Employee overrides

Modifications to employee information including balances and employee labor allocation are made by creating date-effective employee overrides. The changes made through these overrides are only valid for the specified dates of the override itself. If the override is not permanent, the employee’s original data elements revert to their prior state after the override end date. You can also change the employee’s calculation group, pay group, shift pattern, and any date-related information with employee overrides.

You can also make name changes and base rate changes with employee overrides, but changes to this sensitive data is usually limited to the HR or ERP system.

There are three main types of employee overrides:

• Employee overrides modify basic employee information such as changing an employee’s shift pattern, calculation group, pay group, termination date, or status. Depending on business practices, some of these changes could be made in the HR or ERP system and then imported into this application.
• Employee balance overrides modify employee balances. An employee balance override increments an employee balance or sets an employee balance to a specified value. In most cases, employee balances are controlled by defined balance accrual policies, but manual adjustments or additions can be made through an override if required.
• Employee labor allocation overrides modify the employee’s default labor allocation, which defines automatic labor charging. For example, if employees typically charge 50% of their time to one project and the remaining 50% to another project, employee labor allocation automatically allocates the time worked to the two projects respectively. Any labor metric element can be used for labor allocation.