This page (revision-32) was last changed on 26-Nov-2021 10:22 by Kevin Higgs

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Page References

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UPTG PROCESSING
UPTG PROCESSING

Version management

Difference between version and

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Only time taken leave lines will be picked up by [UPTG]. Leave entitlement transactions must be keyed into [IPTR] manually or processed through [UACALC]
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If you are receiving unexplained results when [UPTG] is run, (for example, no salary generated but you requested it to be) then check that on the [Work Rule (IDWR),Status Rules tab|IDWR#section-IDWR-StatusRulesTab], the “TIME GEN. DESTINATION” = “PR-Calendar”.
If you are receiving unexplained results when [UPTG] is run, (for example, no salary generated but you requested it to be) then check that on the [Work Rule (IDW),Status Rules tab|IDWR#section-IDWR-StatusRulesTab], the “TIME GEN. DESTINATION” = “PR-Calendar”.
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The new 'Holiday Date' rule has been added to the “Observed On” field in the Holiday Calendar ([IDHC]) form. This rule is explained in detail in the [Holiday Processing|UPTG PROCESSING#Holiday Processing] section.
The new rule 'Holiday Date' has been added to the “Observed On” field in the Holiday Calendar ([IDHC]) form. This rule is explained in detail in the [Holiday Processing|UPTG PROCESSING#Holiday Processing] section.
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Pro-rate the semi-monthly salary and premiums for the number of hours entered on [IPTR] based on the number of hours that would have been generated had the employee worked the entire pay period with the work rule (schedule) entered on [IEAS] at the time [UPTG] hours were generated.
Prorate the semi-monthly salary and premiums for the number of hours entered on [IPTR] based on the number of hours that would have been generated had the employee worked the entire pay period with the work rule (schedule) entered on [IEAS] at the time [UPTG] hours were generated.
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|Standard Hours|This method will use the ‘Hours Per Pay” from the [IEAS] if setup, if not, from the Work Rule.\\It will then calculate the wage rate (hourly rate) as follows:\\Employee’s Salary / Hours per Pay = Hourly Rate\\The hours worked will be from the standard “Hours Per Day” from the [IEAS] if setup, if not from the Work Rule.
|Scheduled Hours|This method will use the total hours that employee is scheduled to work for the period according to the work rule.\\It will then calculate the wage rate (hourly rate) as follows:\\Employee’s Salary / Total Scheduled Hours = Hourly Rate\\The hours worked will be from the actual work schedule for the employee.
|Standard Hours|This method will use the ‘Hours Per Pay” from the [IEAS] if setup, if not, from the Work Rule.\\It will then calculate the wage rate (hourly rate) as follows:\\Employee’s Salary / Hours per Pay = Hourly Rate\\The hours worked will be from the standard “Hours Per Day” from the [IEAS] if setup, if not from the Work Rule
|Scheduled Hours|this method will use the total hours that employee is scheduled to work for the period according to the work rule.\\It will then calculate the wage rate (hourly rate) as follows:\\Employee’s Salary / Total Scheduled Hours = Hourly Rate\\the hours worked will be from the actual work schedule for the employee
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The beginning of the pay period is 01-Aug-2010.
The beginning of the pay period is 01-Aug-2010.\\
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*The employee works 07-Aug to 15-Aug, 56 hours (using the standard of 8 hours/day x 7 days), their salary should be prorated using a factor of 56/88; no force-balancing is needed.\\ \\The monthly salary is $5,166.67, making their semi-monthly salary $2,583.34. The hourly rate for the pay period is $2,583.34/86.667 = $29.81. The amount of their salary for the pay period is 56 x $29.81 = $1,669.23. If this employee had premiums the premium amounts would be prorated the same way and included on the details of the transaction line.
*The employee works 07-Aug to 15-Aug, 56 hours (using the standard of 8 hours/day x 7 days), their salary should be prorated using a factor of 56/88; no force-balancing is needed. The monthly salary is $5,166.67, making their semi-monthly salary $2,583.34. The hourly rate for the pay period is $2,583.34/86.667 = $29.81. The amount of their salary for the pay period is 56 x $29.81 = $1,669.23. If this employee had premiums the premium amounts would be prorated the same way and included on the details of the transaction line.
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*The employee works from 07-Aug to 15-Aug, 60 hours (using the actual hours per day from the work schedule for 7 days), their salary should be pro-rated using a factor of 60/88; no force-balancing is needed.\\ \\The monthly salary is $5,166.67, making their semi-monthly salary $2,583.34. The hourly rate for the pay period is $2,583.34/88 = $29.3561. The amount of their salary for the pay period will be 60 x $29.3561 = $1,761.37. If this employee had premiums the premium amounts would be prorated the same way and included on the details of the transaction line.
*The employee works from 07-Aug to 15-Aug, 60 hours (using the actual hours per day from the work schedule for 7 days), their salary should be pro-rated using a factor of 60/88; no force-balancing is needed. The monthly salary is $5,166.67, making their semi-monthly salary $2,583.34. The hourly rate for the pay period is $2,583.34/88 = $29.3561. The amount of their salary for the pay period will be 60 x $29.3561 = $1,761.37. If this employee had premiums the premium amounts would be prorated the same way and included on the details of the transaction line.
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The beginning of the pay period is 01-Jan-2010 and the ending is 15-Jan-2010. The employee’s last day is January 5, 2010. If they had worked the entire pay period the hours would have been as follows:\\ \\
The beginning of the pay period is 01-Jan-2010 and the ending is 15-Jan-2010. The employee’s last day is January 5, 2011. If they had worked the entire pay period the hours would have been as follows:\\ \\
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\\This totals 80 hours. Since their last day was January 5th, they worked 40 hours. Their monthly salary is $6,250 with a semi-monthly salary of $3,125.00. Their hourly rate for the pay period should be $3,125 / 86.667 = $36.06. Their salary for this pay period should be 40 x 36.06 = $1,442.31. If this employee had premiums the premiums would be prorated in the same way and included on the details of the transaction.\\ \\
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*This totals 80 hours. Since their last day was January 5th, they worked 40 hours. Their monthly salary is $6,250 with a semi-monthly salary of $3,125.00. Their hourly rate for the pay period should be $3,125 / 86.667 = $36.06. Their salary for this pay period should be 40 x 36.06 = $1,442.31. If this employee had premiums the premiums would be prorated in the same way and included on the details of the transaction.\\ \\
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\\This totals 84.5 hours. Since their last day was January 5th, they worked 36 hours. Their monthly salary is $6,250 with a semi-monthly salary of $3,125.00. Their hourly rate for the pay period should be $3,125 \ 84.5 = $36.9822. Their salary for this pay period should be 36 x 36.9822 = $1,331.36. If this employee had premiums the premiums would be prorated in the same way and included on the details of the transaction.\\
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*This totals 84.5 hours. Since their last day was January 5th, they worked 36 hours. Their monthly salary is $6,250 with a semi-monthly salary of $3,125.00. Their hourly rate for the pay period should be $3,125 \ 84.5 = $36.9822. Their salary for this pay period should be 36 x 36.9822 = $1,331.36. If this employee had premiums the premiums would be prorated in the same way and included on the details of the transaction.
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*A new work rule is entered on [IEAS]
*New Work Rule is entered on [IEAS]
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For example, during the April 1 – 15 pay period the employee is on a 5/40 schedule until April 9th when the employee changes to a 9/80 A schedule. There is an 09-April effective date record changing the work rule from 5/40 to 9/80 A. This means that the employee schedule should be 8 hours of work April 2 – April 7 and 9 hours of work April 10 – April 13. This is a total of 76 hours for the pay period. The employee’s salary is determined by using the pro-ration of 76/76 and then force balancing to ensure that the employee receives 100% of their semi-monthly salary.
For example, during the April 1 – 15 pay period the employee is on a 5/40 schedule until April 9th when the employee changes to a 9/80 A schedule. There is an 09-April effective date record changing the work rule from 5/40 to 9/80 A. This means that the employee schedule should be 8 hours of work April 2 – April 7 and 9 hours of work April 10 – April 13. This is a total of 76 hours for the pay period. The employee’s salary is determined by using the pro-ration of 76/76 and then force balancing to ensure that the employee receives 100% of their semi-monthly salary. Similarly, if there is an effective record changing the employee back to a 5/40 effective April 12, the total number of hours generated by [UPTG] would be 82. The salary is determined by what is on [IEAS] at the time[UPTG] salary is processed. The processing of premiums is excluded at this time.\\
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Similarly, if there is an effective record changing the employee back to a 5/40 effective April 12, the total number of hours generated by [UPTG] would be 82. The salary is determined by what is on [IEAS] at the time [UPTG] salary is processed. The processing of premiums is excluded at this time.\\
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This employee had a work rule change in the middle of the pay period. There is no change in salary or premium, so there is no need to do any additional calculation. The system will pay the same semi-monthly salary and premium amount. [UPTG] will generate four transactions, two for each of the effective date records, due to work rule changes, with the employee’s salary and premiums on one and the time on the other.
This employee had a work rule change in the middle of the pay period. There is no change in salary or premium, so there is no need to do any additional calculation. The system will pay the same semi-monthly salary and premium amount. [UPTG] will generate 4 transactions, two for each of the effective date records, due to work rule changes, with the employee’s salary and premiums on one and the time on the other.
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The total salary is determined by using the same pro-ration logic described previously. If there are no work calendar or work rule changes in effect on [IEAS] and the employee has a salary increase, the total salary for the pay period is determined by a pro-ration of the number of hours that the employee is on for the old and new salary.
The total salary is determined by using the same pro-ration logic described previously. If there are no work calendar or work rule changes in effect on [IEAS] and the employee has a salary increase, the total salary for the pay period is determined by a pro-ration of the number of hours that the employee is on for the old and new salary.\\ \\
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The application can record leave time that an employee has taken or is planning to take and the audit lines of when and what the attendance routine has calculated.
The application can record leave time that an employee has taken or is planning to take and audit lines of when and what the attendance routine has calculated.
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|[End Date|END_DATE]|This field provides the date is the when the leave ends;this must be provided.
|[Time Code|TIME_CODE]|This field contains the code for which the leave line record is being created;this must be provided.
|[Leave Type|LEAVE_TYPE_CODE]|This field contains the user-defined code to indicate the leave type;this must be provided.
|[End Date|END_DATE]|An end date must be provided. The end date is the when the leave ends.
|[Time Code|TIME_CODE]|A Time code must be provided. This field contains the code for which the leave line record is being created.
|[Leave Type|LEAVE_TYPE_CODE]|A Leave Type must be provided. This field contains the user-defined code to indicate the leave type
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|[Status|ACCRUAL_STATUS]|This field indicates the status of the leave line record. It will be updated accordingly when the leave lines are processed by the various functions in the system.\\1st Requested – initial record created on [IAAL]\\2nd Processed – picked up and processed by [UPTG]\\3rd In Payroll – picked up by a PR process\\4th Update in Progress\\5th Unofficial Accr Updated\\6th Official Accr Updated
|[Status|ACCRUAL_STATUS]|This field indicates the status of the leave line record. It will be updated accordingly when the leave lines are processed by the various functions in the system.\\1st Requested – initial record created on IAAL\\2nd Processed – picked up and processed by UPTG\\3rd In Payroll – picked up by a PR process\\4th Update in Progress\\5th Unofficial Accr Updated\\6th Official Accr Updated
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The system checks if the employee is able to take time with the time code, by checking the leave schedule ([IALS]). If a schedule exists that matches the employee’s person code, group, unit or entity, the system will ensure the employees have enough time available in their bank, taking into consideration all leaves taken to date.
The system checks if the employee is able to take time with the time code, by checking the Leave Schedule ([IALS]). If a schedule exists that matches the employee’s person code, group, unit or entity, the system will ensure the employees have enough time available in their bank, taking into consideration all leaves taken to date.
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If there are Leave Lines ([IAAL]) for the day, the process:
*uses the time code from the leave line details
*pro-rates the “Overall Time” by the work days between the start and end dates, respecting the employee’s schedule and standard hours
*if the employee’s FTE < 1, the hours per day will not exceed the employee’s hours per day.
If there are Leave Lines ([IAAL]) for the day:
*Uses the Time Code from the leave line details
*Pro-rates the “Overall Time” by the work days between the start and end dates, respecting the employee’s schedule and standard hours
*If the employee’s FTE < 1, the hours per day will not exceed the employee’s hours per day.
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The [UPTG] screen will create a leave line with the status of “3rd In Payroll” and will contain the leave time for each work day processed and the original leave line with the status of “1st Requested”, once processed will be changed to a status of “2nd Processed”.
The [UPTG] will create a leave line with the status of “3rd In Payroll” and will contain the leave time for each work day processed and the original leave line with the status of “1st Requested”, once processed will be changed to a status of “2nd Processed”.
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The Leave Line Details will be created for the leave line with the status of “3rd in Payroll” and will contain component A300 with the leave time on it.
The Leave Line Details will be created for the Leave Line with the status of “3rd in Payroll” and will contain component A300 with the leave time on it.
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Below are examples of how leaves can be entered in the Maintain Leave Records (IAAL) screen and what the results will be from [UPTG] processing.
Below are examples of how leaves can be entered in the Maintain Leave Records (IAAL)screen and what the results will be from [UPTG] processing.
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__Define Holiday Calendars IDHC__
__IDHC-Define Holiday Calendars__
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Two types of Holiday Calendars may be set up on [IDHC], one for scheduled employees and one for non-scheduled employees.
Two types of Holiday Calendars may be set up on [IDHC], one for Scheduled employees and one for Non-scheduled employees.
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Scheduled employees who may have to work on holidays because of a 7 day a week require a Holiday calendar that has both a Holiday time code for the holiday time to be banked and a Worked time code for the time worked.
Scheduled employees who may have to work on holidays because of a 7 day a week operation require a Holiday Calendar that has both a Holiday Time Code for the holiday time to be banked and a Worked Time Code for the time worked.
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Non-scheduled employees require a Holiday calendar with just a Holiday time code for the Holiday leave time and nothing in the Worked time code.
Non-scheduled employees require a Holiday calendar with just a Holiday time code for the holiday leave time and nothing in the Worked time code.
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*A Holiday Calendar is defined on the Work Rule ([IDWR])screen
*A Holiday Calendar is defined on the Work Rule ([IDWR])
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Holiday processing can be done in conjunction with scheduled time generation by day, by week or by period. The holiday time will be placed on the day of the holiday in all cases.
Holiday processing can be done in conjunction with scheduled time generation by day, by week or by period. The holiday time will be placed on the day of the holiday in all cases.\\
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The hours that are used for a holiday depend on the setting of the "Holidays Use Schedule Hrs" toggle on the Work Rules. This toggle indicates whether the Work Schedule dictates the holiday hours. If hours are specified on the Holiday calendar, they are ALWAYS USED and this toggle is not used.
The hours that are used for a holiday depend on the setting of the "Holidays Use Schedule Hrs" toggle on the Work Rules. This toggle indicates whether the Work Schedule dictates the holiday hours. If hours are specified on the Holiday Calendar, they are ALWAYS USED and this toggle is not used.
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#Use the [IDHC] Holiday Calendar hours per day if specified, otherwise
#Use the IDHC Holiday Calendar hours per day if specified, otherwise
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#Use the [IDHC] Holiday Calendar hours per day if specified, otherwise
#Use the IDHC Holiday Calendar hours per day if specified, otherwise
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Holiday hours are only used for the Holiday time code; they do not affect the Worked time code. Work time is taken directly from the Work calendar. No work time is ever generated for days off.\\
Holiday hours are only used for the Holiday Time Code; they do not affect the Worked Time Code. Work time is taken directly from the Work Calendar. No work time is ever generated for days off.\\
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The ‘Adjust Scheduled Time’ toggle on [IDTC] indicates how the holiday time affects the scheduled time that is generated by [UPTG] (e.g. REG time).
The ‘Adjust Scheduled Time’ toggle on [IDTC] indicates how the holiday time affects the scheduled time that is generated by [UPTG] (e.g. REG time).\\
If the Holiday Time Code has the ‘Adjust Scheduled Time’ toggle ON, the scheduled time will be adjusted by the holiday time. The difference will be left under the scheduled time code. If the Holiday Time Code has the ‘Adjust Scheduled Time’ toggle OFF, only the holiday time will be used for the day.\\
No adjustments are ever made on days not worked (days off). No adjustments are ever made for the Work Time Code. Refer to #3 and #4 below for examples of the [UPTG] processing and setup with the ‘Adjust Scheduled Time’ toggle OFF/ON.
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If the Holiday time code has the ‘Adjust Scheduled Time’ toggle ON, the scheduled time will be adjusted by the holiday time. The difference will be left under the scheduled time code. If the Holiday time code has the ‘Adjust Scheduled Time’ toggle OFF, only the holiday time will be used for the day.
No adjustments are ever made on days not worked (days off). No adjustments are ever made for the Work time code. Refer to #3 and #4 below for examples of the [UPTG] processing and setup with the ‘Adjust Scheduled Time’ toggle OFF/ON.
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Holidays may or may not apply while a person is on a leave status. The work rules identify how to handle holidays for each employment status. While a person is on leave, the normal scheduled time generation is done under the leave code specified on [IDWR] and a Leave record is created on [IAAL].
Holidays may of may not apply while a person is on a leave status. The [IDWR] Work Rules identify how to handle holidays for each employment status. While a person is on leave, the normal scheduled time generation is done under the leave code specified on [IDWR] and a Leave record is created on [IAAL].
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Holidays that do not fall on a work day will not generate anything unless the Observed On rule or [IDHC] is set.
Holidays that do not fall on a work day will not generate anything unless the Observed On rule is set.
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If the Observed On rule is ‘Holiday Date’ and the holiday falls on a day off, a different Holiday time code may be used for the holiday time. This Day Off time code can be specified on [IDHC]. If no Day Off time code is specified on either [IDHC], the normal Holiday time code is used for days off. Refer to #10 and #11 below for examples of the [UPTG] processing and setup with alternate time codes for days off.
If the Observed On rule is ‘Holiday Date’ and the holiday falls on a day off, a different Holiday Time Code may be used for the holiday time. This Day Off Time Code can be specified on [IDHC]. If no Day Off Time Code is specified on either IDHC, the normal Holiday Time Code is used for days off. Refer to #10 and #11 below for examples of the UPTG processing and setup with alternate time codes for days off.
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__3. This is the case where the employee is scheduled to work but will be taking the holiday off and will get only 8 hours for the holiday.__
__3.This is the case where the employee is scheduled to work but will be taking the holiday off and will get only 8 hours for the holiday.__
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__4. This is the case where the employee is scheduled to work but is taking the holiday off. The employee must get 8 hrs for holiday and their excess of schedule time remaining in Regular.__
__4.This is the case where the employee is scheduled to work but is taking the holiday off. The employee must get 8 hrs for holiday and their excess of schedule time remaining in Regular.__
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__5. This is the case where the employee is scheduled to be working on the holiday and will need to get 8 hrs for holiday plus they get paid their full schedule hours for working the day.__
__5.This is the case where the employee is scheduled to be working on the holiday and will need to get 8 hrs for holiday plus they get paid their full schedule hours for working the day.__
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__6. This is the case where the employee is scheduled to be working on the holiday, therefore will need to get 8 hrs for holiday, their excess of scheduled time is paid as regular and they also get their full scheduled hours for working the holiday.__
__6.This is the case where the employee is scheduled to be working on the holiday, therefore will need to get 8 hrs for holiday, their excess of scheduled time is paid as regular and they also get their full scheduled hours for working the holiday.__
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__7. This is the case where the employee is NOT scheduled to be working on the holiday but the employee must be paid for the day on the date specified in the Holiday calendar.__
__7.This is the case where the employee is NOT scheduled to be working on the holiday but the employee must be paid for the day on the date specified in the Holiday calendar.__
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%%information This will only work when the employees have time Generated by Day (on [Work Rule (IDWR),Status Rules tab|IDWR#section-IDWR-StatusRulesTab], Generate Details is set to ‘By Day with Time’%%
%%information This will only work when the employees have time Generated by Day (on Work Calendar, Status Rules Tab, Time Generation Rule is set to ‘By Day with Time’%%
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__8. This is the case where the employee only works part-time (FTE < 1.0). The employee is to be paid for the number of hours on their assignment in the Hrs/Day field. Their schedule is 8hrs, 8hrs and 4hrs for the week. The holiday falls on the 1st day, so the employee should only get their maximum of 4hrs for the holiday (not 8). The ‘Adjust Scheduled Time’ toggle is ON.__
__8.This is the case where the employee only works part-time (FTE < 1.0). The employee is to be paid for the number of hours on their assignment in the Hrs/Day field. Their schedule is 8hrs, 8hrs and 4hrs for the week. The holiday falls on the 1st day, so the employee should only get their maximum of 4hrs for the holiday (not 8). The ‘Adjust Scheduled Time’ toggle is ON.__
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__9. This is the case where the employee only works part-time (FTE < 1.0). The employee is to be paid for the number of hours on their assignment in the Hrs/Day field. Their schedule is 8hrs, 8hrs and 4hrs for the week. The holiday falls on the 1st day, so the employee should only get their maximum of 4hrs for the holiday (not 8). The ‘Adjust Scheduled Time’ toggle is OFF.__
__9.This is the case where the employee only works part-time (FTE < 1.0). The employee is to be paid for the number of hours on their assignment in the Hrs/Day field. Their schedule is 8hrs, 8hrs and 4hrs for the week. The holiday falls on the 1st day, so the employee should only get their maximum of 4hrs for the holiday (not 8). The ‘Adjust Scheduled Time’ toggle is OFF.__
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%%information The HOLBANK time is taken from the Employee’s assignment HRS/DAY field to cap the number of hours per day the employee is paid for.%%
%%The HOLBANK time is taken from the Employee’s assignment HRS/DAY field to cap the number of hours per day the employee is paid for.%%
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__10. This is the case where a full-time employee works 40hrs/wk with a schedule of 9hrs, 9hrs, 9hrs, 9hrs and 4hrs for the week. The holiday falls on the last day worked. The employee should get the daily average of 8hrs. for the holiday.
__10.This is the case where a full-time employee works 40hrs/wk with a schedule of 9hrs, 9hrs, 9hrs, 9hrs and 4hrs for the week. The holiday falls on the last day worked. The employee should get the daily average of 8hrs. for the holiday.
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__11. This is the case where a full-time employee works 40hrs/wk with a schedule of 9hrs, 9hrs, 9hrs, 9hrs and 4hrs for the week. The holiday falls on an ‘off’ day. The employee should get the daily average of 8hrs. for the holiday.__
__11.This is the case where a full-time employee works 40hrs/wk with a schedule of 9hrs, 9hrs, 9hrs, 9hrs and 4hrs for the week. The holiday falls on an ‘off’ day. The employee should get the daily average of 8hrs. for the holiday.__
This page (revision-32) was last changed on 26-Nov-2021 10:22 by Kevin HiggsTop