Vejledninger i Visma Outsourcing

Vedhæftet finder du guide til håndtering af sager i vores nye kundeportal.

Introduction This guide will be expanded as the functionality for registering working hours in My Visma / Visma HR becomes available.   About the “Working time” features The “Working Hours” function in My Visma/Visma HR can be used to comply with the amendment to the Working Hours Act, which makes it obligatory for employers to register employees' daily working hours as of July 1, 2024.   The concept of working hours in the Working Hours Act is defined as 'The period during which the worker is at work and at the employer's disposal while performing his or her job or tasks'.

This guide will be expanded as the functionality for registering work time in My Visma / Visma HR becomes available.   This guide describes how to set up and record working hours in My Visma / Visma HR.

This checklist serves as a guideline and covers the most relevant aspects that you should consider regarding employees' time tracking.   It is important to tailor an employee policy to your specific circumstances to ensure it reflects how you manage time tracking and provides the right help and guidance to your employees.   Why do we have to track time? Provide a brief introduction that explains the background and purpose of time tracking.   What is working time and what is not working time? Review any collective agreements, local agreements, etc., to understand what applies to you. Define what constitutes working hours and what does not to create transparency for employees.   Who should track their working hours? Assess whether you are subject to any exceptions. For example, do you have self-managed employees? If you have self-managed employees, they should be exempt from the registration requirement and instead have an addendum to their employment contract stating this.   Regarding time tracking: How and when? What system(s) do you use for time tracking? Create a guide that describes how employees should track their time, e.g., only deviations from standard hours, at the project level, or the entire working time. Make it clear to employees how often they are expected to register their working hours. Also, describe how you as an employer will follow up on the time tracking, e.g., whether there will be approval or other processes. Also, describe how you as an employer will follow up on the time tracking, for example, whether there will be approval or other actions.   Make it clear what is expected of the employee The employee is expected to follow the guidelines you have set forth in the employee policy. You can require the employee to inform you as the employer if they are approaching a violation of the 48-hour rule or the 11-hour rule. You should clarify the potential employment-related consequences if the employee does not fulfill their obligations. This clarification should be based on a mutual understanding between you as the employer and the employee, ensuring good communication and loyalty between the parties.  

This guide describes how you create an Absence Calendar and Work plan for Service agency, Employer and Employee.    

Please see attached guide on case management in our new Customer Portal.

Hjælpevideoer til Visma HR   Opret medarbejder: https://youtu.be/ZWWZrvKSOmA Sådan logger du på første gang: https://youtu.be/gKYZ9ljPTp4 (åbner i nyt vindue) Sådan godkender du løn- og fravær i leder-/medarbejdermodulet: https://youtu.be/zW4NnWSfQ2A (åbner i nyt vindue) Sådan bruger du påmindelser: https://www.youtube.com/watch?v=2bfWdrbkmqE (åbner i nyt vindue) Sådan retter du medarbejders stamoplysninger: https://www.youtube.com/watch?v=WtelyB2QQsA (åbner i nyt vindue) Sådan bruger du rapporter: https://www.youtube.com/watch?v=zNEVdiGykIQ(åbner i nyt vindue) Saldi vist i realtid: https://www.youtube.com/watch?v=43gn4qFwfk8&feature=youtu.be(åbner i nyt vindue)  Har du behov for andre hjælpevideoer, så kommentér denne artikel.