The Credit Union & Co-operation with Overseas Regulators Act 2012 has meant that Board and Managers must ensure the performance of employees and voluntary assistants is reviewed and monitored on an ongoing basis. This creates a need for robust, compliant and cost-effective HR Software
Many credit unions are proactively addressing these issues. To their surprise, as they start to implement new solutions they also started to save on time, money and reduce workload stress.In this case study you will learn how St. Joseph’s Irish Airports & Aviation Credit Union reduced footfall to the manager’s office with requests from staff for holiday leave, started saving on their stationary bills and allowed the manager carry on with other business matters within the first 30 days.
Edel Bourke, CEO of St. Josephs Credit Union is an organised and responsible Executive. She is on top of her statutory requirement to record and store employee timesheets as required under the Working Time Act 1997.
Edel’s biggest problem was the amount of paperwork involved with maintaining a register of individual staff working hours and the management of holiday leave and sick leave entitlements. It also meant that the footfall to her office was high with staff requests.
Edel trialed HRLocker for 30 days in her pursuit to solve this issue.
‘As soon as I started using the HRlocker online HR Software system, I could see the benefits. Instantly the footfall to my office for holiday requests stopped because now everybody in the organization could log onto the system, see the annual leave calendar and request time off. Once a manager approves the request, everyone’s calendar is updated. Staff also enter their working hours for the week satisfying our requirements of the Working Time Act.’
Are there any other time saving tools in HRLocker that you like?
Whats the Biggest pain point that HRLocker has solved for you?
How has HRlocker helped you with complying with the new Act?
Any final thoughts?
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