Standards Act (FLSA) that was scheduled to take effect on December 1. The new rule would have impacted more than 4.2 million Americans by raising the exempt salary threshold to $47,476.  In a surprise announcement last Tuesday, November 22, 2016, U.S. District Court Judge Amos L. Mazzant granted an order temporarily barring the rule from going into effect on December 1.  He found that the 21 plaintiff States (and an additional 50 small business groups ) established standing to have their case heard.

The crux of the rule doubles the salary threshold from $23,660 to $47,476 to determine which salaried workers are eligible for overtime. Employees with salaries less than the new rate of $47,476 (or $913 a week) must be paid time-and-a-half overtime for every hour over 40.

The plaintiffs stated that the new OT rule would cause monetary damage by forcing them to substantially increase labor costs.  This could affect state services due to budget cuts and layoffs.  The States also argued that a plain reading of the FLSA shows that Congress intended the new rule for white collar workers such as, professionals, administrators, outside salespeople and executives.   And they claim the Department of Labor exceeded its authority by applying the rule to all classifications of workers based on salary alone.

The judge also struck down the provision that would automatically raise the exemption level every 3 years.

The Department of Labor can appeal the injunction to the U.S. Court of Appeals, or can litigate the issue on its merits. The incoming new administration can also make changes. For now, small businesses and state governments can hold tight, and insure that they are in compliance with the existing FLSA requirements. It may also be a good time to evaluate current pay standards in an effort to keep your best employees.

Stay tuned and stay in touch by following us on Facebook. We will provide updates as they come.

Fall Back this Sunday

fall-back-dstPlease remember that Daylight Savings Time occurs this Sunday, November 6 at 2am.  Enjoy an extra hour of sleep and don’t worry about your time cards in our telephone and app-based timekeeping solution.

Chronotek will correctly reflect the duration of time cards for employees who are on the clock at the time of the Daylight Savings Time change. There’s no need to make edits or adjustments to these time cards.

Now you may need to set back the clock on your microwave.

Stay tuned and stay in touch by subscribing to this blog or follow us on Facebook or Twitter.

 

Can Your Employees Be Trusted?

We want to believe that all people can be trusted, but we think it’s better to approach it as Ronald Reagan said, “Trust, but verify.”

That’s wise advice when it comes to your employees.  This article sites a Kessler survey in which 30% of the respondents admitted to falsifying their time cards. Businesses need protection from the few who can easily take advantage of a handwritten time card payroll practice. Our automated timekeeping system captures accurate time with a simple toll-free call or a click on our new mobile app. In a post, Minding Your Minutes, we referred to an article that stated that small businesses lose 10 minutes a day from each employee due to time theft. These minutes compounded every day 52 weeks a year adds up to a number that will shock you.  Fourteen employees making $7.50 an hour could cost your business $375 a month in unearned pay. These are unearned minutes going towards overtime as well.

The financial impact is devastating and along with your bottom line, it’s your honest employees who suffer.  This wasted money could be used for their pay increases and incentives. Instead small businesses that don’t have a solution to the time theft problem struggle to just stay afloat.

This is the greatest injustice. Hardworking, honest employees lose their jobs due to the actions of a few.

We can be your advocate. We will give you freedom to trust while we verify.

Announcing our New Website and Exciting Changes Ahead

New www site

Everyone loves a new pair of shoes. The old loafers served us well and gave us many great miles, but getting a new pair is exciting. The same is true, but exponentially more, for the thrill and anticipation of new company websites.  Today we are beyond excited to announce a beautiful, new and functional marketing website for our telephone and app timekeeping company.

If you are just exploring, you may want to watch a short video on how our system will make payroll day a breeze, and read about all of the tools to help manage your off-site employees.  Use a handy slider to easily estimate what the cost might be. Enjoy the new website and all of its blog content on your phone, as it’s mobile friendly. And of course, you can give us a call if you still have more questions. For our current customers who have this page saved to login to your Chronotek account, you can still press the ‘Sign In’ button.

Speaking of mobile friendly… our NEW Mobile App has more exciting changes ahead. And we want to also let you know that the Admin site will soon have a new look, as we make it more mobile friendly for business owners and administrators who work out of the office. Stay tuned for more announcements on those future upgrades.

And if you’re a small business owner with remote workers and still use handwritten time cards, we welcome you to check us out. Simply click on our new orange button to start your free 30-day trial. You’ll love walking a mile in these shoes.

NEW Chronotek Mobile App – Making SUPERvisors!

Supervisors all over the country have joined the party as we’re still celebrating the release of our new mobile app.  In our last post, we outlined why and how your remote employees love it as they use it to create time cards in our automated timekeeping system. Today we report on Suzie, a supervisor in a small janitorial company who manages 25 workers that clean multiple buildings throughout the city. She’s learning the new app and has discovered that she has the freedom of functionality to do things in the field that once tied her to a desk.

The new app is an assistant of sorts, even working through the night.  Suzie can already sleep easy knowing that our system will alert her by text if an employee is late to a scheduled job. Now she can wake, open the app to quickly review the live dashboard of Workforce Stats to see all the details she needs to start her day. It’s the power of information at her fingertips.

The Workforce Stats dashboard gives Suzie live, vital information for 12 hours back and 12 hours ahead.  Notice the Alert tabs that float-to-the-top the crucial information in living color :

New App 7 WFS

Not at job- Who wasn’t GPS located at the job when he clocked in/out (5).
Late Arrival- Who was late to scheduled jobs (3) and shows the scheduled time and the actual times (Samuel Price was scheduled 6:30am-7:30am but clocked in late at 12:20pm).
No Show- Who didn’t show to a scheduled job (91)
Denied- Who denied request for GPS tracking when he clocked in or out (this means they have their smartphone location services disabled).
Who’s clocked in now (the green dots).
Who’s scheduled for the next 12 hours.

And all of this information can be zone filtered so that if Suzie is one of multiple supervisors, she only sees employees and jobs in her supervisory zone.

It’s a loaded first look. This one screen alone, the Workforce Stats page, is changing Suzie’s life.  But it’s only the very tip of the iceberg.  In our next post, we’ll explain more on how the new mobile app is making Suzie a true SUPERvisor.

Stay tuned and stay in touch by subscribing to this blog or follow us on Facebook or Twitter.

 

Celebrating with our NEW! Chronotek App

Launch the fireworks! Toss the confetti! Start the music! We’re still celebrating our 20th birthday and we’re doing it in Chronotek style with something great for customers of our telephone timekeeping system. It’s better than any door prize or party favor; it’s the release of our brand new mobile app!

We’ve been beta testing the new app with a few of our customers and the feedback has been overwhelmingly positive.

Reinhard Grab, owner of ServiceMaster Advanced Cleaning, LLC in Summerville, South Carolina said, “I love the simplicity of the new Chronotek mobile app. The simplicity is like art. It’s beautiful and intuitive and has uncluttered functionality. It’s so easy for employees to use.”

Bruce Jeffers, owner of Classic City Solutions in Winterville, Georgia had this to say, “The new app works great. It gives me access to valuable data that my managers and I need out in the field.  I love Chronotek!” We love you, too, Bruce!

Manuel Silva, Operations Supervisor with nanoCLEAN Decontamination Services, LLC in Quincy, Massachusetts said, “The new Chronotek app gives me a lot of great information. The Workforce Stats page tells me who is and isn’t clocked in, who was late, and who wasn’t at the job when they clocked in. I can edit time cards from the new app. It’s very helpful.”

MTC shot_237x97

We think that you will agree. The power, functionality and usability of the new Chronotek app reinvents the reality of mobile workforce management.

 

  • Would you like to send a group text message to all of your employees? Done.
  • View one quick and easy stats page showing who’s late, who’s a no-show, who wasn’t at the job when they clocked in/out and who denied the request for GPS tracking? It’s all there!
  • Add jobs and employees from the app? Absolutely!
  • Edit time cards while the doctor makes you wait for your appointment? You bet!
  • See a list of your employees’ actual hours worked and their future schedules for the week? That’s pretty handy for preventing overtime before it happens and the new app has it!

We want to tell you so much more about it. Our next post will go into deeper detail on how your employees can use the app. Then subsequent posts will highlight the supervisor and administrator functions. Be first to the party. Subscribe to our blog or follow us on Facebook or Twitter to keep up with all new posts.

But for now, go to your app store and download the new app. Download it free from the Google Play Store or the Apple App Store.

 

 

New Overtime Rules – Don’t Panic

The Department of Labor is affecting business owners in a big way.  We are privileged to have this detailed explanation from Matt Lapointe, a business lawyer with Wetherington Hamilton, P.A. in downtown Tampa, www.whhlaw.com.  Matt advises business owners on regulatory compliance, financing, contracts and many other areas.   

 

NEW OVERTIME RULES

DON’T PANIC –

Employers Have Until December 1, 2016 to Figure This Out

On May 18, 2016, the Obama administration announced the publication of the Department of Labor’s final rules updating the federal overtime regulations.  We knew these rules were coming.  In 2014, President Obama signed a Presidential Memorandum directing the DOL to update these regulations and on July 6, 2015 the DOL published a Notice of Proposed Rulemaking.  These final rules differ a bit from what the DOL proposed in 2015.  This article will bring you up to date and will suggest some strategies to comply with the new rules.

Mandatory overtime for certain classes of employees is required by the federal Fair Labor Standards Act (the “FLSA”).  The FLSA regulations establish two categories of employees:  exempt and non-exempt.  Exempt employees are exempt from the overtime requirements; non-exempt employees must be paid overtime for hours worked in excess of forty hours in any given week.

Many employers erroneously believe that if they pay an employee a salary, the employee is not eligible for overtime pay.  This is and always has been WRONG.  To be exempt from the overtime requirements, three tests must be met:  (1) the employee must be paid a fixed salary, (2) the amount of the salary must exceed a certain amount, and (3) the employee’s actual job duties must primarily involve executive, administrative, professional, computer, or outside sales duties.  All three tests must be met for the employee to be exempt.  Even if an employee is paid a salary that exceeds the minimum amount (tests 1 and 2), if that employee’s actual job responsibilities do not fit within one of the job duties exemptions (test 3), then that employee is entitled to overtime for hours worked over forty hours in a work week.

The new rules have changed test 2.  The current rules set the minimum salary amount at $455 per week, or $23,660 per year.  The new rules, which go into effect December 1, 2016, raise the minimum salary to $913 per week, or $47,476 per year.

The new rules did not change the so-called “duties tests.”  The DOL has published a number of “Fact Sheets” providing helpful information on the various duties tests.  See https://www.dol.gov/whd/overtime/fact_sheets.htm  For example, to qualify for the administrative exemption, the employee must meet a 3-part test:  (1) the employee must be compensated on a salary or fee basis at the new rate (effective 12/1/2016) of not less than $913 per week or $47,476 per year, (2) the employee’s primary duty must be the performance of office or non-manual work directly related to the management or general business operation of the employer or the employer’s customers; and (3) the employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance.  It is this last one that trips up a lot of employers.  DOL Fact Sheet #17C states:  “The term ‘matters of significance’ refers to the level of importance or consequence of the work performed.  An employee does not exercise discretion and independent judgment with respect to matters of significance merely because the employer will experience financial losses if the employee fails to perform the job properly.’

We recommend that employers take another look at all employees who are currently classified as exempt and review the duties tests for each exemption. If an employee does not meet the applicable duties test, then he or she is currently misclassified and should be re-classified as non-exempt. Assuming all of the currently exempt employees meet the applicable duties tests, the next step is to determine whether any of them do not receive a salary of at least $913 per week or $47,476 per year.  Beginning as soon as possible, these employees falling under the minimum salary threshold should begin tracking their time, to determine whether or how often they exceed forty hours per week.  Once the time data has been collected, the employer will need to decide whether it makes sense to raise the salaries of certain of those employees so that they will remain exempt starting December 1, 2016 or whether such employees will be re-classified as non-exempt as of December 1, 2016.  If the employer decides to re-classify currently exempt employees as non-exempt beginning December 1, 2016, the employer needs to have a reliable method of tracking those employees’ hours to determine overtime compensation or to ensure that such employees do not work more than forty hours per week.

These new regulations are expected to impact approximately 4 million workers.  Fortunately, there is adequate time for employers to plan for the impact of the new regulations.  Employers should discuss their options with their legal counsel.  The lawyers at Wetherington Hamilton stand ready to assist.  Feel free to contact Matt Lapointe at 813-676-9075 with any questions.

Obamacare Q & A: Must Offer ‘Affordable’ Coverage

Our guest blogger, Matt Lapointe, helps to explain the ‘Affordable’ concept in the Affordable Care Act (ACA).  Matt Lapointe, is an attorney with Wetherington Hamilton, P.A. in Tampa, FL,  www.whhlaw.com.  Matt advises small and mid-size businesses on all areas of business law, including the ACA.

Q.  I own 5 Dunkin’ Donuts franchises. Each is in a separate LLC, but I know they must be grouped together for ObamaCare purposes under the aggregation rules you discussed in Part 1 of ObamaCare Q & A.  I offer health coverage to all my full-time employees, but I heard that I could still get fined if the coverage I offer is not affordable to my employees.  How does the ACA define “unaffordable”?

A.  Health insurance coverage is deemed “unaffordable” if the premium required to be paid by the employee exceeds 9.5% of the employee’s household income.  Recognizing that an employer has no way of knowing the “household” income of its employees, the regulations allow affordability to be determined on the basis of the employee’s own income as reported on his or her Form W-2 (in Box 1) instead of household income.  If any employee’s share of the premium exceeds 9.5% of her W-2 reported income and any employee obtains subsidized coverage from the ObamaCare exchange, then the company must pay a penalty of $250 per month ($3,000 per year) multiplied by the number of full-time employees who obtain subsidized coverage from the exchange.

We’ve mentioned our new ACA-ALE Status report that calculates by month the total number of full-time and full-time equivalent employees to determine if your company must comply with the ACA. ACA FT Status

Our other new ACA report, ACA: FT Status – Monthly, breaks down each employee’s hours by the month to point out which employees meet the full-time (FT) status according to the ACA 130-hours per month ruling.

(These new ACA reports are coming out with our next update.)

We would like to thank Matt again for his time as a guest blogger in this series and for his assistance in creating our new ACA reports. As we’ve mentioned before, the Chronotek staff does not have ACA experts and therefore cannot answer compliance questions. Feel free to contact Matt.  We may hear from Matt again. Please stay up to date by subscribing to our blog or follow us on Facebook or Twitter.

 

Obamacare Q & A: Does Your Company Qualify – ALE

It’s a daunting task to determine if your business is required to comply with ObamaCare’s Affordable Care Act (ACA). In this third post of our series, ObamaCare Q & A, our guest blogger, Matt Lapointe, an attorney and ACA expert with Wetherington Hamilton, P.A. in Tampa, Florida, will clarify the definition of an Applicable Large Employer (ALE). Matt also helped us create a new report, ACA-ALE Status to crunch the numbers. Thanks Matt, for this ALE Q & A session.

Q.  My office cleaning company has 60 part-time cleaners who work on average 20 hours per week.  I also have 10 full-time supervisors, 3 full-time office staff (including my husband and me) and 2 full-time sales people.  I know that ObamaCare’s Employer Mandate applies to companies with 50 full-time employees.  We only have 15 full-time employees, so ObamaCare doesn’t apply to us, right?

A. WRONG.  To determine whether an employer is an “Applicable Large Employer” or “ALE” the ACA rules require you to convert your part-time employees to “full-time equivalents” or “FTEs.” Under the ACA, “full-time” is 30 hours per week or more. To calculate your FTEs, you take the total number of hours worked by all your part-time employees in a particular month and divide by 120.  In your case, assuming each of your 60 part-timers worked 20 hours per week in a particular month (60 x 20 x 4.3), the total hours worked for that month would be 5160.  Next you divide the total hours for the month by 120.  In your case, 5160/120 = 43 FTEs.  Adding 43 FTEs to the 15 full-timers, you end up with a total of 58.  You need to perform these calculations for every month of 2015 to determine whether, on average, your cleaning company employed 50 or more full-time employees over the course of the year.  If it did, your company is subject to the Employer Mandate.  Here is a chart that demonstrates the necessary calculations:

Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
FT 15 15 15 15 15 15 15 15 15 15 15 15
PT/FTEs 43 45 47 45 41 35 33 31 35 37 39 40
Total 58 60 62 60 56 50 48 46 50 52 54 55

12 month total = 651

Monthly Avg   651/12 = 54.25 = 54

Because 54 >50, the Employer is an ALE.

 

 

ChronotekACA-ALEReport

Chronotek has a new report, ACA- ALE Status, that helps to simplify the process of pulling together and understanding the numbers for customers of our telephone timekeeping system.  As Matt mentioned, it’s important to remember that your definition of full-time is quite different from how the ACA determines your company’s full-time and full-time equivalent count. Our new report compiles these numbers automatically.

In our next post in this series, Matt will explain the meaning of “Affordable” in the Affordable Care Act.  It’s not a random or subjective term and all ALE companies need to understand it’s specific directives. Stay informed.  Subscribe to this blog or follow us on Facebook or Twitter.

 

 

 

 

ObamaCare Q & A: 50 Employee Rule Defined

The Affordable Care Act 50 employee rule is cause for some discussion.  In our last post we introduced Matt Lapointe, who is an attorney with Wetherington Hamilton, P.A. in Tampa, Florida.  Matt is an expert on the Affordable Care Act (ACA) and it’s our privilege to host him as a guest blogger in our ObamaCare Q & A series. He will address vital questions to help prepare small businesses on ACA requirements.  Matt’s first blog deals with an explanation of the 50 employee rule.

Q.  I know that ObamaCare’s Employer Mandate requires employers with 50 or more employees to offer health coverage to their full-time employees starting on January 1, 2016.  My wife and I each own 50% of two different LLCs – my interior design business and her plumbing company.  The interior design business has 15 employees and the plumbing company has 38 employees.  Because both companies are under 50, we don’t have to worry about the Employer Mandate, do we?

A. YES YOU DO.  Under the ACA, companies that have common ownership or are otherwise closely related are aggregated for the purposes of determining whether or not they employ at least 50 full-time employees. This “aggregation rule” in the ACA piggybacks on two established tests codified in Section 414 of the Internal Revenue Code dealing with “controlled groups” and “affiliated service groups.” If two or more companies meet the “controlled group” test or the “affiliated service group” test and the combined total of employees meets the 50 employee threshold, then each separate company is subject to the Employer Mandate even if the separate companies do not individually have enough employees to meet the threshold.  Because your two companies are commonly owned by you and your wife and because both companies combined employ a total of 53 employees, each company is subject to the Employer Mandate.

Thanks, Matt. This is valuable information and probably surprises many small business owners.  As we mentioned in our last post, we aren’t ACA experts at Chronotek, and will not be able to answer ACA questions.  We leave that to the legal advisors like Matt.  However, we will soon be releasing 2 reports to help customers of our telephone timekeeping system.  Our ALE Status (Applicable Large Employer) report calculates by month the total number of full-time and full-time equivalent employees as deemed by the ‘new’ numbers. This report can assist with determining the 50 employee ruling that Matt addressed today. Please remember that if you have more than one Chronotek account, you will need to combine the totals from both accounts.

In our next post Matt will address the very tricky issue of calculating the “real” number of full-time equivalent employees for ACA purposes. Don’t miss it. Subscribe to this blog or follow us on Facebook or Twitter.

ObamaCare Q & A Series

We’ve been preparing for it. The Affordable Care Act (ACA) is imposing new numbers on small businesses.  Like death and taxes, it’s something we’d like to avoid, but unfortunately we can’t.  The best alternative is to be prepared and gain an understanding of its implications for your business.

In our new blog series, ObamaCare Q & A, we’re going to hear from Matthew Lapointe, who is an attorney with Wetherington Hamilton, P.A. in Tampa, FL,  www.whhlaw.com.  Matthew advises small and mid-size businesses on all areas of business law, including the Affordable Care Act.

Matthew will conduct a series of Q & A’s on ACA compliance to give us insight on who must comply and who doesn’t. He also consulted with us as we developed two ACA reports that will be released soon.  We aren’t ACA experts and will defer any questions that you have to your own legal advisors, but our reports will help compile and organize relevant data for companies who use our telephone timekeeping system for their remote employees.

Please check back with us soon for our first Q & A installment in which Matthew will address the ACA compliance issues of owning multiple businesses.  You can also subscribe to our blog or follow us on Facebook or Twitter to keep up with all new posts.

ObamaCare Postponed. Prepare Now.

In a previous post, New Numbers For Small Business, we outlined the implications of the new Obamacare law to small businesses.  This law will require businesses with at least 50 employees to provide healthcare coverage to employees who work on average 30 hours a week. The mandate was to be effective January 2014.  As an update to that post, the Obama administration has postponed the start date of this mandate until January 2015. This one-year delay gives small business owners extra time to prepare. For the same reasons outlined in our earlier post, businesses should take advantage of this reprieve.

An article in USA Today indicates that the economy felt the impact of the anticipated 2014 change. While there was job growth, much of the increase has been with part time jobs. This makes sense as employers want to avoid paying for health insurance.

Since March, 791,000 part-time jobs have been added, while the increase in full-time jobs has been only 187,000.

The majority of the new jobs in July came from 4 low wage industries: retail, restaurants, home healthcare and staffing firms. These sectors accounted for 60% of the growth.

We expect that the trend towards more part-time workers will continue as small businesses adapt to pending changes in the healthcare law. Small businesses will need to be diligent in tracking hours worked by their part-time employees, especially their remote workers in order to keep their hours under 30 a week. Since handwritten time cards can be easily fudged, it’s imperative now more than ever that small businesses transition to technology for their time keeping methods.

Obamacare is coming. The effect on your small business can be mitigated if you make the most of its postponement.

We can help. It’s about time. Let’s get started.

Can Chronotek Automatically Deduct Lunch Breaks?

One of the questions we get fairly often is whether or not Chronotek can be set up to automatically deduct hours for employee lunch breaks.  We know that many company policies require employees to take a 30 or 60 minute unpaid lunch break, and that these hours are often subtracted from total time worked on a daily basis.  Although this is a common and entirely acceptable practice, we have decided not to have Chronotek do this deduction automatically in order to protect our clients from potential mistakes and costly litigation.

The reason for this concern? There is some controversy surrounding automatic lunch break deductions.  The most recent example is a $40 Million Lawsuit Settled By Wal-Mart for this very practice.  The lawsuit covered the payment of back wages for employees who had lunch breaks deducted from their hours worked without being notified. In most cases the workers were not even taking a break at all, but regardless it is required that employees be notified anytime their hours are being adjusted.

Chronotek does offer a full set of features for managing hours worked, and exporting data to payroll programs like ADP and Paychex.  We simply avoid allowing automatic lunchtime deductions in order to better protect our clients from litigation like that faced by Wal-Mart.

Questions or comments on this issue? Feel free to ask and discuss in the comments section.

Can Chronotek Work With Payphones?

Every so often, we get questions about customers using payphones to clock into the Chronotek system.  Some industries only have access to payphones at their jobsites, and ask us about using them with Chronotek.  While we are always looking to help our customers make Chronotek as efficient and convenient to use as possible, unfortunately a relic of telecommunications legislation makes using payphones extremely difficult.

In 1996, Congress passed the Telecommunications Act.  Part of this law allowed payphone providers to charge 1-800 numbers a “market rate” for calls made from their payphones.  What this means is that anytime Chronotek received a call from a payphone, the phone company charged us $0.62.  Because we only charge $0.12 a call from our customers, these phone company charges meant that we would lose $0.50 everytime someone calls to clock in using a payphone.

The Telecommunications Act did allow the operators of 1-800 numbers to block all calls from payphones, to protect themselves from these $0.62 charges.  This means that we pay a small monthly fee to prevent all incoming payphone calls.

As you can imagine, this has been the source of some frustration for us.  We have confirmed an alternative method for customers who only have access to payphones at their jobsites.  If you think this might describe your company, please contact us and our Support Team will be happy to assist you with your specific needs.

Chronotek Launches New Website-April 2010


We welcome you to visit our newly launched website. . .

On Monday, April 5th, Chronotek went live with a new website!  This website is a great resource with a NEW look, a NEW logo, and NEW Blog/Chat features.  We are excited about all the new developments at Chronotek.

Our highest goal is to provide the best possible customer service, and now we have made that service more convenient.  The “ChronoBlog” has announcements on new features, timekeeping news, and testimonials. Also new is  the “Live Chat” feature available during normal business hours.  The pricing calculator makes it easy to estimate what your monthly costs might be and what payroll savings you might reap by switching from hand-written timecards to telephone timekeeping.

We are the industry leader in timekeeping and it is important that our customers know that we are working hard to keep that position after 15 great years!  We have a lot more in store for our website, and for the Chronotek service.  So please check out the website at www.chronotek.net!

Chronotek on Cells – Introducing Mobile Chronotek!

We are bringing Chronotek to any web-enabled mobile device!  Your Chronotek Supervisors can log into the mobile version of Chronotek and see employees’ time live.  The best news is… we offer this service at no extra charge.

We hope that Chronotek can put you in front of your competition with all the industry leading features that help make your job easier.  And like all of our features, Mobile Chronotek is very easy to use.  The Chronotek Supervisors simply use the same login credentials for the Chronotek Version 2 (Beta) interface on the Mobile version. This version does not have editing capabilities, so you do not have to worry about your Supervisors changing files.

We hope this feature makes your job easier!

Because Every Second Counts…


We realize that your time is valuable, so our web-based program is designed to minimize the time that you spend doing payroll tasks such as accounting and processing. By using our phone time clock system, you can save time and money in other areas also:

  • accurate time cards – if you currently use manual time cards, they may be costing you thousands of dollars per year in extra labor expenses.  Every second counts, so more accurate time cards means less overall payroll expense.
    ( Many of our customers save enough money in this area to pay for the service.)
  • reduced overtime – since the Chronotek System allows you to see your time as it happens, you are able to adjust your schedule to prevent overtime.  Even if you don’t normally pay overtime, you are able to track labor expenses as they are happening so that you can manage them.
  • easier payroll administration – with the Chronotek System, payroll becomes a snap.  Just print your time cards from the web page when you are ready, 24 hours a day from any web browser.
Chronotek – the industry leading pioneer in telephone timekeeping

ChronoTek specializes in telephone time clock Web-based software for tracking employee time and attendance. Founded in 1995, ChronoTek serves clients nationwide, in Canada and Puerto Rico by providing telephone time clock software for accurately tracking employee time and attendance from any phone that can call a toll free number. ChronoTek is a licensed and legal provider of patented caller ID technology that enables companies to see the phone number from which employees call, and site location if calling from a land line. Call 1-800-586-2945 or visit www.chronotek.net for more information.

Caller-ID Technology Licensed by Sandata Technologies, Inc. under U.S. Patent Nos.
5,646,839; 5,255,183 & 5,963,912

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