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Better Prices & Better Service on your Id Card & Accessories Orders!

Posted by Softworks Workforce on Wed, Feb 9, 2011

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Softworks a Market leader in the areas of Time & Attendance and Labour Scheduling Software Solutions. We have been selling ID cards and accessories to our customers for over 15 years.

We have recently extended our services and offerings and are hoping to fill your next order for ID cards and accessories.

Given a chance we will endevour to provide you with a price that will secure your order!

If you would like a quotation or if you have any questions please Click here to request a call back  you can email us at 

ID Cards | Prox Cards | Lanyards | Yo-Yo Badge Reels | Card Holders | HID Cards | Magnetic Stripe Cards | MI Fare Cards

Please Click here to order a free Sample Pack

Please note that if the item you are looking for is not shown in our catalogue, we will make every effort to source it for you!



Topics: Accessories

Softworks Canada Guinness World Record Attempt

Posted by Softworks Workforce on Fri, Oct 22, 2010

Stage set for the ‘greatest glow on earth’ at Canadian financial technology convention

Dublin & Toronto, 21 October 2010

Though more used to shedding light on how companies can save money in the area of time & attendance and labour scheduling, Softworks shed light of a different sort yesterday at the Financial Technology Show in Toronto.

At Canada’s top technology event for accountants and payroll professionals, held at the Metro Toronto Convention Centre South, Softworks along with the delegates shined their laser pens in unison and so successfully attempted to break a Guinness world record.

Given that the existing record stands at 250, Andrew Ferguson, CEO of Softworks, says he is “very confident” of success.

Ferguson adds,

 “I'm sure at some point in everyone’s life, they have thought about having a go at breaking a Guinness world record, especially when they were children, whether that was keeping a ball in the air, hopping on one leg while juggling 10 banana's or jumping on a trampoline. Thankfully we didn’t ask any of the accountants to do any of those things!”

The record attempt took place in the convention centre at 13.30. With the lights going down and fog billowing through the arena, delegates focused their USB laser pens (donated by Softworks as part of the welcome pack) at a point on the ceiling, attempting a new world record in the process!


Softworks’ presence at the Financial Technology Show also had a less frivolous side: the global launch of Platform 10 and Cloud 10, which together represent a new industry benchmark in time and attendance and scheduling products.

“Platform 10 and Cloud 10 are the accumulation of 20 years in the time and attendance and labour-scheduling business and the fourth generation of our product suite, from the days of MS Dos to today,” Ferguson explains.


“They take full advantage of the technology available and deliver relevant data where and when it's needed and in the most suitable format. The system ensures that key data such as vacation requests, overtime approvals and shift changes is emailed to the relevant manager, giving them all the information needed to make a decision, instantly. It also allows the business to set KPI targets and goals for departments, running comparisons, spotting trends and monitoring success.”


At the show, Softworks demonstrated how Platform 10 On-Premise and Cloud 10 On-Demand Time & Attendance and Labour Scheduling can provide real savings by:


  • Managing labour costs
  • Enhancing your effectiveness
  • Mitigating risk

Topics: Conferences

Webex / Online presentation event registration

Posted by Softworks Workforce on Tue, Aug 10, 2010

To register for the event, simply click on the following link in the Webex invitation email:1 resized 600

When this Link opens, you will be brought to the following screen:

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Simply click on the 'Register' button to register for the event.

Then complete the following form and click on the ‘Submit’ button to submit your details:

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You will then be brought to the following screen confirming your registration: 

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You will also receive an email confirming your registration has been approved: 

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To join the event, simply click on the ‘Click here’ link in the above email.

You will then be brought to the following screen:

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By clicking  ‘Join Now’, you will then enter the event.

On entering the event you will be brought to the following screen:  

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If you do not have a speaker set up on you computer, you can use the toll free number to dial into the event to hear the presentation.

  • If calling from Ireland use: 1-800-657538
  • If calling from the UK use:  08-08234-3274
  • If calling from Canada use: 1-877-669-3239


When dialing in you will be prompted to enter the Event Number, which is displayed on the top left hand side of your screen. The event number can also be found in the invitation email.

To open the ‘Chat’ function to enable you to ask a question during the event, click on the question icon as seen in the screen shot below:

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You will find the above toolbar at the bottom right hand corner of your screen.

To submit a question, type your question as seen in the screen shot below and click on ‘Send’.

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To exit the webex session, select ‘File’ from the main menu, then, select ‘Leave Event’:

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You will be asked if you are sure you wish to leave the event. Click ‘Yes’ to exit, click ‘No’ to stay in the event:

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Finally you will be presented with a feedback form. Please complete the feedback form and click on ‘Submit:  

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Topics: Webinar / Online Presentation event

How Time & Attendance can help organisations manage absenteeism...

Posted by Softworks Workforce on Wed, Jul 7, 2010

Time & attendance can help organisations manage absenteeism by providing them with the evidence needed to manage any issues. By the very virtue of what they do, time & attendance systems will store all details of hours worked, of all employees, and therefore all details of when they were not there, when they were late, left early or worked overtime. The reporting facilities enable organisations to produce reports, which can analyse absenteeism, by rating, frequency, reason, percentage, cost and the Bradford Factor, and can also create this information in graphical format if required, thereby giving the company the tools to manage any problems.

absence sick payFlexitime and annualised hours are two ways in which organisations can help to facilitate work-life balance for their employees, while ensuring no counterproductive drop in productivity and output. Employees are likely to be more motivated if they feel confident in being able to fit their working lives around their external commitments, particularly if they have family commitments, and complicated childcare arrangements to juggle. If they have the flexibility to deal with issues when they arise, employees will probably put much more effort into the time they are at work.

Time & attendance systems can enable organisations to manage flexitime and annualised hours easily, without any of the administrative nightmares that they would seem to entail. They can become part of enlightened 'attendance management strategies' rather than the punitive 'Big Brother' approach of yesteryear, giving employees the respect and responsibility over their jobs and attendance, that they deserve. In managing the problem of employee absenteeism, the most important requirement is not just having a capable time & attendance management system, but the involvement of managers with employees - with the people.

The reasons why certain employees are frequently absent, or work excessive amounts of overtime, while being held by the time & attendance system, can only be comprehended and used with 'people involvement'. So while a good time & attendance system is essential to provide this hard information, the only way to use it effectively, and counteract any problems is through good people management skills, and this, in combination with the management information provided by the time & attendance system, is the way to generate the cost savings and control that all companies need in the current economic climate

Topics: Time & Attendance

What is the Working Time Directive (WTD)?

Posted by Softworks Workforce on Tue, Jun 22, 2010
What are the main provisions of the current Working Time Directive? 
The Directive provides a minimum guarantee (depending on age) of: 
  • A maximum average working week (including overtime) of 48 hours. 
  • A minimum daily rest period of 11 consecutive hours in every 24. 
  • Breaks when the working day exceeds six hours. 
  • A minimum weekly rest period of 24 hours plus the 11 hours daily rest period in every seven-day period. 
  • A minimum of four weeks paid annual leave. 
  • Night work is restricted to an average of eight hours in any 24-hour period. 
To whom does the working time directive apply? 
To all sectors of activity, both public and private. 
Air, rail, road, sea, inland waterway and lake transport, sea fishing, other work at sea and the activities of doctors in training are excluded from the 1993 directive but brought within its scope in the 2000 directive. 
All the excluded sectors except doctors in training have been covered, under national law, since 1 August 2003. 
Doctors in training have been covered since 1 August 2004. They will work a maximum week of 58 hours until 2009. From 1 August 2009 their maximum working week falls to 48 hours. 
working time directiveWho is exempt? 
  • Member States may exempt three categories of worker from the directive's key provisions: managing executives or other persons with autonomous decision-making power; family workers; and workers officiating at religious ceremonies. 
  • Other categories can be exempted from the directive's key provisions provided compensatory rest or appropriate protection is granted. These include employees who work a long way from home, or whose activities require a permanent presence or continuity of service or production, or who work in sectors which have peaks of activity. Examples include offshore workers, security guards, journalists, emergency workers, agricultural workers and tour guides. 
  • Under 18 year olds because they can work a maximum of 40 hours per week, 5 days a week. 
How is working time defined? 
Working time is deemed to be "any period during which the worker is working, at the employer's disposal and carrying out his activities or duties, in accordance with national laws and/or practice" (Article 2). Rest time is defined as "any period, whic
h is not working time". There is no provision under the existing directive for on-call time. 
How is the maximum working week calculated? 
The maximum week of 48 hours is calculated as an average over a standard reference period of four months (Article 16). This gives employers flexibility to organise work patterns in accordance with the nature of the work. In certain cases, the reference period can be extended to six months, e.g. for employees who work a long way from home, security guards, journalists, postal workers, agricultural workers or transport workers. In addition, Member States can allow the reference period to be extended to up to one year, under a collective agreement. 

Topics: Workforce Solutions

What types of companies operate flexitime?

Posted by Softworks Workforce on Fri, Jun 18, 2010
Many employers recognise that the introduction of flexible working arrangements
 brings tangible benefits and makes good business sense. 

Psychological benefits
  • Increases staff motivation
  • Increases morale
  • Increases employee satisfaction and production
  • Reduces employee stress and fatigue and makes employees more focussed
  • Gives employees greater control of their working week

Financial benefits
  • Helps retain staff, cutting down on recruitment and training costs and costs associated with the settling in period for new employees
  • Reduces overheads – it may be possible in some instances to double up on facilities e.g. desk sharing etc.
  • Allows employers to extend service hours, perhaps reducing the need for overtime
  • Working hours can be matched with peaks and troughs of the business to maximise productivity
  • Inexpensive benefit to implement and automated solutions provide a quick return on investment 
  • Intangible financial benefits
  • Attractive to a wide calibre of employees 
  • Reduced absenteeism
  • Reduced sick leave
  • Increased productivity
  • Reduction in tardiness and punctuality problems
  • Less employee turnover

Results from the Softworks survey show that 79% of those who have flexitime in place, are currently implementing flexitime, or plan to do so in the future think one of the main benefits will be improved employee satisfaction. It is well recognised that happy employees make productive employees and this may be the reason why many companies have introduced flexitime arrangements.

Improving employee retention is another top reason for introducing flexitime. 57% of employers value their current workforce and have introduced a flexitime scheme in order to reduce the number of high quality staff leaving. By offering flexitime arrangements companies cut down costs in relation to hiring etc. 

The third most popular reason for introducing flexitime is to help reduce absenteeism in the workplace. Irish businesses lose hundreds of millions of euro each year as a result of employee absenteeism. Absenteeism is not something that is confined to a few sectors of the economy. It is one of the most persistent obstacles to productivity, profitability and competitiveness. It causes overtime, late deliveries, dissatisfied customers and a decline in employee morale amongst workers who are expected to cover for an absent employee. 

Topics: Flexitime / Flexible Working Hours Arrangement

What is flexitime/Flexible working and how does it work

Posted by Softworks Workforce on Wed, Jun 16, 2010
Flexitime, also known as flexi-time, flex time, flex scheduling or the implementation of a flexi system, is where an organisation offers its employees the opportunity of availing of a flexible working hours arrangement. 
A flexitime system is designed to offer employees more flexibility in the workplace by giving them the flexibility to start and finish work at times that suit their transport arrangements, family responsibilities etc. 
flexible working 
Essentially, an organisation will agree standard or core working hours that must be worked by employees as well as flexible working hours where employees can come and go as they please, subject to organisational demands. Most companies will operate a system similar to the one below:
Pre flexi arrival – 04.00 to 07.00
Flexi arrival – 07.00 to 10.00
Core time a.m. – 10.00 to 12.30
Flexi lunch – 12.30 to 14.30 (min 30 mins / max 2 hrs)
Core time p.m. – 14.30 to 16.00
Flexi leave – 16.00 to 18.30

An employee is obliged to work between the basic core hours and has the flexibility to clock in / out between the other hours. The idea is that employees have a bank of hours that are credited or debited to the employer over an accounting period of say, four weeks. In most organisations where flexitime is in place, employees can work a debit or credit of hours which will be (a) worked in the following month in the case of a debit or (b) be taken as flexi leave (in the following month) in the case of a credit or be allocated as overtime if such policy exists.



Topics: Flexitime / Flexible Working Hours Arrangement