The Employee Qualifier restricts a rule to specific employees. Dayforce runs the rule only for employees that meet the qualifier’s conditions, such as employees who were born or hired before or after a certain date, who work full-time, or who are paid hourly.
For example, you could use the qualifier to apply a specific daily overtime rule only to full-time, salaried employees, by attaching the Employee Qualifier to the rule and selecting FT in the Include Pay Classes field and Salaried in the Include Pay Types field.
| Setting | Description |
|---|---|
| Invert output | Select this checkbox to invert the output of this qualifier so that employees are disqualified from the rule if the conditions are met. |
| Hire date is on or after | Enter a date to limit the associated rule to employees whose most recent hire date on or after the selected date. |
| Hire date is on or before | Enter a date to limit the associated rule to employees whose most recent hire date is on or before the selected date. |
| Original Hire date is on or after | Enter a date to limit the associated rule to employees whose original hire date on or after the selected date. |
| Original Hire date is on or before |
Enter a date to limit the associated rule to employees whose original hire date is on or before the selected date. For example, a manager wants to give Sunday premium hours to all employees originally hired prior to January 1, 2000. A current employee was originally hired before this date, but was subsequently terminated and then rehired in 2004. As such, this employee’s hire date is 2004, and their original hire date is before 2000. If the manager uses the Hire date is on or before setting to award Sunday premium hours, the employee rehired in 2004 won’t qualify for the premium. However, if the manager uses the Original Hire date is on or before setting, this employee does qualify for the Sunday premium hours because the manager is basing it on employee original hire dates, not rehire dates. |
| Birth date is on or after | Enter a date to limit the associated rule to employees born on or after the selected date. |
| Birth date is on or before | Enter a date to limit the associated rule to employees born on or before the selected date. |
| Include Pay Classes | Select to which pay classes employees must belong for the associated rule to apply. Common pay classes such as “FT” and “PT” distinguish between full- or part-time employees. Leave blank and the rule doesn’t examine an employee's pay class when including employees. |
| Exclude Pay Classes | Select the pay classes governing employees you want excluded from the list the associated rule examines. For example, if the associated rule shouldn’t apply to part-time employees, you would select PT. Leave blank and the rule doesn't examine an employee’s pay class when excluding employees. |
| Include Pay Types | Select to which pay types employees must belong for the associated rule to apply. Common pay types distinguish between hourly or salaried employees. Leave blank and the rule doesn’t examine an employee’s pay type when including employees. |
| Exclude Pay Types | Select the pay types you want excluded from the list the associated rule examines. Leave blank and the rule doesn’t examine an employee’s pay type when excluding employees. |
| Include Employment Statuses | Select which employment statuses employees must have for the associated rule to apply to them. Common employee statuses distinguish between employees actively working, on maternity leave, or terminated. Leave blank and the rule doesn’t examine an employee’s employment status when including employees. |
| Exclude Employment Statuses | Select which employment statuses will exclude employees from the list the associated rule examines. Leave blank and the rule doesn’t examine an employee’s employment status when excluding employees. |
| Include Employment Status Reasons |
The employment status reasons the qualifier includes when determining which employees qualify. The status reasons shown in these settings are configured in HR Admin > Employment Status Reason. Once configured, the employment status reason can be selected for each employee in the Reason drop-down list in the Employment Status tab of the Employment > Employment Settings screen in People. |
| Exclude Employment Status Reasons |
The employment status reasons the qualifier excludes when determining which employees qualify. The status reasons shown in these settings are configured in HR Admin > Employment Status Reason. Once configured, the employment status reason can be selected for each employee in the Reason drop-down list in the Employment Status tab of the Employment > Employment Settings screen in People. |
| Include Termination Type |
Select whether you want to include involuntary terminations, voluntary terminations, or both when awarding premiums to qualifying employees. Note that for this setting to work correctly, Termination needs to be selected in the Include Employment Status field. If it isn’t selected, the termination type selection will be ignored. |
| Exclude Termination Type |
Select whether you want to exclude involuntary terminations, voluntary terminations, or both when awarding premiums to qualifying employees. Note that for this setting to work correctly, Termination needs to be selected in the Include Employment Status field. If it isn’t selected, the termination type selection will be ignored. |
| Include Departments | Select in which departments employees must work for the associated rule to apply. Leave blank and the rule doesn’t examine an employee’s department when including employees. |
| Exclude Departments | Select which departments are excluded from the list the associated rule examines. Leave blank and the rule doesn’t examine an employee’s department when excluding employees. |
| Include Jobs | Select which jobs employees must work for the associated rule to apply. Leave blank and the rule doesn’t look at an employee’s job when including employees. |
| Exclude Jobs |
Select which jobs are excluded from the list the associated rule examines. Leave blank and the rule doesn’t look at an employee’s job when excluding employees. Note: If an employee has more than one job, this qualifier validates against all of the employee’s jobs. |
| Primary job assignments only |
Select this checkbox to configure the qualifier to look only at an employee’s primary job assignment in the Work > Work Assignments screen in People when checking the employee profile for eligible and ineligible departments or jobs. For example, an employee’s primary job assignment is Bakery Clerk, but they're also able to work as a Dairy Clerk. With the “Bakery” selected in the Include Departments field, and with the Primary job assignments only checkbox selected, the employee would qualify for the pay rule the qualifier restricts. Conversely, an employee who can work as a Bakery Clerk but whose primary job assignment is Dairy Clerk wouldn’t qualify. Even though the employee can work as a Bakery Clerk, it isn’t their primary job assignment. |
| Include Skills | Select which skills employees must possess for the associated rule to apply. Leave blank and the rule doesn’t look at an employee’s skills when including employees. |
| Exclude Skills | Select which skills are excluded from the list the associated rule examines. Leave blank and the rule doesn’t look at an employee’s skills when excluding employees. |
| Include Skills Level | Select which skill levels employees must possess for the associated rule to apply. Leave blank and the rule doesn’t look at an employee’s skill level when including employees. |
| Exclude Skills Level | Select which skill levels are excluded from the list the associated rule examines. Leave blank and the rule doesn’t look at an employee’s skill level when excluding employees. |
| Include Shift Rotation | Select to which shift rotations employees must be assigned for the associated rule to apply. Leave blank and the rule doesn’t look at an employee’s shift rotation when including employees. |
| Exclude Shift Rotation | Select which shift rotations are excluded from the list the associated rule examines. Leave blank and the rule doesn’t look at an employee’s shift rotation when excluding employees. |
| Calendar days since hire date | Enter a number of days. With the Is within calendar days since hire date checkbox selected, Dayforce applies the rule only to employees whose hire date is within this number of days. With the checkbox cleared, Dayforce applies the rule only to employees with at least this number of days since their hire date. |
| Is within calendar days since hire date | Select the checkbox to apply the rule to employees that are within the number of calendar days specified in the option above from their hire date. Dayforce will apply the rule to employees that haven’t passed the specified number of calendar days since their hire date with your organization. |
| Calendar days since start date | Enter a number of days. With the Is within calendar days since start date checkbox selected, Dayforce applies the rule only to employees whose start date is within this number of days. With the checkbox cleared, Dayforce applies the rule only to employees with at least this number of days since their start date. |
| Is within calendar days since start date | Select the checkbox to apply the rule to employees that are within the number of calendar days specified in the option above from their start date. Dayforce will apply the rule to employees that haven’t passed the inputted number of calendar days since their start date with your organization. |
| Calendar days since seniority date | Enter a number in days to run the rule only for employees that have achieved the specified number of days since their seniority date. The rule will apply only to employees that have passed the specified number of calendar days since their seniority date with your organization. |
| Is within calendar days since seniority date | Select this checkbox to apply the rule to employees that are within the number of calendar days specified in the option above from their seniority date. Dayforce will apply the rule to employees that haven’t passed the specified number of calendar days since their seniority date with your organization. |
| Include Employee Groups | Select to which groups employees must be assigned for the associated rule to apply. Leave blank and the rule doesn’t look at employee groups when including employees. |
| Exclude Employee Groups | Select which groups are excluded from the list the associated rule examines. Leave blank and the rule doesn’t look at employee groups when excluding employees. |
| Min Age |
The minimum age in years that an employee must be to qualify for the associated rule. This setting includes the employee’s qualifying birthday. For example, when set to Leave blank and there’s no minimum age needed to qualify for the associated rule. |
| Max Age |
The maximum age in years that an employee must be to qualify for the associated rule. This setting excludes the employee’s disqualifying birthday. For example, when set to 20, the employee qualifies until their 21st birthday. Leave blank and there’s no maximum age that disqualifies the associated rule. |
| Is Student | Select this checkbox to restrict the rule to run only on employees that are students. This setting classifies employees as students when the School Year Calendar Assignment setting is configured in People in Work > School Year Calendar. |
| Base Rate Greater or Equal To | Enter an amount in dollars that the base rate of employees covered by the rule must be equal to or greater than for the rule to apply. For example, enter 8 to include employees that earn at least $8 an hour. |
| Base Rate Less or Equal To | Enter an amount in dollars that the base rate of employees covered by the rule must be equal to or less than for the rule to apply. For example, enter 15 to include all employees that earn $15 per hour or less. |
| Include Volunteer Lists | Select which volunteer lists are included from the list of employees the associated rule examines. Leave blank and the rule doesn’t look at volunteer lists when including employees. |
| Exclude Volunteer Lists | Select which volunteer lists are excluded from the list of employees the associated rule examines. Leave blank and the rule doesn’t look at volunteer lists when excluding employees. |
| Min expected pay period mins and Max expected pay period mins |
Specify the minimum or maximum number of minutes that an employee is expected to work for the pay period. Dayforce examines each employee’s HR records and compares them against the value to determine if they qualify. The values Dayforce uses for the comparison depends on the employee’s pay frequency:
For example, 1800 is entered in the Min expected pay period mins field (30 hours) and 3000 in the Max expected pay period mins field (50 hours). An employee on a weekly pay frequency (configured in their pay group) with a value of 60 in the Normal Weekly Hours field on their employee records wouldn’t qualify (as the number of minutes they're expected to work in the week is above the maximum threshold) but an employee with 40 in the Normal Weekly Hours field qualifies and the associated rule is applied. |
| Include Primary Taxation Work Zip/Postal Code (At the end of the pay period) | Specify which primary work location ZIP Codes qualify for the rule. ZIP Codes must be separated by commas. For example, to limit the rule to only employees whose primary work location is in Seattle, add all of the ZIP Codes for Seattle here. |
| Exclude Primary Taxation Work Zip/Postal Code (At the end of the pay period) |
Specify which primary work location ZIP Codes don’t qualify for the rule. Note: For virtual employees (that is, any employee with the Virtual checkbox selected in their work assignment), Dayforce qualifies or disqualifies employees based on the ZIP Code from their primary home address, rather than the organization’s ZIP Code. |
| Include Primary Address Zip/Postal Code |
Specify which primary residential address ZIP Codes qualify for the rule. An employee’s primary residential address is configured in the Addresses section, in the Personal > Contact Information screen of People. This setting respects the date the address is effective from. For example, if a virtual employee moves to a new city, the new address is used by the qualifier starting on the day that the new address is effective from. The previous address is considered up until the effective from date. |
| Exclude Primary Address Zip/Postal Code |
Specify which primary residential address ZIP Codes don’t qualify for the rule. An employee’s primary residential address is configured in the Addresses section, in the Personal > Contact Information screen of People. This setting respects the date the address is effective from. |
| Ignore Zip/Postal Code Validation |
Select this checkbox to disable the default zip/postal code validation. When this checkbox is selected, you can specify zip/postal codes in the Include Primary Work Zip/Postal Code and Exclude Primary Work Zip/Postal Code fields that are four digits in length. This is useful for organizations in Australia and New Zealand, where postal codes are composed of four digits. This checkbox is cleared, by default. When cleared, Dayforce won’t allow you to save your changes when you configure the qualifier with four-digit postal codes in the Include Primary Work Zip/Postal Code and Exclude Primary Work Zip/Postal Code fields. |
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Select this checkbox to filter employees with the assumption that they're assigned to on-site departments (which aren’t physical locations and don’t have zip/postal codes), and that the zip/postal code used is assigned to the parent site-level org unit |
| Weekly Hours Greater or Equal To | Enter the minimum hours employees must be expected to work during a week to receive the premium. Dayforce examines each employee’s Normal Weekly Hours value in their HR record and compares them against the value to determine if they qualify. |
| Weekly Hours Less or Equal To | Enter the maximum hours employees can be expected to work during a week and still receive the premium. Dayforce examines each employee’s Normal Weekly Hours value in their HR record and compares them against the value to determine if they qualify. |
| Average Daily Hours Greater or Equal To | Enter the minimum hours employees must be expected to work during an average day to receive the premium. Dayforce examines each employee’s Average Daily Hours value in their HR record and compares them against the value to determine if they qualify. |
| Average Daily Hours Less or Equal To | Enter the maximum hours employees can be expected to work during an average day and still receive the premium. Dayforce examines each employee’s Average Daily Hours value in their HR record and compares them against the value to determine if they qualify. |
| Include Locations | Select which locations are included in the list the associated rule examines. Leave blank and the rule doesn’t look at an employee’s location when including employees. |
| Exclude Locations |
Select which locations are excluded from the list the associated rule examines. Leave blank and the rule doesn’t look at an employee’s location when excluding employees. Note: When the Primary job assignments only checkbox is selected in the qualifier, Dayforce only examines employees’ primary locations. When the checkbox is cleared, Dayforce considers both the primary and secondary locations when qualifying employees. |
| Eligible Work State/Province | The states or provinces that the employees work in that qualify for the rule. This setting is based on the work address of the primary job assignment. Leave blank and the rule doesn’t look at an employee's state or province when including employees. |
| Ineligible Work State/Province | The states or provinces that exclude employees who don’t work in those jurisdictions from qualifying for the rule. This setting is based on the work address of the primary job assignment. Leave blank and the rule doesn’t look at an employee's state or province when excluding employees. |