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
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 will be needed. 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 as it will occur in practice. The deviation from this is if, in theory, there is no specific number of hours on the different days, we recommend taking the average of a general working week and distributing these equally over the current days.
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.
Settlement period
This can be set to anywhere between 1 and 12 months and will be the period the system relates to when it is to notify and indicate how you are doing with the obligations to the employees. In some places, the system will be 12 months by default, i.e., the day the person was hired and one year ahead – as this will be more logical. This will other areas relate to the specific settlement period.
When such a rule is in place, the employment relationship with employees can be determined. See Employment for more information.