Pay Setup

Renamed the Gender setting to Assigned Sex in the Employee Qualifier in Pay Setup > Entitlements.

Added the ability to configure details about certain forms such as the grace period for approval and submission or the grace period for submissions dated in the past or future. To support this functionality, the WFM Form Config screen was added to Pay Setup. With this feature, users can configure the grace period for submission and approval of the Change of Shift form, Certificate of Attendance form, and Overtime application form. Additionally, users can configure the grace period for past-dated and future-dated submissions of the Parental Leave Planning form.

See Configure WFM Forms in the Dayforce Implementation Guide.

Added the ability to trigger balance transfers in Dayforce when the total of a specified balance is over or under a certain value. Previously, users needed to manually update any balance changes that happened after the balance total reached a certain limit. To automate this process, the Balance Total Qualifier was added to Pay Setup > Pay Policy. The qualifier can be added to any pay rule that updates balances, such as overtime balances or flextime balances. When configured, Dayforce triggers balance transfers when the balance limit set in the qualifier is met.

See Balance Total Qualifier in the Dayforce Implementation Guide.

Added the ability to extend the lookback period by the number of weeks of Leave Without Pay (LWOP) found in the lookback period. This update ensures that the lookback period is based on worked time rather than elapsed time. Additionally, added the ability to define what counts as an unworked week. To support this update, the following settings were added to the Award Average Work Rule in Pay Setup > Entitlements:

• Extend Lookback period by unworked weeks
• Extend lookback recurrence limit
• Unworked weeks definition

See Award Average Work Rule in the Dayforce Implementation Guide.

Added the ability to use a pay rule to automatically update absence pay codes to meet a country's legal requirements without having to manually update them. To support this update, the Continuous Absence Change Rule was added to Pay Setup > Pay Policy. This rule can update the pay codes and categories after a set number of consecutive days that an employee takes time away from work or update the pay codes and categories at the start of employment. For example, this rule can be used to switch paid sick days to unpaid sick days after a certain number of consecutive sick days are taken.

See Continuous Absence Change Rule in the Dayforce Implementation Guide.

Updated the Base Rate Recalc background job to respect the value entered in the Weeks Per Year field in the Rate/Salary Conversion section, in the Pay Group Properties tab of Pay Setup > Pay Group. In cases where the Weeks Per Year field is empty, the job uses 52 weeks as the default when calculating annual salary.

Added the ability to qualify shifts based on the end time of their clock entry in the Shift Premium Rule in Pay Setup > Pay Policy. To support this functionality, the following settings were added to the rule:

• Qualify shift by end time
• Region start
• Region start is inclusive
• Region end
• Region end is inclusive

See Shift Premium Rule in the Dayforce Implementation Guide.

Before You Begin: This feature is available only for organizations in Australia and New Zealand.

Added the ability to configure Long Service Leave (LSL) eligibility based on an employee’s status changing to Active. Now, in Pay Setup > Long Service Leave in the Employment Statuses sub-tab, you can select Active in the Status drop-down list so that the Active employment status affects continuous service.

Additionally, in the Employments Statuses sub-tab, the Any Reason not already listed option was added to the Reason drop-down list. This option offers you the ability to configure employment status records that aren’t tied to a specific reason. By default, employment status changes that affect LSL eligibility must match the exact Employment Status and Reason combination in an employee’s profile in People in the Employment > Employment Settings screen, in the Employment Status tab. To configure LSL eligibility based on employment status changes that aren’t tied to a reason, select the Any Reason not already listed option.

To further support this functionality, the Calculate Long Service Leave Entitlement background job now includes the Active employment status in its evaluation.

See the following topics in the Dayforce Implementation Guide:

• Configure Long Service Leave Policies
• The Policies Tab

Before You Begin: This feature is available only for organizations in Australia.

Added the ability to award premiums for the total number of hours where a rest period is interrupted, regardless of the shift length, when using the Rest Period Rule. Previously, the rule awarded a premium for the length of the interrupted shift only when the shift length was less than the qualifying rest period. Now, the rule includes the hours of interrupted rest period that qualify regardless of the shift length. To support this update, the Apply separate premium to end of rest period setting was added to the Rest Period Rule in Pay Setup > Pay Policy.

See Rest Period Rule in the Dayforce Implementation Guide.

Added the ability to include or exclude schedule change reasons in the Schedule Change Premium Rule in Pay Setup > Pay Policy. To support this update, the following settings were added to the rule:

• Schedule Change Reasons Eligible
• Schedule Change Reasons Ineligible

The options available in these settings are configured in the Schedule Change Reason tab in Schedule Setup > Schedule Change Policy.

See Schedule Change Premium Rule in the Dayforce Implementation Guide.

Added the ability to use the employee properties that are configured in HR Admin > Employee Properties in the Amount Based Threshold Rule. To support this update, the Employee Property drop-down list was added to the rule. This setting is optional, but when it’s configured, it has priority over the Threshold Amount setting. The rule uses the selected employee property to determine the amount at which the rule splits the pay segment and assigns the configured pay code or category to the exceeding amount.

Note: To include an employee property in this setting, select the Numeric option in the Data type drop-down list and the One at a time option in the Assignable drop-down list in HR Admin > Employee Properties. Any employee properties that aren't configured with these options selected won't be included in the setting.

See Amount Based Threshold Rule in the Dayforce Implementation Guide.

Added the ability to select a balance conversion method in the Balance Carry Over Rule in Pay Setup > Entitlements. Previously, when using this rule, Dayforce assumed that the balance value was in hours and converted it to minutes by default. However, in some cases the balance can be in days or weeks and shouldn't be converted to minutes. To support this functionality, the Balance conversion method setting was added to the Balance Carry Over Rule. This setting can be configured to convert the balance value to minutes or prevent the conversion to minutes in cases where it doesn’t apply.

See Balance Carry Over Rule in the Dayforce Implementation Guide.

Added the ability to qualify employees based on their status reason in the Employee Qualifier in Pay Setup > Pay Policy. To support this update, the following settings were added to the Employee Qualifier:

• Include Employment Status Reasons
• Exclude Employment Status Reasons

The status reasons shown in these settings are configured in HR Admin > Employment Status Reason. When 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.

See Employee Qualifier in the Dayforce Implementation Guide.