Note: Descriptions are shown in the official language in which they were submitted.
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Apparatus and Method for Automated Employment Support Services
The Automated Employment Support Services system was disclosed to the
U.S. Patent and Trademark Office on April 26, 1999 as "Apparatus and Method
for
Automated Employment Support Services," serial number 60/131,039. Priority is
claimed to that filing date.
Background
The temporary staffing industry has been growing at a double-digit rate in the
United States for several years. As of 1999, the American Staffing Association
estimates that its members operated 13,000 offices in the 50 states, the
District of
Columbia and Puerto Rico. Growth of the industry is driven by employer need
for
increased manpower flexibility in the global market place, and by the
increasing
scarcity and high mobility of workers having desired skills and experience.
Locating, hiring and retaining such workers is an ever-growing expense for
employers. As is common in a free marketplace, employers will contract out
work
when it is more efficient for them to do so rather than performing the work in-
house.
The temporary staffing industry allows employers to obtain workers for jobs
that are
not permanent or too costly in terms of benefits. This is especially true for
industrial
type jobs that are short term. For example, the construction industry has a
continual
need for workers to support trade workers on job sites. Such workers perform
the
tasks of unloading materials, digging trenches and cleaning the workplace of
scrap
material. The need of these workers varies day to day depending on delivery
schedules and weather. Trade workers themselves are often supplemented at
times
during the construction schedule to maintain or catch up according to the
schedule.
To eliminate unnecessary overhead and maintain competitive costing, many
employers look to temporary employment agencies to provide temporary workers.
The industrial segment of the temporary staffing business accounts for
approximately
35% of the total temporary staffing wages. For the industrial segment, the
temporary
staffing industry has unique benefits. It provides neighborhood-based
clearinghouses
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for day-to-day work opportunities geared to specific skills and experience.
Workers
visit the local labor hall on a daily basis for job assignments with any of
several
potential employers.
Once a worker has his/her application information on file and begins to build
a
reputation for being a reliable worker, the temporary staffing company becomes
the
equivalent of a permanent job with a reliable, caring employer. The labor hall
provides transportation to and from the labor hall from pickup points within
residential neighborhoods, gives the worker a job assignment for the day, and
then
takes the worker to the job site. At the end of the day, workers return to the
labor hall
with a pay slip issued and signed by the employer. The temporary staffing
agency
issues a paycheck, voucher or other pay authorization vehicle. The day workers
take
their pay and go to a check cashing service that exchanges the pay vehicle for
cash for
a service charge.
The labor halls, also known as dispatch centers, match the needs of employers
looking for temporary workers with workers having specified skills and
experience.
Many workers favor a certain hall and start receiving assignments that are
longer term
than one day giving the temporary worker more stability and generally better
wages.
The temporary staffing agency must maintain processes to locate and solicit
jobs for the workers, and to locate and solicit workers for the jobs. The
agency must
also maintain all of the back office procedures and records to interview each
temporary worker for experience and skills, past employment history and
certain
personal history. For certain jobs, the agency provides training to the
workers and
reviews performance to ensure the employer's job requirements are being
served.
Work hours and pay record accounting must be maintained with proper deductions
for
taxes and the agency's fee. Multiple systems, software packages, sets of
records and
other management techniques are used to serve the business functions required
as a
normal course of doing business.
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Temporary workers also are affected by the inefficiencies of the current
system. The employ must travel to the work hall to apply initially, as well as
each day
to get assignments. Then the employee must travel to the work assignment to
begin
being paid. At the end of the workday, the temporary employee must travel
again
back to the work hall, wait in line to turn in the work assignment slip and
have a
check issued. The check is then oftentimes cashed at yet another location
before the
employee can go home. To get paid for eight hours of work may require a 12-
hour
commitment from the employee.
The basic daily industrial staffing process includes the temporary employee,
the support staff working for the labor hall and the support staff of the
employer
looking for temporary employees. The following is typical of an ordinary day
interacting with a temporary staffing company without the benefit of the
inventive
system.
Support staff for both the labor hall and the client/employer begin well
before
the shift start identifying and finalizing service applications (requests for
temporary
labor) generated through sales persons, phone and fax. This effort continues
throughout the day. Temporary employees begin arnving at the labor hall either
on
their own or by transportation from prearranged locations provided by the
labor hall.
Temporary employees already in the system are assigned day work and
transported to
the work site.
New/prospective employees begin a paper pre-application, including
completion and signing of employment forms. The paperwork for these employees
must be processed, and necessary checks, including work history, security,
etc. can
take up to two days for completion, processing, and review. During this time,
the
employee can be interviewed and, as certain parts of the initial process are
completed,
training for potential work can begin.
Once the initial process is completed and the employee is accepted for
temporary work, the employee is told to report to the labor hall to be
assigned work.
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Employees wait at the labor hall to determine availability of work. The
dispatcher (staffing company) receives work orders from employers and
maintains a
physical dispatch board through which temporary workers are assigned jobs as
they
show up and/or by client preference. Assignments must be matched by the
dispatcher
to available day workers based on their skills, abilities, experience, and
training.
Once the worker is informed of and accepts the work assignment, the day worker
receives a work slip identifying him/her, the job and location. Finally, the
day worker
is ready to travel to the work site.
For some temporary employees with sufficient experience at the labor hall,
contact with the dispatcher may occur by telephone, and travel to the work
site may
occur without going to the labor hall first. Then, other arrangements must be
made to
get the worker a work slip. The worker is not obligated to accept the job
offered by
the dispatcher, and may opt to wait for a better job assignment or decline
work for the
day.
Once at the job site, the worker logs/signs in with employer. The worker
shows the work slip to the client supervisor or other authorized client
representative,
clock's in, and begins work. Either the client or the worker may retain the
work slip
during the day. The clock-in process is controlled by the employer with no way
to
verify accuracy for billing and payment, other than through word of driver
and/or
temp employees. Work, usually under supervision of the employer, finally
begins.
However, the staffing company may contract for both labor and supervision of
crew
operations.
At the end of the day, the employer determines credit for hours worked. The
worker clocks out with the employer and the hours worked are noted on work
slip.
The slip is signed by an authorized supervisor or another authorized agent of
the client
and is returned to worker for submission to staffing company. The client may
make
notes on the slip about the employee regarding performance, desire to have the
worker
again or not , skill demonstrated, etc. If the slip is not signed, or is
signed by an
unauthorized agent of the client, the client may refuse to pay.
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The worker carnes the signed slip back to staffing company and submits it to
the dispatcher as basis for computation of daily pay. The worker must then
wait for
the staffing company to issue a check. The dispatcher must carefully review
the work
slip to assure its genuineness, including a properly authorized signature and
verifying
the correctness of hours worked. Paper slips provide opportunity for
falsification/forgery by the temporary employee and the employer, and both
must
know all paperwork will be carefully checked.
Once the work slip is verified and entered into the staffing company's system,
pay is calculated and a paycheck is issued to the worker. The issued check is
complete with a stub reflecting deductions for taxes, FICA, Medicare, travel
and other
additions or deductions as are appropriate to situation. The check is
physically
handed to worker by the dispatcher or staff. If the worker requests direct
deposit of
the pay, a receipt is issued. Throughout this process, workers must wait their
turn to
turn in signed work slips, have information checked and entered to the
computer and
receive their checks. This can take a significant amount of time particularly
at peak
demand or processing times.
The worker carries the issued check to bank for deposit or cash, or to another
check-cashing venue such as a convenience store to receive cash. The check
cashing
facility charges the worker a transaction fee which is usually a minimum of
$1, and
can be 2.5% of the check amount or more.
Finally, the staffing company bills client, generally weekly, for hours worked
by all employees. The staffing company provides an itemized list of hours
reported
to the dispatcher on signed work slips according to pre-agreed rates for
workers of
different skill and experience levels. The rates billed reflect wages paid to
workers,
related employer costs such as social security, appropriate Worker's
Compensation
based on employer business, type of work, other billable costs and the
staffing
company margin. The client receives the bill, verifies it against their
records and
issues a check to the staffing company. If there are discrepancies, they must
be
resolved by the support employees.
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Some time saving solutions have been introduced to address this burdensome
system. There are cash dispensing and minimal employment services kiosks in
use.
. To date, however, none provides multiple, interrelated employment support
functions
using both the information storage and processing capabilities of a smart card
and the
S capabilities of Internet-based eCommerce. Some check cashing machines use
pin
numbers and facial biometrics to authenticate identity, and are linked to a
central
database system only for check-cashing authorization purposes of cash payroll,
government or personal checks. The check cashing is available with a magnetic
strip
card containing a pin number even when they do not have a bank account or
photo ID
with them at the time. Machines are located primarily in bank lobbies, grocery
stores
and similar locations where the machine host (e.g., the bank) benefits from
the
reduction of time, cost of check cashing services and from transaction fees
and
customer convenience.
Citibank enables setup of a payroll account for a company at a bank. The
client company (employer) deposits total payroll, which is then distributed by
the
bank to individual, employee ATM-accessible accounts according to dollar
amount
instructions provided by the company. Fees are charged to the company for set
up
and loading of the employee accounts, and transaction fees are charged for
each
transaction when an employee uses a magnetic-stripe ATM card to withdraw cash
from the account or transfers money in the account elsewhere. The employee may
be
charged an additional fee if the ATM used is not one operated by the bank with
which
the accounts are located. The accounts do not have other banking privileges
such as
checking.
The Swiss-based staffing firm ADECCO uses kiosks with a touch screen user
interface as recruiting devices to find employees. Their kiosks are located in
various
U.S. shopping malls and the recruiting is aimed to a general audience of
passersby.
Visitors can use the touch screen to find out about job opportunities and.
complete a
simple application. Similarly, Wal-Mart, Home Depot and others are utilizing
in-
store kiosk/PC workstations similar to the ADECCO system to solicit and accept
generic employment applications. These workstations perform no payroll or cash
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dispensing functions, or other employment services functions. Applications are
forwarded to a central computer with follow-up by staff. Applicants must wait
for
staff to contact them with further information regarding employment.
Current business practices in the temporary staffing industry and in general
business recruitment and hiring have weaknesses that create losses due to
oversight
and fraudulent claims. Errors recording and translating data from one system
to the
next, lost paperwork and forgotten or ignored tasks are inherent to paper-
based
systems. Altered time sheets and false claims of lost checks are problems
associated
with the transient nature of temporary employment. The general business tasks
currently employed are labor-intensive increasing business overhead.
Temporary or transient worker are generally issued paper checks for pay, often
on a daily basis. Traditional paper checks are expensive to process. Up to a
dozen
people handle each paper check, which are then transported from retailers'
banks to
U.S. Federal Reserve banks and ultimately to consumers' banks for payment.
This
labor-intensive and time-consuming process costs the United States about $181
billion
a year, according to a Wall Street Journal article. A recent article in the
St. Petersburg
Times (Wednesday, October 27, 1999) indicated that, considering all entities
involved
in the process, it costs about $0.19 to process an electronic transaction as
contrasted to
$2.37 for a paper check. These costs are borne by the employee, who can least
afford
it, and by the employer.
The present invention solves these problems with an efficient integrated
system providing automated employment support services.
Summary
The present invention provides an integrated employment services system
allowing an employment staffing company or a human resource department to
provide
a predetermine set of services that are configurable and selectable within the
system
according to the needs of and costs/benefits to the provider, to the employee
and to the
employer. The novel system provides efficient and secure communication and
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exchange of data between and services to the agency, the employee and the
employer
needing employees.
Brief Description of the Drawings
Figure 1 illustrates one configuration of the employment support services
system.
Figure 2 illustrates one kiosk path a user may experience.
Figure 3 is an exemplary flow chart of a user experience at a kiosk.
Figure 4 is an example of a welcoming screen at a kiosk.
Figure 5 illustrates the simplicity of using an employment support services
system kiosk.
Figures 6 and 7 illustrate screens viewed by the user to guide the user during
use of the kiosk.
Figure 8 illustrates a screen that solicits information from a kiosk user.
Figure 9 illustrates a selection screen presented at a kiosk .
Figure 10 illustrates a marketing screen presented at a kiosk.
Detailed Description of the Invention
The inventive system that provides automated employment support services
(ESS) is made up of an interactive kiosk, ATM-compatible cash-dispensing
hardware,
and related computers and software. These combine with mufti-function employee
smart-cards, the Internet, and other communication links to automate daily
payroll
processing including direct cash pay, employment application and testing, and
other
human resource management functions. The inventive system enables staffing
companies and employers to better attract, serve and retain both temporary
employees
and client-employers resulting in increased efficiency of both their own and
client-
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employer operations. This increases revenue through reduced operating costs
and
licensing, leasing and transaction fees.
Kiosk-based functions are accomplished through interaction with employee
smart cards and with the ESS website and central computer, and/or with the
computers of staffing companies, employers, financial institutions and others.
For
example, after the number of hours worked in a day is loaded to a temporary
employee's smart card, the employee may proceed directly to a ESS kiosk to
receive
cash for his/her day's work. '
Alternatives to kiosks, or in addition to the kiosk, are computer terminals
available at labor halls, employer's place of business and employee homes with
access
to the Internet. Once authorized, an employer or employee can load or download
software to perform system activities. Even without software, persons with
access to
the Internet can go to the staffing company website and perform the functions
described below.
Whereas this application focuses on industrial temporary staffing, the
Automated Employment Support Services (ESS) system can be adapted to
profitably
serve diverse human resource management markets worldwide. The system's
recruiting, employment application and testing capabilities have widespread
adaptability, including the entire staffing/employee leasing industry, private
employers, sources of payroll and other employment support services, and
government agencies/programs.
The industrial temporary staffing industry is used as an exemplary model for
describing the best mode of the invention because it has characteristics that
the
inventive system easily serves. Among these characteristics are the cash-based
lifestyle of its workers and multiple operating units (labor halls) serving
identifiable
geographic areas. The staffing industry includes inefficiencies, costs and
problems
associated with paper-based systems of daily work assignment, reporting of
hours and
pay that the ESS system efficiently addresses. In addition, there is no
apparent barner
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to smart-card acceptance and use by temporary industrial employees, since they
have
incentive to receive daily pay without travel to a remote check-cashing venue.
Temporary industrial staffing is rapidly growing and represents about 35% of
the wages paid by the industry. From 1992 to 1995, temporary help employment
grew at a rate of 17 percent. Since 1995, growth has slowed to a still healthy
annual
rate of 9 percent. In 1998, temporary help receipts increased 16.6 percent to
$58.7
billion. It was the industry's seventh straight year of double-digit growth.
Driven by
the challenge of keeping up with business demand, staffing firms are
increasingly
turning to historically underused sources of labor. Recruiting efforts
extended to
populations such as retirees and individuals transitioning from welfare to
work.
Marketing and deployment of a basic direct pay and recruitment fimctions
system in the industrial staffing industry can generate immediate revenues
because
each unit sets in motion a monthly flow of cash, particularly from transaction
fees,
that can continue for the life of the machine. There is also substantial fee
income
other than from transaction fees, particularly from fimctions relating to
recruiting and
application processing/testing. Each kiosk may be wholly owned immediately
from
its initial purchase, or time purchased or leased separate from the remaining
system.
There are many entities controlling multiple staffing locations in the
staffing industry
representing high potential for mufti-unit sales.
As shown in Figure 1, the ESS system embodies an interactive touch-screen
kiosk with ATM-compatible cash-dispensing hardware and related computers and
software. These combine with mufti-fimction employee smart-cards, the Internet
and
other communication links to perform a potentially very broad range of
interrelated
employment support and personnel administration fiinctions. Functions are
accomplished both through the kiosk's interaction with employee smart cards,
and
through their combined interaction over communication channels and the
Internet
with a ESS central computer and/or with the computers and systems of
employers,
financial institutions and other organizations. Smart card security and
interaction with
the system is protected by a P.LN (Personal Identification Number) and/or
biometric
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identification. Authorization of input to the system, for example, entering
the number
of hours worked, or results of payroll calculations on an employee's smart
card, may
also utilize biometric identification to affirm the identity of the employer
or staffing
company representative entering the data.
System hardware is made up primarily of off the-shelf components. The cost
of an individual unit may vary, since not all components of the remote kiosk
need
necessarily be deployed at a site depending upon the number and nature of
system
functions to be accessed at that site.
Smart cards constitute the preferred access and interaction key to the ESS
system kiosks and other remote system access points. Smart cards are credit-
card-size
plastic cards with embedded microchip processors. These chips can store about
32
kilobytes of information, or about 100 times the data contained on a single
magnetic
stripe card, and have the capability of processing that information. Along
with storing
electronic fiends, smart cards also incorporate databases and security
devices. They
are much less vulnerable to counterfeiting than magnetic stripe cards now
available.
Smart cards also can serve as vehicles for loyalty programs, store medical
histories,
and serve as access devices to buildings and other facilities.
Figure 1 further illustrates the multiple types of communication links
available
to remote pieces of the ESS system. Telephone lines connecting modems,
broadband
communication links, wireless communication and the like are all potential
methods
of linking the system together. In some cases, it may be desirable to have
redundant
communication links as a backup to the preferred communication link. It is not
necessary to include all types of links at each piece of the system, as is
shown by
some of the remote links not including wireless links. Even the central
computer need
not have full communication capability. This is the decision of the system
operator.
The communication protocol or standard of a particular link is determined by
the off
the-shelf hardware and associated used. Since there are all levels of
reliability and
security available in current hardware and software, the hardware and software
actually used can be dynamic and change as better and less expensive choices
become
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available. All that is necessary is that the communication link be as reliable
and
secure as is currently available in current e-commerce transactions, such as e-
banking.
The kiosk can also be a point of entry for employers through smart card access
allowing a full range of ESS functions. Accessory ports may be included on the
kiosk
allowing smart card writers, printers, biometric readers and computers to be
integrated
and connected to the ESS system. Such employer-type connection is available
directly from a computer, for example via a modem and telephone line
connection,
but the addition of the ports on the kiosk adds to the configuration
capabilities of the
kiosk. The added capability may be indispensable if limited phone lines are
available,
or if there is a hardware failure on a computer.
The kiosk/system is capable of providing or enhancing many employment
support functions. These functions are selectable depending on the client's
needs.
Direct cash pay may be included at any kiosk. The kiosk functionality can also
include other automated payroll functions such as payroll deductions and
providing
summary printouts. These payroll functions can be incorporated via a
communications link with the central computer, or via the smart card by using
the
storage capability to store the information for access at a kiosk. Through
information
stored on the smart card and verification of the user, information can be
retrieved from
the central computer into the kiosk to provide desired services for the person
using the
kiosk. General automatic teller services and access to other electronic
banking,
Internet and related services may also be incorporated via a communications
link.
Targeted recruitment of employees for particular jobs is provided through the
touch screen menu, and can including advertising screens to draw the attention
of
passersby and users. The menu can include current listings of some or all
available
jobs that are searchable by type, skills, experience, employer and a variety
of other
parameters. If no particular job is found, but a person wants to be considered
for
future postings, a pre-application can be completed which lists interests,
skills,
education, limitations, etc. If someone finds a job that interests them, they
may
complete an application and submit it for consideration for that job or
related jobs. In
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either case, the system will process the pre-application or application, log
it and report
it accordingly for consideration.
Once a person is identified as qualified for a type of work, the person may
directly access available job assignments of that type and indicate
availability and
order preference for any of the jobs desired. The system can then either
automatically
identify and assign a particular job or notify a work dispatcher for work
assignment.
Either way, the person can wait for the assignment and accept or deny the
assignment.
If the person denies the assignment, the system or dispatcher can then make
another
assignment or indicate no further assignments will be offered at that time. If
the
person refuses one or more assignments made automatically by the ESS system,
the
system can then alert the dispatcher. The dispatcher can then review the
assignments
and personal history of the person and make another assignment, decide not to
make a
fiuther assignment at that time, or contact (i.e., telephone or send an email-
type
message) the person to determine if there is a job that the person will
accept.
Once an assignment is accepted, the system, through its touch screen kiosks,
informs the new employee of the next step. The system can arrange
transportation if
needed, give directions and reporting information, provide needed printed
materials or
confirm where to send such materials, schedule training and training
locations,
provide limited training, and provide any other information or communication
necessary for that particular job. Needed printed materials can be work rules,
safety
requirements, employee benefit information and administration forms, client
employment foams, security information, and the like.
The kiosk can also provide other services to a person once authorized to enter
the system. Submission of electronic foams for benefits and requests for
services are
available if the kiosk is so configured. Internet access may be made
available. The
kiosk may even be configured with a digital camera to perform video
conferencing or
interviewing if desired. The services may also be provided for the
employer/client to
provide remote entry points into the ESS system to get reports and enter
information
as needed. Signature hardware can be provided as desired at a kiosk, generally
in a
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more secure location such as the labor hall or employer. A biometric
identification
can also be matched to the person and to the signature. If an actual signature
is
required, the biometric reader can authenticate the identity of the person and
authorize
the use of the stored signature as needed.
All of the above functionality may be provided at the desires of the kiosk
provider/system operator and employer/client. Each of the functions can be
provided
as a complementary service or may be provided at a fee to the user, to the
client or to
both.
Kiosk hardware may be comprised of off the-shelf components, including a
multimedia-ATM machine, computer with monitor, smart card reader/writer,
scanner
recognition system (biometric security), card printer, signature recorder and
system
software. Not all kiosk components necessarily need to be deployed at a site.
One
workstation may involve only the cash-dispensing hardware and related smart
card or
magnetic strip card interactive components. Another may involve full touch-
screen
interaction with ESS website interactive employment application processing,
information, training, and other aspects of the system including full ATM
banking
functionality.
For remote access, it is preferred that the smart card be the key for using
the
ESS system because of the storage capacity and security provided. Figure 2
illustrates
the functionality allowed the system by using a smart card from the employee's
perspective. The smart card stores in its memory security information allowing
access
to the system. The security may be increased by storing biometric information
in the
system or on the card itself to verify the user's identity as authentic and
authorized.
For example, a fingerprint, eye retina scan or other identification proof
previously
stored can be compared to actual readings taken by biometric devices at a
kiosk, at an
employer and/or at the labor hall.
Once access is attained to the ESS system, the user can determine available
jobs, benefit information, enter medical claims, and any other service
provided. At a
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work site, the employee can clock in and out as needed during the day and
hours
automatically are tabulated. At the end of the day, the amount owed the worker
can
be automatically written to the smart card when clocking out. If the kiosk
includes
ATM capabilities, cash withdrawal may be made against the value on the card.
All
S transactional information, past job history, qualifications and limitations
may be
stored on the smart card for access and evaluation by the system. Similar
and/or
corresponding access and functionality is available by the employer using the
system
via a smart card. All information can be immediately sent to the central
computer for
overall system management, storage, verification, billing, profile update, and
any
other desired fimction.
The ESS system provides a staffing company cost reduction and efficiency
improvement through replacement of paychecks, work assignment slips, hours-
worked documentation, and other business paper with electronic records and
transactions that greatly reduce errors, tampering and physical loss. Printed
copies are
provided as a courtesy, but are not required. The efficiency of the system
generates
savings thereby increasing profit. The system also generates transaction and
processing fees adding a new source of profit. Currently, check cashing by
staffing
companies is believed to be too risky without an ATM machine.
In general, the system provides the following advantages to a staffing
company's business: simplification, time savings and cost savings relating to
recruitment, training, work assignment, record-keeping, payroll
administration,
handling of checks, postage, benefits administration, and other aspects of
human
resource management resulting in decreased overhead and additional sources of
revenue. This list of advantages is also applicable to employers looking for
employees, because much of what the staffing company does is at the direction
of and
done in place of the employer.
For employees using the ESS system, the system provides the following
advantages: rapid, no-hassle pay by check or cash, electronic funds transfer,
concurrent and fast access to information about work opportunities, work
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assignments, information and training, and optional use as a fully functional
ATM.
In some respects, the system may effectively become a shared computer for
employees through which they can participate in on-line electronic banking,
and have
access to on-line web-based employment-related services, information, and
training.
The transaction process fees workers pay are more than offset by substantial
reduction
of time, travel, and cost required to obtain information and cash pay for work
performed.
In addition to the benefits noted above for employees, employers and staffing
companies, all of these groups gain from the significant reduction of problems
and
related costs and disputes caused by paper-based work assignment, and
reporting of
hours worked as the basis for employee pay and client billing. The
minimization of
errors, fraud opportunities and keeping track of the paper, in combination
with
authentication of records on the smart card and in employers and staffing
company
database, reduces these problems greatly. Further, it makes resolution of
problems
relatively easy.
The ESS system provides to the client/employer one or more kiosks and
needed software and hardware configured to the client's feature requests and
requirements. Back room software, that is software to calculate pay, deduct
transaction fee, etc., may be included with the system or provided by the
employer.
This software may run on the client's computer or from the kiosk. If from the
kiosk,
the backroom software may be controlled by a computer storing the data and
accessing kiosk functionality via a port. If the employer provides their own
back
room software, the system will accept information in a preformatted manner
from an
ASCII file, from an Access type database, from an ACH downloadable file or
from
other common data standards. This allows the client to purchase only those
features
needed and minimally impacts the implementation of the ESS system into the
client's
existing system.
The kiosk will provide instructions for kiosk and card use by visual steps, in
writing through the video screen/touch screen, and through audio. Through
these
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means even workers who cannot read should quickly be able to use the machine
without difficulty.
Through PIN protection and/or biometric verification, a found or stolen card
will be of no value to other than the assigned worker. If a card owner is
coerced by
others to give his/her card and PIN, the amount available for withdrawal can
be
limited to the balance on the card or less if the owner of the card so
chooses. Software
on the card chips will be encrypted to reduce or eliminate potential for
hacking.
Ability to input hours-worked and payroll infonmation can be protected by
biometric
identification of the person inputting the data thereby limiting such
authorization of
input to a few selected employer and/or staffing company personnel.
Kiosks may hold a substantial amount of cash immediately after servicing by
an armored car company. Cash-dispensing hardware utilized will be obtained
from
established ATM manufacturers, and will contain their built-in anti-theft and
break-in
features. Most machines will be connected by a dedicated phone line to the
staffing
company's and/or the user's central computer providing immediate notification
of any
interruption of the connection, inappropriate tampering with the machine, or
any
attempt to withdraw an amount inconsistent with the machine's intended or
normal
function. Machines will be installed in such a way as to significantly reduce
their
potential for removal, e.g., bolted to the floor or to a concrete slab
installed for that
purpose. Machine theft and contents loss will be covered by insurance.
Figure 3 illustrates one possible experience for a user of an EES system
kiosk.
In step 300 the user, a potential employee, sees the screen of the kiosk
displaying
recruiting and/or marketing information that attracts his attention. Upon
closer
inspection and selection of touch screen prompts, the user sees marketing
information
for related products, services and employers in step 305. If a marketing
banner or
advertisement interests the user, the user can touch it on the screen to get
more
information.
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Upon finding a particular job or employer that interests the user, an
application
for the particular job or employer is presented for completion in step 310. In
step 31 S,
the potential employee is given a skills test, perhaps a key entry test on the
kiosk
keyboard. Once this is completed, the potential employee is informed of
confidentiality of information and the security used to protect his privacy,
and
prompted to enter information to perform necessary security checks, credit
checks and
past employment information in step 320. The employee is then informed where
to
bring proof of the information provided for verification. This is checked in
person at
a final interview. Whereas the ESS system provides efficiency beyond any
previously
known system, there will likely always be the need for meeting a person before
employing them.
Once the user is given a job, he can be given information regarding employee
identification in step 325, benefits in step 330, orientation in step 335 and
training in
step 340. Steps 325 to 335 can be accomplished in person if necessary, or by
referral
back to a kiosk for any of them. If referred to a kiosk for all but receiving
employee
identification, the employee enters his employee number or inserts his smart
card
holding his number, and is prompted for his PIN number and/or instructed to
authenticate his identity through a biometric scan. Once identity is
confirmed, the
new employee is prompted through benefits in step 330, orientation in step 335
and
training in step 340.
In step 345, the new employee is given his job assignment, schedule and
reporting information. At the reporting time, the employee uses the smart card
to
record his arnval time in step 350. As instructed in orientation step 335, the
new
employee inserts his smart card to clock in and out at the appropriate time.
This
information is automatically reported to payroll in step 355, which calculates
wages
earned, necessary deductions and issues a paycheck, a direct deposit, or
credits the
smart card with pay credit as desired by the employee.
Over time, the employee periodically checks the kiosk and is informed of new
assignments and schedules in step 360 as determined by the employer, and
informed
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of new policies, training and other employee/employer information, back in
steps 335
and 340. The employee continues to use the smart card to clock in and out to
record
time for pay as in step 355. If pay credit is issued to the smart card, the
employee can
access a kiosk with ATM capabilities at any time and receive all or part of
the credited
pay in cash as determined by the employee and/or the employer. There may be a
limit
to the amount of cash distributed in any given time period as a security
measure. The
employee may also use a kiosk or a non-system ATM to access any direct deposit
funds.
As is foreseeable from the above steps, it may be necessary for there to be a
delay between one or more of these steps that requires the employee to exit
the ESS
system, and access it again at a later time. This is done as is described in
the
illustration above. Also, a magnetic strip card could replace the smart card,
and
information normally stored on the smart card could be stored in the ESS
system
central computer and accessed as needed. In the above steps, when the smart
card or
magnetic strip card is to be read from or written to in order to update
information,
such as when clocking in, clocking out or an employer adding value,
alternative
devices can be used. Such devices could be a hand-held, portable device with a
card
reader/writer, or a laptop computer with a card reader/writer peripheral.
The following discussion illustrates possible screens and information a kiosk
user may experience with the ESS system. Figure 4 illustrates one possible
introduction screen a user may see upon approaching an interactive kiosk. The
word
'Employer' can be substituted for any business name and the emblem may be
substituted for the business's emblem or trademark. Because the instructions
direct
problems to a user, this display would be presented at a kiosk where an
administrator
is available, such as at a labor hall. Other graphics and advertisement can be
added as
desired by the system operator.
Kiosks may have two screens, one for instructions such as standard ATM
activities, and the other an interactive touch screen that provides
communication to
and visual aids for the ESS system. Audio instructions may also be provided to
help
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navigate through any process. Figure 5 determines if the user is a potential
employee
or a potential employer/client. Figure 5 also illustrates the ease with which
users may
navigate through the ESS system. Figures 6 and 7 show progressive video aids
that
have numbers illuminating steps through a particular process or choices from a
selection list. As steps to a process are listed and explained, the
corresponding step
number is illuminated or flashes. Pressing it may provide additional
information. If
the numbers represent choices, then pressing one of them makes the users
selection
known to the system.
Figure 8 illustrates the welcoming screen to a user after selecting that they
are
looking for employment as shown in figure 5. Figure 9 exemplifies a personal
information screen that a user completes during the application process. It
gathers
general and specific information needed to secure employment. The 'buttons'
are
touch screen locations leading to fiuther screens with corresponding
directions and
information.
Figure 10 illustrates one possible job advertisement a user may see at various
locations through the kiosk experience. It may be the ad that draws the user's
attention, or it may be displayed in response to an entry from the user
identifying
possible relevance. This also exemplifies the flexibility of the ESS system,
and the
systems simplicity and user fi-iendliness.
Referring back to Figure 1, a central computer system is the overseer of ESS
system operations. With the advance of computer technology, there is
sufficient
computing power in a personal computer to operate the system. This allows more
flexibility because a desktop or laptop computer is easily located in any
office space.
The communications network is made up of off the-shelf components and may be
no
more than a Digital Service Line (DSL) that plugs directly into the computer.
Remote
locations, whether they be kiosks or employer/client computers authorized to
access
the system simply connect to the DSL line through the provider.
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The central computer may be secured by any security method, including the
use of a password, a smart card reader, a biometric reader or a combination
thereof.
This ensures that the system access is restricted to authorized users. The
user may be
fiwther required to supply additional passwords or encryption keys to access
highly
sensitive and confidential information stored in the system. Access to the
entire
system may require encryption keys if desired.
The reason for such flexibility and access control is the database the central
computer maintains. As described above, employee information stored in the
central
database ranges from name and address, to financial information, to employment
history, to medical information. Clientlemployer information is also sensitive
and
includes financial information and potential trade secrets of the client. The
central
computer maintains a complete audit trail of all smart card and database
operations in
a format that cannot be modified. This prevents hiding any unauthorized use by
authorized or unauthorized users.
Smart cards also maintain and utilize encryption keys to protect read/write
data and fimctions. A complete audit trail is maintained on the smart card
that is
accessible and comparable to the audit from the central computer. The
comparison is
done at the kiosk. If improper use or activities are detected, the smart card
and user
access can be deactivated. If this happens the user is directed to contact the
system
administrator. The smart card may also be configured with an expiration date
to
prevent fraudulent use of lost or stolen cards. The expiration date may also
prevent
unauthorized use of certain features that should not be accessible after
termination.
Furthermore, the smart card identifies and notifies the employee of material
that
should be accessed while preventing other employees without authorization
access to
that material.
To the extent possible, a magnetic strip card provides the same functionality,
but the central computer maintains storage instead of storing information on
the card.
Functionality is provided by accessing the database on the central computer
over the
communication link. Requests are transmitted from a kiosk to the central
computer,
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and the central computer can process the entire request and transmit the
results back to
the kiosk for display. Alternatively, once the central computer receives a
request from
a kiosk, needed information can be transmitted back and forth between the
kiosk and
central computer to provide functionality to the user with processing of the
information occurnng in the kiosk. This allows offloading of central computer
processor demand to the kiosk as desired or needed.
The kiosk also maintains an audit trail of all use it services in non-volatile
memory. It may download a smart card audit trail for comparison with a smart
card
audit as needed. The kiosk may also download and maintain a list of lost,
stolen,
deactivated or otherwise unauthorized smart cards from the central computer.
The
kiosk accesses authorization status for a user when use is initiated to
maintain system
security. The kiosk may have separate controllers for the ATM functions and
for the
ESS system functions. This provides an added measure of security for
separating
authorized levels of use. It also provides added reliability in that the
failure of one
subsystem does not necessarily affect the other system.
The kiosk may also provide payroll functions if the kiosk is offline from the
ESS system. Because any or all of the employee's information can be stored on
their
personal smart card, identification of the employee and the value of pay
earned may
be verified independent of the central computer. If a cash withdraw is made
against
the value of stored on the smart card, the updated information is stored on
the smart
card, and also may be stored in the kiosk database. When and if communication
is
established between the offline kiosk and the central computer, any use of the
kiosk is
transmitted to the central computer for processing and updating the central
computer
database. It is also possible for other requests to be made at an offline
kiosk and
transmitted to the central computer for processing and reporting to the
requestor at a
later date at the same or another kiosk. Such requests can be for benefits,
future
employment opportunities, or any other of the employment fimctions supported
in the
system.
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The kiosk may be one that is always offline. In this case, the smart card is
updated and will not allow a withdrawal beyond the value on the smart card. If
and
when the smart card is inserted into a kiosk that is connected to the central
computer,
the transaction history stored on the smart card updates the central computer
database.
Since withdrawals cannot be made without a smart card, a dishonest employee
cannot
request cash without it. If a smart card is lost, value cannot be retrieved
until all
kiosks are serviced and the transaction history is downloaded into a transport
database, and then uploaded into the central database to confirm all
transaction
requests are valid.
The employment support services system described herein provides abundant
flexibility, configurability, and easy use for all portions of the system.
Those persons
skilled in the art will appreciate the many ways the ESS system can be
manipulated
and utilized to benefit an employment environment. The descriptions of the ESS
system are intended to be exemplary and illustrative, and not limiting.
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