Learn how to guarantee fair outcomes and protect against potential conflicts with a rule-based system.
Before starting to set up employment for employees, it is necessary to establish a guarantee rule. Such a rule will help the system to calculate percentages that will indicate and notify of the obligations one has to the employees. This will provide an overview of how to proceed in accordance with these obligations through the following indications:
+/- 5% = Green
+/- 5-15% = Yellow
+/- 15-25% = Red
+/- 25% + = Red with warning triangle
Note
The guarantee rule calculations will consider:
- Logged work, mainly regular hours, overtime hours, and absence hours.
- Holiday, based on the holiday calendar specified in the guarantee rule, where a holiday is present on a day of the week with filled-in hours in the rule.
- Vacation, where a vacation day is present on a day of the week with filled-in hours in the rule.
- Leave of absence, where the leave of absence is present on a day of the week with filled-in hours in the rule. The number of hours will be adjusted according to the percentage specified on the leave of absence.
Such a warranty rule can be created from System settings → Staffing → Guarantee rule.
After clicking the button +Create, you will see the following screen:
Name
You can set this to whatever you want, but as in the rest of the system, a title is required to keep order. For some, only one warranty rule will probably be needed, but for others, several might be applicable. In such cases, it will then be beneficial to use the name field to describe the content of the rule in a simple and straightforward manner.
Days and times
Here, the work week is conducted in a way that is as close to reality as possible. It is understandable that some would rather write that a working week is, for example, 37.5 hours. However, because some industries have unspecified working hours and others have different hours for weekdays and weekends, such a setup will be necessary for more accurate calculations.
The most important thing about the setup here is that all relevant days have filled-in hours, and that the hours are distributed evenly or as close to reality as possible.
Note
A guarantee rule must be based on a 100% position!
Example:
A normal man-year amounts to 1,950 hours, including holidays. 1,950 hours / 52 weeks = 37.5 hours per week. 37.5 hours / 5 days = 7.5 hours excl. break per day. The idea is then to add 8 hours on weekdays with a half-hour break.
Reference period
The reference period is a way to specify what timeframe the guarantee rule should consider. The “Calendar year” period will use 1st of January to 31st of December as the focused period, whereas “Yearly relative to start date” will use the employment’s start date and 12 months into the future. If no reference period is specified, you may configure it with a calculation period and an optional forecast period.
Using a reference period is recommended compared to setting calculation and forecast periods.
Calculation period
If you do not specify a reference period, you may select how far back into the past the guarantee rule calculations should consider data.
Forecast period
If you do not specify a reference period, you may select how far into the future the guarantee rule calculations should consider data. For more information, see Forecasting in RecMan.
Holiday calendar
Specify what holiday calendar should be considered by the guarantee rule. This is to make sure that the calculations for work will make sure to include holidays in its calculations, as it could be that hours are not logged on a holiday.
When a guarantee rule is in place, it can be applied to a candidate’s employment to trigger calculations and visualise relevant information. See Employment for more information.