(Fluid) Adding Organizational Instances

Service Component

Indicate the employee's service type for their military service, such as regular, activity reserve, and so forth.

Component Category

Enter a service component category to further define for the service component for this person.

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.

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 or External Company)

Company

Select the home or host company. The home or host company ID is a prompt value from the Company component (for internal company transfers) and the Set Up Company/Dept Codes page (for external company transfers).

Business Unit

Select the home or host business unit for internal company transfers only. Your entry in this field controls the Department and Supervisor Level field values in the Internal Company group box due to setID functionality for business units.

(Internal Company or External Company)

Department

Select the home or host department. The home or host department ID is a prompt value from the Departments component (for internal company transfers) and the Set Up Company/Dept Codes page (for external company transfers).

(Internal Company or External Company)

Supervisor Level (external supervisor level)

Select the home or host supervisor level. This value is a prompt value from the Supervisor Lvl Table component (for internal company transfers) and the Set Up Supervisor Level Codes page (for external company transfers).

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).

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.

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 (combined standard hours) and FTE

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.

Contract Number and Assign New

Select the worker's contract number or click the Assign New to associate a contract with a person, if applicable.

Contract Type

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

Job Family

Select a job family to categorize the job for this service member.

Function

Select the code that best categorizes the job for this person by function, such as administrative, legal, or management. If you change the job family after entering the function, this field will be deselected.

Subfunction

Enter a subfunction to further categorize the job function. If you change the job family for function after entering the subfunction, this field will be deselected.

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.

Job Classification

Select the DETYA job classification.

Occupational Category

Select the occupational category. This field enables you to override a worker’s occupational category with another one that is different from the occupation category configured through the ASCO code and Jobcode.

Contractor

Swipe the option to Yes if the worker is a contractor.

Cross Border Worker

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

Contract Salary Type

Enter the contractual salary code for RAIS.

SEFIP Category

Select the worker category for SEFIP.

Occupation Code

Specify the occupation code based on the Brazilian Code of Occupation (CBO). This is required for Brazilian workers.

Brazilian occupation codes are defined on the CBO Codes BRA Page.

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.

Cross Border Worker

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

Industrial Activity (CNAE)

Displays the social security number (SSN) employer assigned to the employee. This industrial activity code defines the percent to calculate contributions for work-related accidents and occupational disease

Occupation Code

Assign a specific occupational code from the list provided by Social Security if the industry activity done by the employee doesn't match the general activity defined for the social security number he is assigned to. This occupational code determines the percent to calculate contributions for work-related accidents and occupational disease.

Matricula Number

Enter 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.

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 Data - Job Information section or 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 Data - Job Information section or 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.

Cross Border Worker

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

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 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.

Work Day Hours

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

Worker Type

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.

IMSS Location Code

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

Week/Reduction Schedule (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 Termination Date

Enter the IMSS termination date.

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.

Workdays / week

Enter the average number of working days per week. 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)

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 Benefits Administration.

The FLSA status defaults from the position number you associated with this person, and this field is unavailable for entry, unless you set the Override Details option to Yes.

If you have not assigned the person to a position or you set the Override Details option to Yes and change the job code, then the system populates the fields by default from the job code. You can override the defaults

Work Day Hours

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

EEO Class (Equal Employment Opportunity class)

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

Employment/Labour Std Status (employment and labour standards status)

Use this field to indicate whether the job is Exempt or Non-Exempt according to the provincial Employment Standards Act or Labour Standards Act.

If you supply a job code but not a position number, the default value comes from the job code, and the field remains editable.

If you supply a position number, the default value comes from the position, and the field becomes read-only unless you set the Override Details option to Yes in the Work Location section or page.

Subcommittee

Enter the subcommittee of the union.

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.

Performance Group

Select a performance group, such as blue collar or white collar.

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.

Works Council Function

If the worker is a member of the works council for the organization, select which role. Values are: Member, President, and Secretary.

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 andUnion Fee Amount

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

Fee Start Date and Fee End Date (fee end date)

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

Exempted

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

Hours/Month

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, as defined on the Labor Agreement Categories page for the category. 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.

Rank

Enter the service member's earned rank. Valid ranks are defined on the Military Service - Service Ranks page.

Rank Entry Date

Enter the date the member received this rank.

Worn Rank

Enter the service member's rank insignia while serving in a particular post.

The default value for this field comes from the Rank field but it can be overwritten. Changes to the Rank field value will also change the value in this field.

See PeopleSoft Events and Notifications Framework Overview

Worn Rank Type

Indicate why the individual is on worn rank.

Skill Grade

Select the overall grade level for which the individual has been evaluated

Salary Admin Plan

Displays the salary administration plan code. This field will default from the position number you associated with a person, and is available for entry regardless if you use the Override Details option.

If you are not using position management and you associate salary administration plans with locations or job codes, the value that is in this field comes from either the Location or Job Code table, based on setID matching. You can override the default.

If you change the location (and a salary plan is defined in the Location table), then the system does not automatically display a default value for this salary plan. Instead, the system checks if the existing grade and step are still valid for this new salary plan. The existing grade and step must also be defined for the new salary plan. If the grade and step are defined for this new salary plan, then the system displays by default from the Location table the value for the new salary plan. If the grade and step are not defined for this new salary plan, then the system does not change to the salary plan from the Location table.

To use auto-calculated premium processing for this person, select a plan that has Auto Calculated Premium selected and an absorbing or nonabsorbing (or both) premium rate code assigned in the Salary Plan table. The system displays auto-calculated-premium-related fields on the Compensation page only if you select an auto-calculated premium plan here.

Grade

If you associate a grade with the person's position or job code, the system displays the default value from the appropriate table.

Grade Entry Date

Displays the date on which the person first joined this grade. You can override this value.

If you are entering a transaction that returns a person to active status from an inactive status, the system will populate the field with the effective date of that transaction. For example, if you are rehiring a person as of September 1, 2020, the field will update to reflect this rehire date.

Step

If you associate a step with the person's position or job code, the system displays the default value from the appropriate table.

Step Entry Date

Displays the date on which the person first joined this step, or if you are entering a transaction that returns a person to active status from an inactive status, the system will populate the field with the effective date of that transaction. For example, if you are rehiring a person as of September 1, 2014, the field will update to reflect this rehire date. You can override this value.

Includes Wage Progression Rule

Indicates if the salary plan includes wage progression.

Compensation Rate

Displays the compensation rate for the person, which is the sum of all base pay salary components.

Frequency

Select a compensation frequency.

Select Contract for contract persons. The system uses the information that you set up on the Contract Pay page to manage the person's compensation.

Target Comprate (target compensation rate)

Enter the compensation rate for the person if the person is being compensated at a rate that exceeds the default salary. Auto calculating premium may be:

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 Changes

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 button

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).

(E&G) Contract Change Prorate Option link

Click to access the Choose Proration for Contract page (JOB_CNT_CHG_SCF), where you choose how to handle contract pay when there is a change to the contract amount. Use this link only when the payment frequency is C (contract).

The link is active only when the row is available for data entry. The system displays the selected proration option to the left of the link so that you can review the settings even when the link is inactive.

See Contract Change Prorate Options Page.

Calculate Compensation button

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.

Calculate Compensation button

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.

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.

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.

Manually Updated

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

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.

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.

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.

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.

Pay Group

Select a pay group. Available values are the valid pay groups for the country selected on the Company table (not the regulatory region selected in the worker's job data).

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.

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.

Tax Location Code

Select a tax location code. Available values are the valid tax locations for the country selected on the Company table (not the regulatory region selected in the worker's job data).

Tipped

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

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

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

Not Tipped: Select for workers who are not tipped.

GL Pay Type (general ledger pay type)

Organizations can use this field for customized general ledger interfaces. Payroll for North America does not use this field.

FICA Status

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

Edit ChartFields

Click this link to access the ChartField Detail page (HMCF_CHRTFLDDTL_FL) to enter a combination code and select ChartField details.

Combination Code

(Optional) Select the appropriate labor distribution to which to post the hours and earnings for this person. Enter the general ledger combination code in the employee's job data only on an exception basis. If you do not want the employee's earnings charged to the default combination code that is mapped to the earnings code and department, you can enter a different combination code here. For example, you might want to temporarily charge the employee's earnings to a different department. Use Correct History mode to enter or remove the temporary combination code.

You can delete this combination code, if needed.

Standard Hours and Work Period

If you are using position management and click the Override Details option to Yes, these fields become available. If you change these values on this page, it will also update the same fields on the Job Information page.

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, the Job Earnings Distribution section grid fields will not be available for entry.

  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 Salary and 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 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.

Job Earnings Distribution grid and Add button

Click the Add button to display the Job Earning Distribution grid, where you can enter the distribution information.

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.

Holiday Schedule

Enter a 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.

Eligibility Group

This field is blank if Use Pay Group Eligibility is set to Yes. If you want to override the pay group default, set to No 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 Use Pay Group Rate Type is set to Yes. If you want to override the pay group default, set to No 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 Pay Group As Of Date is set to Yes. If you want to override the pay group default, set to No 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.

Use Pay Group Eligibility, Use Pay Group Rate Type, and Use Pay Group As Of Date

When you select a pay group, these fields are automatically set to Yes.

Leave them set to Yes to use the default values from the pay group definition. Swipe to No to override the default values.

Balance Group Nbr (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 Nbr (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 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 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.

Balance Group Nbr (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 Nbr (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.

Instance Record

The number of the instance associated with this job data record. The organizational instance record number is the same as the ERN of the controlling instance.

You can only modify the organizational instance dates when you review this page for the controlling instance.

Original Start Date

Displays the earliest date that this job data record (emplID/ERN instance) was associated with the organization. The date is provided by default from the effective date of the job record with an action of Hire, Add Contingent Worker, or Add POI Instance. This is not the date the job was created in the system, like the Date Created field on the Work Location page. You can override this date to enter an earlier start date, for example if the person has previously worked for the company or an affiliate or, depending upon company policies, for special cases like jobs with probationary periods, mergers and acquisitions, and so on.

See Understanding Job Data.

First Start Date

Displays the first start date for this organization instance. The system populates this field with the effective date of the first job data row with the action of HIR (for employees) or ADD (for contingent workers) from the controlling instance.

The system uses this date as the hire date in reports.

Last Start Date

Displays the most recent start date for this organization instance. The system populates this field originally with the effective date of the controlling instance's job data row with the action of HIR and then refreshes it with the effective date of job data rows with the actions REH (for employees) or RNW (for contingent workers).

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

Termination Date

Displays the day before the effective date of the controlling instance's job data row with the action of TER or COM, if applicable.

If you rehire or renew a person's controlling instance, the system deselects this field.

Org Instance Service Date (organizational instance service date) and Override

Displays the effective date on which the service of a person commenced with the organization. The date is provided by default from the effective date of the job record with an action of Hire, Add Contingent Worker, or Add POI Instance. Select the Override check box to override this date to enter an earlier service date, for example if the person has previously worked for the company or an affiliate.

See Understanding Job Data.

Provider ID

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

Last Assignment Start Date

Displays the most recent start date for this assignment. The system populates this field with the effective date of the job data row with an action that reactivates the assignment. This date is different from the first assignment start date if this assignment has been inactive and then reactivated.

First Assignment Start

Displays the first start date for this assignment. The system populates this field with the effective date of the first job data row with an action that activates the assignment (such as HIR or ADD).

Assignment End Date

Displays the effective date of the job data row with the action of TER or COM, 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.

Time Reporter Data

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

Company Seniority Date or Engagement Date and Override

This field normally displays as the Company Seniority Date field. However, when military functionality is enabled on the Installation Table and this person is a person associated with a rank, this field displays as the Engagement Date field. Based on the date that you enter here, the system calculates the number of years, months, and days of seniority or engagement for a person. Select the Override check box to change the date.

Benefits Service Date and Override

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. Select the Override check box to change the date.

Seniority Pay Calculation Date and Override

Enter the date that the system should use to calculate seniority-based pay. Select the Override check box to change the date.

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 the employee is in a position, the system displays the current title from the worker’s position. When this field gets its value from the position, and position data is not overridden, you should run the Refresh Person Org Assignments (HR_PERORGASN) process to update the Employment Data record with future dated rows that have become current. For more information on this process, see the Refresh Person Org Assignments Page.

Position Phone

Track the worker's primary work phone number. You can also update this field by using the Add/Update Position Info 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. When this field gets its value from the position, and position data is not overridden, you should run the Refresh Person Org Assignments (HR_PERORGASN) process to update the Employment Data record with future dated rows that have become current. For more information on this process, see the Refresh Person Org Assignments Page.

Early Promotion Date

Enter the earliest date this service member may be considered for the next promotion.

Personnel Registry Nbr (personnel registry number)

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

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.

Owns 5% (or More) of Company

Set to Yes 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 in the Manage Base Benefits business process of PeopleSoft Human Resources.

Accrue Tenure Services

Set to Yes to activate the tenure accrual.

FTE for Tenure Accrual

Enter the FTE to be used in tenure accruals. FTE cannot be greater than 1.0. On multiple jobs, the sum of the FTEs of all the jobs selected to accrue tenure cannot be greater than 1.0.

Service Calculation Group

Select the service calculation group that represents a group employees who have the same calculation rules applied to their service accrual process.

FTE for Flex Service Accrual

Enter the FTE value to be used in prorating the worker's accrued service.

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.

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).

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.

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.

Relation to Owner

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

Owns 5% (or More) of Company

Set to Yes 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 in the Manage Base Benefits business process of PeopleSoft Human Resources.

Owns 5% (or More) of Company

Set to Yes 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 in the Manage Base Benefits business process of PeopleSoft Human Resources.

Accrue Tenure Services

Swipe to Yes to activate the tenure accrual.

FTE for Tenure Accrual

Enter the FTE to be used in tenure accruals. FTE cannot be greater than 1.0. On multiple jobs, the sum of the FTEs of all the jobs selected to accrue tenure cannot be greater than 1.0.

Service Calculation Group

Select the service calculation group that represents a group employees who have the same calculation rules applied to their service accrual process.

FTE for Flex Service Accrual

Enter the FTE value to be used in prorating the worker's accrued service.

Eligible Field 1–9

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

Add Benefits Program button

Select to add participation details.

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.

Add Attachment button

Select this button to access the File Attachment page and upload files.

Attachments and Description

Select the link to download and view the attachment. Enter a description, or the field will use the attachment file name as the description upon saving the page, which you can overwrite.

(Delete) button

Select this button to remove an attachment.

Create Employee

Select to access the Create Employee Page and add a new person with an employee job instance.

Create Continent Worker

Select to access the Create Contingent Worker Page and add a new person with a contingent worker job instance.

Create Person of Interest

Select to access the Create Person of Interest Page and add a new person with a person of interest job instance.

Add Person

Select to access to the Add Person Page and add new person data only.

Modify Person

Select to access the Modify Person pages (see Modify Person Tile) and update only person data for an existing person.

Organizational Relationship

Select to access the (Fluid) Organizational Relationship Page and add or view a summary of a person's organizational relationships.

Manage Job

Select to access the Manage Job pages in fluid and add new job rows or update a person's historical job data using the fluid pages. See (Fluid) Updating Job Data.