Compliance Simplified

Arcoro’s modular HR software solution streamlines compliance for many HR functions. To discover which Arcoro software module addresses a specific regulatory challenge, use this search tool.

CATEGORY MODULE PROVIDES PAIN POINT WHAT COMPANIES NEED & WHY
HIRE Onboarding Form I-9 and W4 “Streamlining the processing of all hiring paperwork—and making sure nothing gets lost in the shuffle.” Needed for state and federal employment verification and tax-related purposes
HIRE Onboarding Company Handbook Uploads “Getting the company policies and procedures to all employees and confirming they’ve read them. “
“Avoiding policy disputes.”
The source of truth for company policies. If there is a dispute, employers can ensure the employee has agreed to these terms to defend themselves if necessary.
HIRE Applicant Tracking System Screen/Rank Candidates “So many applications. We need to be able to sift through all of them for good candidates while also reducing the number of applications that require reporting.” Pre-cursor to candidate batching. Candidates are screened and if they do not meet certain qualifications, employers do not need to review them. By ranking candidates, they are grouped into priority order as to who should move on to the next hiring stage.
HIRE Applicant Tracking System Candidate Batching “Reporting on each and every application decision is hard without a company-wide process. Paper applications that are done in the field can get lost, and are hard to account for for auditing purposes. Without an easy way to group or disposition candidates, we don’t always document a reason for not hiring a candidate.” When federal contractors look at a resume (even in passing) they must take time to report on that candidate. Candidate batching groups candidates into smaller batches of 10 so HR teams are only reviewing the most qualified candidates without needing to look through the remaining candidates that are not qualified – thus cutting down on risk time spent on reporting.
HIRE Applicant Tracking System Job Distribution “As a federal contractor, we are required to post jobs to the state workforce development website, which takes a lot of time for each individual listing and doesn’t always include the reporting we need. HR can prove that they posted positions to diverse job boards (veteran-specific, minority-specific, etc.)
HIRE Applicant Tracking System WOTC “We know some of our new hires could qualify for work opportunity tax credits, but we aren’t sure how to document this.” A voluntary survey that employees fill out so that the company can recieve tax credits.
HIRE Applicant Tracking System Candidate Dispositioning/ Interview notes “Reporting on each and every application decision is hard without a company-wide process. Paper applications that are done in the field can get lost, and are hard to account for for auditing purposes. Without an easy way to group or disposition candidates, we don’t always document a reason for not hiring a candidate.” Allows employers to include concrete reasons why a candidate was or was not hired.
HIRE Applicant Tracking System VEVRAA/EEOC disclaimer “Our organization must include the VEVRAA/EEOC disclaimer in all of our applications, but this is difficult without a standard job distribution process.” Included at the bottom of applications to prove that employers are compliant with equal opportunity hiring standards for veterans and minorities.
HIRE Onboarding E-Verify “Our employees must be eligible to work in the US, but we don’t have a way to ensure this currently with our paper based processes.” Ensures employees are eligible to work in the United States.
HIRE All Modules Reporting “There are a variety of regulatory boards that oversee our internal HR processes. Without accurate and accessible reporting, gathering this information manually across the company is time consuming.” Allows HR and managers to track and send off necessary reports to regulatory bodies.
HIRE Applicant Tracking System Candidate Dispositioning/ Interview notes “Reporting on each and every application decision is hard without a company-wide process. Paper applications that are done in the field can get lost, and are hard to account for for auditing purposes. Without an easy way to group or disposition candidates, we don’t always document a reason for not hiring a candidate.” Allows employers to include concrete reasons why a candidate was or was not hired.
MANAGE CoreHR Automated Workflows “Paper documentation can get lost and mistakes can be made when completing a form. We don’t have a streamlined process in place to ensure these documents aren’t getting lost.” Sends items to the next approver. This is helpful when items need to be signed off on or sent to meet state/federal guidelines.
MANAGE Time & Attendance Certified Payroll “We do federal work that requires certified payroll. It’s a hassle making sure that we collect all the right information from every worker who’s on a prevailing wage job for the WH-347 form.” Submitted weekly to the agency overseeing a government contract (Form WH-347). The form lists every employee, their wages, hours worked, benefits and the nature of their work (the task for which they are being paid the prevailing wage).
MANAGE Affordable Care Act ACA Compliance “We need to report on healthcare coverage for employees that qualify for ACA. This requires calculating pay rates, labor hours and more which is time consuming.” Set parameters for qualifying employees and offer ACA coverage if needed.
MANAGE Benefits Management EDI file transfer “Sending paper benefits election forms through the mail is risky, as they could get lost.” Safely and securely transfers benefits selections to carriers electronically.
MANAGE All Modules Reporting “There are a variety of regulatory boards that oversee our internal HR processes. Without accurate and accessible reporting, gathering this information manually across the company is time consuming.” Allows HR and managers to track and send off necessary reports to regulatory bodies.
MANAGE Time & Attendance Integrated with Certified Payroll “We do federal work that requires certified payroll. It’s a hassle making sure that we collect all the right information from every worker who’s on a prevailing wage job for the WH-347 form.” Certified payroll consists of paying workers on federal contracts a prevailing wage and keeping regimented records of this along with other required information. (Form WH-347 is the form on which all certified payroll information must be submitted.)
MANAGE Time & Attendance Time Tracking Reports “We got audited because of some worker complaints regarding unpaid overtime. They asked us for records going back two years, and we didn’t have them. So we got fined.” If you have been compliant or 99.5% compliant with DOL labor laws on regular and overtime wages, and you have the records to show it, your penalties will be none or next to none.
MANAGE Time & Attendance Scheduling “It’s hard keeping our federal contract jobs and regular jobs separate when it comes to payroll, so sorting through it all takes a lot of extra time. We need a system for dividing those jobs and hours from the start.” Employers who handle both federal contracts and private contracts can schedule employees according to which type of job they are doing, providing a clear record for payroll admins of which employees must be included in prevailing wage/certified payroll.
MANAGE Time & Attendance Activity Tracking Reports “We need a simple way to track certified hours separately so our payroll person sees at a glance who is owed prevailing wage and for what task.” Employers who handle both federal contracts and private contracts can create activity codes workers select at clock-in according to which type of job (federal vs. private) and which task workers are doing, providing ample records for payroll admins to check against when completing certified payroll and determining a) if the employee’s payroll needs to be certified and b) if so, which task to pay them the prevailing wage for.
MANAGE Time & Attendance Mobile Forms “When someone tells us they got hurt two weeks ago on the job, we have no easy way of knowing whether something really happened that day at work. There’s no accountability.” Employers can prompt mobile employee sign-off regarding breaks and injuries at clock-out and securely store records of these responses in the cloud to verify labor law compliance and disprove false workers’ comp claims.
GROW Learning Management System OSHA Training “Making sure our workers follow OSHA rules and regulations.”
“When someone tells us they got hurt two weeks ago on the job, we have no easy way of knowing whether something really happened that day at work. There’s no accountability.
“Workers aren’t following OSHA rules and regulations. We need to educate everyone and get them up to speed.”
OSHA requirements ensure safe practices are maintained on the job site.
GROW Performance Management Performance Appraisals “When managers make a decision to promote an employee, we have to prove why that decision was made over other employees to ensure we’re promoting based on merit and not discriminating.” Helps managers prove why certain employees were promoted by logging their performance over time. This is helpful if a company needs to prove, for instance, why a woman/minority individual was or was not promoted.
GROW Learning Management System Certification Management “Keeping up with certification renewal dates is a challenge using paper-based processes. We need to be able to send employees to jobsites or on projects that they are licensed to work on.” Ensures employees are maintaining required certifications for items like CDLs, OSHA, etc.
GROW All Modules Reporting “There are a variety of regulatory boards that oversee our internal HR processes. Without accurate and accessible reporting, gathering this information manually across the company is time consuming.” Allows HR and managers to track and send off necessary reports to regulatory bodies.