Before You Begin: If your organization uses both the Weekly Overtime Rule and the Rest Guarantee Based On a Period Rule, ensure that you add an instance of the Discount Hours Rule to avoid paying employees a double overtime premium.
The Rest Guarantee Based On a Period Rule is used to pay employees a premium whenever they work during their guaranteed rest period in a specified period. The rule pays premiums for the difference between the employee’s guaranteed rest period and the amount of rest they received.
When a period has multiple rest violations, the rule pays out the least amount of hours worked during the rest violation. For example, say that an employee is required to have 32 hours of consecutive rest time in a week. Their schedule for the week is as follows:
- Monday: 9:00 AM to 3:00 PM
- Tuesday: 9:00 AM to 12:00 PM, 3:00 PM to 5:00 PM
- Wednesday: 9:00 AM to 3:00 PM
- Thursday: 9:00 AM to 3:00 PM
- Friday: 9:00 AM to 1:00 PM
- Saturday: 9:00 AM to 3:00 PM
- Sunday: 9:00 AM to 3:00 PM
With this schedule, the employee doesn’t receive 32 hours of consecutive rest time, and multiple violations occur. The shift on Friday from 9:00 AM to 1:00 PM is the least amount of hours worked during the rest violation (four hours). Therefore, the employee receives four hours of premium pay.
| Setting | Description |
|---|---|
| Number of minutes required to be worked | Enter the number of minutes employees must work before the rule considers their guaranteed rest period interrupted. Leave blank and any duration of work is considered to interrupt the guaranteed rest period. |
| Number of minutes in rest period | Enter the number of minutes that employees are guaranteed off in between shifts or workdays. The rule pays matching premiums for qualifying worked time within the rest period. For example, if an employee works two hours of qualifying time within the rest period, the rule pays a two-hour premium. |
| Rate value | Enter the dollar per hour amount of the premiums the rule pays out. Leave blank and the rule pays rest premiums based on the employee’s base rate and the Pay Category to assign drop-down list. |
| Flat Amount Premium |
Enter the flat amount premium, in dollars, that employees receive when they work during their guaranteed rest period. This amount is always paid out as a separate premium. For example, say that you enter 100 in this field. An employee works from 9:00 AM to 5:00 PM and then has a guaranteed rest period of 10 hours. If the employee works from 8:00 PM to 9:00 PM, they receive a $100 premium. Employees are eligible for a premium each time they work during their guaranteed rest period, so if the employee works again from 9:00 PM to 11:00 PM, they receive another $100 premium. Note: Because this field specifies a flat amount, the rule ignores the Rate value, Rate output, and Rate type settings when you enter a number in the Flat Amount Premium field. |
| Pay Code to assign | The pay code the rule assigns to any premiums it pays out. Leave blank and the rule uses the pay code of the eligible time that interrupted the guaranteed rest period. |
| Pay Category to assign |
The pay category the rule assigns to any premiums it pays out. If the Rate value field is blank, employees are paid at their base rate multiplied by the pay category’s multiplier, if it has one. For example, you could configure the rule to pay employees time and for rest premiums by selecting a pay category with a 1.5 Rate Multiplier and leaving the Rate value field blank. Note: Pay categories and their multipliers are configured in Pay Setup > Pay Category. |
| Pay Codes eligible | The pay codes that mark eligible worked time. The rule considers only eligible worked time when determining if an employee’s guaranteed rest period was interrupted. |
| Pay Codes not eligible | The pay codes that mark ineligible time. Ineligible time isn’t considered when the rule determines if an employee’s guaranteed rest period was interrupted. |
| Pay Categories eligible | The pay categories that mark eligible worked time. The rule considers only eligible worked time when determining if an employee’s guaranteed rest period was interrupted. |
| Pay Categories not eligible | The pay categories that mark ineligible time. Ineligible time isn’t considered when the rule determines if an employee’s guaranteed rest period was interrupted. |
| Rate output | Specify whether the rule awards a separate premium or a blended rate. |
| Rate type | Select how the rule awards the premium: Incremental or Multiplier. For example, to award the premium at twice the employee’s pay rate, enter 2 in the Rate value field and select Multiplier. |
| Period Type |
Select the period type that Dayforce examines when determining guaranteed rest periods:
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