Sub Rules

You can now add ‘sub-rules’ to your Contract Manipulation rules.

You can run multiple rules on the same time entries and have sub-rules that apply.

When creating a sub-rule, you can ‘Stop Further Rules’, which allows this sub-rule to override all other rules when triggered. 

You can add a Sub Rule under Pay > Contracts > Manipulation Rules, and then next to ‘edit rule’, you should see a button allowing you to add a Sub Rule. Then, it will ask you whether you want to add a new contract rule, so click this button to get started. These can be utilised to allow you to be more specific about breaks and pay rates for breaks when certain hours are worked. 

Sub rules are used so that you can have a set of rules running separately from all others. For example, if you introduce an overtime pay rule that stops all other rules but still has rules you need to add that pertain to overtime, a sub rule is a great way of keeping a set of interlinked rules running whilst stopping the rest.

We will go over the specifics of the options of contract manipulation and how to use this alongside sub rules.

Stop Further Rules

When creating a new rule, you can specify whether you want to stop all other rules when this specific rule applies. This means that certain rules will have higher priority over others when enabled. 

This is useful as a fail-safe for specific times when you need to override a rule, i.e. if a staff member has worked too many hours. 

It is worth noting that ‘Stop Further Rules’ will not include the Sub Rules set up for this rule.

Forced Rests

You can now set a specific time range to force a rest after working. For example, an 11-hour break is required if working between 10pm and 5am. This can override any other rule if enabled.  

This is useful to prevent staff members from working a late night shift and then being given an early shift the next morning. This assures you can keep in line with government regulations.

Apply on hours worked

You have a variety of options for when this rule will be applied based on the following categories; 

• When working above a certain amount of hours
• When working below a certain amount of hours
• When working X days in a week
• When working X days in their contract period

Apply based on missed rest

You can be more specific about when the rule applies based on the rest period between shifts, i.e. if there hasn't been a rest of at least a certain amount of hours after working a certain amount of hours in a row.

This is useful if certain shifts require a break unique to others, for example, 10pm - 5am.

Make Changes to Pay

You can also apply a rule if the staff member doesn’t receive a break after working x hours. For example, if they don’t get an 11-hour break after working 8 hours or more, their shifts are paid double the time until they receive their break. This can be added under the ‘changes to make’ section, where you can add the financial changes you want to make to your rule.

Provide Additional Payments.

Additionally, you can increase hourly rates or introduce multiple paid hours if a staff member doesn’t receive a break during their shift.