An organization requires its employees work no more than 10 days in a two-week period, with the following conditions:
- Employees shouldn’t exceed five worked days in a single week.
- When employees exceed this maximum limit and work six days in a single week, they can’t exceed four worked days in the following week.
The organization wants to add this qualifier to a rule in their pay policy ruleset that pays out premiums for overtime. When an employee exceeds these worked-day limits, they’re eligible to be paid at an overtime rate for their extra worked days.
Configuration
To configure this qualifier to support these requirements:
- Do one of the following to configure the first day of the lookback period:
- Select a day of the week in the Day of week to count from drop-down list.
- Select the Use pay group first day of week checkbox to use the pay group’s first day of the week, as configured in Pay Setup > Pay Group using the Start of Week setting.
- Enter 6 in the Minimum worked days in week and Maximum worked days in week fields.
- Select the Adjust minimum/maximum worked days based on prior week? checkbox.
- Select 6 in the Prior week maximum worked days drop-down list.
- Select 4 in the Adjusted maximum worked days drop-down list.
- In the Number of minutes worked required field, enter the number of minutes required for a day to be considered “worked.” For example, to define a worked day as a day in which employees work eight hours, enter 480 (the result of 8 hours x 60 minutes).
- Specify the pay codes and categories that mark eligible and ineligible worked time using the Pay codes eligible, Pay codes ineligible, Pay categories eligible, and Pay categories ineligible settings.
Results: Example 1
Brad works the following schedule over three weeks:
| Period | Week 1 | Week 2 | Week 3 |
|---|---|---|---|
| Shifts |
|
|
|
| Total Number of Worked Days | 5 | 6 | 4 |
During Week 1, Brad didn’t exceed five worked days, so he isn’t eligible for overtime. However, Brad worked six days during Week 2, so he qualifies to be paid at an overtime rate for his sixth shift on Saturday. Further, because he exceeded the five-day limit in Week 2, his maximum limit is adjusted to four worked days in Week 3.
Brad works four shifts in Week 3, so he doesn’t qualify for an additional premium because his worked time falls within the threshold.
Results: Example 2
Brenda works the following schedule over three weeks:
| Period | Week 1 | Week 2 | Week 3 |
|---|---|---|---|
| Shifts |
|
|
|
| Total Number of Worked Days | 5 | 6 | 5 |
During Week 1, Brenda didn’t exceed five worked days, so she isn’t eligible for overtime. However, Brenda worked six days during Week 2, so she qualifies to be paid at an overtime rate for her sixth shift on Saturday. Further, because she exceeded the five worked-days limit in Week 2, her limit is adjusted to four worked days in Week 3.
Brenda works five shifts in Week 3, once again violating the maximum threshold. She qualifies to be paid at an overtime rate for her fifth shift on Friday.