Regardless of the type of point control you choose (manual or digital), it is a monitoring tool for employees' entries and exits.
It is a response to current labor laws and rights, but also a reliable method for computing frequency of professionals, with different types of point control, able to easily adapt to your demand.
Time control legislation imposes limits, for example, on the working day, guaranteeing rights for workers, whether urban or rural.
However, there are variables that make control difficult, such as overtime. In such cases, an alternative to facilitate the process is the check Point.
This is because it is up to the company to monitor the activities carried out and to comply with the hours worked. Failure to put methods of how to do point control into practice can generate legal disputes, including.
If you care about the fines that your company may receive by neglecting labor aspects, we recommend that you access these free tips. Answer the form and receive:
So that this is not part of your routine, in this post we will explain what the legislation says about the monitoring of the point and we will present the best types of point control for your company. Check out!
The importance of point control for a company
Although it is a reliable and valuable monitoring tool, point control is also a response to current labor laws.
It is not a subject with little repercussion. There are two articles present in the Consolidation of Labor Laws (CLT) that explore the theme:
art. 74, § 2 of the CLT: it will be mandatory to note the time of entry and exit, in manual, mechanical or electronic record, according to instructions to be issued by the Ministry of Labor, and there must be pre-appointment of the rest period;
statement 338 / TST: it is the onus of the employer who has more than 10 (ten) employees to register the working day in the form of art. 74, § 2 of the CLT.
Time control, then, is much more than a process automation tool for the company's HR.
It is also an alignment with labor laws, as companies cannot promote working hours that exceed 8 hours a day (and 44 hours a week). There are exceptions, but duly paid to employees.
For example: they can exceed the maximum working day by up to 2 hours, but as long as each hour has an increase of 50%, at least, of the value of their normal hour on working days, and from 100% more to Sundays and holidays.
Rapid adaptation to market changes
Timing is mandatory for companies from 10 employees onwards – but also useful for smaller companies.
This is because, the frequency control of the professionals is the responsibility of the employer and its management.
Time control can also serve as evidence in labor and judicial disputes.
Finally, point control is also a flexible instrument, already anticipating market trends. This is the case with the home office – driven by the use of mobile technologies.
This makes it easier for companies to adapt to digital transformations, but without losing focus on the security and frequency control of their employees.
Read too: Remote work and labor reform: impacts on the home office model
The different types of point control
According to the labor laws, there are 3 types of point control, namely:
Next, we will explore further the characteristics of each one of them. Before that, let's understand what to consider when choosing the product for your company.
Starting with the size of the company.
- How many employees work there?
- What are the working hours?
This all affects your decision making, you know?
Think, for example, of a manual point control throughout the company, and a staff that reaches 300 people. It is impossible to maintain adequate monitoring!
Shall we understand how each type of point control can be incorporated into the reality of each company?
1. Time book
Affordable and manual, this type of point control is widely used for micro and small businesses.
It is worth noting that this demands much more attention and care for the HR sector. After all, each data must be recorded by someone, as well as the calculation at the end of each month.
2. Time clock
Very popular, too, and equally manual, the time clock is maintained by employees, who insert their respective cards in a machine that records the times.
Although safer than the previous option, the alternative is prone to failures – as employees forget to check in and out.
Not to mention that HR must check every hour later, which demands time and makes room for errors in filling in professional data.
3. Electronic point
Here, the options are divided between a biometric point and card point control option.
In the first option, the employee's fingerprint is used and offers much more precision and facilities for the later calculation of hours worked.
The second option is made by the employee's badge or access card. Thus, the control can be installed on input ratchets, for example.
In both cases, it is already possible to see how much time is saved. Not to mention they are safer alternatives for the company to keep track of entrances and exits.
4. Online dot
A modern option that has appeared on the market is the online point, which has a totally reliable and easy to use control system.
Everything is calculated in real time based on the Login of each employee. Among the data we can access information such as:
- daily performance;
- missing hours.
HR only needs to take care of checking each record, at the end of the month, using a computer, tablet or smartphone.
The same goes for employees, who can maintain a much closer control of their entrances and exits.
Time to modernize your company
At a time when we are discussing productivity, organizational climate and savings with the help of technology, the types of point control digital offers many benefits.
Thus, HR professionals are less concerned with mechanical and bureaucratic tasks and assume a strategic HR role in the company. Believe me, this is crucial for sustainable and gradual development.
THE HR Consultant UK is a Human Resources platform for companies that automates various operational activities in the sector, including time control.
With the system it is also possible to:
- reduce the time in your employee dismissal admission processes;
- have a clearer and safer process;
- avoid penalties, fines or any risk related to legal matters and information management of the company.
HR Consultant UK is the only one that delivers an incredible experience and still solves the real problem that the customer has. Talk to an expert and find out how to reduce your HR costs by 30%.