Service Clock: Monitoring tenure compliance

Globalization, demographic trends, and technology advancements create tremendous complexity for the personnel managing the rate, time, and expense functions of your contingent talent and third-party services. For example, the Directive on Temporary Agency Work (2008/104/EC) and the Agency Workers Regulation (AWR) define a general framework for the working conditions of temporary workers in the European Union (EU).

You can support compliance with EU legislation related to contingent workers/talent using a combination of Beeline Enterprise features. Setting up Beeline Enterprise to support compliance is as easy as establishing program requirements, gathering relevant data/analytics, configuring the Service/Qualifying Clock, and generating reports.

Main Benefits

• Set up start dates and timesheet calculations to use the Service Clock to automate tracking qualifying periods.
• Track contingent talent and assignments that meet the AWR qualifying status, including tracking contingent talent across multiple assignments.
• Use the Service Clock in other geographies or for other business processes, such as the equal pay rule in the Netherlands, which begins after 26 weeks.
• Receive email notifications when an assignment is approaching AWR compliance based on your organization’s settings.
• Gather analytics so your organization can make informed business decisions about the worker’s terms of employment, such as rate adjustments.
  TIP:     You can use Mass Amendments to quickly adjust the terms of employment on assignments.
• Import assignments to Enterprise that might impact a contingent talent’s qualification.

About the Service Clock

Determining when contingent talent has completed a qualifying period is more complex than a simple "12-week assignment tenure". A 12-week qualifying period includes assignments with the same hirer through different suppliers.

Using the Service Clock takes the guess work out of calculating qualifying periods. You can set up the Service Clock to get visibility into which contingent talent have completed a qualifying period and to help you support regulatory compliance. And reports give decision makers the data they need to make informed business decisions about a contingent talent’s terms of engagement.

The Service Clock includes rules that define pauses and resets. Certain breaks in a contingent talent’s assignment don’t prevent them from completing a qualifying period, whereas other breaks reset the clock. And it ties into timesheet entry so users can easily track pauses and breaks by selecting the appropriate absence type.

Think of a 12-week qualifying period as a clock that runs from 0 to 12. A break of more than 6 weeks between assignments with the same hirer resets the clock to 0, and the contingent talent must start the qualifying period again. In other scenarios, such as sickness or maternity leave, a break simply pauses the clock preserving the contingent talent’s tenure and the clock resumes counting when they return to the assignment.

Persona

Hiring managers, human resource procurement personnel and program office users.

Action required

The Service Clock feature is available from the Assignment Budget component, which is part of the Contingent Staffing module in Beeline Enterprise. Adding the Service Clock requires a Make a Change ticket and Enterprise configuration. Contact your Client Operations Manager (COM) for assistance with setting up a Service Clock and notifications to track AWR compliance for contingent talent and assignments in Enterprise.