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Onboarding with eezi

Managing your internal HR processes is faster and more accurate with eezi. From timekeeping to payroll and analytics, we’ve got you covered. Here is a complete list of steps to onboard with eezi!

Payroll Configuration

This section details comprehensive instructions on how to make the most of the different modules included in the eezi software package. Whether you’re a new user looking to get started or an experienced user seeking advanced tips and tricks, we’ve got you covered.

Timekeeping Configurations

With our Timekeeping Module, you can easily track and manage your employees’ working hours, ensuring accurate attendance records and streamlined payroll processing. Our step-by-step instructions will guide you through setting up timekeeping rules, managing shifts and schedules, approving time-off requests, and generating comprehensive reports. Embedded videos will provide visual demonstrations, making it even simpler to follow along.

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System Settings

The System Settings module allows you to customize and tailor the software to meet your organization’s unique needs. From configuring user permissions and access levels to setting up email notifications and integrations, our tutorials will help you navigate through the various configuration options. Watch the embedded videos to see exactly how each setting can be adjusted and optimized.

Employee Configurations

Managing employee information and settings is a breeze with our Employee Settings module. Our guides will walk you through adding and editing employee profiles, managing benefits and deductions, and handling important HR-related tasks. Embedded videos will provide you with visual examples of each process, making it easy to grasp the concepts and implement them effectively.

Software Reference Documents

Modules & Features List

Admin Portal Manual

Employee Portal Manual

Should you have any further questions, our support team is always here to assist you.

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General FAQs

Learn the basics of cloud HR and payroll systems.

Cloud software is accessed and operated over the internet, requiring no physical installation on local servers. On-premise software, on the other hand, is installed and run on the company’s own servers or computers. Cloud software provides accessibility from anywhere, automatic updates, and often lower upfront costs compared to on-premise solutions. The comparison below will help you determine which type of solution is right for you.

Software-as-a-Service (cloud-hosted)

  • Hosted in Google Cloud
  • Operating expense, monthly subscription
  • Online support
  • Limited customizations
  • Plug-and-play vanilla solution
  • Secure database, Google Cloud Security
  • Multi-channel customer support

On-premise

  • Installed on in-house or client’s cloud server
  • Capital expense, per milestone payment
  • Online or on-site support
  • More flexibility on customizations
  • More in-depth process mapping
  • Secure database, client’s firewall server
  • Limited customer support

Cloud HR and payroll systems typically offer features such as employee self-service, automated payroll processing, tax compliance, time and attendance tracking, benefits administration, and reporting. Essentially, they are capable of end-to-end processing from timekeeping to payroll runs. They may also include tools for performance management, onboarding, and integration with other business applications. In short, cloud systems offer features to help you compute employee salaries and support other aspects of the payroll process.

Cloud-based systems can be cost-effective due to lower upfront infrastructure expenses, as well as reduced maintenance and upgrade costs. Additionally, the subscription-based pricing model allows businesses to pay for the services they need, often resulting in a more scalable and flexible cost structure compared to on-site solutions.

In cloud systems, records, including payroll records and other essential data that help manage employee salary calculations, are securely stored and managed in virtual environments. Cloud platforms offer scalable storage solutions, ensuring data accessibility, reliability, and the ability to adapt to changing business needs. This results in improved efficiency, data security, and streamlined processes for payroll management.

Cloud payroll systems contribute significantly to compliance by automatically managing various aspects of payroll, including minimum wage adherence and the administration of government-mandated employee benefits, including the Department of Labor and Employment (DOLE) compliance, among others.

Additionally, cloud payroll systems facilitate accurate computations of income tax collections to the Bureau of Internal Revenue (BIR). The automated features of cloud payroll reduce the likelihood of errors, enhance transparency, and provide an audit trail, contributing to overall regulatory compliance.

Yes, cloud payroll systems play a crucial role in computing the final withholding taxes for businesses. They automate the calculation of income taxes withheld from employees’ salaries, ensuring accuracy and compliance with tax regulations. In addition, cloud payroll platforms streamline the complex process of income tax calculation, taking into account various factors such as exemptions and deductions, and provide a reliable and efficient method for withholding the correct amount of personal income tax from employees’ wages.

To ensure compliance with the Philippine Labor Code using HR and cloud software, it’s essential to consider key factors. First, the system should accurately handle the computation of an employee’s monthly salary, incorporating all relevant components such as basic pay, allowances, and deductions in accordance with labor regulations.

Second, if you engage a payroll processing company, ensure they are knowledgeable about and adhere to the Philippine Labor Code. Verify that their processes align with legal requirements for payroll management, including tax deductions and mandatory benefits.

Lastly, when collecting employee data through HR and cloud software, prioritize the security and privacy of personal information. Implement data protection measures to comply with the Data Privacy Act of 2012, a crucial aspect of adhering to labor laws. Regularly update your systems to stay current with any changes in labor regulations that may impact how you do payroll in the Philippines.

Yes. Usually, foreign companies with operations and employees in the Philippines can still avail of local HR and payroll systems. In this case, the foreign company usually outsources its payroll to a local payroll processing firm.

Yes, reputable cloud payroll software providers prioritize the security of their platforms. They implement advanced encryption protocols to protect sensitive data, including employee information, financial records, and tax details. Additionally, secure access controls and authentication mechanisms ensure that only authorized personnel can access and manage payroll data.

Regular security audits, updates, and compliance with industry standards contribute to the overall security of cloud payroll software. It’s crucial to choose a trusted provider with a track record of data security and to follow best practices, such as using strong passwords and enabling two-factor authentication.

Cloud-based HR and payroll systems typically utilize secure and scalable servers hosted in data centers. These servers are designed to handle the processing and storage requirements of HR and payroll applications. Providers often use a combination of physical and virtual servers to ensure reliability and performance.

Moreover, many cloud-based systems leverage a distributed architecture, utilizing multiple servers across different geographic locations. This not only enhances performance but also provides redundancy and resilience, ensuring that the services remain available even in the event of hardware failures or other issues.

It’s important to note that the specific server infrastructure may vary between providers, but the emphasis is always on delivering a secure, reliable, and scalable environment for HR and payroll functions in the cloud.

Absolutely. With cloud software, you usually have the flexibility to enroll multiple companies, making it an ideal solution for businesses with multiple subsidiaries or divisions. You can manage all your HR needs for each company under one account, streamlining your HR processes and reducing complexity.

Yes, cloud software is usually flexible and allows for integration with a wide range of third-party solutions. Integration capabilities are often facilitated through APIs (Application Programming Interfaces) that enable seamless communication between different software applications. This means you can integrate cloud software with other tools such as timekeeping application, accounting software, or any other applications that support the necessary integration protocols.

The ability to integrate cloud software with other solutions enhances the overall efficiency of your business processes by ensuring smooth data flow and reducing the need for manual data entry. Before initiating any integration, it’s advisable to check the documentation provided by your cloud software provider to understand the available integration options and any specific requirements.

No, cloud systems typically require an internet connection for full functionality. Cloud-based applications and services rely on real-time access to data stored on remote servers. However, some cloud applications offer limited offline capabilities, allowing users to work with locally cached data when an internet connection is unavailable.

It’s essential to check the specific features and offline capabilities of the cloud system you are using. In situations where offline access is crucial, consider hybrid solutions or applications that offer offline modes for certain functionalities. Keep in mind that while offline, users might have restricted access to the most up-to-date information until they can reconnect to the internet and sync their data with the cloud.

Yes, most cloud systems are programmed to follow labor law guidelines on salary computation, which include but are not limited to night differential computation, holiday pay computation, and overtime pay computation. In addition, they also automatically compute contributions to the Social Security System (SSS), Philippine Health Insurance Corporation (PhilHealth), Home Development Mutual Fund (Pag-IBIG), and withholding taxes.

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