Payroll Contract Rules

Concurrent HR Pay Assignments — A contract may not consist of concurrently active HR pay assignments.
Gaps in HR Pay Assignment Pay Dates — There are no documented or recommended processes that require gaps between the pay end date of one pay assignment and the pay begin date of the successive pay assignment for a given contract. Gaps between the pay end date of one pay assignment and the pay begin date of the successive pay assignment are allowed but are not assumed by the contract calculation in HR to have been intended from the start of the contract. Therefore, the calculated per period pay uses the begin date of the assignment, the greatest end date on the contract, and assumes no gaps. The remaining unpaid per period pay during the gaps in the pay dates will end up being paid out over the final assignment's pay periods. Keep in mind also that the salary will only be paid if the pay assignment's pay end date is set to the pay period end date or later. The only exception to this rule is on the final pay assignment of a contract.
Changing the contact end dates — If the contract language changes (after it has already been paid on) such that it is now to be paid over a different number of periods than what was agreed upon initially, and the agreement is not retroactive to the start of the contract, you must start a new contract. The contract end dates are the Pay and Calc dates stored on the last HR pay assignment of the contract. For example, if an employee is scheduled to be paid over 12 pay periods between 7/1/2011 and 6/30/2012, and mid-year the contract agreement changes so that moving forward the employee will be paid over an 11 pay period schedule for 7/1/2011 to 5/31/2011. The employee's contract must be stopped, and a new contract created as of the period the agreement changed.
Pay string (PY pay line) changes — Pay and Earning will calculate on assigned active lines. Changes to pay assignment information that result in a "new" (or different) pay string than previous assigned and paid on, will result in pay and earnings transactions being backed out from the "old" pay string and put onto the "new" pay string. The dates of the transactions will be in the original timeframe and written to the RETRO timecard batch in the current period.
Timecard entries against the contract — Timecard entries against contracts are limited to two options: (1) exception time such as sick, vacation or personal leave, and (2) "extra pay" entries that increase both the Earning and the Paid amounts of a contract.
Supplemental Pay Periods — Supplemental pay periods should not be paid prior to the regular pay period of the same timeframe. It is assumed by the patching process that there are no paid transactions in the timeframe of an unpaid regular pay period. This rule requires contract payouts to occur IN or AFTER the final regular pay period. The benefit to this rule is a major speed up in regular pay period processing where the number of employees is the greatest. In a regular pay period, analysis of all paid SYSTM Timecards and Payroll History transactions is bypassed, assuming no paid transactions in the timeframe. This assumption can only be reliably true if supplemental pay period processing occurs after the regular pay period processing of the same timeframe.
Calc Options — Contract clients must select one of the standard contract calc options (23, 25, 26 or 27) and use that for all contract employees.
Per Period Pay — The per period pay should reflect the contract pay amount that should have been (or should be) paid to the employee.