Overtime calculated in CATS or Time Eval?

[Former Member]

Hello!

    We are using TM and PY and planning to use CATS for our hourly EEs. What are the approaches that can be taken for overtime calculation? For example, say that an employee worked 10 hours a day, we could:

1) Educate the employee (may be using a user exit) and make him enter two different presences (8 hours for regular time) and then 2 for overtime. In this case the time evaluation should only have to pass on the information to payroll, no logic should be created here. or;

2) Allow only the presence "worked hours" in the ESS CATS, in this example it would be one presence of 10 hours, and then the time evaluation process it and calculates the overtime of 2 hours.

If anyone had to do this analysis before, I would appreciate it if the advantages and disadvantages could be shared.

Thank you!

[Former Member · Accepted solution]

This is a hard one to answer... However, given the preference and in my experience, I would suggest to implement Overtime Calculation in Time Evaluation.

Here are my reasons:

1) The burden on understanding Overtime rules is embedded in the Time Schema and the user does not need to worry how to breakdown their hours.

Reporting hours can be difficult in certain complex situations - Overtime on Holiday, Daily Overtime if you have not reached your weekly threshold, Should Vacation be considered as a part of your actual work hours, Should Holiday hours be a part of hours worked in calculating Weekly threshold... and so on and so forth...

Second, In US, the overtime logic varies based on states. Some states - example California, has  Daily Overtime  with a daily threshold at 8 hours and 12 hours...

Since these rules can become complex, it is better if you configure such rules in Time Evaluation and not leave it at the end of Employees.

Also, if you leave the breakdown of hours with employees, then they could enter incorrect time codes. As a result, the Manager or a Time Administrator has to verify that all hours are captured correctly. If the employee decides to make changes, to one day, then this could impact change for the entire week... The complexity could go on and on...

So if your Overtime rules are extremely simple, then only go for breakdown of hours by employees otherwise the recommendation is to use Time Evaluation. Also, be mindful that you may still have to build exits and validations in CATS to ensure that some employees did not make any mistakes in spite of having simple rules.

Now, If you have to absolutely capture Overtime against Project codes, then you may have to create Time codes for Overtime and use them as you would for regular attendances... but I am sure that you will have to make sure that there is sufficient training documentation available to employees.

Good Luck

- H

[Former Member · Accepted solution]

Thank you so much! If anybody else use CATS and could share its approach it would be great!

[harishtk1 · Accepted solution]

I think Harshal has pretty much summarised everything you need.

The following approaches are possible

1) Let Employees choose the appropriate Wagetype - Overtime etc and enter a number of hours. This is subject to approval by manager, so there is some control over what the mployees can claim. No Time Eval required - The data from time Sheet is transferred to Employee remunearation Info IT 2010, and is processed via payroll -

This approach means, Employee must know exactly what their hours are worth and how much they should claim. For instance, if overtime on a Public Holiday is worth more than a normal day, they should be able to select the correct wagetype for that.

2) Let Employees enter Hours against an attendance type in Time Sheet - Without complex Time Evaluation - This is simlar to the above approach - Attendance Types have to be defined for each kind of overtime, and Time Evaluation will simply assign a Time Wagetype to each of those attendance types.

3) Let Employees enter all extra hours against an Attendance Type - Overtime - Time Evaluation will have to be set up with more complex rules, and it will automatically determine whether the hours fall on a BH or not, etc - but whatever time has been entered will be treated automatically as overtime.

4) Let employees enter ALL worked hours against an Attendance Type - Working Hours - Time Evaluation will be bit more complex  - Now it will also have to evaluate the daily working hours against their planned working time, and figure out which is overtime and what kind of overtime it is.

Other aspects to consider -

1) Do you have any Weekly Overtime Analysis to consider

2) Are there any attendance related allowances to consider?

3) Do you have to have hours costed against a WBS element, Cost Centre or Internal order?

At the end of the day, everything depends on the requirements at your own organization, and what your customers are happy to accept.

You should try to arrive at an optimum design which does not require the employees to waste a few hours every week entering time sheets, but at the same time captures all the information you require to process overtime correctly.

Hope this helps.

[Former Member]

Hi, My opinion is implement Time evaluation for Overtime calculation. Use CATS system to capture timesheet. Once timesheet is approved, fetch the CATSDB table and store the time data in IT 2002. Use time Evaluation to calculate overtime.

[Former Member]

So in your opinion the worked time should be entered in CATS as "worked hours" with no specification of overtime there? I do see some disadvantages with this approach in the fact that those overtime could not be assigned to a different activity type (if required) and the supervisor would not be able to "see" them before approval, he should run time eval. to see what is really overtime from the worked hours.