You need a position ID to assign it next to the org code. You can have three kinds:Simplejust the position Manager and Employee.In position access all managers have the same rights.Here you can keep the standard (old) way of finding the supervisor. more detailedyou have CEO, Department Leader, Team Leader, EmployeeIn position access you can give different access rights to the differente manager positions.Here you have to change the finding of supervisors in the Organization. extendedyou give detailed positions, CEO, CEO Assistant, Department Leader Finance, Department Leader HR, Team Leader Payroll, Team Leader Controlling, Payroll Clerk, …Her you can give different access setting to the managers and you can give standard job to every position and in travel request setting, you can give rights to a certain position. So yes, it is simple a 10 digits code, and you find the suervisor, but is may have additional impact on the access to HR-data setting.
In the actual way, where organization units and positions are independent, this will be not so easy.First I would use detail positions, asyou showed before POS_10001, POS_10012, …Example: Leader of Administration, Leader of accounting, Accounting Clerk,In the second way, the subordinate is part of the the department, this should work, as the subordinate is the accountant below the leader.In the third way, A03 has two organizational assignments.It doesn’t matter, waht is the first assignment, as in both ways, A01 should be the supervisor of A03.The first way might work, if organization unit 10011 is subordinate to 10000 and POS_10012 is superior to POS_10031, but I am not shure how you will see it in the organzation diagram.I am sorry not to help you with sreenshots, but I changed the job and have no access to IFS anymore.
Hi Nayomi Thanks for your support. I found some basic data was missing that work time. After I enter work time, now I can create absence limit. Thansk, Rungtip M. If the value is alway 1, there is no need to use this.I used it, if the working days a week are relevant.So a 5-Day-Week would be 1, a 4-Day-Week would be 0,8 etc.If you don’t care about the days a week, in Switzerland they usually have hours and use the percentage, they don’t need the assignment type and switch it off.
Hi,you can’t apply work hour rules for individual days. I would try this with additional result calculation rules. You could apply them for individual day types.You could calculate the wage codes on sunday or saturday against a value of 8 hours. e.G.Wage Code on Saturday for worked time is T100 = 7hIn the additional result calculation you change the T100 into payment wage code P100, but only up to a limit of 8h, so there are 7h P100. Also you enter a line, where you change T100 over 8 hours into error wage code E100.In case he worked 9 hours on saturday, you get 8h in P100 and 1h in E100. Now you can check the results, if there is an E100 or have a custom event for E100. And after this you could do, whatever has to be done if someone works too much time on the weekend.
I know four points where you might use public holidays:Substitute schedule This is to have no scheduled hours on a PH, so if the employee does not clock in, he doesn’t has negative hours. Public Holiday compensation This is to gibe an hourly paid worker, who has not to work on a PH still the hours he would have get, if he worked, like you have to pay for ph free days in Germany or Austria. Emergency Schedule If you have different payments on emergency work on work days, wekends and PH you have to enter the PH here. Sub Increment Scheduls if you use Increment Schedules at the employee, not at the day type, you may have different Increments on a ph.
I know, the other way round, that you can type in “ifsapp.” for a view, to access it.May be, you could do it the this way round for an authorized user.
If you enter an absence in a registration mode other than “normal”, it is entered in Employee Deviation Days, therefore the Deviation is checked. This is correct.If the day passed, a background job should have entered the Interval in the time card, if it is a full day.If it is a part time absence, the entry in the result will appear, when also a clocking is entered.Attention, there could only be one absence a day, that is not “normal”. A second entry would overwrite the first on! If I now enter any clocking: The time is from 21:30 till 21:30 so no time.
If the acess setup is correct (while the access setup for travel request is a different attribute than for travel expenses), I only had this issue once, when I did not had a direct supervisor for this employee.Then it might halp, if in graphical organisation sturcture, the way to find the next supervisor is not the standard, but “or above” setup.
Hi, you are correct.I treid it, and got the same result:Valid until 31.12.9999 and End of Employment on 31.12.3000.Terminated to end of 3000, but set the Property Code valid To Date to 31.12.8888 The date is also limited to 31.12.3000. Maybe IFS thought, you could change the date, but only less than End date, as you should not have access from now on, but not longer than the end date. If you think, this is wrong, you should make a case for IFS.Otherwise you have to correct it manually afterwards.
Is there a supervisor for this employee?Does the access for the supervisor has the correct access to the employee (Supervisor - Access Setup or Position - Acess Setup) and the correct Access Role?
It seems for me, that the end on 15th was at 11:28 but the absence should start at 11:25, so there is an overlapping of three minutes. You could have a different Registration Mode: If you have another mode than “Normal”, there would be no overlapping, as it isn’t entered in interval-tab.You could set the start time for the absence to 11:28, but this would lead to part of the day, and not a full day.You could cut the last three minutes of the clokced time, so that the end is 11:25 and not 11:28.
I never did, but I would ask if you have the relevant data in the application. What are the risks?An employee that stays only for a certain time in a company, so you would need the prior employments in the history.An employee that has very good or very bad evanluations and therefore a low salary? Are there rumors in the company about this employee or about the department? Do you have these data in the database?I would have doubts if you could check it just by a quick report an not by AI and lots of data like google has.
Hi,I think it is the best to have a look in TIME_PERS_DIARY_CL_SCHED_INFO. The work days have to be checked from bottom to top.Usually there is only DAY_TYPE filled, if there is also DEV_CYCLE_DAY_TYPE this is relevant.If there is SUB_DAY_TYPE filled, this is relevant or the fourth would be relevant if filled DEV_DAY_TYPE.For that day you have to check the WORK_SCHED_DAY_TYPE_OVERVIEW, how many hours that day has.So you get the daily hours for any employee for any day, even if it a holyday or a weekend.
Is the position ord org-code valid that day, you want to enter it.Like:Starting the Org.Code and Position 01.01.2020But you want to migrate 01.12.1990, so the Org.Code or position would not be valid that day.Is there more than on connection, so you have to declalre one to the main position, but not more than one a time?
Can you show a screenshot from the time card of that day.Is the time card calculated and completed?
The error was in Employee Card Parameters, as these parameters wer not linked to the Terminal-User. IFSCloud works fine on this, there is no further settig and reader also works fine, thank for your help!
We changed the setting for “Name” also to “Card Driven Execution”.Now we also get the information to swipe the card, when we swiped it already. This is the same issue as in IN or Out.
Yes, we have a card driven execution for in and out.But in case of clicking in and swiping the card over the reader, nothing happens. In case of “Name” where we don’t have a card driven execution we see, the employee is correct choosen. So the connection between card number and employee is correct.
Es wurde eine neue Beitragssatzdatei erstellt, die nun nutzbar ist.
Hi, I meant to use on single matrix structure. I did not want to move i from one matrix structure to another matrix structure.Inside a matrix structure, it is possible to move the Org.Code from the HR-Department to the Finance Department, by holding it with left mouse button.
No, I never did it and as Company ID and Organization Code are not editable I think it is not possible in the dialog.It might be possible through the database, but I don’t know what side effects that would have.With some customer we started to make Matrix structures over all companies, so you could change the single Org Code in these matrix structures.If you start to use one matrix structure instead of individual company structures, you could switch them in this matrix structure.
There could be several issues in basic data.It might be a balance that would be below the minimum, could be the flex break rule or additional calculation rules. I would try to start with present hours or a “Deviant Day Type” and try to bring the day to be calculated with present hours, after this with more or less hours and with another absence.
In Wage Codes you have the Wage Type Time and a wage Type Payroll (I only worked with German Payroll, abd as the help says, this is only necessary for IFS-Payroll, we don’t need it). The important setting is Transfer option.Only wage codes with an option other than “No transfer” will be transferred.Maybe you need an absence or an absence period or for payment you may group the by org code for increments or wage hours. The transfer itself is done through the PAYINT Payroll Interface (this is one moduel of IFS).If you don’t have one of these third party payroll products, you will need to have an idividual payroll interface or one of these interfaces gives an output, your third party product could use. What these hours or absences will do in your payroll product will be set up in the payroll system itself, like how many money is paid for one hour, how many taxes have to be paid, or is the absence vacation or illness or any othe sort of absence.
You link wage codes to the absences in tab TA Association.In the wage code you can set the transfer to payroll.
Which calendar do you need?This one, is to create an annual limit: If you want to have the absence limit, your absence group has to be set up like this: The calendar type ist used here and you have to enter a limit definition, may be also details. This setup in the absence is for the use in my absence calendar. To create the limit you “Generate Limit” This could be done for an individual employee or for a template.
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