Add Employment Instance (JOB_DATA_EMP).

• Workforce Administration, Job Information

• Workforce Administration, Personal Information, Organizational Relationships

Add a new employment organizational instance for a person who doesn’t have applicant information in the system.

• (FPS) Hire Employee (EE_HIRE).

• (USF) Hire Employee USF (EE_HIRE).

(FPS) Workforce Administration, Increase Workforce, FPS Business Rules.

(USF) Workforce Administration, Increase Workforce.

Add a new employee who doesn’t have applicant information in the system.

• Hire (ER_APP_HIRE_LAUNCH).

• (AUS) Copy Applicant to Employee AUS (PKG_APP_CPY).

• (FPS) Hire.

• (USF) Hire USF (ER_GVT_HIRE_LAUNCH).

Recruiting, Hire Applicants

Recruiting, Hire Applicants, FPS Business Rules.

Add a job applicant with information in the system, added through the Recruit Workforce business process.

When you use these components to hire an applicant, the information that you’ve already entered in the system becomes part of the worker's record, including the referral source information. You assign IDs to job applicants differently than you do to people who are added to the system through the Personal Data component. All other fields on these pages are documented in this chapter.

Note. (USF) Federal users can find information on hiring job applicants in the Recruit Workforce business process.

(FPS) French Public Sector users can find information on hiring job applicants in the Recruit Workforce business process.

(AUS) Australian users can find information on hiring job applicants in the Recruit Workforce business process.

Add Contingent Worker Instance (JOB_DATA_CWR).

• Workforce Administration, Job Information

• Workforce Administration, Personal Information, Organizational Relationships

Add a contingent worker organizational instance.

Add POI Instance (JOB_DATA_POI).

• Workforce Administration, Job Information

• Workforce Administration, Personal Information, Organizational Relationships

Add a POI organizational instance for a person who does not comprise the workforce but for whom you require a job record.

Add Additional Assignment (ADD_PER_ORG_ASGN).

(FPS) Add Concurrent Empl Record FPS (HIRE_DATA_BIS).

(USF) Concurrent Hire USF (EE_CONC_HIRE).

Workforce Administration, Job Information

Note. Access the Concurrent Job component from the Add Additional Assignment component (ADD_PER_ORG_ASGN).

Add an additional employment instance for an employee or contingent worker.

Job Data (JOB_DATA).

Workforce Administration, Job Information

Update (including adding temporary assignments) the job record of an employee, contingent worker, or POI.

Work Location

The default value for the Action field is Hire

The default value for the Action field is Add Non-Employee

The default value for the Action field is Add Person of Interest

Work Location

Payroll Status

Job Status

Job Status

Payroll

Employee Type

Pay Type

Pay Type

Employment Information

Provider ID

Provider ID

Position-related fields are unavailable for entry in several Administer Workforce pages. When you select a position number for the person in the Position Number field, the system updates the position-related fields with the values associated with the position in the Position Data component.

The position-related fields are available for entry until you enter a position number in the Position Number field and move out of the field. The system updates the position-related fields with the values associated with the position in the Position Data component and makes them unavailable for entry.

April 1, 1998

Pay rate change

Merit

45883

94010333

April 1, 1994

Rehire

New position

45883

94010333

Rehired as full-time employee.

March 31, 1994

Termination

45883

20091

April 1, 1990

Hire

Temporary assignment

45883

20091

Hired as contingent worker.

May 31, 1996

Transfer

Completion of intercompany transfer

64096

90014278

Transferred back to home company.

May 8, 1995

Transfer

Intercompany transfer

64096

95034278

Transferred to host company.

April 1, 1990

Hire

New graduates

64096

90014278

Hired as a full time employee.

Benefits Program Participation

Click to Access the Benefit Program Participation page.

Cross Border Worker

Select if the person lives in one country and works in another. These people have special tax and social security needs.

Employment Data

Click to access the Employee Information page.

Earnings Distribution

Click to access the Job Earnings Distribution page.

FA Holiday Type (festive advance holiday type)

Select the festive advance holiday type.

Festive Advance Eligible From

Select the date on which the person becomes eligible for the selected festive advance pay program.

Festive Advance Pay Program

Select the festive advance pay program for the person.

Job Data

Click to access the Work Location, Job Information, Job Labor, Payroll, Salary Plan, and Compensation pages.

Military Status

Select the person’s current military status.

Owns 5% (Or More) of Company

Select if the person owns five percent or more of the company. The system uses this field to identify highly compensated employees for the Non-Discrimination Testing – 401(k)/401(m) report (NDT004) in the Manage Base Benefits business process of PeopleSoft Enterprise Human Resources.

Regulatory Region

Select the regulatory region.

Religion

Select the religion. You set up religion on the Religions page.

Note. (AUS and NZL) Set this field to Not Applicable.

Security Clearance

If the person receives a security clearance, enter the level of clearance: Classified, Secret, or Top Secret.

Work Location

JOB_DATA1

• Workforce Administration, Job Information, Add Employment Instance, Work Location

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance, Work Location

• Workforce Administration, Job Information, Add Contingent Worker Instance, Work Location

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance, Work Location

Enter position and location information for a person's job, including the regulatory region, company, department, and location.

Job Information

JOB_DATA_JOBCODE

• Workforce Administration, Job Information, Add Employment Instance, Job Information

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance, Job Information

• Workforce Administration, Job Information, Add Contingent Worker Instance, Job Information

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance, Job Information

Enter information about a person's job, including status, employee class, shift, or standard hours.

Job Labor

JOB_LABOR

• Workforce Administration, Job Information, Add Employment Instance, Job Labor

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance, Job Labor

• Workforce Administration, Job Information, Add Contingent Worker Instance, Job Labor

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance, Job Labor

Enter National Labor agreement data if the employee or contingent worker belongs to a National Labor agreement.

Payroll

JOB_DATA2

• Workforce Administration, Job Information, Add Employment Instance, Payroll

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance, Payroll

• Workforce Administration, Job Information, Add Contingent Worker Instance, Payroll

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance, Payroll

Enter payroll processing data. The payroll system and pay group information that you enter here affects component compensation processing on the Compensation page.

Salary Plan

JOB_DATA_SALPLAN

• Workforce Administration, Job Information, Add Employment Instance, Salary Plan

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance, Salary Plan

• Workforce Administration, Job Information, Add Contingent Worker Instance, Salary Plan

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance, Salary Plan

Enter information about a person's salary plan.

Compensation

JOB_DATA3

• Workforce Administration, Job Information, Add Employment Instance, Compensation

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance, Compensation

• Workforce Administration, Job Information, Add Contingent Worker Instance, Compensation

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance, Compensation

Enter compensation information.

Employment Information

EMPLOYMENT_DTA1

Click the Employment Data link at the bottom of the component.

• Workforce Administration, Job Information, Add Employment Instance

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance

• Workforce Administration, Job Information, Add Contingent Worker Instance

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance

Enter optional data, such as a worker's business title.

Job Earnings Distribution

JOB_DATA_ERNDIST

Click the Earnings Distribution link at the bottom of the component.

• Workforce Administration, Job Information, Add Employment Instance

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance

• Workforce Administration, Job Information, Add Contingent Worker Instance

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance

Distribute a person's compensation for one job among different departments, job codes, accounts, shifts, position numbers, or general ledger pay types. If the person's pay is regularly charged to more than one cost center, designate how much to allocate to each cost center.

Benefit Program Participation

JOB_DATA_BENPRG

Click the Benefits Program Participation link at the bottom of the component.

• Workforce Administration, Job Information, Add Employment Instance

• Workforce Administration, Personal Information, Organizational Relationships, New Employment Instance

• Workforce Administration, Job Information, Add Contingent Worker Instance

• Workforce Administration, Personal Information, Organizational Relationships, New Contingent Worker Instance

Specify the benefit program in which a person is enrolled for benefits in PeopleSoft Enterprise Human Resources or PeopleSoft Enterprise Benefits Administration.

Person Checklist

PERSON_CHECKLIST

Workforce Administration, Personal Information, Organizational Relationships, Person Checklist, Person Checklist

To ensure that the human resources administrators perform all the required administrative tasks for a person, create a checklist listing all the items that need to be completed and the person responsible for completing them.

SSN Employer (social security number for employer)

Enter the company SSN, as assigned by the Spanish government, that applies to this person.

Internal EmplID (internal employee ID)

Enter the person’s internal ID.

You can store an internal emplID if the company uses meaningful employee IDs, and those IDs themselves need to change with certain employee data changes such as employment type changes. Internal EmplIDs also appear on the JPN Job Summary page, and you can search the system by internal EmplID.

See Understanding Identification Assignment.

Intercompany Transfer Flag

Specify whether the data that you enter on the page is home or host company information. The system uses this value in conjunction with intercompany transfer-related action or action reason codes to check the validity of the entries. Values are:

• Home Company Information: Select if another company’s worker joins the company in an intercompany transfer.

• Host Company Information: Select if one of the workers is on intercompany transfer to another company.

Select the blank value at the top of the list to remove all entries.

Internal Company and External Company

Select the home or host company. Select a value in the Internal Company group box if the company is set up in the Company table.

Business Unit

Select the home or host business unit for internal company transfers only.

Department and External DeptID (external department ID)

Select the home or host department ID. The home or host department ID is a prompt value in the Company Table component (for internal company transfers) for home departments and the IC Transfer Company/Dept page for host departments (external company transfers).

Supervisor Level and External Supv Lvl (external supervisor level)

Select the home or host supervisor level of the job at the home company. This value is a prompt value in the Company Table component for home supervisor levels (for internal company transfers) and the JPN IC Transfer Supervisor Lvl page for host supervisor levels (external company transfers).

Intercompany Transfer Start Dt (intercompany transfer start date)

If you enter host data, enter the start date of this intercompany transfer.

Don’t enter a date if the action is RET (retirement) and the reason is PIT (permanent intercompany transfer).

Intercompany Transfer End Date

If you enter host data, enter the expected end date of this intercompany transfer.

Don’t enter a date if the action is RET and the reason is PIT.

The end date must be equal to or later than the effective date of the worker's current job record.

Job Code

Select a code.

Note. If you are attaching this person to a labor agreement on the Job Labor page and that labor agreement is associated with job codes, you must select a job code that is valid for the labor agreement.

PeopleSoft Enterprise Payroll for North America uses this field to create a pay line on a person's paysheets. The system creates a pay earnings record for each active job code on the person’s employment record.

See Assigning Job Codes to Labor Agreements.

Entry Date

When you leave the Job Code field, the system displays the date on which the person is first assigned to this job code.

End Job Automatically

Select to end the job on the specified date. This stops all related processing for payroll and benefits for this job. You must run the Reactivate/Termination Update process if the organization uses this feature. You can use this feature only if the Automatic Job Termination check box is selected on the Installation Table - Product Specific page.

Supervisor ID

Enter a supervisor ID, if applicable.

If you use full-position management, don’t use this field. If you use partial-position management, and you define a value for the Reports To field for the position number that you assign to this person, the ID field is unavailable.

Note. Specify the person’s department code before you enter a new supervisor ID. If you enter a supervisor ID before you select a department code, the system overrides the ID each time that you enter or change the person’s department.

Regular/Temporary

Indicate whether the person is a regular or temporary worker.

Full/Part

Indicate whether the worker is full-time or part-time.

Note. The Manage Base Benefits business process uses the values that you select in the Regular/Temporary and Full/Part fields to determine eligibility requirements.

PeopleSoft Enterprise Payroll for North America uses the full-time or part-time information in conjunction with the holiday schedule. When a holiday falls within a pay period, Payroll for North America prorates the holiday hours for part-time workers. However, proration is based on the standard hours for the worker, not for the pay group.

Empl Class (employee class)

Select an employee class, which provides another method of grouping workers. Values include: Assignee, Expatriate, and Intern. Employee classes are included in the Employee Class table. To override, access this page in correction mode.

The list of values depends on the regulatory region that is specified on the Work Location page.

Note. (GBR) The Northern Ireland Fair Employment Monitoring report (UKNI001) uses the employee class to determine the classification of workers. If the organization submits this report, you must use the required employee classes for the report to work correctly.

(JPN) Select Host ICT (Hosting Intercompany Transfer) to flag those workers that are hired on an intercompany transfer basis when the company is the host company.

See (GBR) Meeting Regulatory Requirements for the United Kingdom.

Officer Code

Identify highly compensated workers for the Non-Discrimination Testing - 401(k)/401(m) report (NDT004). The default value is None.

Regular Shift

If the worker is working shifts, select the appropriate shift. If the worker doesn’t work shifts, leave the Shift Rate and Factor fields blank. The default value is N/A (not applicable).

Shift Rate

Set up a modified shift differential for this worker only. To apply a shift differential to a group of workers who work the same shift, enter shift information in the Shift table in Payroll for North America. These options are mutually exclusive. You can use only one at a time.

Note. Retro Pay functionality in Payroll for North America is triggered by any worker shift rate and factor change with an effective date that’s earlier than or equal to the latest pay end date of a check that is already paid to the worker.

Duties Type

For jobs where the action or reason is temporary assignment, select the type of duties for the temporary assignment from the Temporary Duties Type table. You can use this feature only if the Automatic Job Suspension check box is selected on the Installation Table - Product Specific page.

Encumbrance Override

Select to override encumbrance processing at the job level when you create a new organizational instance or add a concurrent job for a worker.

Standard Hours

Displays by default the standard hours for the worker. Change the default value, if required.

Work Period

Select a standard work period, the time period during which workers must complete the standard hours.

The system uses the annualization factor of the standard work period in combination with the standard hours to calculate full-time equivalency.

FTE (full-time equivalency)

Displays the percentage of full-time work that the worker should normally work in this job. The system calculates this value based on the standard hours entry for this job and the standard work period. However, you can override the system-calculated FTE and enter any value. The system issues a warning if you enter a value that is greater than 1.0.

Combined Std Hours/FTE (combined standard hours/full-time equivalent)

Displays the total standard hours that are assigned to the worker for all active jobs combined and the worker’s total FTE status for all active jobs combined.

For example, if a worker holds two jobs, one as a professor with an FTE of .5 and one as a physician with an FTE of .35, the worker’s combined FTE is .85 (.5 + .35). You can’t change or delete this information.

Note. The combined FTE that appears here may be different from the total FTE that is calculated for benefits administration eligibility. Combined FTE on this page is the sum of a worker’s individual FTEs from active jobs only.

Contract Number

Select the worker’s contract number, if applicable.

Note. (ESP and FRA) This is a required field when the action is hire, rehire, or transfer for workers who belong to a Spanish or French regulatory region. View the prompt values in the Contract Number field to view all active contracts for that worker. If the worker has no active contracts in the system, click the Next Contract Number button; the system assigns a new contract number. When you save, the system warns you that you must update the contract information for the new contract number that is automatically created for this worker. Access the Contract Data component using the new contract number, and make the necessary updates.

Contract Type

Displays the contract type that is associated with the contract number that you select.

Salary Packaged

Select to transfer the worker’s salary packaging information into the job data component.

Payroll Tax State

Enter the code for the state in which the worker is paid and for which the organization pays the payroll tax.

Annual Contact Hours

Enter the calculated annual contact hours for this worker.

Type of Appointment and Appointment Duration

Select the type of appointment. If you select Limited, enter an appointment duration.

Teaching Weeks

Enter the number of teaching weeks for this worker.

Contract Salary Type

Enter the contractual salary code for RAIS.

SEFIP Category

Select the worker category for SEFIP.

Brazilian Occupation Cd (Brazilian occupation code)

Enter an occupation code based on the Brazilian Code of Occupation (CBO). Leave this field blank if the CBO that is associated with the position code is valid.

Note. Go to www.mte.gov.br to view a list of CBOs.

Membership Union

Enter the union code that details how to calculate and pay the worker’s monthly union dues.

Function Code

Select the appropriate code for the worker.

Soc. Sec. Risk Code (social security risk code)

Enter a code. The Spanish government requires employers to assign a social security risk code that rates the risk of illness, accident, or death that is connected with each type of job. For example, a coal miner is at higher risk than an office manager. You maintain risk codes on the Soc Sec Risk Code page.

Matricula Number

Enter a matricula number. The Spanish government requires every worker to have a matricula number. Employers use this number to compile a matricula book that reports workplace statistics to the government. You maintain matricula numbers in the Location table.

Substitution Reasons

Select the reason why you are making a substitution for this worker. The AFI report contains this information.

Substitution Emplid

Enter the ID of the substitute worker. The AFI report contains this information.

Special Labor Relationship

Select to indicate that the job is in a profession considered a special labor relationship. The AFI report contains this information.

Partial Subrogation

Select to indicate that the worker is in partial subrogation. The AFI report contains this information.

Inactivity Type

If you are making the job data record inactive, select the type of inactivity.

Partial Strike Activity Coeff

If the inactivity type is partial strike, enter the coeff.

Hours Type

Select the appropriate hours type from the list. Different hours type options affect a worker’s compensation and standard hours.

This field is for information only. No payroll calculation is based on information in this field.

3 × 8

Indicates a shift work pattern. For example, in the manufacturing or industrial sector, production can continue around the clock. The production workers are split into three groups with each group working one after the other, eight hours a day. Periodically the workers shift to another group. Shift workers who are working the 12 p.m. to 8 a.m. shift move to the 8 a.m. to 4 p.m. shift. Because this type of work schedule implies a lot of constraints to a worker’s personal life, these workers are often paid a shift bonus.

2 × 8

A shift work pattern that is similar to the 3 × 8 option, except that there are two work shifts instead of three.

STA

Work hours follow a regular pattern using the job’s standard hours as indicated on the Job Date - Job Information page.

IND

Work hours follow a regular pattern that is different from the company’s default standard hours. Indicate the number of hours in the Standard Hours field on the Job Date - Job Information page.

Paid Hours

Displays the number of hours for which the worker is paid. The system enters the value that is defined for standard hours (defined for the job code for this worker) as the default in this field only for workers who are part of a French regulatory region.

Paid Work Period

Select the period in which the worker should work. If the regulatory region to which the worker is assigned is French, the system inserts the work period that is defined on the Job Code Table - Job Code Profile page as the default value. Values are:

A: Annual

B: Biweekly

C: Contract

D: Daily

F: Every four weeks

M: Monthly

Q: Quarterly

S: Semimonthly

W: Weekly

Paid FTE

Displays the ratio of the paid hours to the standard hours reference for workers whose regulatory region is French. The system calculates and inserts a value for this field.

Hiring Category

If the worker is hired from a special hiring category, indicate the category here. Values are: CIG, Mobility, Protected, Unemployed, and Weak Wrap.

Type of Part-Time

If the worker is part-time, indicate the type. Values are: Cyclic (employed only for a certain period of the year, either full or reduced hours), Horizontal (employed five days per week with fewer than full-time hours), and Vertical (employed full-time on certain days but fewer than 40 hours per week).

Percentage

Define the percentage of part-time.

Turnover - Action

Select the turnover action (for example, Layoff or Termination) causing the change in the worker's job. The value that you enter appears in the Equal Opportunities reports.

Turnover Action Reason

Select the reason for the turnover action. The value that you enter appears in the Equal Opportunities reports.

Productive Unit

Select the worker's productive unit. You use productive units to group workers based on agreements between unions and employers.

Worker Type Mex

Define the person's worker type. Values are: Construction Eventual, Eventual Worker, and Permanent Worker. This field is used for reporting the type of worker to the SUA.

Salary Type

Select the salary type that the worker receives. Values are: All Salaries, Fixed Salary, Mixed Salary, and Variable Salary. This field is used for reporting to the IMSS.

Week/Reduc (reduced weekly schedule)

Specify the reduced work schedule for the worker. Values are: 1 Day per Week, 2 Days per Week, 3 Days per Week, 4 Days per Week, 5 Days per Week, Complete Week, and Workday Less than 8 Hours.

IMSS Term Dt (IMSS termination date)

Enter the IMSS termination date.

Location Code

Specify the location code. This field is used to indicate the location of the worker to the SUA.

Work Day Hours

Enter the standard workday hours that are used for payroll and leave calculations.

Workdays / week

Enter the average number of working days per week for workers to ensure that the correct social security premiums are calculated in PeopleSoft Enterprise Global Payroll for The Netherlands. The default value is 5, reflecting a full-time job. Enter 0 for standby workers who are only working on demand.

You receive a warning if the number of working days is inconsistent with the full- or part-time parameter.

Tax Code

Enter the worker's tax code for the current tax year.

Tax Basis

Select the basis that is used to calculate the worker's tax.

FLSA Status (Fair Labor Standards Act status)

Displays a value based on the job code that you assign to this worker. FLSA status indicates whether this job is exempt or nonexempt according to the Fair Labor Standards Act. FLSA status also helps determine benefits eligibility in PeopleSoft Enterprise Benefits Administration.

Note. The Retro Pay functionality in PeopleSoft Enterprise Payroll is triggered by any FLSA status change with an effective date that’s earlier than or equal to the latest pay end date of a check that is already paid to the worker.

EEO Class (Equal Employment Opportunity class)

Displays a regulatory status for this job based on the job code that you assign the worker.

Work Day Hours

Enter the workday hours. The workday hours information is used in the FLSA calculation for the basic rate formula.

Tariff

Displays the tariff, which is a labor contract between the union and the employers' association. The default comes from the worker’s location listed in the Location table. You can override this default.

Tariff Area

Displays the tariff area, which is usually associated with geographical regions in Germany. The tariff area comes from the worker’s location that is listed in the Location table. You can override this default.

Labor Type

Specify if a worker is management or nonmanagement. Depending on where this worker belongs, different sets of human resources laws and rules apply. One rule concerns which internal labor committee monitors personnel actions.

Spokesmen Committee ID

If you identify a worker as management in the Labor Type field, then the Spokesmen Committee is responsible for the worker, and this field appears. The Spokesmen Committee ID for this worker comes from the worker’s location in the Location table.

Union Date

Enter the date on which the worker joins the union.

Wrk.Cncl.Funct (works council function)

If the worker is a member of the works council for the organization, select which role. Values are: none, Member, President, and Secretary.

InterCtr.Works Cnil Function (intercenter works council function)

Select the role that the worker has in the union group (comite intercentros). Values are: Member 1, Member 2, and Member 3.

Pay Union Fee and Union Fee Amt (union fee amount)

Select if the worker pays a fee to the union and enter the amount and frequency of the fee.

Fee Start Dt (fee start date) and Fee End Dt (fee end date)

Enter the first and last dates on which the union fee should be paid.

Exempted

Select if this worker is exempt from a certain amount of work duty to handle works council duties.

Hrs/Month (hours each month)

This field appears if you select the Exempted check box. Enter the number of hours each month that the worker is exempted from regular work to handle works council business.

Rate

Enter the minimum salary calculation rate for this category. The rate is a three-digit number that is used in certain collective agreements to calculate the minimum salary for the subcategories (number, grade, and step). A subcategory can be associated with several possible rates, but only one rate is associated with the worker.

Union Date

Enter the date on which the worker joins the union.

Union Position

Select the position that the worker holds in the union, if applicable.

Participation

Indicate the worker's level of participation in the union.

Membership Status

Select whether the worker’s union membership status is active or inactive.

Member Category

Enter the member category. For example, Staff, Officer, or Workman Category.

Position Held

Enter the position that the worker holds. Some of the members of the union may hold office in the union as president, vice president, treasurer, or secretary; you enter this information here.

Pay Group

Select a pay group.

Holiday Schedule

If you defined a default holiday schedule for the employee's location, the system displays it here. If you left the holiday schedule blank on the Location Profile page and entered a default on the Pay Group table, the system displays it here.

Employee Type

Displays the employee type; the value depends on the pay group. The system completes the field with the default value from the Pay Group table. If an employee type doesn’t exist for this pay group, establish one in the Pay Group table.

Tipped

Indicate whether this worker receives tips. This field is available only if you define tips processing in the Company table. Values are:

Directly Tipped: Select for workers who normally receive tips directly from customers (for example, food servers).

Indirectly Tipped: Select for workers who do not normally receive tips directly from customers, but who might receive tips occasionally (for example, cooks and kitchen helpers).

Tax Location Code

Select a tax location code.

Warning! Do not change a person’s tax location code more than once for the same effective date (using effective sequence). The system creates tax records according to the first tax location change only. Tax records for the second tax location change on the same date are not created; instead, the system issues an error message.

FICA Status

Indicate whether the person status is exempt, subject, or Medicare only.

GL Pay Type (general ledger pay type)

(Optional) Indicate the general ledger account to which to post this person's pay. You can use this field as a way to charge a person’s pay to a particular cost center.

Account Code

(Optional) Select the appropriate labor distribution to which to post the hours and earnings for this person. You define labor distribution accounts in the Account Code table.

Pay Group

Select a pay group.

The payroll system that you select on the Installation Table - Products page determines what value appears here. If Global Payroll is selected, the Global Payroll pay groups appear.

Note. The Global Payroll Pay Group field is different from the Payroll for North America Pay Group field. Pay group is very important in Global Payroll. Selecting Global Payroll as your payroll system on the Installation Table - Products page and selecting a pay group is what helps select a payee into the payroll process.

Use Pay Group Value

When you select a pay group, the Use Pay Group Value check boxes next to the Eligibility Group, Exchange Rate Type, and Use Rate As Of fields are automatically selected.

Leave the check boxes selected to use the default values from the pay group definition. Clear the check boxes to override the default values.

Note. PeopleSoft Enterprise Global Payroll stores the values at the Job level only if you override them here. If you add a new effective-dated row to the job record or change the pay group assignment, the system reverts to the pay group defaults.

Eligibility Group

This field is blank if the Use Pay Group Value check box is selected. If you want to override the pay group default, clear the check box and select an eligibility group which specifies earnings, deduction, and absence elements that a payee might be eligible to receive.

Exchange Rate Type

This field is blank if the Use Pay Group Value check box is selected. If you want to override the pay group default, clear the check box and select the currency exchange rate type to use when performing currency conversions for the payee.

Use Rate As Of

This field is blank if the Use Pay Group Value check box is selected. If you want to override the pay group default, clear the check box and select the pay calendar date to use when retrieving the effective-dated exchange rate information during currency conversions. The Use Rate As Of field works with the Exchange Rate Type field to determine which effective date is retrieved to get the appropriate exchange rate for the calendar period being processed. Exchange rate effective dates include: Period Begin Date, Period End Date, and Payment Date.

Holiday Schedule

If you leave this field blank, Global Payroll processing uses the holiday schedule assigned to the payee's pay group, but does not enter that holiday schedule here.

Balance Group No (balance group number)

Enter a balance group number. Balance group numbers identify which Global Payroll accumulator the system should store tax balances in. Tax accumulators are keyed by ID, empl rcd#, pay entity, and balance group number. You use balance group numbers to combine or separate tax balances for multiple jobs (where different tax rates apply) or to separate balances in the case of termination and rehire. A balance group ID for each payment summary is required at the end of the year. There must be a person tax data record for each balance group ID that the person has.

Balance Group No (balance group number)

Enter a balance group number. When workers are terminated and subsequently rehired in the same or similar position in the same tax year (using the Job Data component in Workforce Administration), there is a legislative reporting requirement in Hong Kong to keep the periods of employment and earnings balances separately. PeopleSoft Enterprise Global Payroll uses the balance group number to ensure that the relevant periods of employment and balances of a worker in a tax year are stored separately in terms of payroll data. This enables a worker to have multiple tax balances if the worker is terminated and rehired in the same financial year.

When a worker is rehired in the same tax year, the values that are in this field are auto-incremented, and the balance amount is stored in the system variable CM VR BAL GRP ID, which is attached to each year-to-date (YTD) accumulator.

Every time you run the payroll process, the balance that is stored in the system variable CM VR BAL GRP ID is retrieved by the accumulator to resolve the earnings that are generated for each new position.

Balance group numbers are used to maintain earnings balances and are used as User Key 2 for all Hong Kong YTD accumulators.

Target Compensation Rate

Enter the compensation rate for the person if the person is being compensated at a rate that exceeds the default salary. Values are:

Absorbing: Premium decreases when the compensation rate increases over time in order to maintain the target compensation rate.

Non-Absorbing: Premium does not change even when the compensation rate increases over time.

The system calculates the difference between this amount and the original job compensation rate and enters the difference in the premium components (the absorbing or nonabsorbing or both premium rate codes of the salary plan) of the person’s compensation package. The system then recalculates the compensation rate with the premium component compensation rate.

If both an absorbing rate code and a nonabsorbing rate code are associated with the salary plan, the absorbing rate code initially receives the full, calculated amount of the difference between the target compensation rate and the originally calculated job compensation rate.

You can then enter some portion of the total calculated premium in the nonabsorbing rate code (in which case the absorbing rate code amount automatically decreases by the same amount so that the target compensation rate remains the same) or delete the nonabsorbing rate code. The system recalculates the job compensation rate, including the premium component compensation rate.

You cannot enter a target compensation rate that is less than the original job compensation rate without the premium components.

This field is available only if the person’s salary plan (on the Salary Plan page) has auto-calculated premium enabled.

Don’t Absorb Change

Select to instruct the system to leave absorbable rate codes unchanged if there is a change in the default salary amount.

This option only applies to persons who have a target compensation rate and are assigned to a salary plan with the auto calculated premium function enabled and an absorbing premium defined.

Change Amount

Displays the change in the amount of compensation for the rate code.

Change Percent

Displays the percent of change in the compensation for the rate code.

Compa-Ratio (comparison ratio)

Displays the percent-through-range calculation, based on the salary plan and grade and the currency that the organization uses.

Job Ratio

Displays the percent-through-range calculation, based on the midpoint salary of the person’s job code.

The job ratio is available only if the person’s job code has job ratio information (midpoint salary, currency, and frequency) defined.

Default Pay Components

Click to:

• Carry out rate code defaults (excluding seniority pay) based on the current values of the designated job fields.

• Replace manual updates and old default values with the current default values.

• Recalculate the compensation package of affected persons, including the compensation rate, currency, frequency, apply FTE, percent (including current rate code groups), salary points, automatically calculated premium, and so on.

• Recalculate compensation-related fields, such as annual amounts or compa-ratio, on the Job Data record.

If you don’t click this button after updating relevant job data fields, the system issues a warning when you attempt to save the new record. If you click OK, the system displays this page, where you can click this button and make any required changes. If you do not click this button, the component package doesn’t appear by default until the next time that the default component logic is triggered (either when you click the button or through a batch update process).

Contract Change Proration Option

Click to make changes to the person’s contract proration options.

Select one of the following options to prorate the earnings change over the remainder of the contract:

No Proration of Change Amt. (no proration of change amount): Select if you do not want the system to prorate the change to the person’s compensation across the contract.

Prorate Over Contract Period: Select to have the system prorate the compensation change over the contract period (determined by the contract start and end dates).

Prorate over Payment Period: Select to have the system prorate the compensation change over the payment period (determined by the payment start and end dates).

Select Lump Sum Retro Payment (lump sum retroactive payment) to enable the system to process a lump sum payment of retroactive earnings to the person. You must select one of the contract change proration options that are listed previously to process the lump sum payment.

Calculate Compensation

Click to have the system recalculate the person’s compensation without carrying out any rate code defaults or replacing any default values. You cannot modify the person’s pay components without recalculating the compensation.

Rate Code

Select a rate code. Rate codes are IDs for pay components. The system inserts any compensation information that is associated with this rate code in the pay components grid.

Note. If a seniority rate code, or group-based rate code, is inserted as a default, the values for these rate codes are display-only; you can’t delete them.

Comp Rate (compensation rate)

Displays the compensation rate for the pay component.

Frequency

Displays the compensation frequency for the pay component.

Points

Displays the salary points that are associated with this rate code, if any. Set the points monetary value on the Company Table page. Associate point value (an integer) with rate codes on the Default Compensation and Non-Base Compensation pages, Salary Step Components page, and Compensation page. To use points, select the Salary Points check box on the Installation Table page.

Percent

If the rate type for this rate code is percent, the system displays the percent that is to be applied to the job compensation rate or to a rate code group (if you are using rate code groups).

Rate Code Group

Select a rate code group. A rate code group enables you to be more specific when calculating percentage-based components as part of a person compensation package.

Manually Updated

This flag indicates whether the pay component is manually updated or the pay component contains only values that appear by default.

Change Amount

Displays the overall change amount in this pay component rate.

Change Points

Displays the overall change amount (in points) for this pay component. This field is visible only if Salary Points is selected on the Installation Table page.

Change Percent

Displays the overall change amount for this pay component. This field isn’t available for rate codes that have a rate code type of percent or points.

Source

Indicates how the pay component gets into the pay components grid. Manual indicates that the pay component is added manually. Salary Step indicates that the pay component is retrieved by default from the salary step. Job Code indicates that the pay component is retrieved by default from the job code, and so on.

Default without Override

Indicates whether you can change the default values of the pay component or the values for this rate code are default values and display-only.

Apply FTE (apply full-time equivalent)

Select if you want the value that is associated with the rate code to be multiplied by the FTE factor for annualization and deannualization. FTE is the percentage of full-time that the worker should normally work in the corresponding job. This field isn’t available for rate codes of type percent.

Converted Comp Rate (converted compensation rate)

Displays the converted compensation rate for this pay component. The system converts all base pay components to the currency and compensation frequency that you specify.

Organizational Instance Record

When the organizational instance record is different from the employee record number (Rcd#), the rest of the fields that are in this group box are display only.

For example, an employee has Empl Rcd # 0. This is also the Organizational Instance Record for this employment and any additional assignments related to this employment. If the employee is assigned to an additional assignment, the Empl Rcd # is 1. However, the Organizational Instance Record is 0 for this additional assignment.

Original Start Date

Displays the original start date for this organization instance.

Last Start Date

Displays the most recent start date for this organization instance. This date is different from the first start date if this organization instance has been inactive and then reactivated.

First Start Date

Displays the first start date for this organization instance.

Termination Date

Displays the worker’s termination date, if applicable.

Org Instance Service Date (organizational instance service date)

Displays the organizational instance service date.

Provider ID

For contingent workers, displays the ID of the service provider.

Last Assignment Start Date

Displays the start date of the last assignment under this organizational instance.

First Assignment Start

Displays the start date of the first assignment under this organizational instance.

Assignment End Date

Displays the end date of the last assignment, if applicable.

Home/Host Classification

For workers who are on assignments, this field specifies whether the current job is at the worker’s home location or the assignment location. For a new hire, select Home.

Time Reporter Data

Click to review the PeopleSoft Time and Labor data for this worker. If you don’t use PeopleSoft Enterprise Time and Labor, this link is unavailable.

Company Seniority Date

Based on the date that you enter here, the system calculates the number of years, months, and days of seniority for a worker.

Benefits Service Date

Based on the date that you enter here, the system calculates the total years, months, and days of service for a worker, including any credit for military leave or the total amount of time that the worker works for multiple companies in the organization. This date is used to calculate benefits eligibility.

The system uses the original start date as the default value.

Seniority Pay Calc Date (seniority pay calculation date)

Enter the date that the system should use to calculate seniority-based pay.

The system uses the original start date as the default value.

Probation Date

Enter the date on which the worker is placed on probation.

Professional Experience Date

Displays the earliest date on which the worker started working in a job that required skills that are directly related to the worker’s current position.

Last Verification Date

Displays the latest date on which the worker verified his or her personal data in the system.

Business Title

Enter the worker’s official title, which might be different from the job title. If you drive part or all of the system by position, the system enters the default title for the position number that you assign to the worker on the Work Location page.

Work Phone or Position Phone

Track the worker’s primary work phone number. You can also update this field by using the Manage Positions pages.

If you drive part or all of the system by position, the system enters the default phone number for the position number that you assign to the worker on the Work Location page.

Teaching Change Date

The system adds a new teaching change date row only if you choose to add one.

Insert a new row for each teaching appointment if the institution uses the same employee record number to record successive appointments. For the Part-Time Academic Teaching Survey, the system reports the Academic Teaching Employment record that is effective on the end date of the appointment or at the end of the period that is being reported.

Survey Report Flag

Displays the report flag value, as specified on the Job Code Table - Job Code Profile page. If the value is N/A, this record isn’t reported in academic teaching surveys. You can override this default value.

Duties

Displays the duties value, as specified on the Job Code Table - Job Code Profile page. You can override this default.

Principal Subject

Select the principal subject that is taught by the worker.

Teaching Load

Enter the worker's teaching load during the academic teaching employment. For example, if the worker is teaching three full courses, enter 3.0. If the worker is teaching one full course and one-third of another, enter 1.33.

FTTE (full-time teaching equivalency)

Enter the ratio of the teaching load to the full-time teaching equivalency. For example, if teaching four courses constitutes full-time and the worker is teaching three courses, enter .75.

Collapse as FT (collapse as full-time)

Select if the employment can be collapsed into the reportable full-time job for the purpose of consolidating salary amounts from jobs that make up a full-time job.

Use this field only if the worker:

• Has two or more part-time jobs in different departments that function as a single full-time job.

• Receives an administrative stipend under another employee record number that doesn’t accrue benefits but counts toward the worker’s full-time salary.

Don’t collapse reportable part-time jobs into a reportable full-time job. (The system doesn’t report on the part-time job.) Instead, if you use this field, set up a separate employee record for part-time jobs.

Ethnic Group and Religion

Displays the values that you enter on the Personal Data - Regional page.

Festive Advance Pay Program

Displays the value from the Job Code Table - Job Code Profile page. You can change this default.

FA Holiday Type (festive advance holiday type)

Select a festive advance type. Values are: Chinese New Year, Christmas, Deepavali, Hari Raya, and N/A.

The default value is the festive holiday that is appropriate to the ethnicity or religion that you enter for this person on the Personal Data - Regional page. You can change this selection. If a person chooses not to receive a festive advance, select N/A.

Festive Advance Eligible From

Displays the festive advance eligible from date. If the firm has a probation period that must be served before a worker is entitled to a festive advance, the probation period must be monitored.

When you set the probation period in the Festive Advance Pay Program, you set the number of days or months. The system adds this information to the worker's hire date to determine the festive advance eligible from date; this date appears as the default on the FA Employee Details page.

When you process the festive advances, the system checks the festive advance eligible from date against the date on which to pay the advance. If the festive advance eligible from date is not yet passed, the worker is not paid a festive advance.

Note. This date is used by the festive advance calculation process and the festive advance calculation rule to determine if the worker has served enough time to be eligible for a festive advance. The date is derived from the job commencement date and the probation period in the Festive Advance Pay Program.

Educ Lvl-Adjsted Birth Date (education-level-adjusted birth date)

Select the worker’s education-level-adjusted birth date. The day and the month are the organization’s standard calculation birth date (SCB—usually April 1); the year comes from the worker’s education-level-adjusted birth date (ELABi). Although the system calculates this date, you can overwrite it (for example, to give a worker credit for special work experience).

Education Level Age Years Months

Displays the worker’s highest education level as specified in the Personal Data component. This education level is the starting point for education-level age-related calculations.

Personnel Registr Nbr (personnel registration number)

Enter the number under which the worker is registered in the personnel register.

Relation to Owner

Select the worker’s relationship to the owner, as appropriate.

INSS Days, INSS Months, and INSS Years (Instituto Nacional de Securidade Social days, months, and years)

Enter the number of days, months, and years that the worker makes social security contributions before being hired by the company.

Earnings Distribution Type

Select an earnings distribution type. Values are:

• None: Select to indicate that you don't allocate earnings for this person. The system calculates and charges person compensation according to the information that is listed in the Job Data component. If you select this option, leave the other fields on this page blank.

  Note. You must select None if you want the system to use the proration rule that you select on the Pay Group Table - Paysheets page when prorating partial pay.

  See Understanding Pay Groups.

• By Amount: Available only for salaried workers. This enables you to apportion the worker's total earnings for a period on the basis of an amount.

  Select to instruct the system to total the amounts that are in the distribution lines and check the total against the total in the Compensation Rate field on the Job Data - Compensation page. The total earnings distribution amount must equal the compensation rate amount. If the amounts are not the same, the system generates an error when you try to save the record. You will need to resolve the discrepancy to save the Job Data record.

  For example, to charge 3,000 of a worker’s regular earnings to the worker’s regular department (on the job record), 544 to department 105, and 1,000 to department 10503, you set up three distribution lines:

  • On the first line, leave Department blank (so that the system uses the worker’s regular department from the job record) and enter 3000 in the Amount field.

  • On the second line, enter 105 in the Department field and 544 in the Amount field.

  • On the third line, enter 10503 in the Department field and 1000 in the Amount field.

  The amounts that are in the distribution lines total 4,544, so the system checks that amount in the Compensation Rate field on the worker’s job record equals this total.

• By Hours: Available only for hourly or exception hourly workers. Select to instruct the system to total the hours that are in the distribution lines and update the total in the Standard Hours field on the Job Data - Job Information page. The Standard Hours field that appears at the top of this page also changes.

  Enables you to apportion the worker’s total earnings for a week on an hourly basis. The system totals the hours in all distribution lines and inserts the total in the Standard Hours field on the worker’s job record.

  For example, if a worker works a 40-hour week, and you want to charge 30 hours of regular pay to the worker’s regular department (on the job record) and 10 hours to department 103, you set up two distribution lines:

  • On the first line, leave Department blank (so that the system uses the worker’s regular department (from the job record) and enter 30 in the Standard Hours field.

  • On the second line, enter 103 in the Department field and 10 in the Standard Hours field. The hours that are in the distribution lines total 40, so the system inserts 40 in the Standard Hours field on the worker’s job record.

• By Percent: Available to all workers. The sum of the percentages that are in the distribution lines must equal 100.

  Enables you to apportion the worker’s total earnings for a period on a percentage basis.

  For example, to charge 80 percent of regular earnings to the worker’s regular department (on the worker’s job record) and 20 percent to department 100, set up two distribution lines:

  • On the first line, leave Department blank (so that the system uses the worker’s department from the job record) and enter 80 in the Percent field.

  • On the second line, enter 100 in the Department field and 20 in the Percent field.

Elig Field 1-9 (eligibility configuration fields 1−9)

Enter values to further filter persons' eligibility for a specific benefit. These are client-definable fields.

Benefit Program

Displays the code that corresponds with the benefits program for the person’s pay group, which you specify in the Pay Group table. You can override this value.

Currency Code

Displays the code of the currency that is specified for the benefit program in the Benefit Program table.

Checklist

Select the appropriate checklist. The system populates the list with the associated items.

Checklist Item Code

Displays the checklist item if you selected a checklist. To add items without a checklist, select the item.

Status

The system displays a status of Initiated for all new checklist items. Update the status from the following options as necessary:

• Completed

• Notified

• Received

Link ID

Displays a link to the component used to complete the listed item.

For example, the link ID for the item Emergency Contact is Emergency Contact, which links to the Emergency Contact component (EMERGENCY_CONTACT).

Job 1

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Job 3

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Job 2

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Job 3

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Job 1

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Job 2

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Job 3

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Job 1

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Add New Assignment

PER_ORG_INST_ASGN

Workforce Administration, Job Information, Add Additional Assignment

Review a worker's assignments and access the Concurrent Job Data component to create new assignments.

Work Location

JOB_DATA1

Workforce Administration, Job Information, Add Additional Assignment

Click the Create Assignment button.

Enter position and location information for a person's concurrent job, including the regulatory region, company, department, and location.

Job Information

JOB_DATA_JOBCODE

Workforce Administration, Job Information, Add Additional Assignment

Click the Create Assignment button.

Enter information about a person's concurrent job, including status, employee class, shift, or standard hours.

Job Labor

JOB_LABOR

Workforce Administration, Job Information, Add Additional Assignment

Click the Create Assignment button.

Enter National Labor agreement data if the employee or contingent worker belongs to a National Labor agreement.

Payroll

JOB_DATA2

Workforce Administration, Job Information, Add Additional Assignment

Click the Create Assignment button.

Enter payroll processing data. The payroll system and pay group information that you enter here affects component compensation processing on the Compensation page.

Salary Plan

JOB_DATA_SALPLAN

Workforce Administration, Job Information, Add Additional Assignment

Click the Create Assignment button.

Enter information about a person's salary plan.

Compensation

JOB_DATA3

Workforce Administration, Job Information, Add Additional Assignment

Click the Create Assignment button.

Enter compensation information.

Employment Information

EMPLOYMENT_DTA1

Workforce Administration, Job Information, Add Additional Assignment

Click the Create Assignment button.

Enter optional data, such as an employee’s business title.

Job Earnings Distribution

JOB_DATA_ERNDIST

Workforce Administration, Job Information, Add Additional Assignment

Click the Create Assignment button.

Distribute a person's compensation for one job among different departments, job codes, accounts, shifts, position numbers, or general ledger pay types. If the person's pay is regularly charged to more than one cost center, designate how much to allocate to each cost center.

Benefit Program Participation

JOB_DATA_BENPRG

Workforce Administration, Job Information, Add Additional Assignment

Click the Create Assignment button.

Specify the benefit program in which a person is enrolled for benefits in PeopleSoft Enterprise Human Resources or PeopleSoft Enterprise Benefits Administration.

Manage Hires

HR_MANAGE_HIRES

Workforce Administration, Personal Information, Organizational Relationships, Manage Hires

Displays a list of applicants that have gone through the recruiting process.

Person Org Summary

PERSON_SUMMARY

Workforce Administration, Personal Information, Organizational Relationships, Person Organizational Summary, Person Org, Summary

Review a summary of a person's organizational relationships.

CAGED File/Report

CAGED_RC_BRA

Workforce Monitoring, Meet Regulatory Rqmts BRA, CAGED File/Report BRA

Generate CAGED reports.

Employee Registry

EMPL_REG_RC_BRA

Workforce Monitoring, Meet Regulatory Rqmts BRA, Employee Registry Report BRA

Generate employee registry reports.

Hire List

RUNCTL_FROMTHRU

Workforce Administration, Increase Workforce, Hire Report CAN

Run the CAN Hire List report (PER100CN). This produces a hire list that provides information on social insurance numbers, effective dates, and badge or payroll numbers that are within the date range that is provided.