ITCS-WebClock Offering Facial Recognition Time Clocks
Touchless and Contact Free Temperature Scanning Mask Detection


ORLANDO, Fla.--(BUSINESS WIRE)--ITCS-WebClock, a leading provider of cloud-based human resource technologies, is now offering touchless employee facial recognition time clocks. The time clock detects if the employee is wearing a mask and scans body temperature while performing time tracking functions. An alert sounds if the employee is not wearing a mask or has a fever.

Bill Flanagan, CEO, ITCS-WebClock stated, “Ensuring the safety and health of your employees is critical. ITCS-WebClock’s facial recognition time clocks offer companies an innovative touchless technology to screen their employees for body temperature and face coverings. Proactively protecting the entire workforce will help stop the spread of COVID-19 and prevent costly business disruptions associated with this illness.”

The facial recognition time clocks, coupled with the proven, cloud-based ITCS-WebClock workforce management solutions, give businesses of all sizes a dynamic advantage to maximize efficiencies in this “new normal” by leveraging remote, work at home and centralized workforce operations.

SMALL BUSINESS PAYCHECK PROTECTION PROGRAM (PPP)


The Paycheck Protection Program provides small businesses with funds to pay up to 8 weeks of payroll costs including benefits. Funds can also be used to pay interest on mortgages, rent, and utilities.

Fully Forgiven: Funds are provided in the form of loans that will be fully forgiven when used for payroll costs, interest on mortgages, rent, and utilities (due to likely high subscription, at least 75% of the forgiven amount must have been used for payroll). Loan payments will also be deferred for six months. No collateral or personal guarantees are required. Neither the government nor lenders will charge small businesses any fees.



Must Keep Employees on the Payroll—or Rehire Quickly

Forgiveness is based on the employer maintaining or quickly rehiring employees and maintaining salary levels. Forgiveness will be reduced if full-time headcount declines, or if salaries and wages decrease.

All Small Businesses Eligible

Small businesses with 500 or fewer employees—including nonprofits, veterans organizations, tribal concerns, self-employed individuals, sole proprietorships, and independent contractors— are eligible. Businesses with more than 500 employees are eligible in certain industries.

When to Apply

Starting April 3, 2020, small businesses and sole proprietorships can apply. Starting April 10, 2020, independent contractors and self-employed individuals can apply. We encourage you to apply as quickly as you can because there is a funding cap.

How to Apply

You can apply through any existing SBA 7(a) lender or through any federally insured depository institution, federally insured credit union, and Farm Credit System institution that is participating. Other regulated lenders will be available to make these loans once they are approved and enrolled in the program. You should consult with your local lender as to whether it is participating. All loans will have the same terms regardless of lender or borrower. A list of participating lenders as well as additional information and full terms can be found at www.sba.gov.

The Paycheck Protection Program is implemented by the Small Business Administration with support from the Department of the Treasury. Lenders should also visit:
www.sba.gov or www.coronavirus.gov
for more information.

Families First Coronavirus Response Act (FFCRA): Employee Paid Leave Rights


The Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. The Department of Labor’s (Department) Wage and Hour Division (WHD) administers and enforces the new law’s paid leave requirements. These provisions will apply from the effective date through December 31, 2020.



Generally, the Act provides that employees of covered employers are eligible for:

Two weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay where the employee is unable to work because the employee is quarantined (pursuant to Federal, State, or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; or

Two weeks (up to 80 hours) of paid sick leave at two-thirds the employee’s regular rate of pay because the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to Federal, State, or local government order or advice of a health care provider), or to care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19, and/or the employee is experiencing a substantially similar condition as specified by the Secretary of Health and Human Services, in consultation with the Secretaries of the Treasury and Labor; and

Up to an additional 10 weeks of paid expanded family and medical leave at two-thirds the employee’s regular rate of pay where an employee, who has been employed for at least 30 calendar days, is unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.

Covered Employers: The paid sick leave and expanded family and medical leave provisions of the FFCRA apply to certain public employers, and private employers with fewer than 500 employees.[1] Most employees of the federal government are covered by Title II of the Family and Medical Leave Act, which was not amended by this Act, and are therefore not covered by the expanded family and medical leave provisions of the FFCRA. However, federal employees covered by Title II of the Family and Medical Leave Act are covered by the paid sick leave provision.

Small businesses with fewer than 50 employees may qualify for exemption from the requirement to provide leave due to school closings or child care unavailability if the leave requirements would jeopardize the viability of the business as a going concern.

Eligible Employees: All employees of covered employers are eligible for two weeks of paid sick time for specified reasons related to COVID-19. Employees employed for at least 30 days are eligible for up to an additional 10 weeks of paid family leave to care for a child under certain circumstances related to COVID-19.[2]

Notice: Where leave is foreseeable, an employee should provide notice of leave to the employer as is practicable. After the first workday of paid sick time, an employer may require employees to follow reasonable notice procedures in order to continue receiving paid sick time.

Qualifying Reasons for Leave:

Under the FFCRA, an employee qualifies for paid sick time if the employee is unable to work (or unable to telework) due to a need for leave because the employee:

1. is subject to a Federal, State, or local quarantine or isolation order related to COVID-19;

2. has been advised by a health care provider to self-quarantine related to COVID-19;

3. is experiencing COVID-19 symptoms and is seeking a medical diagnosis;

4. is caring for an individual subject to an order described in (1) or self-quarantine as described in (2);

5. is caring for a child whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19; or

6. is experiencing any other substantially-similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury.

Under the FFCRA, an employee qualifies for expanded family leave if the employee is caring for a child whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19.

Duration of Leave:

For reasons (1)-(4) and (6): A full-time employee is eligible for 80 hours of leave, and a part-time employee is eligible for the number of hours of leave that the employee works on average over a two-week period.

For reason (5): A full-time employee is eligible for up to 12 weeks of leave (two weeks of paid sick leave followed by up to 10 weeks of paid expanded family & medical leave) at 40 hours a week, and a part-time employee is eligible for leave for the number of hours that the employee is normally scheduled to work over that period.

For pay calulations and the latest information visit
https://www.dol.gov/agencies/whd/pandemic/ffcra-employee-paid-leave
which is the source of this article.

Web Based Time and Attendance Software ITCS WebClock
Coronavirus: Telecommuting and Work at Home


ITCS-WebClock recognizes that many companies may not be prepared for their employees to telecommute and work at home due to the sudden impact of the Coronavirus. We are prepared and ready to provide assistance.

ITCS-WebClock gives companies the ability to implement time tracking for employees working from home through its proprietary online web-based time and attendance system. Long term commitments are not required. The ITCS-WebClock LITE package covers basic employer needs including time tracking, labor and overtime reporting, IP address tracking, and Geo tracking with standard PDF and CSV export capabilities.

More robust solutions are also available including employee time tracking, scheduling, time off tracking and expense reporting to further ensure an effective telecommuting workforce through the Coronavirus crisis.

Learn More
Jeff Smith Named New Chief Operating Officer

Debary, Fla., July 1st IT Computing Services, Inc. (ITCS), a leading provider of SaaS Human Resource and Workforce Management Solutions, announced that Jeffrey Smith has joined the Company as Chief Operating Officer.

Bill Flanagan, Chief Executive Officer, stated, We are pleased to welcome Jeff to ITCS. Jeff brings more than 25 years of experience to his new role, with extensive experience directing and leading operational organizations across the PEO and Human Resources Services related industries. He is a terrific addition to our senior leadership team.

Prior to joining ITCS, Smith served as Senior Vice President of Operations for Sidecar HR, a national provider of PEO and Human Resource solutions specializing in Benefits, 401k, Payroll and Tax, Human Resource Risk and Compliance and supporting technology. Previously, he served as Vice President of Operations at AlphaStaff, a national provider of PEO and Human Resources services. Smith has also held executive and management positions at Hewitt Associates and American Express Travel Related Services Inc. Smith holds a Project Management Professional Certification (PMP) and a Scrum Master Certificate.

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