TechnologyAdvice’s Post

Are your timekeepers and payroll processors dreading auditing holiday time and payroll? They shouldn't. Holidays certainly add complexity to the time entry and absence landscape. Employers have a responsibility to ensure employees get paid accurately while enjoying the perks of a paid holiday. In Workday, though, a holiday week should not be adding more than 5 minutes to your payroll checklists. Let's take a look at things you can put in place to make processing holiday pay in Workday a breeze. 1️⃣ Clarify Your Holiday Policy: Ensure your company policy on holidays is clear and covers rare cases. What happens when a non-exempt hourly employee works on a paid holiday? How does PTO interact with a holiday? Does holiday pay count towards overtime? Clear policies are essential before configuring Workday. 2️⃣ Implement Time Entry Validations: Prevent bad data by having solid time entry validations. Configure time off plans to align with your policy and prevent entry on paid holidays unless necessary. Only workers who will get wages tied to their hours worked on the holiday should enter working hours. 3️⃣ Create a Comprehensive Report: Develop a one-click report that shows EVERYTHING you need to know about the holiday week and pay. This might involve creating many tedious calculated fields, but it will save time by consolidating all necessary information into one report. Summarize error conditions in a single true/false column for easy filtering. 4️⃣ Review and Improve: After processing, review the payroll checklist. Identify who failed initial validation and why. Use this information to configure the system to prevent future failures. #Workday #Holiday #Payroll #Timekeeping

Reframing Career Breaks: A New Perspective for Employers and Employees In today’s fast-paced and demanding professional world, career breaks are often seen as a liability an interruption to a linear career progression. Yet, Neha Ruch, the founder of Mother Untitled and author of The Power Pause, is on a mission to challenge this perception. Ruch’s work aligns with a larger, evolving discussion on work-life integration, where personal choices are beginning to be seen as just as significant as professional achievements. For instance, companies such as EY and Deloitte are increasingly offering flexible return-to-work programs for individuals who have taken time off for caregiving or personal reasons, recognizing the wealth of experience such individuals bring with them. As we see growing momentum in shifting workplace norms, the need for organizations to embrace career pauses is even more critical, particularly in sectors where talent retention is a challenge. By supporting employees in navigating career breaks, employers stand to benefit from a more loyal and engaged workforce that can offer unique perspectives and insights. Legal Landscape: Implications of the Overtime Rule Decision On November 15, a Texas federal judge vacated the DOL’s proposed increase in the minimum salary threshold for overtime exemption. As a result, the planned increase set to rise from $35,568 to $58,656 by 2025 will not take effect. This ruling means that employers do not need to adjust salaries for exempt employees to meet the new threshold. This decision has widespread implications for employers with cross-border teams, especially those managing U.S. and Canadian operations. In Canada, overtime rules vary by province, but salaried managers are often exempt if their primary duties are supervisory. For multinational companies, this decision also underscores the importance of understanding regional labor laws. U.S. companies must now navigate a landscape where salary-based exemption criteria remain in place, while also considering the broader cultural and legal shifts around employee rights and work-life balance. A Call for Strategic Workforce Management The recent legal changes, coupled with evolving views on career breaks, highlight an essential trend: the future of work is increasingly flexible and individualized. For professionals navigating career breaks, embracing the narrative that time away can be a catalyst for growth and transformation is key. In conclusion, both career breaks and labor law shifts present opportunities for transformation whether on an individual or organizational level. As businesses continue to navigate these changes, those who embrace flexibility, adaptability, and inclusivity will find themselves better positioned to thrive in an increasingly dynamic professional landscape. #zulfiqarhaidershah #syedzulfiqarhaider #sparkofbrilliance #trendpulsewithsyed #supplychainmanagement #gulforientedjobads #newsletter

Changes to the Working Time Regulations On 1 January 2024, the Retained EU Law (Revocation and Reform) Act comes into force, making changes to the interpretation of all EU-derived legislation. Alongside this are several draft regulations that attempt to reproduce important elements of EU law that would otherwise have been lost. This includes various changes to the Working Time. Regulations regarding holiday pay: The calculation of holiday pay for at least four weeks’ leave must now include commission and regular overtime. Workers can carry over all their statutory holiday entitlement where they have been unable to take it because of family-related leave. Workers can carry over up to four weeks for a maximum of 18 months where they have been unable to take holiday as a result of sickness. Workers can carry over up to four weeks indefinitely where the employer fails to recognise they are entitled to paid holiday under the regulations, fails to give them reasonable opportunity to take holiday or fails to inform workers that any leave not taken in that year will be lost. The government has also taken the opportunity to allow employers to roll up holiday pay for part-year and irregular hours workers. They will accrue holiday entitlement at 12.07 per cent of the number of hours they have worked, subject to a maximum of 28 days. Employers will no longer need to keep daily records of working hours for Working Time Regulations purposes, but details of hours worked are still required for minimum wage compliance and could be needed to defend future claims. Although the intention of the new regulations is to simplify holiday rights, they have the potential to cause as many problems as they solve. For example, there is no definition of ‘regular overtime’ in the calculation of holiday pay, so you can expect litigation on just how ‘regular’ overtime has to be before it is included. While that litigation finds its way through the tribunal system, employers may need to make some difficult calls on this until there is a precedent to follow. Changes have also been made to the TUPE Regulations to allow individual rather than collective consultation in small businesses of fewer than 50 employees, or where the transfer involves fewer than 10 employees, irrespective of the size of the business as a whole. This will simplify smaller-scale TUPE transfers where there is no union involved. Businesses no longer have to elect employee representatives with whom to consult in these circumstances and can instead hold individual meetings with employees. Flexible Working Act The Employment Relations (Flexible Working) Act passed over the summer. While it doesn’t make flexible working a ‘day one right’, despite being promised by government, it does allow up to two flexible working requests per year. It also requires you to consult with employees before refusing a request and all requests should be considered within two months.

🚀 Navigating the Nuances of Part-Time vs Full-Time Employment In the ever-evolving landscape of work, understanding the differences between part-time and full-time employment is crucial for compliance and accuracy in payroll processes. Whether you're an HR professional, a payroll specialist, or a business leader, knowing these distinctions can help ensure every employee is compensated correctly. 🔗 Dive into our latest blog where we break down everything from scheduling and types of pay to employee benefits and overtime exemptions. Discover how to handle the complexities of part-time employment and why involving finance can optimize your payroll operations. 👉 Don't miss out on the insights that could redefine your payroll strategy. Read more now! https://bit.ly/48NdE1m #HR #Payroll #EmploymentLaw #CloudPay

Encore Launches Overtime Savings Program to Boost Employee Financial Stability Encore has introduced an Overtime Savings Program to support its 12,000 team members working in the seasonal event and hospitality sectors. This program allows employees to save their overtime pay for slower periods, with a company match to promote financial wellness. Complementing this, Encore also launched a Seasonal Leave of Absence Program, enabling workers to take time off during quieter months while retaining benefits and job tenure. With these initiatives, Encore aims to reduce financial stress for its workforce, enhancing stability and retention across the company. #EmployeeWellness #FinancialStability #Encore

It’s closing in on 3:00. As your energy dips and your focus wanes, there’s a beacon of hope: a coffee break! It’s a moment to step away, sip some caffeine (or your beverage of choice), and recharge your batteries, making the rest of the day seem more doable. In one state, meal and rest breaks are in possible jeopardy. A new bill proposes significant changes for workers by: ·        Eliminating required lunch breaks; ·        Eliminating required rest breaks; ·        Eliminating time-and-a-half overtime pay for working 7 days in a row; ·        The statute of limitations for bringing employment lawsuits decreases from five to three years; and ·        It would also eliminate pay protections, including for time spent traveling to and from a job site during work hours.  We’re glimpsing into a crystal ball, envisioning what could lie ahead. Ban the box laws that prohibit employers from inquiring about a candidate’s conviction or arrest records began with one state and currently 37 states have adopted the law. It is critical to stay ahead of this bill because when one state enacts a law other states often follow suit. Meal and rest breaks aren’t a luxury. Whether an employee is a thought worker or a construction worker, breaks are necessary to combat fatigue, burnout, and prevent accidents. This bill makes it more dangerous for workers by depriving them of food and rest, incentivizing them to travel too quickly to get to their job site, and it increases the risk of accidents and injuries as a result of fatigue, dehydration, etc. But wait, there is good news!! Employers can choose to provide lunch and rest breaks. They can pay their workers overtime when they’ve worked 7 days in a row. But as the bill is written, employers couldn’t be held accountable for failing to provide minimum wages or overtime pay for travel to and from a work site and for activities that are in preparation for, or part of the wind-down from a work activity like donning and doffing personal protective equipment in a hazardous work environment. If there is no accountability, what motivation is there for employers to do the right thing? If employers want to reduce turnover, foster a healthy, productive work environment, and enhance employee well-being and satisfaction, they can do the right thing. Adequate breaks reduce burnout and mistakes, leading to higher quality work. Fair compensation promotes loyalty and attracts talent, something crucial for every business’s success. Ultimately, prioritizing workers’ rights and needs benefits both employees and employers. It’s a win-win scenario that contributes to a sustainable and positive workplace culture. Let’s stay informed, if you have updates please share them in the comments. #dotherightthing #leadershipinsights #workersrights

🏖️ Making sure your employees get adequate time off is crucial to a positive company culture. How can you ensure each team member earns a fair amount? A well-defined accrual policy is essential. 🗓️ Here's what you need to know. https://loom.ly/PCN7iJw #hr #benefits

🏖️ Making sure your employees get adequate time off is crucial to a positive company culture. How can you ensure each team member earns a fair amount? A well-defined accrual policy is essential. 🗓️ Here's what you need to know. https://loom.ly/PCN7iJw #hr #benefits

🏖️ Making sure your employees get adequate time off is crucial to a positive company culture. How can you ensure each team member earns a fair amount? A well-defined accrual policy is essential. 🗓️ Here's what you need to know. https://loom.ly/PCN7iJw #hr #benefits