After logging in, navigate to Employee->Positions

Locate the position that needs to have the sales thresholds modified, and click Edit.

All of the sales thresholds are stored within the Threshold sub tab. Choose this tab.

At this point, choose an applicable sales category for the position, and then modify or update the start date, end date, desired ratio, the minimum, and the maximum. Make sure to click on Save before you finish.

Defining Thresholds can be somewhat confusing, because there are a number of ways to budget for your business, location, department, or position. Here’s a guide to some of these values:

1. Each Sales Category can be tied to different metrics for comparison. For example, you can compare labor costs, hours, or shifts in a day to your sales numbers. In this case, Paid Skier Visits is being compared to an “H”, or hours.

Additionally, sales can be categorized by department or by location. For example, a single department may have sales, and the location may have some additional sales. In this case, Paid Skier Visits is a “L”, or Location level sales category.

2. Sales Thresholds can be established by day, week, month, quarter, year, or whatever other date range you would like. Enter a start date range here.

3. End the end date of your sales threshold.

4. Enter the desired ratio you would like to have, when comparing this particular position to your sales for the day or week. This number can be either a “large” number (such as 20, representing 20%), or a “small” number (such as 0.0135, representing an actual number).

5. Enter the minimum number for your staffing requirements. In this case, we are comparing the threshold to hours, so this field represents 8 hours as a minimum (per day).

6. Enter the maximum number for your staffing requirements. In this case, we are comparing the threshold to hours, so this field represents 32 hours as a maximum (per day).

Navigate to the Employees tab and click on Human Resources.

If you have not already added HR Types, do so now. Click on the blue Edit link next to the Human Resource Document you want required.

On the Human Resources Information page, click on the Positions tab, then choose the positions for which you would like this document required.
Remember to save!

Go to the list of employees by first navigating to the orange Employees tab, then clicking on the gray Employees link.

Click on Edit next to the salaried employee for whom you wish to track their pay as hourly.

You should be on the Employee tab of the Employee Information page.

Scroll down to the Employee Positions section. The position(s) that the employee works should be checked and his or her pay rate should be set as “annually”. An Hourly Rate will automatically be calculated. Enter the calculated Hourly Rate into the Fixed Rate box. Now, scheduled shifts will always be calculated by the hourly rate input, helping you to better understand and more accurately analyze your labor percentages and attendance. Remember to click Save (at the bottom of the page) when you are finished!

If your salaried employees do not clock in and out when they start or end a shift, and you don’t care to track their costs, you can simply set their Fixed Rate to $0.00. Follow the same steps as Option 1, but simply enter 0 into the Fixed Rate box. Remember to click Save (at the bottom of the page) when you are finished!

It’s easy to automatically copy an employee’s scheduled hours to his or her attendance hours. Simply navigate to the Employee tab of the Employee Information page (follow the first two steps in Option 1) and check the “Auto-copy schedule for staff member?” box by clicking on it. Now, your salaried employee’s attendance will be automatically filled in so that you can more accurately track your labor percentages. Remember to click Save when you are finished!

Navigate to the Employees tab and click on Employees.

To add HR information, choose a staff member and click on the blue Edit button next to their information.

On the Employee Information page, click on the Human Resources tab.

Edit the information for the HR type, click Upload to upload the appropriate form (if applicable), and click the Save button.

Navigate to the Employees tab and click on Human Resources.

Edit the information to make a Human Resource Type.

Remember to click Save!

Navigate to Set Up and click on Departments

Click on the department that you would like to be in.

Go to the Positions tab and click on the certain positions that are wanted in the department.
Click save!

This question pops up because you already have these positions in a different department. Choose one of the following and click Next.

When managing time and attendance shifts, you can also choose the department that the employee is working in (note, the Department column is only shown if the position and employee can be assigned to more than one department).

Navigate to the Employees tab and click on Employees.

On the Employees page, choose an employee that needs to be moved to a certain department, then click the blue Edit link.

On the Employee information page there is a section called Employee Departments. Scroll through this section and click on the department to which you want to add the selected employee.  Additionally, you may want to set a Default Department for the staff member.
Remember to click Save when you are finished!

Navigate to the Employees tab and click on Age Rules.

Click on the blue Edit button.

On the Age Rule Information page, edit the Age Range section to fit your needs.
To set specific times during the week that these employees should or should not work, go to the next step.
If this does not apply, you are finished! Click Save!

Select a day and time by clicking on it, the Add a New Preference page will pop up.

Setting preferences is just like entering availability or requests for staff members. Select a preference (request) type, leave type (if applicable), and the date(s) applicable. Remember to save!

Go to the Employees tab, and the Breaks sub-tab.

Review the Break Rules, which specify the number of breaks, duration of break, recurrence, whether or not the break is required (or optional), whether the break is paid (or unpaid), a description for the break, the position the break applies to, and how long the employee must be at work for the break to apply.

To add a break rule, click on the Add a New Break Rule button [7]. Some information about this screen:

1 – Breaks applying to any position are listed under the “Any Position” section. Breaks for specific positions are listed under their respective position names. This flexibility allows management breaks, or FOH and BOH to have different break set ups.

2 – Select the number of breaks, and the duration of the break(s). For example, in the picture, we are describing “2 breaks”, and each break lasts “5 minutes”.

3 – Choose the duration for repetition of the break(s). For example, in the picture, we are describing breaks that occur once every 6 hours. If the breaks should be awarded every 2 hours, but the shift is 4 hours long, the staff member may be awarded 2 sets of breaks.

4 – Decide whether the breaks are paid, unpaid, required, or optional, and add a description for the break. For example, in the picture, we are describing a required, but unpaid break, with no description.

5 – Decide if the break applies to all positions, or only one type of position, and also decide which specific shifts will receive the break. For example, in the picture we are awarding breaks to staff members who work Bartender shifts that are at least 6 hours long, but no longer than 8 hours.

TimeForge will tie all of the Break Rules together and will apply / award the breaks to staff members working applicable shifts. Based on the picture for this step, TimeForge will provide (2) 5-minute breaks to bartenders who work at least 6 hours, but less than 8 hours. These breaks will both be required, but are unpaid.

When you’re done working with the breaks, make sure to click on the Save Break Rules button [6].

TimeForge provides management staff with the ability to test the break rules, to ensure that the break rules are configured exactly as you need them for your business.

To test the break rules, choose an applicable position, and then simulate the duration of a work shift, and click on Test Break Rules.