Overtime Rules

1. To establish general rules for this pay group, click Set OT Rules Configuration. General rules must be established for each pay group prior to creating individual rules.

2. To specify application of this rule, click to place a check mark next to OT1, OT2, OT3, and/or OT4.
3. Enter a description of the rule in the corresponding OT1, OT2, OT3, and/or OT4 Description field.
4. Use the arrow keys to specify the respective pay rate multiplier.
5. Rather than using the Credit OT fields configured on the pay type, the OT3 and OT4 pay group configurations  provide the option to select the pay types that are included in the calculation of that category. Any active pay type can be selected for inclusion.
6. Set the Allocation Type. Choose None to always allocate overtime at the end of the day. Choose Schedule to first allocate overtime to hours worked before schedule, and allocate any remaining OT hours at the end of the day.

If more than one Overtime rule exists, you can specify the sequence in which the OT rules are processed.

1. Click the  Assign Priority button.
2. In the pop-up dialog, click to highlight the rule you want to move in the sequence.
3. To move the rule higher in priority, click  Up; to move the rule lower in priority, click Down.
4. Click OK when you are finished assigning priority of the Overtime rules.

Click New Overtime Rule. On the pop-up list, click to choose the type of overtime rule you want to create and click OK.

• Daily – looks at the out punch, determines the total hours worked that day, and applies overtime pay on a daily basis. For example, over 8 hours worked in a day.

  General tab

  1. Assign a unique identifier as the Rule ID and enter a Rule Description.
  2. If you want this overtime rule to be available in the system, click to place a check mark next to Active (default).
  3. Choose whether the overtime amount is to be paid or accrued:

  Pay - overtime hours are paid regularly to the employee.

  1. To apply this paid overtime rule, click to place a check mark next to OT1 and/or OT2; OT3 and/or OT4.
  2. Type to enter the Minimum Hours Eligibility, the minimum number of hours an employee must work before being eligible for this overtime pay.

  For example, the employee receives overtime for any hours worked over 40 (the value in the Calculation Start Hours field). However, if the employee must work at least 45 hours to be eligible for overtime, the minimum hours eligibility value is-set to 45.

  3. Type to enter the Calculation Start Hours, the number of hours the employee must work in this pay period before the overtime rule goes into effect.

  For example, for an overtime rule of time-and-a-half after 40 hours for the week the value is set to 40; this results in any hours worked over 40 receiving overtime pay.

  4. To assign the Pay Type to which this rule applies, click and in the pop-up dialog, click to choose a pay type from the list and click OK. Note that only pay types configured for overtime appear in this list.
  5. Choose the Hours Basis to determine eligibility for this rule:
  • Daily – the hours are determined on a daily basis.
  • Period Total – eligibility is determined based on the total hours in the current pay period.
  • Period Before Today – eligibility is determined based on the hours worked in the pay period prior to today.
  • Period After Today – eligibility is determined based on the hours worked in the pay period after today.
  • Days Before – eligibility is determined based on the hours worked during the number of days specified prior to today. Use the arrow keys to enter the days before value.
  • Include Today – when checked the hours worked today are to be included in the Hours Basis. Note, not available on the Daily selection.

  Accrue - overtime hours are credited to the employee's accrual balance.

  1. To apply this paid overtime rule, click to place a check mark next to OT1,  OT2, OT3, and/or OT4.
  2. Type to enter the Min Hrs Elig., the minimum number of hours an employee must work prior to being eligible for this overtime pay.

  For example, the employee receives overtime for any hours worked over 8 (the value in the Calc Start Hrs field). However, if the employee must work at least 10 hours to be eligible for overtime, the minimum hours eligibility value is set to 10.

  3. Type to enter the Calc Start Hrs, the number of hours the employee must work in this pay period before the overtime rule goes into effect.

  For example, for an overtime rule of time-and-a-half after 8 hours for the day the value is set to 8; this results in any hours worked over 8 receiving overtime pay.

  4. If you want to override the multiplier set up in OT Rules Configuration, use the arrow keys to specify the new respective OT1, OT2, OT3 and/or OT4 pay rate multiplier.
  5. If you want to set an expiration for hours earned by this rule, click on the currently selected setting in the Expiration Date column (the default value is None) and choose from the list of available options; select how long after the date accrued the hours earned by this rule will expire:
  • None – hours earned by this rule do not expire (unless expired by a carryover rule).
  • Number of Days to Expiration – hours earned by this rule expire after the number of days you specify in the Values field.
  • Number of Months to Expiration – hours earned by this rule expire after the number of months you specify Values field.
  • Number of Years to Expiration – hours earned by this rule expire after the number of years you specify Values field.
  • Specific Date – click and, using the pop-up calendar, choose the specific date on which hours earned by this rule expire.

  Note: Expiration always occurs at 12:00 AM of the day following the expiration; hours can be used until the end of the day on the date of expiration.

  6. To assign the Accrual Type to which this rule applies, click and in the pop-up dialog, click to choose an accrual type from the list and click OK.  
  7. Choose the Hours Basis to determine eligibility for this rule:
  • Daily – the hours are determined on a daily basis.
  • Period Total – eligibility is determined based on the total hours in the current pay period.
  • Period Before Today – eligibility is determined based on the hours worked in the pay period prior to today.
  • Period After Today – eligibility is determined based on the hours worked in the pay period after today.
  • Days Before – eligibility is determined based on the hours worked during the number of days specified prior to today. Use the arrow keys to enter the days before value.

  Applies To tab

  1. Specify how the rules are to apply to shifts, days, and/or levels by selecting one or more of the following options:
  • All Shifts - (default). To specify shifts, click to remove the check mark and click Select Shifts to choose specific shifts from the list.
  • All Days - (default). To specify days, click to remove the check mark and click Select Days to choose specific days from the list.
  • All Pay Types - (default). To specify pay types, click to remove the check mark and click Select Pay Types to choose specific pay types from the list.
  • All Levels - (default). To specify levels, click to remove the check mark and click Select Levels to choose specific levels from the list.

  If you choose to select levels, you have the option to check Qualify if Home and/or Qualify if Worked:

  When one or more hierarchy codes are selected and Qualify if Home is checked, the employee is considered for the overtime if their home hierarchy matches one of the selected codes.

  When one or more hierarchy codes are selected and Qualify if Worked is checked, the employee is considered for the overtime if they worked in one or more of the selected hierarchy codes.

  The daily overtime hours worked criteria applies to the entire day, even on a day worked as a split shift.

  2. Specify the Days Included with this rule. Click to select one of the following options:
  • Scheduled - this overtime rule applies only to scheduled days.
  • Non-Scheduled - this overtime rule applies only to non-scheduled days.
  • Both - (default). this overtime rule applies to both scheduled and non-scheduled days.
  3. If you want to specify employment requirements, for example, to establish multiple premium definitions based on seniority or to set a minimum number of days employment, click to select one of the following Employment options:
  • None – no employment requirement.
  • Current Date – specify a minimum and maximum number of days as of the current date for eligibility.
  • Period Begin – specify a minimum and maximum number of days as of the beginning of the pay period.
  • Period End – specify a minimum and maximum number of days as of the beginning of the pay period.

  4. Set up your Other Conditions:

  Allocate OT first to hours worked outside the home dept - if an employee works outside of their home department, overtime is first charged to hours worked outside their home department when this configuration is selected. This option can be used whenever someone  works outside of their home department. For example, if I usually work as a waitress in the dining room but early in the week I pick up extra hours working an evening banquet, those extra hours could put me into weekly OT. Instead of charging the OT to the home department (if that is where I'm working at the end of the week), this option allows us to first charge the OT to the banquet.

  Day Cutoff - choose one of the following options to determine if, or when, the overtime rule ends when the crossing from one day to the next:

  • None-– no cutoff time. For a Sunday double time overtime rule, an employee working Sunday night through Monday morning gets double time pay for the hours worked on Monday.
  • Midnight - sets the split between days at midnight. In the above example, the employee gets the double time pay up to midnight on Sunday night, gets Monday's pay rate from midnight on.
  • Day Break Time - this uses the value set as the New Day Starts Time.
  • 24 Hours - this is the option for a daily overtime rule that is a 24 hour window that begins at the time the employee starts his work day.
     

  Example: Employee works 10am-8pm on day 1, returns at 9am on day 2 and works until 9pm.

  • The daily overtime window begins at 10am day 1 and extends until 10am day 2. If the employee is paid overtime after 8 hours, he is paid overtime on the time worked from 7pm-8pm day 1 (this assumes a 1-hour meal break before 7pm), and overtime on hours worked from 9am -10am (day 2).
  • On day 2, the hours worked from 9am-10am would not be counted in the overtime calculation for day 2 since they are already paid at overtime. On day 2 overtime is paid from 7pm-9pm, again assuming a 1-hour meal break. For day 2 the overtime window extends until 9am day 3.

  Operating Mode

  • Both - this rule applies both to the Projected Overtime report and to the actual calculation of overtime on the employee's time card.
  • Actual - this rule is used for actual overtime calculation; this overtime is not reported on the Projected Overtime report
  • Projected - this rule is used for purposes of the Projected Overtime report ONLY.
• Weekly – looks at the hours worked during the week to calculate overtime. The start day of the "week" is controlled by the Pay Calendar configuration. Example: if the start day of the Pay Calendar week is Monday, the week is considered to be Monday - Sunday.

  General tab

  1. Assign a unique identifier as the  Rule ID and enter a Rule Description.
  2. If you want this overtime rule to be available in the system, click to place a check mark next to Active (default).
  3. Choose whether the overtime amount is to be paid or accrued:

  Pay – overtime hours are paid regularly to the employee.

  1. To apply this paid overtime rule, click to place a check mark next to OT1 and/or OT2; OT3 and/or OT4.
  2. Type to enter the Minimum Hours Eligibility, the minimum number of hours an employee must work before being eligible for this overtime pay.

  For example, the employee receives overtime for any hours worked over 40 (the value in the Calculation Start Hours field). However, if the employee must work at least 45 hours to be eligible for overtime, the minimum hours eligibility value is set to 45.

  3. Type to enter the Calculation Start Hours, the number of hours the employee must work in this pay period before the overtime rule goes into effect.

  For example, for an overtime rule of time-and-a-half after 40 hours for the week the value is set to 40; this results in any hours worked over 40 receiving overtime pay.

  4. To assign the Pay Type to which this rule applies, click and in the pop-up dialog, click to choose a pay type from the list and click OK. Note that only pay types configured for overtime appear in this list.

  Accrue – overtime hours are credited to the employee's accrual balance.

  1. To apply this paid overtime rule, click to place a check mark next to OT1, OT2, OT3, and/or OT4.
  2. Type to enter the Min Hrs Elig., the minimum number of hours an employee must work prior to being eligible for this overtime pay.

  For example, the employee receives overtime for any hours worked over 40 (the value in the Calc Start Hrs field). However, if the employee must work at least 45 hours to be eligible for overtime, the minimum hours eligibility value is set to 45.

  3. Type to enter the Calc Start Hrs, the number of hours the employee must work in this pay period before the overtime rule goes into effect.

  For example, for an overtime rule of time-and-a-half after 40 hours for the week the value is set to 40; this results in any hours worked over 40 receiving overtime pay.

  4. If you want to override the multiplier set up in OT Rules Configuration, use the arrow keys to specify the new respective OT1, OT2, OT3 and/or OT4 pay rate multiplier.
  5. If you want to set an expiration for hours earned by this rule, click on the currently selected setting in the Expiration Date column (the default value is None) and choose from the list of available options; select how long after the date accrued the hours earned by this rule will expire:
  • None – hours earned by this rule do not expire (unless expired by a carryover rule).
  • Number of Days to Expiration – hours earned by this rule expire after the number of days you specify in the Values field.
  • Number of Months to Expiration – hours earned by this rule expire after the number of months you specify Values field.
  • Number of Years to Expiration – hours earned by this rule expire after the number of years you specify Values field.
  • Specific Date – click and, using the pop-up calendar, choose the specific date on which hours earned by this rule expire.

  Note: Expiration always occurs at 12:00 AM of the day following the expiration; hours can be used until the end of the day on the date of expiration.

  6. To assign the Accrual Type to which this rule applies, click and in the pop-up dialog, click to choose an accrual type from the list and click OK.

  Applies To tab

  1. Specify how the rules are to apply to shifts and/or levels by selecting one or more of the following options:
  • All Shifts – (default). To specify shifts, click to remove the check mark and click Select Shifts to choose specific shifts from the list.
  • All Levels – (default). To specify levels, click to remove the check mark and click Select Levels to choose specific levels from the list.

  If you choose to select levels, you have the option to check Qualify if Home and/or Qualify if Worked:

  When one or more hierarchy codes are selected and Qualify if Home is checked, the employee is considered for the overtime if their home hierarchy matches one of the selected codes.

  When one or more hierarchy codes are selected and Qualify if Worked is checked, the employee is considered for the overtime if they worked in one or more of the selected hierarchy codes.

  2. If you want to specify employment requirements, for example, to establish multiple premium definitions based on seniority or to set a minimum number of days employment, click to select one of the following Employment options:
  • None – no employment requirement.
  • Current Date – specify a minimum and maximum number of days as of the current date for eligibility.
  • Period Begin – specify a minimum and maximum number of days as of the beginning of the pay period.
  • Period End – specify a minimum and maximum number of days as of the beginning of the pay period.
  3. Set up your Other Conditions:

  Allocate OT first to hours worked outside the home dept –  if an employee works outside of their home department overtime is first charged to hours worked outside their home department when this configuration is selected. This option can be used whenever someone  works outside of their home department. For example, if I usually work as a waitress in the dining room but early in the week I pick up extra hours working an evening banquet, those extra hours could put me into weekly OT. Instead of charging the OT to the home department (if that is where I'm working at the end of the week), this option allows us to first charge the OT to the banquet.

  Day Cutoff – choose one of the following options to determine if, or when, the overtime rule ends when the crossing from one day to the next:

  • None – no cutoff time. For a Sunday double time overtime rule, an employee working Sunday night through Monday morning gets double time pay for the hours worked on Monday.
  • Midnight – sets the split between days at midnight. In the above example, the employee gets the double time pay up to midnight on Sunday night, gets Monday's pay rate from midnight on.
  • Day Break Time – this uses the value set as the New Day Starts Time.

  Operating Mode

  • Both – this rule applies both to the Projected Overtime report and to the actual calculation of overtime on the employee's time card.
  • Actual – this rule is used for actual overtime calculation; this overtime is not reported on the Projected Overtime report
  • Projected – this rule is used for purposes of the Projected Overtime report ONLY.
• Pay Period – applies overtime pay on a total hours worked on a pay period basis.

  General tab

  1. Assign a unique identifier as the Rule ID and enter a Rule Description.
  2. If you want this overtime rule to be available in the system, click to place a check mark next to Active (default).
  3. Choose whether the overtime amount is to be paid or accrued:

  Pay – overtime hours are paid regularly to the employee.

  1. To apply this paid overtime rule, click to place a check mark next to OT1, OT2, OT3, and/or OT4.
  2. Type to enter the Minimum Hours Eligibility, the minimum number of hours an employee must work before being eligible for this overtime pay.

  For example, the employee receives overtime for any hours worked over 40 (the value in the Calculation Start Hours field). However, if the employee must work at least 45 hours to be eligible for overtime, the minimum hours eligibility value is set to 45.

  3. Type to enter the Calculation Start Hours, the number of hours the employee must work in this pay period before the overtime rule goes into effect.

  For example, for an overtime rule of time-and-a-half after 40 hours for the week the value is set to 40; this results in any hours worked over 40 receiving overtime pay.

  4. To assign the Pay Type to which this rule applies, click and in the pop-up dialog, click to choose a pay type from the list and click OK. Note that only pay types configured for overtime appear in this list.

  Accrue – overtime hours are credited to the employee's accrual balance.

  1. To apply this paid overtime rule, click to place a check mark next to OT1, OT2, OT3 and/or OT4.
  2. Type to enter the Min Hrs Elig., the minimum number of hours an employee must work prior to being eligible for this overtime pay.

  For example, the employee receives overtime for any hours worked over 40 (the value in the Calc Start Hrs field). However, if the employee must work at least 45 hours to be eligible for overtime, the minimum hours eligibility value is set to 45.

  3. Type to enter the Calc Start Hrs, the number of hours the employee must work in this pay period before the overtime rule goes into effect.

  For example, for an overtime rule of time-and-a-half after 40 hours for the week the value is set to 40; this results in any hours worked over 40 receiving overtime pay.

  4. If you want to override the multiplier set up in OT Rules Configuration, use the arrow keys to specify the new respective OT1, OT2, OT3  and/or OT4  pay rate multiplier.
  5. If you want to set an expiration for hours earned by this rule, click on the currently selected setting in the Expiration Date column (the default value is None) and choose from the list of available options; select how long after the date accrued the hours earned by this rule will expire:
  • None – hours earned by this rule do not expire (unless expired by a carryover rule).
  • Number of Days to Expiration – hours earned by this rule expire after the number of days you specify in the Values field.
  • Number of Months to Expiration – hours earned by this rule expire after the number of months you specify Values field.
  • Number of Years to Expiration – hours earned by this rule expire after the number of years you specify Values field.
  • Specific Date – click and, using the pop-up calendar, choose the specific date on which hours earned by this rule expire.

  Note: Expiration always occurs at 12:00 AM of the day following the expiration; hours can be used until the end of the day on the date of expiration.

  6. To assign the Accrual Type to which this rule applies, click and in the pop-up dialog, click to choose an accrual type from the list and click OK.

  Applies To tab

  1. Specify how the rules are to apply to shifts and/or levels by selecting one or more of the following options:
  • All Shifts – (default). To specify shifts, click to remove the check mark and click Select Shifts to choose specific shifts from the list.
  • All Levels – (default). To specify levels, click to remove the check mark and click Select Levels to choose specific levels from the list.

  If you choose to select levels, you have the option to check Qualify if Home and/or Qualify if Worked:

  When one or more hierarchy codes are selected and Qualify if Home is checked, the employee is considered for the overtime if their home hierarchy matches one of the selected codes.

  When one or more hierarchy codes are selected and Qualify if Worked is checked, the employee is considered for the overtime if they worked in one or more of the selected hierarchy codes.

  2. If you want to specify employment requirements, for example, to establish multiple premium definitions based on seniority or to set a minimum number of days employment, click to select one of the following Employment options:
  • None – no employment requirement.
  • Current Date – specify a minimum and maximum number of days as of the current date for eligibility.
  • Period Begin – specify a minimum and maximum number of days as of the beginning of the pay period.
  • Period End – specify a minimum and maximum number of days as of the beginning of the pay period.
  3. Set up your Other Conditions:

  Allocate OT first to hours worked outside the home dept –  if an employee works outside of their home department overtime is first charged to hours worked outside their home department when this configuration is selected. This option can be used whenever someone  works outside of their home department. For example, if I usually work as a waitress in the dining room but early in the week I pick up extra hours working an evening banquet, those extra hours could put me into weekly OT. Instead of charging the OT to the home department (if that is where I'm working at the end of the week), this option allows us to first charge the OT to the banquet.

  Day Cutoff – choose one of the following options to determine if, or when, the overtime rule ends when the crossing from one day to the next:

  • None – no cutoff time. For a Sunday double time overtime rule, an employee working Sunday night through Monday morning gets double time pay for the hours worked on Monday.
  • Midnight – sets the split between days at midnight. In the above example, the employee gets the double time pay up to midnight on Sunday night, gets Monday's pay rate from midnight on.
  • Day Break Time – this uses the value set as the New Day Starts Time.

  Operating Mode

  • Both – this rule applies both to the Projected Overtime report and to the actual calculation of overtime on the employee's time card.
  • Actual – this rule is used for actual overtime calculation; this overtime is not reported on the Projected Overtime report
  • Projected – this rule is used for purposes of the Projected Overtime report ONLY.
• Consecutive Days – applies overtime pay on the nth consecutive day unless the overtime is redirected to a specified day of the week.

  General tab

  1. Assign a unique identifier as the Rule ID and enter a Rule Description.
  2. If you want this overtime rule to be available in the system, click to place a check mark next to Active (default).
  3. Choose whether the overtime amount is to be paid or accrued:

  Pay – overtime hours are paid regularly to the employee.

  1. To apply this paid overtime rule, click to place a check mark next to OT1, OT2, OT3 and/or OT4.
  2. Type to enter the Minimum Hours Eligibility, the minimum number of hours an employee must work before being eligible for this overtime pay.

  For example, the employee receives overtime for any hours worked over 40 (the value in the Calculation Start Hours field). However, if the employee must work at least 45 hours to be eligible for overtime, the minimum hours eligibility value is set to 45.

  3. Type to enter the Calculation Start Hours, the number of hours the employee must work in this pay period before the overtime rule goes into effect.

  For example, for an overtime rule of time-and-a-half after 40 hours for the week the value is set to 40; this results in any hours worked over 40 receiving overtime pay.

  4. To assign the Pay Type to which this rule applies, click and in the pop-up dialog, click to choose a pay type from the list and click OK. Note that only pay types configured for overtime appear in this list.
  5. If days in the prior pay period should not be counted in the consecutive day count, click to place a check mark next to Ignore Prior Days. By default, this field is unchecked meaning that prior period days are included in the consecutive day count. Note that if the count begins at the start of the pay period, this field is checked (selected).
  6. Days Worked. Use the arrow keys to specify the number of consecutive days that an employee must work to earn overtime pay.
  7. Day of Week. Use this field to designate the day that overtime is received. For example, for a 6th consecutive day overtime rule where the employee works Sunday through Friday, Sunday can be designated as the overtime day. Caution: if the employee does not work on the designated overtime day the employee is NOT paid overtime. In the example above, if the rule is configured to pay Sunday as the overtime day and the employee works Monday through Saturday (6 consecutive days) they do not earn overtime.

  Selection of a Day of Week value is optional; if no day is specified, the nth consecutive day is paid as the overtime day.

  In the case of a pay period that has multiple occurrences of the designated overtime day (Sunday, in the example above), the Sunday belonging to the week during which the overtime conditions were met receives the overtime.

  8. Period Type. This selection determines if days worked must fall in a Calendar Week or Pay Period. When Calendar Week is selected the employees pay calendar is referenced to determine the first day of the calendar week.
  9. If the hours on the nth consecutive day are to be included in the calculation, click to place a check mark next to Include Today. By default this field is unchecked.
  10. The Calculation Period controls the base hours for calculating the Minimum Hours Eligibility and Calculation Start Hours. Selecting Overtime Day uses the hours worked on the last day of the consecutive period. Selecting Pay Type uses all hours worked within the Period Type configured in Step 8.

  Accrue – overtime hours are credited to the employee's accrual balance.

  1. To apply this paid overtime rule, click to place a check mark next to OT1,  OT2, OT3 and/or OT4.
  2. Type to enter the Minimum Hours Eligibility, the minimum number of hours an employee must work prior to being eligible for this overtime pay.

  For example, the employee receives overtime for any hours worked over 40 (the value in the Calculation Start Hours field). However, if the employee must work at least 45 hours to be eligible for overtime, the minimum hours eligibility value is set to 45.

  3. Type to enter the Calculation Start Hours, the number of hours the employee must work in this pay period before the overtime rule goes into effect.

  For example, for an overtime rule of time-and-a-half after 40 hours for the week the value is set to 40; this results in any hours worked over 40 receiving overtime pay.

  4. If you want to override the multiplier set up in OT Rules Configuration, use the arrow keys to specify the new respective OT1, OT2, OT3 and/or OT4 pay rate multiplier.
  5. If you want to set an expiration for hours earned by this rule, click on the currently selected setting in the Expiration Date column (the default value is None) and choose from the list of available options; select how long after the date accrued the hours earned by this rule will expire:
  • None – hours earned by this rule do not expire (unless expired by a carryover rule).
  • Number of Days to Expiration – hours earned by this rule expire after the number of days you specify in the Values field.
  • Number of Months to Expiration – hours earned by this rule expire after the number of months you specify Values field.
  • Number of Years to Expiration – hours earned by this rule expire after the number of years you specify Values field.
  • Specific Date – click and, using the pop-up calendar, choose the specific date on which hours earned by this rule expire.

  Note: Expiration always occurs at 12:00 AM of the day following the expiration; hours can be used until the end of the day on the date of expiration.

  6. To assign the Accrual Type to which this rule applies, click and in the pop-up dialog, click to choose an accrual type from the list and click OK.
  7. If days in the prior pay period should not be counted in the consecutive day count, click to place a check mark next to Ignore Prior Days. By default, this field is unchecked meaning that prior period days are included in the consecutive day count. Note that if the count begins at the start of the pay period, this field is checked (selected).
  8. Days Worked. Use the arrow keys to specify the number of consecutive days that an employee must work to earn overtime pay.

  9. Day of Week. Use this field to designate the day that overtime is received. For example, for a 6th consecutive day overtime rule where the employee works Sunday through Friday, Sunday can be designated as the overtime day. Caution: if the employee does not work on the designated overtime day the employee is NOT paid overtime. In the example above, if the rule is configured to pay Sunday as the overtime day and the employee works Monday through Saturday (6 consecutive days) they do not earn overtime.

  Selection of a Day of Week value is optional; if no day is specified, the nth consecutive day is paid as the overtime day.

  In the case of a pay period that has multiple occurrences of the designated overtime day (Sunday, in the example above), the Sunday belonging to the week during which the overtime conditions were met receives the overtime.

  10. Period Type. This selection determines if days worked must fall in a Calendar Week or Pay Period. When Calendar Week is selected the employees pay calendar is referenced to determine the first day of the calendar week.
  11. If the hours on the nth consecutive day are to be included in the calculation, click to place a check mark next to Include Today. By default this field is unchecked.

  Applies To tab

  1. Specify how the rules are to apply to shifts, days, and/or levels by selecting one or more of the following options:
  • All Shifts – (default). To specify shifts, click to remove the check mark and click Select Shifts to choose specific shifts from the list.
  • All Days – (default). To specify days, click to remove the check mark and click Select Days to choose specific days from the list.
  • All Levels – (default). To specify levels, click to remove the check mark and click Select Levels to choose specific levels from the list.

  If you choose to select levels, you have the option to check Qualify if Home and/or Qualify if Worked:

  When one or more hierarchy codes are selected and Qualify if Home is checked, the employee is considered for the overtime if their home hierarchy matches one of the selected codes.

  When one or more hierarchy codes are selected and Qualify if Worked is checked, the employee is considered for the overtime if they worked in one or more of the selected hierarchy codes.

  2. If you want to specify employment requirements, for example, to establish multiple premium definitions based on seniority or to set a minimum number of days employment, click to select one of the following Employment options:
  • None – no employment requirement.
  • Current Date – specify a minimum and maximum number of days as of the current date for eligibility.
  • Period Begin – specify a minimum and maximum number of days as of the beginning of the pay period.
  • Period End – specify a minimum and maximum number of days as of the beginning of the pay period.
  3. Set up your Other Conditions:

  Allocate OT first to hours worked outside the home dept –  if an employee works outside of their home department overtime is first charged to hours worked outside their home department when this configuration is selected. This option can be used whenever someone  works outside of their home department. For example, if I usually work as a waitress in the dining room but early in the week I pick up extra hours working an evening banquet, those extra hours could put me into weekly OT. Instead of charging the OT to the home department (if that is where I'm working at the end of the week), this option allows us to first charge the OT to the banquet.

  Day Cutoff – choose one of the following options to determine if, or when, the overtime rule ends when the crossing from one day to the next:

  • None – no cutoff time. For a Sunday double time overtime rule, an employee working Sunday night through Monday morning gets double time pay for the hours worked on Monday.
  • Midnight – sets the split between days at midnight. In the above example, the employee gets the double time pay up to midnight on Sunday night, gets Monday's pay rate from midnight on.
  • Day Break Time – this uses the value set as the New Day Starts Time.

  Operating Mode

  • Both – this rule applies both to the Projected Overtime report and to the actual calculation of overtime on the employee's time card.
  • Actual – this rule is used for actual overtime calculation; this overtime is not reported on the Projected Overtime report
  • Projected – this rule is used for purposes of the Projected Overtime report ONLY.
• Non-Consecutive Days – applies overtime pay based on total number of hours worked on a non-consecutive day basis.

  General tab

  1. Assign a unique identifier as the Rule ID and enter a Rule Description.
  2. If you want this overtime rule to be available in the system, click to place a check mark next to Active (default).
  3. Choose whether the overtime amount is to be paid or accrued:

  Pay – overtime hours are paid regularly to the employee.

  1. To apply this paid overtime rule, click to place a check mark next to OT1, OT2, OT3 and/or OT4.
  2. Type to enter the Minimum Hours Eligibility, the minimum number of hours an employee must work before being eligible for this overtime pay.

  For example, the employee receives overtime for any hours worked over 40 (the value in the Calculation Start Hours field). However, if the employee must work at least 45 hours to be eligible for overtime, the minimum hours eligibility value is-set to 45.

  3. Type to enter the Calculation Start Hours, the number of hours the employee must work in this pay period before the overtime rule goes into effect.

  For example, for an overtime rule of time-and-a-half after 40 hours for the week the value is set to 40; this results in any hours worked over 40 receiving overtime pay.

  4. To assign the Pay Type to which this rule applies, click and in the pop-up dialog, click to choose a pay type from the list and click OK. Note that only pay types configured for overtime appear in this list.
  5. If days in the prior pay period should not be counted in the consecutive day count, click to place a check mark next to Ignore Prior Days. By default, this field is unchecked meaning that prior period days are included in the consecutive day count. Note that if the count begins at the start of the pay period, this field is checked (selected).
  6. Days Worked. Use the arrow keys to specify the number of consecutive days that an employee must work to earn overtime pay.
  7. Days Within. Use this field to specify the number of days within which the non-consecutive days are worked. For example, to pay overtime for employees who work 12 days in a 14-day period, the Days Worked field is set to 12 and the Days Within field set to 14.
  8. Day of Week. Use this field to designate the day that overtime is received. For example, for a 6th consecutive day overtime rule where the employee works Sunday through Friday, Sunday can be designated as the overtime day. Caution: if the employee does not work on the designated overtime day the employee is NOT paid overtime. In the example above, if the rule is configured to pay Sunday as the overtime day and the employee works Monday through Saturday (6 consecutive days) they do not earn overtime.

  Selection of a Day of Week value is optional; if no day is specified, the nth consecutive day is paid as the overtime day.

  In the case of a pay period that has multiple occurrences of the designated overtime day (Sunday, in the example above), the Sunday belonging to the week during which the overtime conditions were met receives the overtime.

  9. Period Type. This selection determines if days worked must fall in a Calendar Week or Pay Period. When Calendar Week is selected the employees pay calendar is referenced to determine the first day of the calendar week.
  10. If the hours on the nth consecutive day are to be included in the calculation, click to place a check mark next to Include Today. By default this field is unchecked.

  Accrue – overtime hours are credited to the employee's accrual balance.

  1. To apply this paid overtime rule, click to place a check mark next to OT1, OT2, OT3 and/or OT4.
  2. Type to enter the Min Hrs Elig., the minimum number of hours an employee must work prior to being eligible for this overtime pay.

  For example, the employee receives overtime for any hours worked over 40 (the value in the Calc Start Hrs field). However, if the employee must work at least 45 hours to be eligible for overtime, the minimum hours eligibility value is set to 45.

  3. Type to enter the Calc Start Hrs, the number of hours the employee must work in this pay period before the overtime rule goes into effect.

  For example, for an overtime rule of time-and-a-half after 40 hours for the week the value is set to 40; this results in any hours worked over 40 receiving overtime pay.

  4. If you want to override the multiplier set up in OT Rules Configuration, use the arrow keys to specify the new respective OT1, OT2, OT3 and/or OT4  pay rate multiplier.
  5. If you want to set an expiration for hours earned by this rule, click on the currently selected setting in the Expiration Date column (the default value is None) and choose from the list of available options; select how long after the date accrued the hours earned by this rule will expire:
  • None – hours earned by this rule do not expire (unless expired by a carryover rule).
  • Number of Days to Expiration – hours earned by this rule expire after the number of days you specify in the Values field.
  • Number of Months to Expiration – hours earned by this rule expire after the number of months you specify Values field.
  • Number of Years to Expiration – hours earned by this rule expire after the number of years you specify Values field.
  • Specific Date – click and, using the pop-up calendar, choose the specific date on which hours earned by this rule expire.

  Note: Expiration always occurs at 12:00 AM of the day following the expiration; hours can be used until the end of the day on the date of expiration.

  6. To assign the Accrual Type to which this rule applies, click and in the pop-up dialog, click to choose an accrual type from the list and click OK.  

  7. If days in the prior pay period should not be counted in the consecutive day count, click to place a check mark next to Ignore Prior Days. By default, this field is unchecked meaning that prior period days are included in the consecutive day count. Note that if the count begins at the start of the pay period, this field is checked (selected).
  8. Days Worked. Use the arrow keys to specify the number of consecutive days that an employee must work to earn overtime pay.
  9. Days Within. Use this field to specify the number of days within which the non-consecutive days are worked. For example, to pay overtime for employees who work 12 days in a 14-day period, the Days Worked field is set to 12 and the Days Within field set to 14.
  10. Day of Week. Use this field to designate the day that overtime is received. For example, for a 6th consecutive day overtime rule where the employee works Sunday through Friday, Sunday can be designated as the overtime day. Caution: if the employee does not work on the designated overtime day the employee is NOT paid overtime. In the example above, if the rule is configured to pay Sunday as the overtime day and the employee works Monday through Saturday (6 consecutive days) they do not earn overtime.

  Selection of a Day of Week value is optional; if no day is specified, the nth consecutive day is paid as the overtime day.

  In the case of a pay period that has multiple occurrences of the designated overtime day (Sunday, in the example above), the Sunday belonging to the week during which the overtime conditions were met receives the overtime.

  11. Period Type. This selection determines if days worked must fall in a Calendar Week or Pay Period. When Calendar Week is selected the employees pay calendar is referenced to determine the first day of the calendar week.
  12. If the hours on the nth consecutive day are to be included in the calculation, click to place a check mark next to Include Today. By default this field is unchecked.

  Applies To tab

  1. Specify how the rules are to apply to shifts, days, and/or levels by selecting one or more of the following options:
  • All Shifts – (default). To specify shifts, click to remove the check mark and click Select Shifts to choose specific shifts from the list.
  • All Days – (default). To specify days, click to remove the check mark and click Select Days to choose specific days from the list.
  • All Pay Types – (default). To specify Pay Types, click to remove the check mark and click Select Pay Types to choose specific Pay Types from the list.
  • All Levels – (default). To specify levels, click to remove the check mark and click Select Levels to choose specific levels from the list.

  If you choose to select levels, you have the option to check Qualify if Home and/or Qualify if Worked:

  When one or more hierarchy codes are selected and Qualify if Home is checked, the employee is considered for the overtime if their home hierarchy matches one of the selected codes.

  When one or more hierarchy codes are selected and Qualify if Worked is checked, the employee is considered for the overtime if they worked in one or more of the selected hierarchy codes.

  2. If you want to specify employment requirements, for example, to establish multiple premium definitions based on seniority or to set a minimum number of days employment, click to select one of the following Employment options:
  • None – no employment requirement.
  • Current Date – specify a minimum and maximum number of days as of the current date for eligibility.
  • Period Begin – specify a minimum and maximum number of days as of the beginning of the pay period.
  • Period End – specify a minimum and maximum number of days as of the beginning of the pay period.
  3. Set up your Other Conditions:

  Allocate OT first to hours worked outside the home dept –  if an employee works outside of their home department overtime is first charged to hours worked outside their home department when this configuration is selected. This option can be used whenever someone  works outside of their home department. For example, if I usually work as a waitress in the dining room but early in the week I pick up extra hours working an evening banquet, those extra hours could put me into weekly OT. Instead of charging the OT to the home department (if that is where I'm working at the end of the week), this option allows us to first charge the OT to the banquet.

  Day Cutoff – choose one of the following options to determine if, or when, the overtime rule ends when the crossing from one day to the next:

  • None – no cutoff time. For a Sunday double time overtime rule, an employee working Sunday night through Monday morning gets double time pay for the hours worked on Monday.
  • Midnight – sets the split between days at midnight. In the above example, the employee gets the double time pay up to midnight on Sunday night, gets Monday's pay rate from midnight on.
  • Day Break Time – this uses the value set as the New Day Starts Time.

  Operating Mode

  • Both – this rule applies both to the Projected Overtime report and to the actual calculation of overtime on the employee's time card.
  • Actual – this rule is used for actual overtime calculation; this overtime is not reported on the Projected Overtime report
  • Projected – this rule is used for purposes of the Projected Overtime report ONLY.
• Unscheduled Days – looks at the out punch on a day an employee worked but was not scheduled, and determines overtime pay based on the total hours worked that day.

  Overtime rules can be applied to unscheduled days that have also been worked. You can apply different pay types to the 1st, 2nd, and 3rd unscheduled days worked. For example, if an employee is not scheduled on Tuesday, Wednesday, and Thursday, but works on Wednesday and Thursday, Wednesday is the 2nd unscheduled day for the week (though it is the first unscheduled day that the employee worked) and Thursday is the 3rd unscheduled day (though it is the second unscheduled day worked).

  General tab

  1. Assign a unique identifier as the Rule ID and enter a Rule Description.
  2. If you want this overtime rule to be available in the system, click to place a check mark next to Active (default).
  3. Choose whether the overtime amount is to be paid or accrued:

  Pay – overtime hours are paid regularly to the employee.

  1. For each Unscheduled Days # (1st, 2nd, and 3rd) assign the days to which this rule applies. You can accept the All Days (default setting) or click to remove the check mark and click the Days button to specify days of the week and/or holidays. After selecting specific days, click OK to close the Select Days dialog.
  2. To assign the Pay Type to which this rule applies, click and in the pop-up dialog, click to choose a pay type from the list and click OK. Note that only pay types configured for overtime appear in this list.

  Accrue –overtime hours are credited to the employee's accrual balance.

  1. For each Unscheduled Days # (1st, 2nd, and 3rd) assign the days to which this rule applies. You can accept the All Days (default setting) or click to remove the check mark and click the Days button to specify days of the week and/or holidays. After selecting specific days, click OK to close the Select Days dialog.

  2. If you want to override the multiplier set up in OT Rules Configuration, use the arrow keys to specify the new pay rate multiplier.
  3. If you want to set an expiration for hours earned by this rule, click on the currently selected setting in the Expiration Date column (the default value is None) and choose from the list of available options; select how long after the date accrued the hours earned by this rule will expire:
  • None – hours earned by this rule do not expire (unless expired by a carryover rule).
  • Number of Days to Expiration – hours earned by this rule expire after the number of days you specify in the Values field.
  • Number of Months to Expiration – hours earned by this rule expire after the number of months you specify Values field.
  • Number of Years to Expiration – hours earned by this rule expire after the number of years you specify Values field.
  • Specific Date – click and, using the pop-up calendar, choose the specific date on which hours earned by this rule expire.

  Note: Expiration always occurs at 12:00 AM of the day following the expiration; hours can be used until the end of the day on the date of expiration.

  4. To assign the Accrual Type to which this rule applies, click and in the pop-up dialog, click to choose an accrual type from the list and click OK.

  Applies To tab

  1. Specify how the rules are to apply to levels. By default, the All Levels field is checked. To choose specific levels, click to remove the check mark and click Select Levels to choose specific levels from the list.

  If you choose to select levels, you have the option to check Qualify if Home and/or Qualify if Worked:

  When one or more hierarchy codes are selected and Qualify if Home is checked, the employee is considered for the overtime if their home hierarchy matches one of the selected codes.

  When one or more hierarchy codes are selected and Qualify if Worked is checked, the employee is considered for the overtime if they worked in one or more of the selected hierarchy codes.

  2. If you want to specify employment requirements, for example, to establish multiple premium definitions based on seniority or to set a minimum number of days employment, click to select one of the following Employment options:
  • None – no employment requirement.
  • Current Date – specify a minimum and maximum number of days as of the current date for eligibility.
  • Period Begin – specify a minimum and maximum number of days as of the beginning of the pay period.
  • Period End – specify a minimum and maximum number of days as of the beginning of the pay period.
  3. Set up your Other Conditions:

  Allocate OT first to hours worked outside the home dept –  if an employee works outside of their home department overtime is first charged to hours worked outside their home department when this configuration is selected. This option can be used whenever someone  works outside of their home department. For example, if I usually work as a waitress in the dining room but early in the week I pick up extra hours working an evening banquet, those extra hours could put me into weekly OT. Instead of charging the OT to the home department (if that is where I'm working at the end of the week), this option allows us to first charge the OT to the banquet.

  Day Cutoff – choose one of the following options to determine if, or when, the overtime rule ends when the crossing from one day to the next:

  • None – no cutoff time. For a Sunday double time overtime rule, an employee working Sunday night through Monday morning gets double time pay for the hours worked on Monday.
  • Midnight – sets the split between days at midnight. In the above example, the employee gets the double time pay up to midnight on Sunday night, gets Monday's pay rate from midnight on.
  • Day Break Time – this uses the value set as the New Day Starts Time.

  Operating Mode

  • Both – this rule applies both to the Projected Overtime report and to the actual calculation of overtime on the employee's time card.
  • Actual – this rule is used for actual overtime calculation; this overtime is not reported on the Projected Overtime report
  • Projected – this rule is used for purposes of the Projected Overtime report ONLY.

Save your overtime rule. When you are finished entering settings, choose one of the following ways to save the new overtime rule:

• Click Save to save the new overtime rule.
• Click Save and New to save the overtime rule and enter a new overtime rule.
• Click Save and Close to save the overtime rule and close the new overtime rule dialog.

1. Double click anywhere on an overtime rule's display line to open the overtime rule dialog. If the overtime rule you want to edit does not appear on screen, you can locate it one of three ways:

• Enter the name (or first few letters) of the overtime rule in the Find Overtime Rule box and click Go.
• Using the alphabet-bar at the bottom of the screen, click the first letter of the overtime rule to return overtime rules that start with that letter. Click # to return records that begin with a number. Click All to return all overtime rules.
• Click next to the View field and choose to view your overtime rules by All, Active, or Inactive.  

2. Make necessary changes to the overtime rule. For information on the setup fields, see creating a new overtime rule in the section above.
3. Click Save to save the edited overtime rule.

Click Save and New to save your changes and enter a new overtime rule.

Click Save and Close to save your changes and close the overtime rule dialog.

1. Click Copy Rule. You can copy the rule to the currently selected pay group or to another pay group. Note that if·you are copying to the same pay group, you must specify a new name for the rule.

2. To select the rule you want to copy, click and choose from the list of available overtime rules.
3. Specify the Pay Group to copy to by clicking the and choosing from the list of available pay groups.
4. Assign a New Rule ID by typing it into the New Rule ID text box.

1. Click to highlight the display line of the overtime rule you want to delete. To select multiple rules, hold the Ctrl key while you click. If an overtime rule you want to delete does not appear on screen, you can locate it one of three ways:

• Enter the name (or first few letters) of the Rule ID in the Find Overtime  Rule box and click Go.
• Using the alphabet-bar at the bottom of the screen, click the first letter of the overtime rule to return overtime rules that start with that letter. Click # to return records that begin with a number. Click All to return all overtime rules.
• Click next to the View field and choose to view your overtime rules by All, Active, or Inactive.

2. Click Delete Rule. Note that a rule cannot be deleted after it is attached to any records.