In order for businesses to stay in payroll compliance with wage and hour laws, employers need to accurately track employee time and information. Complex regulations like the Sarbanes-Oxley Act, FLSA, FMLA, Department of Labor laws, and internal policies like union rules can put organizations at risk for litigation and fines.

ADI Time supports management with proper administration of labor-intensive policies and regulations while improving payroll compliance with organizational policies and government requirements. Errors in data can leave any business vulnerable for a class action wage and hour lawsuit, which represent the majority of claims against employers.

Accurate payroll compliance is a very critical part of the success of your business. Management of cash flow is essential to your company's endurance. Payroll compliance is crucial to your organization's survival. Also, payroll accuracy is a key to employee satisfaction. Payroll compliance and payroll processing can take hours and hours each pay period. This does not include all the time spent trying to stay current with labor laws and business regulations.

At ADI Time we believe that you should have the option to choose the payroll provider that is right for you. Whether you choose to outsource your payroll our do your payroll processes in-house, ADI Time will help you maintain payroll compliance by ensuring overtime rules are followed, enforcing employee accountability, reporting all payroll income, and tracking employee time.

Consistent Enforcement of Pay Rules

Labor laws vary from state to state. These laws are created to ensure employees are compensated for all time worked. ADI Time helps you automate the consistent enforcement of different daily overtime, weekly overtime and other payroll rules that apply to your organization. This form of payroll compliance allows you to setup as many different overtime rules as you need. This significantly decreases your risk of lawsuits and penalties from a payroll compliance audit for not accurately paying you employees. Our software can also automatically monitor employees for over-time limits with pre-established rules.

Audit Trails

ADI Time provides management with the ultimate payroll compliance audit trail by maintaining a trail of all activity. This historical data records any changes made to a time record by a supervisor or manager for analysis. Our system log displays the date, time, supervisor / manager, logins / logouts, and any alterations made by a user in the system.

Properly Manage Employee Leaves

With ADI Time’s leave management you can record, track, monitor, and evaluate your employees’ working times and activities. The leave management system gives managers the ability to automate alerts directly from their leave management database and trigger appropriate disciplinary actions or rewards giving you the ability to track all absences (first day, incidental, unscheduled) and leaves, including FMLA (Family Medical Leave Act)and state.

Powerful Reporting

ADI Time’s powerful payroll compliance reporting tools grant management the ability to easily capture real-time information to view current and historical data. Our payroll compliance reporting will empower your team with informed decision-making capabilities and payroll insight in order to stay in compliance improving your performance and increase operating efficiencies.

ADI Time ensures your employees work within designated limits and are paid properly so that your risks are mitigated.

Overtime Management

ADI Time empowers you to proficiently and successfully manage your payroll compliance information. ADI Time helps you to effectively manage and track all employee overtime. This ensures all your employees work within designated limits and are paid properly so that your risks are mitigated and you are in full payroll compliance.

ADI Time helps you with payroll compliance audits via:

• The consistent application of complex pay policies
• Properly managing employee leaves
• Tracking overtime
• Powerful reporting
• Audit trails
• Achieving historical labor and wage data

Family Medical Leave Act (FMLA) Overview

The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to twelve workweeks of leave in a 12-month period for:

• the birth of a child and to care for the newborn child within one year of birth;

• the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;

• to care for the employee’s spouse, child, or parent who has a serious health condition;

• a serious health condition that makes the employee unable to perform the essential functions of his or her job;

• any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;”

Or, twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness who is the spouse, son, daughter, parent, or next of kin to the employee (military caregiver leave).