4 Ways Biometric Time Clocks Lower Fixed Costs

4 Ways Biometric Time Clocks Lower Fixed Costs

Do you have hourly workers at your company? Not keen on letting any of them go? We suggest getting a biometric time clock. There is no better way to control labor costs if you have hourly workers.

4 Ways Biometric Time Clocks Lower Fixed Costs


        1. Eliminate time theft by buddy punching
        2. Eliminate time theft by hours padding
        3. Eliminate out-of-schedule punches
        4. Prevent payroll mistakes


What Is A Biometric Time Clock?

Biometric employee time clocks identify employees and track their work hours. Biometric clocks can sync with employee time and attendance software. Talk to Payroll Partners to learn how TimeWorksPlus syncs with our time clocks.

How Do Biometric Clocks Prevent Employee Time Theft?

A biometric clock identifies each team member by their unique biological identifier. There is no practical way to cheat the system.

Small employers are taking advantage of affordable biometrics.

With paper timesheets, it’s easy for an employee to add a couple of minutes before or after a shift. These minutes add up. Even a small workplace can lose up to four hours a week per worker.

Staff Members also steal hours with ‘buddy clocking’ or ‘buddy punching.’ This is when an employee clocks in for an employee who isn’t at work. The ‘buddy clock’ method prevents the absent employee from receiving an attendance penalty. It also ensures that their paycheck isn’t reduced. U.S. businesses lose over $370 million a year to time theft.

All types of time theft increase payroll outlays. Flagrant abusers can cost their employers thousands of dollars every year. A biometric time clock can cut your payroll rates by 10% (or more) by preventing time theft.

How Do Biometric Clocks Improve Payroll Accuracy?

People also make payroll mistakes unintentionally. These include math errors on paper time cards, data entry mistakes, and lapses in memory. How many people touch each time card with a traditional system? Up to three. 1)the employee, 2)the manager, and 3)an HR or payroll staff member. Each manual step is vulnerable to human error.

When a time card error isn’t caught and corrected, it triggers an inaccurate paycheck. When the employee tells the manager or HR team about the error, they have to issue another check. And fix inaccurate vacation calculations.

The error could also affect overtime benefits. If a tipped employee doesn’t get paid accurately, it may affect minimum wage. In all scenarios, time card errors create trouble for workers, managers and administrators.

How Does A Biometric Time Clock Sync With TimeWorksPlus?

TimeWorksPlus integrates with our biometric time clocks. When you sync TimeWorksPlus with a biometric clock, you gain more control. You also automate many inefficient processes.

This is how it works:

  • The employee clocks in with the biometric clock.
  • The clock identifies the employee and records the punch time.
  • TimeWorksPlus adds the hours worked to the employee’s digital time card.
  • At the end of the payroll period, TimeWorksPlus imports the hours into your payroll system.

TimeWorksPlus also has:

    • Breaks/meals management
    • PTO accruals tracking
    • Missed punch alerts
    • Overtime notifications
    • Intelligent ’employee-aware’ prompts
    • Customizable compliance settings


How Does A Biometric Time Clock Synced To TimeWorksPlus Reduce Missed Punches?

The clock prompt will propose only logical options to each employee. For example, suppose an employee is already clocked out for a meal. When he returns, the clock prompt will only present and END MEAL option.

How Does A Biometric Time Clock Synced To TimeWorksPlus Enforce Schedules?

If an employee attempts to clock in before the scheduled shift start time, the clock will deny access. A prompt will notify her of her authorized start time. She can’t clock in until that time.

Original content by Swipeclock.com – September 3, 2020. This information is provided with the understanding that Payroll Partners is not rendering legal, human resources, or other professional advice or service. Professional advice on specific issues should be sought from a lawyer, HR consultant or other professional.