Monitoring Not Required

This is a check box to define if the job order is monitored for AWR. If this check box is checked on, the system will not generate any clock history records and the parity rates will not be available in the job order rate section.

• When a job is created, it will use the Country Hierarchy Monitoring Not Required for Payee Types default settings to determine if this flag is automatically applied.

• The flag setting can be changed up until the job is submitted to timesheet. If you change this flag against a job that has a Payee Type that should have AWR rules applied or vice versa, you will be warned but it will still allow the update to occur.

Job Role Comparator

A free text field to add the comparable job role.

• This is an optional field.

Clock Count

This displays the latest clock count from the last time a timesheet was interpreted.

• The clock count is editable to update it to a new count at any time. If the clock count is edited manually, an entry will be displayed in the clock history with:

  • TS Start Date/End Date = If no timesheets processed, these fields will be blank. If there are existing timesheets, it will display the last timesheet processed period

  • Source = Job Order

  • AWR Status = Manual

  • Clock Count = value entered

• Where Monitoring Not Required for Payee Types is checked on, the Clock Count will not be editable.

• The value of the clock count cannot exceed Qualifying Weeks Before Parity + 1 week set in the job’s Client, Office or Country setting. If the Client Qualifying Weeks Before Parity is not set, it will check the value in Office. If that is not set, it will check the Office setting and if that is not set, it will use the setting in Country.

• If overriding the clock count and clock history records already exist because of timesheets being processed, any adjustments to timesheets prior to the date the clock history was updated, that is subsequently processed, will not adjust the prior clock count. This is because you are stating you want to override what the clock count is.

Enhanced Holiday Override

If the comparable job has a higher holiday accrual percentage than the agency worker has with your agency, they are entitled to receive the comparable job’s accrual rate during the time that they are at parity.

Due to the configurability of the system’s leave module, this field will accept any numeric value. So, if your leave accrual rule is set accrue at 12.07%, and a value of 6 is entered into this field because the end user thinks they need to enter 6 weeks of entitlement, when the payee reaches parity, it will accrue at 6% as the system will replace the 12.07%.

Therefore, instruction must be given to Front Office users how to determine the accrual percentage. For example, if payees are entitled to receive 5.6 weeks of leave, the percentage is calculated as:

52 weeks in a year minus 5.6 weeks of leave = 46.4 Total Working Weeks

(5.6 / 46.4) * 100 = 12.07%

If the comparable job was entitled to 6 weeks per year:

52 weeks in a year minus 6 weeks of leave = 46 Total Working Weeks

(6 / 46) * 100 = 13.04%

• Can be left blank. If left blank, the Payroll Module will use the accrual rate set on the Leave Type when the payee reaches parity.

• The value entered will be used as the replaced accrual rate in the Pay Batch at the Accrual Stage when the payee reaches parity.

• If this value is subsequently changed, adjustment pay batches will need to be created for the system to determine the difference in accrual rate at the point the payee reached parity.

Parity Effective From Date

This field will display the timesheet start date at the point the payee reached parity.

• This is a read only field.

• If the job order drops out of parity, the field will be blank until such time that they reach parity again.

View Clock History Button

This gives a history of the clock count.

• This is a read only pop up window.

AWR Clock Linked Job Orders

AWR specifies that where an agency worker has previously worked in another job and then has a further job that is for the same hirer or parent and is the same job, the clock count can be linked together as you may be working in the jobs in alternative weeks.

Job orders can be linked so as to keep the clock’s in synch with one another.

• How to use this section is explained in Linked Job Orders - AWR.