How Do I Set Up My Lawson Applications for Non-Lawson Payroll?

Human Resources

You must define employees in the Lawson Human Resources application (on Employee (HR11.1)) to support salary encumbrance, labor distribution, effort reporting, and labor cost transfers.

Use the following guidelines:

• Define a Human Resources (HR) company, including at least one process level. A General Ledger company that matches the HR company number is required. You may find multiple process levels useful for selecting employees when you process salary encumbrances and labor cost transfers, or print reports related to labor distribution templates. Do not specify a BSI company in the HR company or its process levels, since payroll taxes will have been calculated in the non-Lawson payroll system.

• Define pay plans to support pay frequencies for all your employees. For example, you may process payroll semi-monthly or weekly.

• If you define labor distribution templates specific to an employee and pay code or employee and job code, define pay codes or job codes.

• Define one or more status codes to assign to employees. To be eligible for salary encumbrance processing, an employee must be assigned a status code with a status of "Pay Benefits" or "Pay No Benefits." You will also need status codes with a status of "No Pay Benefits" or "No Pay No Benefits" to assign to terminated employees in the Lawson employee file.

• Use Data Item Attributes (HR10.1) to determine the fields to require on Employee (HR11). When you define employee records, select the appropriate settings in the Salary Encumbrance, Labor Distribution, and Effort Reporting fields on Grant Management (HR11.3).

Grant Management

When Human Resources data has been defined, create and approve labor distribution templates for employees to support salary encumbrance, labor distribution processing, and effort reporting.