Know who is where next week, without checking every calendar. Planned remote work is shown in the attendance schedule, alongside absences.
I want a demoA schedule that only shows leave says very little about an organisation where half the teams work remotely two days a week.
For organisations working on fixed days, the attendance schedule shows planned remote work. Managers anticipate on-site presence instead of discovering it.
Remote work is formalised by an amendment to the employment contract. It sits in the employee file, with its dates, and the work location schedule takes it into account.
Site, office, home: the declared location lets you reason on the actual occupancy of spaces, not just on theoretical headcount.
A policy that lives in a PDF gets worked around. Translated into configuration, it applies at the point of entry.
Number of days allowed per week, floating days, fixed days, excluded days: the limits of your policy are configurable, collectively or individually.
Depending on your needs, the declaration goes for approval or is recorded directly. And a day already approved as leave cannot be declared as remote work.
The reference document is distributed from document management, with read receipt or signature. The count of remote working days is a standard report.
Their remote working days attached to their amendment, without having to ask again
Knowing who is where over the period, not just who is absent
Upcoming amendments already taken into account in the planned schedule
More about remote work tracking
For a long time, an HR schedule answered a single question: who is not here. Since hybrid working became established, the useful question has changed. It is now: who is where. Many tools have not kept up, and still show leave while leaving remote work in a team spreadsheet or a chat channel.
The confusion is common and costly. An employee working remotely is working: they can be reached, they produce, they count towards the team's capacity. Treating them as absent distorts workload planning and gives an inaccurate picture of real availability.
In Nicoka HRIS, remote work appears in the attendance schedule as a work location, separate from leave and absences. The distinction seems obvious, yet it completely changes what the manager reads.
In organisations with fixed days, the pattern is known in advance: two days remote, three on site, with variations by team. This information exists, but it often remains implicit, known by each person for themselves and by no one for the whole.
Showing planned remote work in the schedule lets you organise rather than react: book a meeting on a day when the team is in, anticipate the occupancy of spaces, spot a week when nobody is on site. The view extends beyond the month, giving the perspective you need.
Regular remote work is formalised by an amendment to the employment contract. This amendment carries dates, and those dates must have an effect on the schedule. A change of pattern decided in September for October should not depend on someone remembering to update a spreadsheet.
The amendment therefore sits in the employee file, and the work location schedule takes upcoming amendments into account. The switch is anticipated by design. See also the HR foundation for managing contracts and amendments.
Nicoka HRIS is developed and hosted in France. To go further: leave and absences, time and activities, mobile app.
Bring your remote work patterns and your sites. We will show a real week, leave and on-site presence included.
I want a demo