Overview: Labor compliance is the correct measurement and management of employee hours. It allows you to know the balance of hours for each worker and control the different magnitudes such as the defect or excess of hours, incident hours, effective hours, projected hours, etc.
Start from: The Workforce module.
Variable hours and overtime in Workforce are calculated based on specific contracts established by each company.
From the Contracts configuration in GIR, we can define different time ranges:
- Fixed Hours: These correspond to the contracted hours that the worker will have.
- Variable Hours: Once all the Fixed Hours have been worked, the following hours will be counted as Variable (Complementary) Hours up to the maximum that you have configured in the contracts. In practice, it is used, for example, to contain the operations within the maximum complementary hours established in the Collective Agreements.
- Excess of hours (Overtime): If a worker completes all the Fixed and Variable hours, the following hours will be counted as "Excess of Working Time" or Overtime.
- Defect of hours: If a worker does not complete or justify 100% of their Fixed Hours, the system calculates the pending hours as "Deficit of Working Time".
For example, if a company sets a 20-hour-per-week contract (Fixed Hours), they can establish a Maximum Weekly Variable Hours amount of 10 hours (or 50% of the total fixed hours weekly). Based on that contract setting, if the employee works more than 20, but less than 30 hours per week, the extra hours registered would be considered Variable Hours. However, if the employee works +30 hours per week, it would be considered an Excess of Hours; or if he only works 18 hours, it would be considered a Defect of hours.
If you want to know how to configure variable hours, see Set up complementary (variable) hours.
For more information about how to view variable hours worked per center or employee, see Track variable hours.