Application Overview

Computer Guidance's Human Resources application maintains an extensive database of information, including data for current applicants and previous employees. Information can be retrieved by employee name, number, or social security number for ease-of-use. Multiple skill levels can be maintained for each employee. Each skill record includes level of experience, employee class and type, and last date updated. This information is available for matching job requirements to available personnel.

Complete integration with the Payroll System allows the Human Resources application to accrue vacation, sick time, and adjust for time used. Compensatory time is also tracked in hours and dollars, earned and used.

Human Resources Benefits

Detailed Management Reports
The personnel profile report can create employee reports, which can include salary history, education, training, skills history, as well as any notes relating to the employee. Specific reports by skills, salary history, birth date, hire date, date available, address and phone list are available with extensive selection criteria. Key reports for Veterans Employment (VETS-100), OSHA 200, OSHA 300 or Employer Information Report (EEO-1) can also be produced by the system.

Application Tracking
Applicants can be tracked by their Social Security number, on various levels, without immediately affecting the payroll files. Information can be gathered on occupation description, resume receipt, interview comments, the candidate's agent, and the interviewer. References, medical exam, and employment history comments are maintained by call or piece of correspondence. When an employee is hired, the assigned employee number is entered into the applicant's file and all payroll files are created to allow immediate processing.

Safety Administration
If and when a safety incident occurs, the Human Resources Incident Tracking feature prompts the user for pertinent information about the incident. Safety administration incident fields include when the incident occurred, what type of claim, what and where the physical injury was, how long the employee will be out of work, medical costs and reserves, legal expenses, rehabilitation expense, and whether the incident requires OSHA reporting. Incident reports list by job or employee, allowing monitoring of current and past cost evaluation. Claims analysis reports, by job, allow evaluation of prorated percentages based on total claims. Claims analysis, by company, gives a comparative view of the current and prior year for the entire company and provides a cost per man hour compared to a premium per man hour. The analysis reports provide average costs per incident or body part. The resulting reports can be used to define your safety programs, so you can target the areas where claims occur highest.

Benefits Master
Company offered benefits and deductions are set up in the H/R system. Each employee can be enrolled in the appropriate benefit/deduction at the time of hiring, but may have later start dates (i.e. a 90-day waiting period for insurance), 401K deductions, with or without matching employer benefit. Section 125 deductions are set up to include plan selection and maximum percentages per benefit. Benefits and deductions are prioritized to allow the proper processing sequence and to ensure that the deductions are based on the correct adjusted gross or net values.

Substance Abuse
Substance abuse tracking maintains data on the drug testing of individuals, either as a current employee or a pre-employment requirement, and denotes whether testing was random or scheduled. Collecting agencies, doctors, and laboratory information is maintained, along with any re-testing date information.

COBRA Administration
Participants in COBRA are enrolled in the program for all benefits in which they qualify. Statements are generated on a monthly basis and provide all information required to protect the company and provide the participant with adequate information. Statements include time period, qualifying benefits and premiums, administrative fees, and a contact address and phone number for participant questions. As the statements are generated, employee receivable ledgers are updated. Participant's checks are entered into employee receivables as collected premiums. Also, aging reports can be run at any time to evaluate delinquent payments.