Overtime and policies
Set when someone counts as late, how long a break is, when overtime starts and what rate it counts at. Holidays can pay at their own rate. A company that does not consider overtime can switch it off completely.
In plain words
Overtime is the time worked beyond what was planned. Tracking it means deciding what counts as extra, working it out for every day, and keeping the rule that was in force on that day, so the number is the same whether you look at it today or in six months.
In dayFlow it is computed from the punches against the schedule, never typed in. You set when someone is late, how long a break is, when overtime starts and what rate it counts at. A company that does not want overtime at all can switch it off, and then extra hours are simply hours worked.
What you get
Late-after and early-leave grace minutes, an unpaid break taken off long unbroken days, the point where overtime starts, and a multiplier for how it is counted. Set them for the company, a location or one person.
In practice
Work on a company holiday counts as overtime at the rate you set for that holiday, separate from the normal overtime rate, and stays out of the weekly count for part-timers.
In practice
An employee who worked extra can ask, from the app, for the overtime to be counted. A manager decides, and the decision is kept with the day, so the history shows who agreed.
In practice
Switch overtime off for the whole company if you do not use it; the app hides it and requests are refused. Or keep it on and let a location or person follow their own working time.
In practice
The difference
Without dayFlow
With dayFlow
Overtime argued after the month is over
Calculated daily from the schedule and the punches
One rule for everyone
Company, location or employee rules, each from its own start date
Changing a rule changes old payslips
Past days keep the rules they were judged by
Examples
A manufacturer
Overtime starts after eight hours and counts at 1.25. The plant manager sees overtime per person per week and approves it with the days.
A hotel group
Public holidays count double. A housekeeper who works one sees the extra on her timecard and in the payroll sheet.
A company without overtime
The switch is off. Nobody sees overtime anywhere; a long day is just a long day, and payroll shows plain worked hours.
The details
How it works
Set the company's working time and overtime rules.
Override them for a location or an employee when needed.
Timesheets, payroll and reports follow the rules in force on each day.
Who it is for
Part of a whole
Overtime is calculated from the schedule and the punches, so it follows the shifts and policies you set. Approved overtime flows into the payroll close and the payroll sheet, which turns it into pay at the basic-salary hourly rate.
Questions
Yes. Then extra hours are plain hours worked, nothing about overtime appears, and asking for overtime is refused. Holiday work keeps its own rate.
Within the grace minutes you set a person is on time; one minute later the whole delay counts as late.
It counts from that day. Earlier days keep the rate they had.
The payroll sheet uses the basic salary divided by 30 days and 8 hours, times the counted overtime hours. The assumptions are written in the file so you can check them against your contracts.
Yes, on their timecard in the app, unless your company has switched overtime off.
No. A change counts from the day it is saved, and earlier days keep the rule they were judged by.
Hours up to the target are normal; hours beyond it are overtime, counted on the days that took the person over.
Set up your locations, register faces and let your team clock in. Your company gets its own address.
