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For example, a pay agreement may stipulate that a payee must be paid an overtime for working a shift that begins at 17:30 or later on any given day. The pay agreement may stipulate that the overtime rate applies to the first four hours of the shift. Any remaining time worked on the same day must be paid as double-time. In this case, a pay code time rule could be defined within the pay agreement in Rates and Rules, which would apply to shifts that begin at 17:30 or later on any given day. The rule would have the following actions/action limits:
an action to stipulate that the first four hours of the shift should be allocated against the relevant pay code representing overtime pay (pay code X)
an action limit on the abovementioned action to restrict the allocation of time against the overtime pay code to a maximum of four hours per day
another action that allocates any remaining time against the relevant pay code representing double-time (pay code Y).
Besides defining the pay/bill code against which to allocate time or an item, an action of a pay/bill code rule defines the quantity that will be paid or billed for each hour or unit that is allocated to that pay code or bill code respectively. To understand the concept of the action quantity, consider the example in the table below.
Quantity Per Hour | Pay Code |
X | 1 |
Y | 2 |
According to the values in the table above, a quantity of 1 is applied for every hour that is allocated against pay code X. If the applicable pay rate for pay code X is $30.00, a payee would receive payment of $30.00 per hour gross for each hour that is allocated against pay code X (i.e. quantity per hour multiplied by pay rate).
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The frequency specifies if the limit applies on a per day, per week or per timesheet basis. For example, consider the example in the table below.
Quantity | Limit Type | Frequency |
10 | Maximum | Per Week |
The example action limit in the table above stipulates that a maximum of 10 hours/units per week can be allocated against the pay/bill code defined by the action.
Action limits are not mandatory. However, where a pay code rule has multiple actions, an action limit is required wherever any time/units remaining from applying one action are to be passed onto another action within the rule. An example of this is shown in the table below.
Bill Code | Quantity Per Hour | Time From | Time To | Limits – Quantity | Limits – Limit Type | Limits - Frequency |
X | 1 | 9:00 | 12:30 | 10 | Minimum | Per Week |
Y | 2 | 1 | Maximum | Per Day | ||
Z | 2 | None | None | None |
The example in the table above is an example of actions for a bill code time rule, whereby there are three actions. Notice that the first two actions have action limits which allow any remaining time to be passed onto the next action in the sequence. The last action does not have an action limit. Therefore, any time remaining after applying the second action will be allocated against bill code Z without restriction. This means that no unallocated time remains after applying the actions.
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It is possible to define an action limit for an action if that action is the only action or the last action within a pay/bill code rule. In such cases, any time or units that remain unallocated after applying the action are not allocated against a pay code and are therefore not paid. For example, consider the table below.
Pay Code | Quantity Per Unit | Limits – Quantity | Limits – Limit Type | Limits - Frequency |
01 M Meal Allowance | 1 | 5 | Maximum | Per Week |
In this example there is one action that allocates units against the pay code 01 M Meal Allowance. The pay agreement states that the payee is eligible to a maximum of five meal allowances per week. Therefore, the action has a quantity limit of five units maximum per week. If a submitted timesheet has seven units allocated against the corresponding manual item for a single week, the payee will be paid for five meals only and the remaining two units will be ignored.
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