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

This page was created on 26-Nov-2021 10:22 by JMyers

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Version Date Modified Size Author Changes ... Change note
32 26-Nov-2021 10:22 34 KB Kevin Higgs to previous
31 26-Nov-2021 10:22 34 KB JMyers to previous | to last
30 26-Nov-2021 10:22 34 KB JMyers to previous | to last
29 26-Nov-2021 10:22 34 KB JMyers to previous | to last
28 26-Nov-2021 10:22 34 KB JMyers to previous | to last
27 26-Nov-2021 10:22 34 KB JMyers to previous | to last
26 26-Nov-2021 10:22 34 KB JMyers to previous | to last
25 26-Nov-2021 10:22 34 KB JMyers to previous | to last
24 26-Nov-2021 10:22 34 KB JMyers to previous | to last
23 26-Nov-2021 10:22 34 KB JMyers to previous | to last
22 26-Nov-2021 10:22 34 KB JMyers to previous | to last
21 26-Nov-2021 10:22 34 KB JMyers to previous | to last

Page References

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UPTG PROCESSING
UPTG PROCESSING

Version management

Difference between version and

At line 45 changed one line
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The employee should receive the same semi-monthly salary and premiums regardless of the number of scheduled days in the pay period. The salary will be divided into FLSA periods if designated to do so.
The employee should receive the same semi-monthly salary and premiums regardless of the number of scheduled days in the pay period. The salary will be divided into [FLSA] periods if designated to do so.
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*New Work Rule is entered on IEAS
*New Work Rule is entered on [IEAS]
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When an employee has schedule changes that are effective after the pay period start date and before the pay period end date, the salary is determined by using the total number of hours generated by UPTG for the overriding work calendar/work rule and the effective dates on IEAS.\\
When an employee has schedule changes that are effective after the pay period start date and before the pay period end date, the salary is determined by using the total number of hours generated by [UPTG] for the overriding work calendar/work rule and the effective dates on [IEAS].
At line 114 changed one line
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 insure 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.\\
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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__Mid-Period Schedule Changes with No Salary and/or Premium Changes__
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.\\ \\
__Mid-Period Schedule Changes with No Salary and/or Premium Changes__\\
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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!Mid-Period Salary and/or Premium Change - Employee’s Schedule May Also Change
!Employee Employed Entire Pay Period and Has A Mid-Period Salary and/or Premium Change
At line 121 added 2 lines
%%information Note, the employee’s schedule may also change; if only the premium is changing, the salary must still be force-balanced.%%
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__Mid-Period Salary and Premium Changes__
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 the employee is on the old and new salary.\\
__Mid-Period Salary and Premium Changes__\\
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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This page (revision-32) was last changed on 26-Nov-2021 10:22 by Kevin HiggsTop