TimeForge allows you to specify holiday pay dates that your staff can receive compensation while working (or not working) on those dates.
Each staff member can have one holiday calendar assigned to them, but you can have as many calendars as you’d like … for example, one calendar for salaried staff, and another calendar for part-time staff.
Go to the Human Resources Configuration
To get started, you first need to go to the holiday pay settings screen. It can be found in corporation settings under Set Up and Human Resources
Add a New Holiday Calendar
You have the option to create a new holiday calender or edit an existing one.
Edit the Holiday Calendar
TimeForge allows you to specify a number of holiday pay dates that your staff can receive compensation while working on those dates. This can include both working and non-working holidays.
Choose the Holiday Pay Type
Each date can have a type – based on whether hours accrue when the staff member works, or doesn’t work.
- Working Holiday – Only employees that work on the date will get paid holiday pay.
- Non-Working – All employees with the assigned holiday calendar will be given the holiday pay if they do not have attendance for the given date.
- Working/Non-Working or Both – For use when you want to give your staff the option to work or not work during the specified holiday. If they do work then they will fall into the working holiday rules, and if they do not work then they fall into the non-working holiday rules.
Define the Work Rule Calculations
The first field “Cost multiplier if holiday is worked” calculates the holiday pay premium which is multiplied by the staff member’s pay rate. For example, if an employee gets payed $10 an hour normally and this field is set as 1.5, then the employee will be getting paid $15 an hour for every hour worked that is between the minimum and maximum hours awarded on the holiday. If the employee works less than the minimum hours then they will get their normal pay rate and not receive the holiday pay. If they work more than the maximum then they will receive the holiday pay amount until they hit the maximum, after that they will receive their normal pay rate for each additional hour that is worked. These fields are only used for the working holiday & working/non-working holiday pay type.
The second field “Cost mulitplier if holiday is not worked” works the same as as the first field for non-worked holidays. The difference is the number entered will be multiplied by the “Hours awarded if not worked ” field. For example, if an employee’s pay rate is $10 an hour and you set the cost multiplier as 1.5 and the hours awarded as 10, then each employee that has this holiday pay calendar will be awarded $15 for 10 hours for a total of $150 – if they did not clock in / out for the day. So their normal (pay rate X the cost multiplier) X the hours awarded. These options are only available for Non-working holiday type & Working/Non-Working.
For Hours Allocation you have a choice between two options, the first one being Holiday Hours which uses all of the rules mention above, and secondly you can chose matched hours. Matched hours, as the name implies, will match the hours the employee has worked for that day. For matched hours, if an employee works 5 regular hours on the holiday, then they will in turn receive 5 hours of holiday pay. For holiday hours, they would receive 5 hours of holiday pay – no regular hours awarded.