You can now add ‘sub rules’ to your Contract Manipulation rules.
You are able to run multiple rules on the same time entries and also have sub-rules that apply.
When creating a sub rule you have the option to ‘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 just 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 you still have rules that 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 just go over the specifics of the options of contract manipulation and how to use this alongside sub rules.
Stop Further Rules
The new update allows you to specify when creating a new rule whether you want to stop all other rules when this specific rule applies. This means, when enabled, certain rules will have higher priority over others.
This is useful as a fail safe for specific times where 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.
You can now set a specific time range to force a rest after working. E.g. require an 11-hour break if working between 10pm and 5am. This can override any other rule if enabled.
This is useful to prevent staff members 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 now be even more specific as to 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 for if there are certain shifts that would require a break that are unique to others, for example, 10pm - 5am.
Make Changes to Pay
You can then also apply a rule that if the staff member doesn’t receive a break after working x hours. E.g. if they don’t get an 11-hour break after working 8 hours or more then their shifts are paid at double 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.