infor human resources user guide

Infor Human Resources User Guide

Release 10.0.x

Copyright © 2021 Infor

Important Notices

The material contained in this publication (including any supplementary information) constitutes andcontains confidential and proprietary information of Infor.

By gaining access to the attached, you acknowledge and agree that the material (including anymodification, translation or adaptation of the material) and all copyright, trade secrets and all otherright, title and interest therein, are the sole property of Infor and that you shall not gain right, title orinterest in the material (including any modification, translation or adaptation of the material) by virtueof your review thereof other than the non-exclusive right to use the material solely in connection withand the furtherance of your license and use of software made available to your company from Inforpursuant to a separate agreement, the terms of which separate agreement shall govern your use ofthis material and all supplemental related materials ("Purpose").

In addition, by accessing the enclosed material, you acknowledge and agree that you are required tomaintain such material in strict confidence and that your use of such material is limited to the Purposedescribed above. Although Infor has taken due care to ensure that the material included in this publicationis accurate and complete, Infor cannot warrant that the information contained in this publication iscomplete, does not contain typographical or other errors, or will meet your specific requirements. Assuch, Infor does not assume and hereby disclaims all liability, consequential or otherwise, for any lossor damage to any person or entity which is caused by or relates to errors or omissions in this publication(including any supplementary information), whether such errors or omissions result from negligence,accident or any other cause.

Without limitation, U.S. export control laws and other applicable export and import laws govern youruse of this material and you will neither export or re-export, directly or indirectly, this material nor anyrelated materials or supplemental information in violation of such laws, or use such materials for anypurpose prohibited by such laws.

Trademark Acknowledgements

The word and design marks set forth herein are trademarks and/or registered trademarks of Infor and/orrelated affiliates and subsidiaries. All rights reserved. All other company, product, trade or servicenames referenced may be registered trademarks or trademarks of their respective owners.

Publication Information

Release: Created by IXIASOFT import script 10.0.xPublication Date: June 24, 2021Document code: lwsnapps_10.0.x_lwsnhrug__en-us

Contents

Contacting Infor................................................................................................................................12

Chapter 1: Human Resources overview.........................................................................................13

Human Resources Process Flow....................................................................................................13

Navigating Human Resources.....................................................................................................14

Setup tasks..................................................................................................................................14

Maintenance tasks.......................................................................................................................15

Reporting tasks............................................................................................................................15

How Infor Human Resources interacts with other Infor applications...............................................16

Additional interface solutions.......................................................................................................16

Chapter 2: Planning for Human Resources setup.........................................................................18

Concepts in this chapter..................................................................................................................18

Setup hierarchy............................................................................................................................18

How does the Currency application affect Human Resources?...................................................19

How does the General Ledger application affect Human Resources?........................................20

How does the Accounts Payable application affect Human Resources?.....................................22

Chapter 3: Setting up company structure......................................................................................24


HR company structure.................................................................................................................24

Company......................................................................................................................................27

Process level................................................................................................................................30

Independent process level...........................................................................................................31

Tax reporting group......................................................................................................................31

Department..................................................................................................................................32

Work country................................................................................................................................34

Currency......................................................................................................................................34

Direct deposit...............................................................................................................................35

Infor Human Resources User Guide | 3

Contents

Tax Engine...................................................................................................................................36

Report entities..............................................................................................................................37

Related report entities..................................................................................................................38

Bank code....................................................................................................................................38

Processing group.........................................................................................................................39

Procedures in this chapter...............................................................................................................40

Defining a company.....................................................................................................................40

Defining a process level...............................................................................................................49

Defining a department.................................................................................................................54

Defining a processing group........................................................................................................54

Chapter 4: Setting up job structure................................................................................................56


Job classes..................................................................................................................................56

Job codes.....................................................................................................................................57

Wage analysis..............................................................................................................................58

Salary range.................................................................................................................................59

Workers' compensation................................................................................................................59

Employment equity......................................................................................................................60

Professional profile......................................................................................................................62


Defining job classes.....................................................................................................................63

Defining job codes.......................................................................................................................63

Chapter 5: Setting up Codes...........................................................................................................69


Codes...........................................................................................................................................69

HR Codes....................................................................................................................................69

HR Code Levels...........................................................................................................................70

Country-Specific HR Codes.........................................................................................................71

User fields....................................................................................................................................71


Defining HR Codes......................................................................................................................73

Defining Country-Specific HR Codes...........................................................................................74

Defining alphanumeric user fields................................................................................................74

Defining Numeric User Fields......................................................................................................76


Contents

Defining Date User Fields............................................................................................................77

Chapter 6: Setting up employees....................................................................................................80


Employment status codes............................................................................................................80

Payment status............................................................................................................................81

Count Value.................................................................................................................................81

Topic.............................................................................................................................................82

Data item attribute........................................................................................................................83

Security level................................................................................................................................84

Security location...........................................................................................................................84

Social number..............................................................................................................................85

Schedule, Grade, Step.................................................................................................................85

Dependent...................................................................................................................................86

Supervisor....................................................................................................................................86

Employee Additional Fields..........................................................................................................87

Employee Additional Rates..........................................................................................................88

Retroactive Pay Change Audit.....................................................................................................88


Defining Employment Status Codes............................................................................................89

Assigning attributes to data stored on employee records............................................................90

Defining employee records..........................................................................................................91

Defining employee grant management information.....................................................................97

Defining dependents....................................................................................................................99

Defining supervisors..................................................................................................................100

Defining additional contact numbers..........................................................................................101

Defining employee additional fields............................................................................................101

Defining employee additional rates............................................................................................102

Putting the Retroactive Pay Change record on hold..................................................................103

Chapter 7: Setting up employee groups.......................................................................................104

Concepts in this chapter................................................................................................................104

Employee group.........................................................................................................................104

Procedures in this chapter.............................................................................................................106

Defining employee groups.........................................................................................................107

Defining criteria for employee groups........................................................................................108


Contents

Defining employee numbers for employee groups.....................................................................109

Creating or updating employee groups......................................................................................109

Chapter 8: Setting up security.......................................................................................................112


Employee record security...........................................................................................................112

Data Item Security.....................................................................................................................114


Defining employee record security.............................................................................................115

Defining User Data Item Security levels.....................................................................................116

Chapter 9: Maintaining employees................................................................................................117


Employee Audit..........................................................................................................................117


Changing employee information................................................................................................118

Auditing changes to employee information................................................................................118

Chapter 10: Maintenance: Correspondence................................................................................120


Correspondence tracking...........................................................................................................120

Information request tracking.......................................................................................................120

Change request tracking............................................................................................................121


Tracking an information request.................................................................................................121

Tracking a change request.........................................................................................................122

Chapter 11: Maintenance: Year end information.........................................................................124


How are year end fields used?...................................................................................................124

How is year end information overridden?...................................................................................125


Identifying participants in a pension plan...................................................................................125

Identifying deceased employees................................................................................................126

Identifying qualified business expenses.....................................................................................126

Identifying non-taxable third-party sick pay................................................................................127

Defining qualified moving expenses...........................................................................................127

Identifying reportable insurance.................................................................................................128


Contents

Chapter 12: Maintaining data purge..............................................................................................129


Data purge.................................................................................................................................129


Purging employee records.........................................................................................................130

Purging data from employee records.........................................................................................131

Purging correspondence tracking data......................................................................................132

Chapter 13: Reporting overview....................................................................................................133


Available reporting options.........................................................................................................133

CSV data....................................................................................................................................135

Recurring job..............................................................................................................................135


Creating a recurring job.............................................................................................................136

Chapter 14: HR Writer setup..........................................................................................................138


Author........................................................................................................................................138

Why should functional names, rather than employee names, be used for authors?..................139

Report type................................................................................................................................139

Detail topic.................................................................................................................................140

Data items..................................................................................................................................142

Data item attributes....................................................................................................................142

HR Writer security......................................................................................................................142


Defining an author......................................................................................................................143

Defining data item attributes......................................................................................................144

Establishing HR Writer security.................................................................................................144

Chapter 15: HR Writer reports.......................................................................................................146


Report title.................................................................................................................................146

What determines which data items can be included on one report?.........................................146

Available sorting options............................................................................................................147

Population for a report................................................................................................................147

Data item detail criteria..............................................................................................................147


Contents


Adding a report title....................................................................................................................149

Identifying data items to be included in the report.....................................................................151

Establishing the number and size of columns of the report.......................................................152

Defining the sort order of the report...........................................................................................153

Defining the population of employees to be included in the report............................................154

Defining data item detail criteria................................................................................................155

Performing a Human Resource Writer inquiry...........................................................................156

Generating a Human Resource Writer report............................................................................157

Chapter 16: Human Resource Writer tools...................................................................................159


Compute statement....................................................................................................................159

Data items that can be counted.................................................................................................160

Available totaling options...........................................................................................................160

How can historical amounts be summarized?...........................................................................160


Defining a compute statement...................................................................................................161

Including a compute statement as a report column...................................................................162

Defining item counting and totaling functions............................................................................163

Extracting data from Human Resource Writer reports in CSV format.......................................163

Transferring CSV data from the Lawson server to your computer.............................................165

Changing the title of an existing report......................................................................................166

Copying existing report parameters for creation of a new report...............................................167

Chapter 17: Using Lawson Business Intelligence to create data marts....................................168

Lawson Business Intelligence.......................................................................................................168

Compensation (CMP) data mart...................................................................................................169

Headcount and Turnover (HDT) data mart....................................................................................170

Chapter 18: Interfacing data..........................................................................................................171

System of Record choice..............................................................................................................171

Using HRM when Infor Talent Management is System of Record.................................................172

Talent Management as system of record chart..........................................................................173

Interface setup steps when Talent Management is the system of record..................................173

Programs and processes when TM is the system of record......................................................176

Using HRM when HRM is the System of Record..........................................................................178


Contents

HRM as system of record chart.................................................................................................180

Interface setup steps when HRM is the system of record..........................................................180

Programs and processes when HRM is the system of record...................................................182

Initial Interface Load when HRM is the system of record...........................................................182

Additional interface programs........................................................................................................183

Dual Name Receiver (LT12).......................................................................................................183

HRM interface to WFM..................................................................................................................183

Interface Rules (HR50)..............................................................................................................184

Initial Interface Load (HR951)....................................................................................................184

Workforce Management Extract (HR751)..................................................................................185

Layouts for CSV files..................................................................................................................185

HRM interface to LMS...................................................................................................................189

Interface Rules (HR50)..............................................................................................................190

Organizational Structure (Levels) Import – Initial Load..............................................................190

1st Level / Top Level (Company)................................................................................................190

2nd Level (Process Level)..........................................................................................................191

3rd Level (Department Level).....................................................................................................192

Employee Import – Initial Load..................................................................................................192

LMS Processed records (HR51.2).............................................................................................195

Infor Talent Science interface to HRM...........................................................................................196

Infor Talent Science Interface to HRM.......................................................................................196

Appendix A: HR codes...................................................................................................................197

HR code types and corresponding forms......................................................................................197

HR code types and forms..........................................................................................................197

International HR code types and corresponding forms.................................................................201

International HR code types and forms......................................................................................202

Appendix B: Data item attributes..................................................................................................203

A1 - Applicant................................................................................................................................203

A2 - Applicant Job Interest............................................................................................................204

A3 - Applicant Address..................................................................................................................205

A4 - Applicant History....................................................................................................................206

AC - Additional Contacts...............................................................................................................207

AD - Direct Deposit Master............................................................................................................207

AH - Attendance History................................................................................................................208


Contents

AP - Direct Deposit Payments.......................................................................................................209

AR - Alternate Pay Rates..............................................................................................................210

AU - Employee Automobile Information.........................................................................................211

BN - Employee Benefit..................................................................................................................212

CD - Employee Codes...................................................................................................................213

CE - Employee or Applicant Certifications....................................................................................213

CH - Compensation History...........................................................................................................214

CM - Compute Statements............................................................................................................214

CO - Employee CODA Account Balances.....................................................................................215

CP - Employee Company Property...............................................................................................216

DB - Dependent Benefits...............................................................................................................216

DC - Defined Contribution Investment Distributions......................................................................217

DH - Monthly Deduction History....................................................................................................218

DM - Employee Deduction.............................................................................................................219

DP - Employee Dependents..........................................................................................................223

E1 - Employee...............................................................................................................................225

E2 - Employee (Pay Distribution)...................................................................................................227

E3 - Employee (Tax Information)...................................................................................................229

E4 - Employee (Work Information)................................................................................................231

E5 - Employee (EEO Information).................................................................................................232

E6 - Employee (I-9 Information)....................................................................................................233

E7 - Employee (Benefits Information)............................................................................................234

E8 - Employee (Address)..............................................................................................................236

EC - Employee Emergency Contact..............................................................................................237

ED - Employee or Applicant Education.........................................................................................238

EP - Employee Positions...............................................................................................................239

FR - Flex Credits Remaining.........................................................................................................241

FX - Employee Flexible Benefit Plan.............................................................................................241

GE - Employee General Information.............................................................................................242

GL - Payroll GL Distributions.........................................................................................................243

IV - Applicant and Employee Interviews........................................................................................245

JC - Job Code...............................................................................................................................246

JH - Applicant Job History.............................................................................................................247

HI - Employee History...................................................................................................................249

MD - Employee Medical Information.............................................................................................250


Contents

MI - Employee and Applicant Military History................................................................................250

OS - Health, Safety Incident..........................................................................................................251

PD - Employee Pay Deduction Detail............................................................................................255

PM - Employee Payment Detail.....................................................................................................256

PW - Employee Pay Wage Detail..................................................................................................258

QD - Quarterly Deduction History.................................................................................................260

QW - Quarterly Wages..................................................................................................................261

RC - Requisition Costs..................................................................................................................262

RF - Applicant References............................................................................................................263

RH - Requisition History................................................................................................................264

RL - Employee or Applicant Relocation Preferences.....................................................................264

RO - Requisition Offers.................................................................................................................265

RQ - Job Requisitions...................................................................................................................266

RS - Employee Reserve Account Transaction History..................................................................266

RV - Employee Review History......................................................................................................267

SH - Salary History........................................................................................................................268

SK - Employee and Applicant Competencies................................................................................269

TA - Time Accrual Plan..................................................................................................................269

TD - Employee Time Accrual Detail Transactions.........................................................................270

TG - Tax Groups............................................................................................................................271

TS - Employee Time Accrual Transaction Summary History.........................................................272

TV - Employee Travel Information.................................................................................................273

UF - User Fields............................................................................................................................274

VE - Vesting History......................................................................................................................274

WK - Weeks Worked.....................................................................................................................275

WS - Work State Reporting Information........................................................................................276

Appendix C: Reports with Drill Around feature...........................................................................277

Reports..........................................................................................................................................277

Index................................................................................................................................................280


Contents

Contacting Infor

If you have questions about Infor products, go to Infor Concierge at https://concierge.infor.com/ andcreate a support incident.

The latest documentation is available from docs.infor.com or from the Infor Support Portal. To accessdocumentation on the Infor Support Portal, select Search > Browse Documentation. We recommendthat you check this portal periodically for updated documentation.

If you have comments about Infor documentation, contact [email protected].


Contacting Infor

https://concierge.infor.com/

https://docs.infor.com/

mailto:[email protected]

Chapter 1: Human Resources overview

Using the Infor Human Resources application, you can define the company structure, employees, andjobs used in these applications:

• Benefits Administration

• Payroll

• Personnel Administration

• Time and Attendance

• Absence Management

• Grant Management

• Tips

The Human Resources application acts as the repository of HR-specific information.

Human Resources Process FlowThe Human Resources application's functionality has three parts: Setup, Maintenance, and creatingreports on the human resources data.


Human Resources overview

Company Structure

Job Structure

Setup

HR Codes

Employees

Employee Groups

Security

Employees

Maintenance

Correspondence

Year End Information

Data Purge

Overview

Reporting

HR Writer Setup

HR Writer Reports

HR Writer Tools

Navigating Human ResourcesThe Human Resources flowchart shown above is the basic navigational guide for the Infor HumanResources User Guide. At the beginning of each chapter, you will see the Human Resources processflowchart. A star next to a box indicates which part of the overall process you are currently located in.

Setup tasksBefore using the Human Resources application, you must consider your payroll, benefits, personneladministration, and time and attendance needs. Then determine the company structure, employeeinformation, job structure, and security parameters that best fits those needs.

When you set up your Human Resources application, you define the following elements:

• Company structure

• Job structure

• HR codes

• Employees

• Employee groups

• Security



Maintenance tasksThe Human Resources application lets you maintain information once you have entered it into theapplication. You can maintain the following information:

• Employee information

• Dependant's information

• Correspondence information

• Certain year end information

You can also perform:

• Employee Audits

• Data Purges

Reporting tasksA standard set of reporting options, sorts, and selects is available for every report. The following reports,updates, and listings are available with the Human Resources application:

• Employee Audit Report

• Employee Group Update

• Employee Group Listing

• Company Listing

• Process Level Listing

• Department Listing

• Employee Status Code Listing

• HR Code Listing

• Job Class Listing

• Job Code Listing

• Supervisor Listing

• Processing Group Listing

• User Data Item Security Listing

• Data Item Attribute Listing

• Employee Listing

• Employee Security Listing

• Dependent Listing

• Work Eligibility Listing

• Additional Contact Listing



• Correspondence Tracking Listing

• Country-Specific Code Listing

• Work Schedule Report

• Pay Plan Listing

• Job Occupation Codes Listing

• Grant Management Pay Codes Listing

• Employee Security Listing

How Infor Human Resources interacts with other InforapplicationsThe Human Resources application interacts with other Human Resources applications, acting as theprimary repository of Human Resources data.

Additional interface solutionsThe entire Human Resources suite interfaces with additional solutions to augment and enhance thefunctionality of your Infor application products.

Infor Employee and Manager Self-Service

The Infor Employee and Manager Self-Service application gives employees and managers access tovital information over your organization's intranet. Employee and Manager Self-Service lets the HRand Payroll departments avoid excessive manual data entry by letting employees and managers updatetheir own information. Your organization determines what information is available for employees andmanagers to view or update. Employees and managers access the information whenever and whereverit is needed.

Lawson Business Intelligence (LBI)

Lawson Business Intelligence delivers the functionality of building reports and views, and conductinganalysis using the power of online analytical processing. Lawson offers two HR data marts in the LBIapplication: the Head Count and Turnover Data Mart and the Compensation data mart.

The Head Count and Turnover Data Mart provides a flexible solution for the monitoring, analyzing,and/or reporting of head count and turnover data over a specified period of time. Issues related togender, ethnicity, or other factors are quickly identified. Additionally, you have the option of using thisinformation to track affirmative action compliance requirements.

The Compensation data mart is designed to assist your compensation analyst in investigating areasof pay inequity and in comparing current salaries to the market.



For more information about these data marts, see the Lawson Business Intelligence User Guide.

Organizational Effectiveness

Lawson Organizational Effectiveness provide a view of more than 60 performance indicators relatedto human resource metrics. View your internal measures via the Web and compare them againstbenchmarks.

e-Recruiting

e-Recruiting is a self-service recruitment system. e-Recruiting permits recruiters to define yourorganization's openings and also lets candidates apply for the openings through your organization'sweb site. Your recruiters enter information about a position and the qualifications required to fill theposition. The information is posted on several sites on the internet to draw candidates to your website.Candidates apply via Candidate Self-Service. e-Recruiting guides the candidates through the profilingprocess, matching skills and experience with the requirements you defined. e-Recruiting uses an onlineinterview to collect candidate information such as competencies, certifications, job experience, andcareer interest. Your recruiters generate reports to identify the best matched candidates for the position.Qualified candidate information interfaces with the Lawson system, creating applicant records.

ALLTAX

Infor Human Resources acommunicates with ALLTAX, an Infor software which is used to maintain taxtables for the Infor Payroll application. ALLTAX maintains tax changes such as tax rates, tax laws, andtax limits.

Third-Party Solutions

Infor Human Resources interfaces with Business Software Inc. (BSI), a third-party software which isused to maintain tax tables for the Infor Payroll application. BSI maintains tax changes such as taxrates, tax laws, and tax limits.



Chapter 2: Planning for Human Resources setup

This chapter focuses on planning for your Human Resources setup. Before you can set up the HumanResources applications, you must consider the applications that interface with Human Resources.

This chapter only provides a checklist of things to consider before setting up Human Resources. Fordetails about setting up the Lawson applications before Human Resources, see the correspondinguser guide.

Concepts in this chapterThese concepts provide background and conceptual information for the procedures within this userguide.

Setup hierarchyBefore you can set up your Infor Human Resources applications, you must set up applications thataffect your human resources setup. Everyone must begin prerequisite setup by setting up the LawsonCurrency, General Ledger, and Accounts Payable applications in the order listed. If your organizationuses Strategic Ledger, you also must set up the Strategic Ledger Application.

After the initial prerequisite setup is complete, you can set up the Human Resources applications.


Planning for Human Resources setup

Set upCurrency

Set upGeneral Ledger

Set upAccounts Payable

Set upHuman Resources

applications

How does the Currency application affect HumanResources?The Currency application affects the currencies used in human resources transactions. The followingconcepts explain aspects of Currency setup that affect the Human Resources applications.

Currency code

A currency code is an identifier for a kind of currency (US dollars, euro, and so on). Your companyuses currency codes to represent all the currencies you conduct business in.

You must set up at least one currency code for your company. If your company conducts business inmore than one currency, you must set up a separate code for each currency you use.

How are currency codes used?

Currency codes track the currency for an account, a transaction, or a company. If your business usesmultiple currencies, the Currency application exchanges, revalues, and translates your currency amountsagainst the base currency you defined in General Ledger.

Currency relationship

A currency relationship identifies rules for a relationship between two currency codes in a currencytable. Often, currency relationships dictate how currencies are exchanged and translated.

Currency relationships are defined in the Currency application. For more information, see the CurrencyUser Guide.



Currency table

A currency table is a combination of currency relationships, exchange rates, and translation rates thatare used by one or more companies. A currency table reduces the time it takes to independently createand maintain currency rates and relationships.

Currency tables are assigned to General Ledger companies in the Currency application. For moreinformation, see the Currency User Guide.

Planning your Currency setup for Human Resources

The Lawson Currency application maintains the information needed to conduct business operationsin multiple currencies. Currency is a required application for all Human Resources users.

This checklist provides an overview for setting up Currency. See the Currency User Guide for moreinformation.

1Define a

currency tableCU00.1

2Define currency

codesCU01.1

3Define currencyrelationships

CU02.1

How does the General Ledger application affect HumanResources?The General Ledger application contains all of the accounts that are used to process Human Resourcestransactions. The following concepts explain aspects of General Ledger setup that affect the HumanResources applications.

Chart of accounts

A chart of accounts is a list of accounts you use to organize accounting records. It is made up of balancesheet accounts (assets, liabilities, and equity) and income statement accounts (income and expenses).The balance sheet and income statement accounts are made up of summary and detail accounts.



How is a chart of accounts used?

The chart of accounts is used for journal entries and to summarize general ledger information for reportsand inquiries. The account numbers and descriptions you define are reflected in your balance sheets,income statements, and other reports and inquiries. Detail accounts roll up into summary accounts toprovide totals.

For more information, see the General Ledger User Guide.

General Ledger company

A company is the highest organizational element in the General Ledger application. It can representany business or legal entity of an organization, such as a corporation, holding company, division, orregion.

You assign a chart of accounts, base operating currency, fiscal calendar, and optional securitysafeguards to a company.

You structure your company to match your business needs. Your first decision is whether you will needmultiple companies or a single company. You can define up to 9,999 separate companies in GeneralLedger that you can consolidate for reporting and inquiry.


Accounting unit

An accounting unit represents a location or business center in a general ledger company, such as adivision, department, region, or store. Each accounting unit must have a unique name, up to 15characters long.

You cannot change an accounting unit name after you define it.

Your company can include up to five levels of accounting units. A level represents a layer in a companystructure's hierarchy. For example, a company structure might include three levels: region, division,and department. Each level is part of or reports to the level above it.

Intercompany relationships

If you want to create intercompany transactions in General Ledger, or in other Lawson applications,you must define intercompany relationships. An intercompany relationship identifies the payable andreceivable accounts used to post company balancing transactions. You can define these accounts bysystem. You must define relationships for each company that originates intercompany transactions.


Distribution company

If you have decided to have one Human Resource company reporting to multiple General Ledgercompanies, the additional General Ledger companies are referred to as Distribution companies.

Distribution companies allow you to post wage expenses, deduction expenses, cash, accruals, errorsuspense, clearing account, and non-cash transactions to different General Ledger companies.



Planning your General Ledger setup for Human Resources

The Lawson General Ledger application is the source for all your organization's financial and reportinginformation, and is a required product for all Human Resources customers.

This checklist provides an overview for setting up General Ledger. For more information, see theGeneral Ledger User Guide.

1Define your GLaccountingstructureGL00.1

2Define your GL

company (GL10.1)or your companygroup (GL11.1)

3Define your

accounting unitstructureGL20.1

4Define systeminterface andclosing options

GL01.1

How does the Accounts Payable application affect HumanResources?Within the Payroll application, you have the option of sending deduction transactions to the LawsonAccounts Payable application for payment. If you choose to use this capability:

• All organizations or persons to be paid must be set up in Accounts Payable as vendors.

• Accounts Payable is updated with the deductions when you close payroll each payroll cycle. ClosingPayroll creates invoices in Accounts Payable ready for payment (they're sent through as released).

• Accounts Payable processes and prints checks during the regular Accounts Payable paymentcycle.

For more information, see the Accounts Payable User Guide.



1Define yourvendor group

AP00.1

2Define a

vendor classAP00.3

3Define a pay group

AP01.1

4Define your

Accounts PayablecompanyAP00.4

5Define your

process level(s)AP00.5

6Define yourvendorsAP10.1



Chapter 3: Setting up company structure

The flexibility of the Infor Human Resources application allows you to build a company structure thatbest suits the needs of your organization.

Before you define your company structure, you must set up the General Ledger or General Ledgersubset. See the General Ledger User Guide.

We strongly recommend that you design your HR company structure on paper before setting it up.Planning out the structure first can prevent critical mistakes.

Concepts in this chapterNote: See Procedures in this chapter on page 40 .

These concepts provide background and conceptual information for the procedures within this chapter.

HR company structureHR company structure provides the backbone for all the other applications within Human Resources.

The HR company structure has three main levels:

• Company

• Process level

• Department

The following items can be used across an entire organization's structure (which can include multiplecompanies):

• HR codes

• User fields

• Bank accounts

• Tax authorities


Setting up company structure

Example

Two Rivers is a holding company for River Bend Hospital, Grove Hospital, Grove Clinic, and the serviceareas associated with these hospitals and clinic. Two Rivers set up their company structure to includeone company number, eight process levels, and a number of departments.



Two RiversCompany

Two RiversHeadquarters

River BendHospital

GroveHospital

GroveClinic

River BendFlowers/ Gifts

GroveFlowers/Gifts

River BendRestaurant

GroveCafe

Admin Admin

Exec

HR

Purchasing

VolunteerServices

Maternity

Xray

MRI Center

Orthopedics

ER

Lab

OR

Cardio Unit

Internal Med

Maternity

Xray

MRI Center

Orthopedics

ER

Lab

OR

Cardio Unit

Internal Med

Cancer Unit

OutpatientCare

Psych Ward

Xray

Lab

Clinic Staff

Floral

Giftware

Delivery

SpecialServices

Floral

Giftware

Delivery

Caferteria

Restaurant



CompanyA company is the highest level of the HR company structure. Your organization must have at least onecompany number but you can have more than one.

Companies can be a "parent organization" for separate entities within an organization. For example,an organization may have an entity that operates hospitals and another entity that operates a medicalsupplies distribution center. Even though these two entities never interact with each other, they areunder the same company within the Infor Human Resources application. – or – Companies can be themain organizational level above a number of divisions or departments within an organization. Forexample, an organization operates hospitals, but within that operation there are multiple hospitals indifferent areas of the country. Each area is a different division within the organization that interactswith the other divisions and all are under the same company in the Human Resources application.

Employees cannot transfer from one company to another. If employees frequently transfer from onefederal tax entity to another, it may be more convenient to use one company with multiple processlevels instead of multiple companies.

Each company can have a unique setup within all HR applications. For example, you cannot useapplication codes, such as job codes, across all companies in an HR company structure.

Each company creates its own standard reports. Therefore, if you need consolidated reporting for alldivisions, you may want to choose one company number with multiple process levels. You cannot runstandard reports that contain information on more than one company.

Each company represents a tax reporting ID, but process levels within a company can have their owntax reporting IDs, as well.

Ideally, there is a one-to-one relationship between the HR company number and the General Ledger(GL) company number. You can have a single HR company post entries to multiple GL companies. Ifyou have multiple HR companies and multiple GL companies, these must be one-to-one relationships.

ExampleThe following examples show how Two Rivers initially set up four companies in their HR companystructure because Two Rivers, Inc. functions under four separate federal tax IDs.

Company 1: Two Rivers Headquarters

Two Rivers Headquarters has a federal tax ID of #41-4321-00-1. Based on the company structure inthe figure below, all codes that Two Rivers sets up for company 1 within the Payroll, Time andAttendance, Absence Management, Time Accrual, Tips, Benefits Administration, and Personnelapplications (other than HR codes, user fields, bank accounts, and tax authorities) can only be usedby Two Rivers Headquarters.




Admin

Volunteer Services

Purchasing

Exec

HR

Company 2: River Bend Hospital

River Bend Hospital has a federal tax ID of #41-4321-00-2. Based on the company structure in thefigure below, all codes that Two Rivers sets up for company 2 within the Payroll, Time and Attendance,Absence Management, Tips, Benefits Administration, and Personnel applications (other than HR codes,user fields, bank accounts, and tax authorities) can only be used by River Bend Hospital.

River BendHospital

Maternity

MRI Center

Internal Med

ER

Lab

Cancer Unit

X-ray

Orthopedics

Outpatient Care

Cardio Unit

OR

Psych Ward

Company 3: Grove Hospital and Clinic

Grove Hospital and Grove Clinic share a federal tax ID of #41-4321-00-3, so Two Rivers sets them upas one company with two process levels:

• Grove Hospital

• Grove Clinic

Based on this company structure, all codes that Two Rivers sets up for company 3 within the Payroll,Time and Attendance, Absence Management, Tips, Benefits Administration, and Personnel applications(other than HR codes, user fields, bank accounts, and tax authorities) can only be used by GroveHospital and Grove Clinic.



Grove Hospitaland Clinic

Grove Hospital Grove Clinic

Maternity

MRI Center

Internal Med

ER

Lab

Admin

Lab

Xray

Clinic Staff

X-ray

Orthopedics Cardio Unit

OR

Company 4: Two Rivers Services

The floral shops, gift shops, and food services at both the River Bend and Grove locations all sharethe federal tax ID of #41-4321-00-4. Two Rivers creates one company named Two Rivers Services,which includes all the shops and food services.

Based on this company structure, all codes that Two Rivers sets up for company 4 within the Payroll,Time and Attendance, Absence Management, Tips, Benefits Administration, and Personnel applications(other than HR codes, user fields, bank accounts, and tax authorities) can only be used by Two RiversServices.

Two RiverServices

River BendFloral

River BendDelivery

River BendCafeteria

River BendGifts

River BendSpecial Services


GroveDelivery

GroveGiftware

GroveCafe

GroveFloral



Process levelA process level is an organizational level defined within the HR company structure. Process levels fallbelow companies and above departments. A process level can belong to only one company, but it canhave multiple departments below it in the HR company structure.

Examples of process levels include a location, division, plant, or revenue cost center. You must defineone or more process levels for each company and number.

The following list outlines some of the characteristics of process levels:

• You can set up a process level under the company tax reporting ID, or as an independent entitythat has its own tax reporting ID.

• Each process level can have a unique unemployment experience rating.

• In the Payroll application, you can run payroll and time accrual cycles by process level or byprocessing groups (a group of process levels).

• You must assign a process level to every employee.

• You can override the currency code at the process level. The currency code of the employee mustmatch the process level currency, if no process level currency is defined, the employee currencymust match the company currency.

• You can define different position management rules for each process level.

• Standard reports show reporting breaks by process level; you can choose to use process levelsfor standard listings such as the payroll register and reports used by your accounting department.

Example

In the example, the Two Rivers organization created a company for each tax reporting ID. After furtherconsideration, Two Rivers decides to define one company number with multiple process levelsrepresenting a unique federal tax ID. See Company on page 27.

Two Rivers realizes that they needed one HR company for these reasons:

• Employees frequently transfer from one location to another.

• They want standard reports to have total breaks for each tax reporting ID and give a total for TwoRivers as a whole.

So, Two Rivers sets up one company with eight process levels instead of multiple companies.

Two RiversCompany


River BendHospital

GroveHospital

GroveClinic

River BendFlowers, Gifts

GroveFlowers, Gifts


GroveCafe



Independent process levelAn independent process level is a process level that has a different tax reporting ID than the company.

If an independent process level is part of a tax reporting group, it is defined as the head process level.Each tax reporting group must have one independent process level. For more information see the InforPayroll User Guide. Tax reporting group on page 31.

If you have only one tax reporting ID and only one unemployment experience rate in your company,you do not use independent process levels.

Example

The Two Rivers Company has three independent process levels: River Bend Hospital, Grove Hospital,and River Bend Flowers and Gifts. Two Rivers Headquarters is not flagged as independent becauseit relies on the company for its federal tax ID.

Two RiversCompany

ID: 41-4321001

IndependentID: 41-4321002


River BendHospital


GroveHospital

GroveClinic



GroveFlowers/Gifts


GroveCafe

Tax reporting groupA tax reporting group consists of process levels grouped together for federal tax reporting. If yourcompany has more than one tax reporting ID, you can group all process levels that share the same IDinto a tax reporting group.

Each tax reporting group has a head process level and at least one dependent process level. A headprocess level is the "parent" for a tax reporting group. All other process levels in the tax reporting groupare attached to the head process level. A head process level must be independent and all other processlevels in the group must be dependent. See Independent process level on page 31.

Example

Two Rivers Company consists of four process levels (one for each tax reporting ID) but they decide toexpand two tax reporting IDs into multiple process levels. Therefore, Two Rivers group the processlevels with the same tax reporting IDs into tax reporting groups for federal tax reporting.



Grove Hospital and Grove Clinic share a tax reporting ID of #41-4321-00-3. Since they representseparate process levels, Two Rivers groups them together for reporting in the same tax reporting group.Grove Hospital is the head process level with Grove Clinic dependent on it.

Two Rivers Services now has four process levels that share the federal tax ID of #41-4321-00-4.Therefore, Two Rivers groups them together for reporting in the same tax reporting group. River BendFlowers and Gifts is the head process level, and Grove Flowers and Gifts, River Bend Restaurant, andGrove Cafe are dependent on it.

Independent & Head ProcessLevel

ID: 41-4321004

Independent & Head ProcessLevel

ID: 41-4321003


Two RiversCompany

ID: 41-4321001


River BendHospital

GroveHospital

GroveClinic


GroveFlowers/Gifts


GroveCafe

Tax Reporting Groups

DepartmentA department is an organizational level that groups employees within a process level. Departmentscan be actual departments in your organization, such as accounting or administration, or they can bea cost center for accounting purposes. Departments are optional.

The Lawson application offers the following options for setting up departments:

• Separate wage expense accounts for each department

• Security levels defined by department

• Position rules defined by department so that positions can be managed by departments

• Some standard reports show reporting breaks by departments within a process level.

Example

Two Rivers defined five departments for the Two Rivers Headquarters process level, twelve departmentsfor River Bend Hospital, nine departments for Grove Hospital, four for Grove Clinic, four for River BendFlowers and Gifts, three for Grove Flowers and Gifts, and two for River Bend Restaurant. Currently,there are no departments defined for the Grove Cafe.



Two RiversCompany


River BendHospital

GroveHospital

GroveClinic


GroveFlowers/Gifts


GroveCafe

Admin Admin

Exec

HR

Purchasing

VolunteerServices

Maternity

Xray

MRI Center

Orthopedics

ER

Lab

OR

Cardio Unit

Internal Med

Maternity

Xray

MRI Center

Orthopedics

ER

Lab

OR

Cardio Unit

Internal Med

Cancer Unit

OutpatientCare

Psych Ward

Xray

Lab

Clinic Staff

Floral

Giftware

Delivery

SpecialServices

Floral

Giftware

Delivery

Caferteria

Restaurant



Work countryThe work country is the country in which an employee is paid. The work country determines what typeof taxation is applied and functions you can or cannot perform. For example, you cannot create Canadagarnishment rules for a company or process level with a work country other than Canada.

You can use multiple work countries. If you do, you can assign a different work country to each processlevel.

You maintain work country codes in the Interstat application.

Consider the following before you assign work countries to your company or process levels:

• You must assign the same work country to all employees in a process level.

• Work country codes are tied to country-specific HR Codes for citizenship, ethnicity, name suffix,and name titles. See Defining Country-Specific HR Codes on page 74.

• For applicants, the application sorts ethnicity codes by country.

CurrencyCurrency is the monetary unit used for various functions throughout Human Resources.

Currency codes must be established in the General Ledger application.

The sections below document different aspects of currency in HR.

• See Multiple currencies on page 34.

• See Company base currency on page 35.

• See Employee base currency on page 35.

• See Exchange rates on page 35.

• See Changing currency on page 35.

Multiple currencies

If a company uses multiple currencies, users generally need to enter a currency code when they enteramounts throughout the Human Resources application.

When you define a company, you determine:

• Whether the company allows multiple currencies

• What currency the company uses to transact its business processes

If the company allows multiple currencies, each process level can use a different currency.



Company base currency

The currency in which the company transacts its business processes is called the company's basecurrency.

The currency must be the same as the currency used by the General Ledger company.

Generally, base currency is always equal to the company currency except in Multiple Positions, Jobs,which uses the employee currency as the base currency.

Employee base currency

The currency in which an employee is paid is called the employee's base currency. The employee'sbase currency is determined by the employee's primary position or job. The base currency must matchthe process level currency.

An employee can hold up to 98 positions or jobs, each of which can use a different currency.

Exchange rates

Any time you type a monetary amount you also select the currency in which the amount is recorded.The amount is converted to the company's base currency using an exchange rate. For more informationabout exchange rates, see the General Ledger User Guide.

Changing currency

You can change the currency for a company or process level. Before you change currency, make aplan that details what records you need or want to change.

Caution: Changing a company or process level currency is a significant change. Before you proceed,you should discuss all potential ramifications with your account manager.

Consider the following issues:

• How do you use pay rate defaulting?

If a pay rate defaulting level does not match the employee's base currency, the Payroll applicationskips to the next defaulting level. That means pay rate defaulting might not work as expected.

• What are the company or process level's currency reporting needs? Do you need reports that showhistorical information using the new currency?

Note: You can leave historical records in the old currency if you only want to change currentrecords.

Consider whether you need to change the currency for current and new records or if you need tochange the currency for historical records.

Direct depositDirect deposit is the process of automatically depositing employee wages into an employee's bankaccount. The employee does not receive a paycheck and may or may not receive a printed pay stub,



depending on your organization's policies. In the United States, direct deposit is sometimes referredto as an automatic clearing house (ACH) deposit.

Note: Standard U.S. ACH transactions conform to the NACHA PPD format. The International ACHTransaction (IAT) format should only be selected for use when the payment crosses national bordersand some part of the payment process involves the U.S. ACH Network. For more information aboutpayment processing, see the Infor Payroll User Guide.

To use direct deposit, employees can choose to have their pay directly distributed to as many as 99bank accounts. Employees can specify a partial distribution or 100 percent of their net pay.

There are 99 available accounts to allow for historical tracking. For example, if an employee closesone account and opens another, you can inactivate the previous account and assign the next availablenumber to the new account.

The employee must have one default bank account. The default bank account is the account whereany remaining balance is deposited after distribution to all other accounts. The bank account you selectas the default is always processed last. You must define the default account as 100 percent to allowthe Payroll application to distribute the total remaining balance of net pay to this account after all otherdistributions have been processed.

Before you authorize direct deposits for an employee, you can verify that the direct deposit option isvalid for the bank account and the employee record.

The direct deposit record must be accepted before the Payroll application can automatically deposit adistribution. A direct deposit record is activated when the value in the Pre-notify Status field on DirectDeposit Distributions (PR12.1) is Accepted.

Tax EngineA Tax Engine is an application used to maintain tax tables for the Infor Payroll application for taxchanges such as rates, tax laws, and tax limits.

Tax Engine Setup Requirements and Options

• The Tax Engine can provide federal and many state, province, local, city and county tax tablesyou need. You must maintain any city or county tax that the Tax Engine does not provide.

• You must map each user defined Tax Code to a System Tax Code.

• During the initial installation, you must create any tax authority names and enter unemploymentexperience ratings (custom data).

• You must enter the Tax Company code when you set up an HR company.

• If you have multiple unemployment experience rates within the same state, you need to definemultiple Tax Company codes. You assign the different Tax Company codes to separate processlevels, and flag each process level as independent.

• A Tax Company code on a process level overrides the Tax Company on the HR company.

• A Tax Company code on an independent process level overrides the Tax Company code on thedependent process level assigned to it.



• If a company calculates taxes in the U.S., all tax deductions must be linked to the proper TaxAuthority on U.S. Tax Authority (PR06.1) for tax calculation.

• If a company calculates taxes in Canada, all tax deductions must be linked to the proper TaxAuthority on Canada Tax Authority (PR08.1) for tax calculation.

Example

All Two Rivers divisions are in Minnesota and New Jersey.

River Bend Hospital, in Minnesota, has an unemployment experience rate different from the otherMinnesota locations. Therefore, River Bend Hospital must be its own unique process level with its ownunique Tax Company code, which we will call TR2.

The same situation is true for the Two Rivers New Jersey locations. Grove Clinic has an unemploymentexperience rate different from the other New Jersey locations. So, Grove Clinic remains its own uniqueprocess level with its own unique Tax Company code called TR3.

Two RiversCompany


River BendHospital

GroveHospital

GroveClinic


GroveFlowers, Gifts


GroveCafe

Location: MNTax Company:TR1


Location: NJTax Company:TR1






Report entitiesA report entity is the process level or company to which the distribution process level on an employee'stime record reports for tax reporting purposes.

The distribution process level is the process level assigned to a time record. If you do not assign aprocess level to a time record, the process level defaults from the employee record.

The Payroll application determines the report entity as follows.

The report entity isIf the distribution process level is

The same as the distribution process levelAn independent process level

The head process level of the tax reporting groupA dependent process level in a tax reportinggroup with an independent head process level

The companyA dependent process level under the company



Related report entitiesThe Payroll application stores pay and deduction history by report entity. When you set up a companyin the Human Resources application, you can choose to use related report entities. When you userelated report entities, Payroll uses the pay and deduction history from all report entities to determineif employees meet the ceiling amount for a tax deduction. There are two benefits of using related reportentities:

• You do not need to create new deductions when an employee moves from one tax reporting ID toanother.

• Employees are not over-taxed if they move from one tax reporting ID to another because theirprevious deduction balances move with them.

If you choose to use related report entities, HR relates report entities across the entire HR companystructure—not only those report entities within a company or country. If an employee moves from onecountry to another, you do have to create new deductions because each country has a different set oftax deductions.

In the U.S., related report entities are related corporations under a common paymaster.

Example 1

Employees in Two Rivers sometimes move from employment in one tax reporting group to employmentin another tax reporting group. This happens often enough that Two Rivers decides to use relatedreport entities.

Kori Anderson is a waitress in the Grove Cafe. She earns her nurse's aide license and Two Riversemploys her as a nurse's aide at the Grove Clinic.

Because Two Rivers uses related report entities, Kori's pay and deduction history moves with her whenshe moves to a new tax reporting group. The result is that Two Rivers does not need to start over withnew tax deductions for Kori, even though she is in a new tax reporting group.

Example 2

Two Rivers decides not to relate report entities across their company structure. If a Two Rivers employee,Rose Mackenzie, moves from one tax reporting group to another, it is necessary to start Rose's ceilingtax deductions over. Because the system has a record of Rose's deductions associated with eachprevious time record and tax deduction amount, Two Rivers does not need to stop Rose's deductionsin the former tax reporting group, nor do they need to add new deductions for Rose in the new taxreporting group.

Bank codeA bank code is a combination of the bank account number and general ledger cash account. You cancreate one bank code and tie it to two different bank accounts: one for system payments and one for



direct deposits. If you do not assign a direct deposit account to the bank code, the bank account youassigned for system payments is used for direct deposits.

For each unique bank code your company requires, you need to define a separate process level inyour HR company structure.

Example

Two Rivers draws their checks out of two bank accounts. All Minnesota locations draw their checksout of Twin Cities Bank (TCB). All New Jersey locations draw their checks out of Trenton Bank. Alllocations share the same general ledger cash account. Therefore, Two Rivers defines two bank codesone for each unique combination of a bank account number and cash account. Because each processlevel uses only one bank code, Two Rivers has no need to break down their process levels further.

Two RiversCompany


River BendHospital

GroveHospital

GroveClinic


GroveFlowers, Gifts


GroveCafe

TCB TCB Trenton Bank Trenton Bank TCB Trenton Bank TCB Trenton Bank

Processing groupProcessing groups combine process levels in order to process and report on Payroll, BenefitsAdministration, and Time Accrual, regardless of their tax reporting IDs.

You can change processing groups at any time. If you use a processing group during any step in thepayroll cycle, Infor recommends that you use the same processing group throughout the entire payrollcycle.

Example

Two Rivers has five separate clerks who process payroll for specific groups of employees within thecompany. Jane processes for Two Rivers Headquarters, Tom processes for the hospitals and clinic,Ray processes for River Bend Flowers and Gifts, Pat processes for Grove Flowers and Gifts, and Dawnprocesses for River Bend Restaurant and Grove Cafe.

Tom typically processes payroll for the hospitals and clinic as one group and, therefore, sets up aprocessing group so that he does not have to run the payroll cycle separately for each process level.

Dawn usually processes each restaurant's payroll separately, but she might process bonus runs togetherat times. Therefore, Dawn sets up a processing group for her two process levels to process her bonussums.



Two RiversCompany


River BendHospital

GroveHospital

GroveClinic


GroveFlowers, Gifts


GroveCafe

Tom's Processing Group Dawn's Processing Group

Procedures in this chapterWhen setting up your company structure, you must define at least one company and one process level.Departments and processing groups are optional.

1Define Company

2Define Process

Level

3- Optional -

Define Department

4- Optional -

Define ProcessingGroups

Defining a companyAn HR company is the highest level of the HR company structure. Your organization must have at leastone company number; you can have more than one. This procedure outlines the process of setting upa company.



1Define Company

Code andDescriptionHR00.1

2Define Address

and Work CountryHR00.1

3Define Employee

OptionsHR00.1

7- Conditional -Define Payroll

OptionsHR00.1

4Define Security

HR00.1

6Define Currency

HR00.1

8Define BankInformationHR00.1

9Define GLAccountsHR00.1

10Define TaxOptionsHR00.1

5Define Deduction

OptionsHR00.1

11- Conditional -

Define PersonnelOptionsHR00.1

To define a company:

1 Access Company (HR00.1).2 Specify a code to represent the company.



3 Specify a description of the company.

4 To define the company address, specify this information:

Work Country

The country in which the company operates.

Multiple Work Countries

Select whether process levels within this company can have different work countries.

PMTOUT Information 1

Specify the Employer Business Registry or Business Identification Number.

PMTOUT Information 2

Specify the Employer Business Registry or Business Identification Number.

5 On the Options tab, define employee options. Specify this information:

Automatic Employee Number

Select whether an employee number is assigned by the system when you add an employee.

Last Employee

If you select automatic employee numbering, specify the starting number.

Print Order

Select the default print order for reports.

Annual Hours

The annual full-time equivalent hours worked by an employee.

6 On the Options tab, define security. Specify this information:

Security Level

Select the default security level for the company.

Location

Select the default security location for the company.

Employee Search Limit

Select the number of employees the system reads on a Next or Previous action when you useemployee level security.

7 On the Options tab, define deduction options. Specify this information:

Federal Limit

Select whether the system stops deducting all employee-paid 401(k), 403(b), and 457 typedeductions when an employee reaches the deferral pre-tax limit for the year.



After-Tax Rollover Deductions

If you selected No in the Federal Limit field, the After-Tax Rollover Deductions field indicateswhether to use after limit deductions when an employee reaches the pre-tax limit for 401(k), 403(b),and 457 type deductions.

Defined Contribution Deduction Class

If you use the Infor Benefits Administration application, use this field to create a defined contributiondeduction class.

On initial setup, an entry in the Defined Contribution Deduction Class field automatically createsthe deduction class in Deduction Class (PR02.1). All deductions tied to this deduction class inDeduction (PR05.1) are applied to the Section 415 maximum annual additions limit defined inBenefits Annual Limits (BN12.1). The system stops deducting all of these deductions for anemployee when the limit is reached.

8 On the Options tab, define currency. Specify this information:

Currency

The base currency in which the company conducts its business transactions.

Note: The currency must be the same as the currency used by the General Ledger company inCompany (GL10.1).

Multiple Currencies

Select whether the company can use more than one currency.

If you select Yes, you can assign a different currency to each process level.

Regulatory Address Format

This field identifies which address line from Company (HR00), Process Level (HR01), or EmployeeHR11) is the location address and which is the delivery address.

This is referenced by EFW2 File Creation (PR299) for the location and delivery addresses in theRA, RE, RW, and RS records of the EFW2 file.

• 1 = address line 1 - Location and address line 2 - Delivery (default)

• 2 = address line 2 - Location and address line 1 - Delivery

Post LP hours to GL and AC

Select Yes to Post LP hours and units to GL and AC.

GHR Benefits CompanySelect Yes if the company is using Global HR Benefits. If benefits are processed through theHRM/S3 product, specify 'Blank-Not Applicable' or 'No'.

9 If you use the Payroll application, define payroll options on the Payroll tab. Specify this information:

Payroll Tax Company

Payroll Tax Company indicates whether taxes are calculated within the application. The fielddisplays yes if one of these conditions is true:

• The company's work country is the United States and the U.S. Tax Company field is populated.



• The company's work country is Canada and the Business Number Code is populated with aCanadian Tax Company.

• If the company has multiple work countries, and either the Tax Company field or the BusinessNumber Code field are populated.

US or Canada Payroll Year

The Payroll year should match the calendar year for which you are currently processing payrolls.Payroll Year End Close (PR999) updates this date, but you can also manually change this field.

Overtime Pay Class

A pay class that prevents you from entering overtime pay for an overtime exempt employee.

Noncash Pay Class

The pay class that represents noncash income to the employee. All gross amounts from paysummary groups tied to the noncash pay class are subtracted before calculating a net payment.

Tips Pay Class

The pay class that enables both hours and amounts to be specified on time records without beingmultiplied.

Include Tips Calculation

Select whether Tip Calculation (TP135) is a required program in the payroll cycle.

Include Overtime Calculation

Select whether FLSA Overtime Calculation (PR132) is a required program in the payroll cycle.

Batch Control

Select whether you must specify batch control totals in Batch Time Control (PR37.1) to releasea batch of time records.

Auto Batch Numbering

Select whether batch numbers are assigned by the system when you add time records.

Last Batch

If you use automatic batch numbering, specify the starting number.

Distributions

Select whether the system creates payroll distribution history when you run Payroll Close (PR197).Distribution history provides data for detail drill arounds and reversing general ledger entries forvoided payments.

Caution: If you do not create distribution history, data is not available for detail drill arounds.When you void a payment, reversing general ledger entries are created by the system based oncurrent general ledger information rather than distribution history.

General Ledger Transactions

Select whether the system creates general ledger transaction records when you run GeneralLedger Posting (PR198).



Post Hours and Units to GL

Select whether the system posts hours to the General Ledger.

To post hours, the specific account within the general ledger must enable units.

Override Deduction Expense

Add field for PR197 processing of company paid deduction expenses.

Post Employer Paid Ded to AC

Select whether employer paid deductions are posted to Project Accounting (AC). Select No ifactivity burdens or allocations are used to calculate and post employer-paid fringe.

Accounts Payable Company

To create invoices for payroll-related payables, select the accounts payable company where youwant to post the payroll information.

Interface Flag

Select a method to integrate GL/AP records.

10 On the Bank tab, define bank information. Specify this information:

Bank Code

A code that associates the bank account with a General Ledger cash account for the company'spayroll payments.

Direct Deposit Company ID

(U.S. only) The company's direct deposit ID number.

Immediate Destination

Specify the routing number of the direct deposit operator or receiving point where you send thefile.

If you do not specify a routing number, the system uses the originating DFI as the immediatedestination on the File Header Record on the direct deposit tape file. This is referenced by thecheck printing programs when creating the TAPE file for ACH transactions:

• Immediate Destination (bTTTTAAAAC) in the File Header Record NACHA details: This10-character field begins with a blank in the first position, followed by the four-digit FederalReserve Routing Symbol, the four-digit ABA Institution Identifier, and the Check Digit(bTTTTAAAAC).

Immediate Origin

(U.S. only) The routing number of the direct deposit operator or sending point of the file.

11 On the Accounts tab, define the General Ledger accounts used by the company.

12 On the Tax tab, define tax options. Specify this information:

Tax Company

The Tax Company you want to associate with this company. This Tax Company determines:

• Unemployment experience rates for a United States company



• Employment insurance rates for a Canadian company

• Overrides of miscellaneous taxes for this company

Reciprocal Calculations

(U.S. only) Select whether the Payroll application is to perform state reciprocal calculations.

Benefit Contribution Allocation

(U.S. only) Select how to allocate benefit plan contributions in reciprocal situations.

Local Maximum

(U.S. only) Select whether the company uses the local maximum (coterminous) taxing methodprovided by BSI. This does not apply to ALLTAX.

The local maximum tax method is used for overlapping jurisdictions that concurrently imposetaxes. The rate in each jurisdiction is limited to a percentage of the maximum allowed rate. Localmaximum is used primarily in Pennsylvania.

Employee Tax Address

(U.S. only) The address you want Tax Engine TaxLocator to use to determine the employee "live"location. This does not apply to ALLTAX.

Employee Tax Filter

Select Remote if the employee works from home and non-resident (work) taxes should be basedon the employee's HR11.1 resident address.

Employee Tax Message Level

Select the message level that should be stored in the Tax Engine database for the company andall process levels.

Related Report Entities

Select whether the independent process levels and tax reporting groups of this company arerelated for tax purposes.

Tax Form Validation

(U.S. only) The type of forms that are valid for tax reporting of pension payments for this processlevel.

Local Reciprocal Calculations

This will engage alternate reciprocity rules for PA locals as determined under PA Local House Bill172.

Business Number Code

(Canada only) The business number code you want to use for this company. The business numbercode is a Lawson code that represents the business number for Canada employers.

The business number and business number code have a one-to-one relationship. The businessnumber code and process level point to a unique business number.



Quebec Enterprise Number Group

(Canada only) The Quebec enterprise number group you want to use for this company. TheQuebec enterprise number group is a Lawson code that represents the business number forQuebec employers.

Maximum CPP/EI Indicator

(Canada only) Select whether you want to use the maximum pension plan and employmentinsurance deduction for federal tax credits.

Related Reporting Entities

Select the option to indicate whether this company uses related process levels.

RRSP Subject to QPIP

Select the option to indicate whether the company-paid deduction with tax status of C0 or C1should be subject to QPIP employee and employer premiums.

13 If the company uses the Personnel Administration application, define personnel options on thePersonnel tab. Specify this information:

Automatic Position Number

Select whether the system should automatically assign a position number when you add a positionin Position (PA02.1).

Last Position

If you select automatic position numbering, specify the starting number. If no number is specified,the default is 1. After the initial setup, this field displays the last position number that wasautomatically assigned.

e-Recruiting

Select the extent to which e-Recruiting is used by the company. If you select Assigned per ProcessLevel, use the e-Recruiting field on Process Level (HR01.1) to indicate whether that process leveluses e-Recruiting.

Automatic Requisition Number

Select whether the system assigns the requisition number when you add a requisition for a jobcode or position.

Last Requisition

If you selected automatic numbering, specify the starting number.

After the initial setup, the last number assigned, whether manually or automatically, is displayedon the inquiry. The next number is assigned to the next requisition added.

Requisition Closed Status

The value that must be used when a requisition is automatically closed. A requisition can beautomatically closed when the company makes an employment offer to an applicant.



Automatic Applicant Number

Select whether an applicant number is automatically assigned by the system when you add anapplicant.

Last Applicant

If you select automatic applicant numbering, specify the starting number. If no number is specified,the default is 1.

After initial setup this field displays the last applicant number assigned, whether you are usingauto applicant numbering.

EEO-4 or EEO-5 Report

(U.S. only) Select whether the company is required to file an EEO-4 report.

Duplicate Social Nbr

Select whether to allow duplicate social security numbers within the same work country when anemployee is added. If you select No, duplicate numbers are not allowed. If you leave this fieldblank, the application will display a warning, but the employee can be hired.

Position Action

The personnel action code used when you perform an immediate update on Position (PA02.1).

Position Action Reason

The reason code used when you perform an immediate update on Position (PA02.1).

Default Correction Method

Select the default method used to correct employee history audit files when you perform aretroactive change.

Options for defining a companyNote: There is a one-to-one relationship between a Canada business number and the business numbercode.

The following options are available for defining a company.

UseTo

Canada Business Numbers (HR00.2)Define or view Canada Business Number Codes

Quebec Enterprise Numbers (HR00.3)Define or view Quebec Enterprise NumberGroups



Related reports and inquiries

UseTo

Company Listing (HR200)List companies

Defining a process levelA process level is an organizational level defined within the HR company structure. Within the HRcompany structure, process levels fall below companies and above departments. A process level canbelong to only one company, but it can have multiple departments below it in the HR company structure.You must define at least one process level in your HR company structure. This procedure outlines theprocess of setting up process levels.

Before you define a process level, you must define a company. See Defining a company on page 40.



1Define ProcessLevel Code andDescriptionHR01.1

2- Conditional -Define Address

and Work Country

3Define Tax

Reporting IdentityHR01.1

4- Conditional -Define Payroll

OptionsHR01.1

5- Conditional -Define Security

HR01.1

6- Conditional -Define Currency

HR01.1

7- Conditional -Define BankInformationHR01.1

8- Conditional -Define GLAccountsHR01.1

9- Conditional -Define TaxOptionsHR01.1

To define a process level

1 Access Process Level (HR01.1).2 If the process level uses a different address than the company, define the process level address.

Use the following guidelines to enter field values:



Status

Set the status flag to Active.

When you no longer use a process level you set it to inactive. See Options for defining a processlevel on page 53.

Work Country

The country in which the process level operates. The company must use multiple work countriesif you want to select a country other than the one assigned to the company.

3 Define tax reporting identity for the process level in the Independent field.

SelectIf

Independentthe process level has its own tax reporting ID

Independentthe process level has its own unemploymentexperience rate

Dependentthe process level uses the same tax reportingID as the company

Dependentthe process level uses the same tax reportingID as another independent process level

4 If you use the Infor Payroll application, define payroll options. Use the following guidelines to enterthe field value:

Create Distributions

Select whether the system creates payroll distribution history when you run Payroll Close (PR197).Distribution history provides data for detail drill arounds, and reversing general ledger entries forvoided payments.

Caution: If you do not create distribution history no data is available for detail drill arounds, andwhen you void a payment, the system creates reversing general ledger entries based on currentgeneral ledger information rather than distribution history.

Tips Calculation

Select whether Tip Calculation (TP135) is a required program in the payroll cycle.

Overtime Calculation

Select whether FLSA Overtime Calculation (PR132) is a required program in the payroll cycle.

5 If you want to override the company's security level at the process level, select the security leveland location in the Lvl (Level) and Location fields.

Note: On Company (HR00), the Use Multiple Currencies field must be flagged to "Yes" in orderto assign a different currency to a process level.

6 If the process level uses a different currency than the company, select a currency in the Currencyfield.



7 If the process level uses different bank accounts for regular purposes or for direct deposit than thecompany, enter the information on the Bank tab. Use the following guidelines to enter field values:

Bank Code

A code that associates the bank account with a General Ledger cash account for the company'spayroll payments.

Direct Deposit Company ID

(U.S. only) The company's direct deposit ID number.

Immediate Destination

Type the routing number of the direct deposit operator or receiving point where you send the file.

If you do not type a routing number, the system uses the originating DFI as the immediatedestination on the File Header Record on the direct deposit tape file. This is referenced by thecheck printing programs when creating the TAPE file for ACH transactions:

• Immediate Destination (bTTTTAAAAC) in the File Header Record NACHA details: This 10character field begins with a blank in the first position, followed by the four digit Federal ReserveRouting Symbol, the four digit ABA Institution Identifier, and the Check Digit (bTTTTAAAAC).

Immediate Origin

(U.S. only) The routing number of the direct deposit operator or sending point of the file.

8 If the process level uses different General Ledger accounts than the company, select the accountson the Accounts tab.

9 If the process level uses different tax options than the company, select them on the Tax tab. Usethe following guidelines to enter field values:

Tax Company

The Tax Company you want to associate with this process level. The Tax Company you type heredetermines:

• Unemployment experience rates for U.S.companies.

• Employment insurance rates for Canadian companies.

• Overrides of miscellaneous taxes for this process level.

Reciprocal Calculations

(U.S. only) Select whether the system is to perform state reciprocal calculations.

Local Maximum

(U.S. only) Select whether the company uses the Local Maximum (coterminous) taxing methodprovided by BSI. This does not apply to ALLTAX.

The local maximum tax method is used for overlapping jurisdictions that concurrently imposetaxes. The rate in each jurisdiction is limited to a percentage of the maximum permissible rate.Local maximum is used primarily in Pennsylvania.

Employee Tax Address

(U.S. only) The address you want BSI TaxLocator to use to determine the employee "live" location.This does not apply to ALLTAX.



Employee Tax Filter

Select the level of taxes that should be assigned by BSI TaxLocator; for example, all, federal andstate, or federal. This does not apply to ALLTAX.

Employee Tax Message Level

Select the message level that should be stored in the Tax Engine database for the company andall process levels. This does not apply to ALLTAX.

Tax Form Validation

(U.S. only) The type of forms that are valid for tax reporting of pension payments for this processlevel.

Local Reciprocal Calculations

This will engage alternate reciprocity rules for PA locals as determined under PA Local House Bill172.

Business Number

(Canada only) The business number you want to use for this company. The business number isa Lawson code that represents the business number for Canada employers.

Quebec Enterprise Number Group

(Canada only) The Quebec enterprise number group you want to use for this company. TheQuebec enterprise number group is a Lawson code that represents the business number forQuebec employers.

Maximum CPP/EI Indicator

(Canada only) Select whether to use the maximum pension plan and employment insurancededuction for federal tax credits.

Options for defining a process levelYou can inactivate a process level when you do not need it anymore.

1 All departments within the process level must be inactive. Use Department (HR02) to inactivatea department.

2 Make sure no active employees are assigned to this process level using HR Writer.

3 Change the Status field to "Inactive."


UseTo

Process Level Listing (HR201)List process levels



Defining a departmentDepartments are the third level of HR company structure. You assign departments to a process level.Departments are optional.

Before you define a department, you must define at least one company and process level.

To define a department

1 Access Department (HR02.1).2 Select the process level to which you want to assign a department in the Process Level field.

3 Type a code to represent the department in the Dept (Department) field.

4 Type a description of the department in the Description field.

5 Set the Status flag to "Active."

Note: When you no longer use a department you set it to inactive.

See Options for defining a department on page 54.

6 If you want to override the process level's security level at the department level, select the securitylevel and location in the Lvl (Level) and Location fields.

7 If you want to override the process level expense accounts, enter the department's expenseaccounts in the fields on the Expense Account tab.

8 If you want user analysis values included on Payroll expense transactions, enter the value in thefield on the User Analysis tab. This information defaults to the employee time records for thisdepartment.

Options for defining a departmentYou can inactivate a department when you do not need it anymore.




UseTo

Department Listing (HR202)List departments

Defining a processing groupYou define a processing group to group process levels to process and report on Payroll, BenefitsAdministration, Time Accrual, and position management, regardless of their tax reporting IDs. Processinggroups are optional.



Before you define a processing group, you must have at least one company and more than one processlevel defined.

To define a processing group

1 Access Processing Groups (HR08.1).2 Type a code to represent the processing group in the Processing Group field.

3 Select the process levels you want to include in the processing group in the Process Level fields.



Chapter 4: Setting up job structure

You create a job structure to define the different roles that employees occupy within a company. Youare not required to create a job structure. Instead, a job structure provides a powerful tool for describingand classifying jobs in the company. The job structure provides the framework for employment equityreporting, wage analysis, and workers' compensation reports. Also, you can use a job structure tomanage staffing.

We recommend that you plan out your job structure on paper before you define the job structure in theHuman Resources application. Pre-planning reduces the possibility of defining incorrect elements inthe structure. Before you define jobs, you must define an HR company. See Defining a company onpage 40.



Job classesJob classes, also known as job families, provide a way to group job codes together for the followingfunctions:

• Reporting

• Analyzing wages in the Personnel Administration application

• Creating employee groups in the Human Resources application

After you assign the job class to one or more job codes, the job class represents of all the job codesto which it is assigned.

You can assign a job class to many job codes, but a job code can only be assigned to one job class.


Setting up job structure

Example

The Two Rivers Company defines the job class NUR for all its nurses and assigns this job class toeach job code grouped under "Nurses". So, the job codes for registered nurse, licensed practical nurse,and nurses' aids all have the same job class.

Job codesJob codes represents a specific set of tasks or duties in an organization. You use job codes throughoutInfor Human Capital Management to perform various functions.

You can store job codes in history for use in reporting.

Within the Payroll application, you use job codes to calculate workers' compensation premiums. Jobcodes are also part of the defaulting scheme for pay rates and expense accounts.

Within the Personnel Administration application, you use job codes to perform a variety of functions:

• Define the qualifications for a job

• Define the working conditions of the job

• Define the physical or mental requirements for the job

• Define the job description

• Create requests to employ someone for a specific job

• Analyze wages

• Budget for headcount

• Track assigned resources

• Create employment equity reports

For more information on using job codes within Personnel Administration, see your Infor PersonnelAdministration User Guide.

Job Codes vs. Positions

If you use the Personnel Administration application, you can use positions, as well as Job Codes; jobcodes and positions play different roles in Infor Human Capital Management.

A job code represents a specific set of tasks or duties in an organization.

A position code identifies a functional part of the organization and is normally used to associate aposition code with a job code. For example, you could define position codes for an emergency roomnurse, a surgical nurse, and a cardiac care nurse.

The following table lists the different functionality of jobs and positions in the Infor Software application.



PositionsJob Codes

Payroll information can default from an employ-ee's multiple positions to the time record.

Pay rate on the job code can default to an employ-ee's time record.

Multiple General Ledger expense accounts perposition can be assigned by pay code for anemployee.

One General Ledger expense account can beassigned per job code.

Position can be assigned to many positionclasses.

Job codes can be assigned to one job class.

Many fields can default to Employee (HR11)when position is assigned to the employee.

Job codes are used for Equal Employment Op-portunity (EEO) reports.

Positions can be assigned 99 additional userfields.

Job codes can have job descriptions.

Effective dates allow changes to positions to berecorded in history.

Effective dates allow changes to job codes to berecorded in history.

Job codes can be used to perform searches foremployees and applicants who are qualified toperform a job.

Job codes are used to analyze wages.

Job codes are used for Workers Compensationcalculations.

Effective dates allow changes to job codes to berecorded in history.

For more information on positions, see the Infor Personnel Administration User Guide.

Wage analysisWage analysis is the process of comparing the salaries of your employees to industry and organizationstandards. You set up some aspects of wage analysis in the HR application, but you perform wageanalysis in the Personnel Administration application.

The salaries used for wage analysis are associated with job codes. You use either salary ranges orgrade range schedules to perform wage analysis.

UseIf

salary rangesthe salary range of all employees with the samejob code is the same

grade range schedulesthe salary ranges of all employees with the samejob code can vary



If an employee's job code has both a salary range and a grade range schedule, the default is the graderange schedule.

The only employees that would not be eligible for wage analysis are those who are tied to a step andgrade schedule to determine their rate of pay.

Salary rangeA salary range is a single range of salaries applied to a job code. A salary range consists of minimum,midpoint, and maximum salary pay rates used for wage analysis.

All employees assigned to a job code use the same salary range for wage analysis. Salary ranges donot determine an employee's actual rate of pay.

Example

Two Rivers Headquarters has three different salary ranges for clerks. They have defined three jobcodes and defined the salary ranges for each code.

Salary RangeJob Code

20,000–24,000Clerk 1

22,000–26,000Clerk 2

24,000–28,000Clerk 3

Workers' compensationWorkers' compensation (WC) provides benefits to workers who experience work-related injuries orillnesses.

Within the Payroll application you set up two elements for WC:

• See Workers' compensation policy on page 59.

• See Workers' compensation classes on page 60.

Workers' compensation policy

When you set up a WC policy, you enter into the Payroll application the general information about thepolicy. This includes the policy number, the insurance company that provides WC coverage for thepolicy, the contact at the insurance company, and the effective dates of the policy.

You also define a policy code that you can select when you set up workers' compensation classes.

For United States WC, you select the policy when you calculate the premiums.



Workers' compensation classes

Workers' compensation classes are used to represent a rate and limit used to calculate WC premiums.

You also associate WC classes with specific information you want Payroll to use when it calculatesWC premiums, such as:

• WC policy (U.S. only)

• WC state or province

• Amount of wages on which the WC premium is based

• Annual and monthly limits of accessible wages for WC

You must assign WC classes to job codes or Payroll cannot determine the wages on which to calculatepremiums.

How does Payroll calculate workers' compensation premiums?

• Workers' compensation classes determine the specific rates, limits, and additional information usedto calculate workers' compensation premiums.

• Job codes determine the wages on which workers' compensation premiums are calculated. Eachemployee must be assigned a job code with a WC class.

• Company paid WC deduction codes accrue the workers' compensation cost for each employee.Each employee can be assigned a company-paid WC deduction to track the WC cost throughGeneral Ledger.

When you run calculate earnings and deductions during your payroll cycle each pay period, the Payrollapplication determines

• each employee's current pay period wages

• the WC class on the job code assigned to the employee

Using the parameters set up on the WC Class, Payroll calculates the premium for the employee'swages, creates the company paid deduction, and posts the premium to General Ledger.

Example: WC Premiums based on job and wages earned.

Grove Hospital pays workers compensation premiums based on the job the employee performs anda premium amount per wages earned. For all nurses, the premium amount is $5.00 for every $1,000.00of WC pay class wages earned.

Employment equityEmployment equity is a term that covers Equal Employment Opportunity reporting in the United Statesand Employment Equity Act reporting in Canada.



Equal Employment Opportunity (EEO)

In the United States, the Equal Employment Opportunity EEO-1 report identifies employee populationsby gender, ethnic background, and kind of job worked. You can create the EEO-1 report for a single-or multi-establishment company.

The Equal Employment Opportunity EEO-4 report identifies employee populations of state and localgovernment businesses by functional group, salary class, gender, and ethnic background.

The Equal Employment Opportunity EEO-5 report, for public schools and districts, categorizes employeepopulations by ethnicity and EEO job category.

The EEO-1, EEO-4, and EEO-5 reports use information from the employee record and the job code.You define an employee's salary, gender, and ethnic background on the employee record; you associateEEO categories with each job code.

For more information, see the Infor Personnel Administration User Guide.

Employment Equity Act (EEA)

In Canada, the Employment Equity Act (EEA) and Employment Equity Regulations provide for trackingand reporting of certain employee census data.

The Government of Canada provides a software product that you can use to report EEA information.The software is called EECRS and Infor creates an interface file to this software that meets therequirements of the Employment Equity Act reporting for private sector employers.

To create the interface file you must assign job rating points, an occupational group, a NOC code, andgender class to each job code.

The EEA report looks at variety of data including

• Employment status

• Occupational group

• Earned salary and wages

• Ethnicity

• Gender

• Minority status

The following types of employees are included in the EEA report:

A person employed for an indeterminate periodby a private sector employer. This employeeregularly works the standard number of hoursfixed by the employer for his or her occupationalgroup. Reported as of December 31 of the calen-dar year.

Permanent full-time employee



A person who is employed for an indeterminateperiod by a private sector employer. This employ-ee regularly works fewer than the standard num-ber of hours fixed by the employer for his or heroccupational group. Reported as of December31 of the calendar year.

Permanent part-time employee

A person who is employed on a temporary basisby a private sector employer. This employee isemployed for any number of hours within a fixedperiod or periods totalling 12 weeks or moreduring a calendar year. This category of employ-ee does not include a person in full-time atten-dance at a secondary or post-secondary educa-tional institution who is employed during a schoolbreak. Reported as of the date in the calendaryear on which the number of temporary employ-ees was the greatest.

Temporary employee

Those employees with designated start and enddates working less than 12 weeks during a report-ing year.

Casual employee

Employees who are on unpaid leave but whootherwise fulfill the definitions of permanent full-time, permanent part-time or temporary employ-ees and maintain the right to return to work.

Other employees

In respect to an employee, this means retired,resigned, laid off, dismissed or otherwise havingceased to be an employee, but does not includelaid off temporarily or absent by reason of illness,injury or a labour dispute.

Terminated

Promoted employee, except for those who re-ceived a status change (for example, part-timeto full-time or temporary to part-time, or temporaryto full-time).

Promotions

Only those employees that are transferred as aresult of a corporate transaction. These aremergers or corporate transactions involving thetransfer of employees from one company to an-other.

Transferred

Professional profileA professional profile is a task within the Employee and Manager roles in the e-Human ResourcesCenter.



The professional profile task lists specific education, competencies, and certifications for a selectedprofession. This information is presented in a format designated by an external agency.

The employee may view their professional profile. Managers may also view their direct reports'professional profiles.

If an organization chooses to deploy the professional profile task, the job code must be linked to aprofile.

Procedures in this chapterIf you choose to use a job structure, you can define job classes for each job family the company usesand you must define the job codes. The number of job codes and classes you create depends on howthe organization uses the job structure. We recommend that you plan your job structure on paper beforeyou begin set up on Lawson.

Defining job classesJob classes combine individual jobs into groups that you can use for reporting purposes and to createemployee groups. If you use the Infor Personnel Administration system, you can use job classes forwage analysis. You can also use job classes to create reports in HR Writer.

To define job classes

1 Access Job Class (HR05.1).2 Type a three character job class in the Class field.

3 Type a more detailed description of the job class in the Description field.


RunTo

Job Class Listing (HR205)List job classes for the selected company.

Defining job codesJob codes define specific work roles within a company. You can use job codes to track wage analysis,pay, employment analysis, and so on.

For more information on step and grade schedules and wage analysis, see the Infor PersonnelAdministration User Guide.



If your job structure uses job classes, you must define job classes before you define job codes. If youassign workers' compensation classes to job codes, you must first define worker's compensationclasses. For information on setting up workers' compensation classes see the Payroll User Guide.

1Define General

Job CodeInformationHR06.1

2- Conditional -Define WageAnalysisHR06.1

3- Conditional-Assign PayHR06.1

5- Conditional-

Define EmploymentEquityHR06.1

6- Conditional-Define Web

Professional ProfileHR06.1

4- Conditional-

Assign Workers'Comp ClassHR06.1

To define a job code

1 Access Job Code (HR06.1).Note: You can use URL attachments to link to job description documents.

2 Define general information for the job code using the following guidelines:

Job Code

A unique code that represents the job. Type a description of the job code in the second field.

Effective Date

The date the job code is effective. If you log job code changes to history, this is the date that theapplication logs to history. If you do not, this field is informational. See Assigning attributes to datastored on employee records on page 90.



Status

Select whether or not the job code can be used for the following:

• assigned to a new employee

• entered in Training Administration

• selected in Personnel Administration

Annual Hours

Type the annual hours associated with the job code.

Job Class

If you want to group to job code in a job class, select the job class.

Currency

Define currency for a job code if your company uses multiple currencies.

Note: You can define and maintain salary ranges for all your job codes using Job Code SalaryRanges (HR06.2).

3 If you use the Personnel Administration application to perform wage analysis, define wage analysisinformation for the job code.

SelectIf you want to

values in the following fields:

• Range Date

• Salary Class

• Minimum

• Maximum

Assign one salary range to a job code

a schedule and grade defined on Grade RangeSchedule (PA95.1) in the Schedule, Gradefields.

Assign multiple salary ranges to a job code


Market Date

Type a date for the market salary.

Market Salary

Type the market salary. If you type a market salary, you must also select currency.

Evaluation Date

You can type the last date this job code was evaluated. This is for information only.

Points

Type the points value you want to associate with this job code. If this job code is used by a Canadiancompany that must create pay equity reports, use this field to keep track of job rating points.



To run pay equity reports, you should also enter the job code's gender class in the Gender Classfield on the Analysis page of this form. Use HR Writer to customize the pay equity reports youneed for internal posting or government reporting.

4 If you use the job code as part of the Payroll application's pay rate defaulting scheme, assign payto the job code. Use the following guidelines to enter field values:

Exempt from Overtime

Select whether the job is exempt from overtime pay. This is for information only.

Rate

The pay rate for this job code.

Rate Override

Select whether or not you can pay an employee associated with this job code less than the normalrate.

M3 Integration

Indicator will govern which employees are created in M3.

Tips

Select whether the selected job code represents a tipped job. The values available for selectionalso let you define a tipped job as being eligible or ineligible for Social Security and Medicare taxcredit calculation by TP140 (Tax Credit Calculation). A tax credit can be taken only for on-premisetipped employees such as waiters or waitresses, not for positions such as delivery people.

5 If you use the Payroll application to calculate workers' compensation premiums, assign a workers'compensation (WC) class to the job code.


the class in the Workers Compensation Classfield.

assign one WC class to the job code

the class in the Canada Workers Comp Class.assign a Canada job code to a workers' com-pensation class.

click the Canada Workers CompensationOverride button to open Canada WorkersCompensation Class Override (HR06.4).

assign a unique WC class to one or moreCanadian provinces for this job code

6 If you use the Personnel Administration application to create employment equity reports, defineemployment equity options.

DefineIf you want to

• EEO Category

• EEO Sub Code (EEO-4 only)

Define Equal Employment Opportunity options(U.S. only)

• Occupational Group

• Gender Class

Define Employment Equity Act (EEA) options(Canada only)



7 Use the following guidelines to enter field values:

Higher Education Category

If this job should be reported on the IPEDS Staff report, select a value.

Higher Education Subcategory

This field is for custom reporting only. It is not used by the IPEDS staff report.

Academic Rank

If this is a faculty position, select the appropriate value. This value is used by the IPEDS Fall Staffreport.

Tenure Eligible

Select whether this job is eligible for Tenure. This value is used by the IPEDS Fall Staff report.

8 If you use the Professional Profile task in Employee or Manager Self Service, assign a professionalprofile to the job code.

Options for defining job codesIf you use the Personnel Administration application, you can use a job code for a variety of purposes.

UseIf you want to

Qualifications (PA08.1)define the qualifications for a job code

Working Conditions (PA08.2)define the working conditions of the job code

Physical, Mental Requirements (PA08.3)define the physical or mental requirements forthe job code

Job Description (PA09)define the job description

Requisitions (PA42.1)create a request to employ someone using aspecific job code

For more information, see your Infor Personnel Administration User Guide.


UseTo

Job Code Listing (HR206)List job code parameters

Wage Analysis Report (PA360)Perform wage analysis using job codes

EEO-1 Report (PA390),EEO-4 Report (PA391),or EE0-5 Report (PA392)

Create EEO reports



UseTo

EECRS CSV Interface (PA594)Create a file of Employment Equity Act (EEA) in-formation to export to the EECRS system

Grade Range Schedule Listing (PA295)List grade range schedules

US Workers Compensation Report (PR278)Create US Worker's Compensation report

Canada Workers Compensation Report(PR418)

Create Canada Worker's Compensation report



Chapter 5: Setting up Codes

Use this chapter to help you set up Codes. You use Codes to track information for both employeesand applicants.

Before you set up codes, you must define an HR Company. See Defining a company on page 40.



CodesCodes are used to group and define your organization's data. These codes provide consistency intracking employee and applicant information. Codes are not specific to a company, so you can use thesame codes for multiple companies.

There are 3 types of Codes in the Infor Human Resources system:

• HR Codes

• Country-Specific Codes

• User Fields

HR CodesHR Codes are pre-defined categories under which you enter your organization's own data values. EachHR Code corresponds directly to a specific field within Infor Human Capital Management. After youdefine the values under an HR Code, your values automatically appear when you select on anappropriate field.


Setting up Codes

Example

The Applicant Rating HR Code defines the values users select from when they apply a rating to anapplicant. Two Rivers decides to use the following values to rate applicants: Excellent, Good, Notqualified, Not interested. When Two Rivers sets up the Applicant Rating HR Code, they enter thesefour values as selections under Applicant Rating. Then, when rating an applicant during the employmentprocess, the applicant ratings appear as options to select for an applicant.

HR Code ValuesHR Code

ExcellentApplicant Rating

Good

Not qualified

Not interested

HR Code LevelsHR Code Levels provide a range of value to HR Code values. You use HR Code Levels only whendefining the following HR Codes:

• Education Degree

• Performance Rating

• Proficiency

Example

Two Rivers uses the "Education Degree" HR Code to define the values they want users to select fromwhen they assign an Education Degree to an employee. Two Rivers decides to use the following values:High School Diploma, Associates Degree, Bachelors Degree, Masters Degree, PhD. To define a rangeof value for each Degree, Two Rivers assigns a unique level to each value. The levels allows TwoRivers to compare one value with another.

HR Code LevelsHR Code ValuesHR Code

100High School DiplomaEducation Degree

200Associates Degree

300Bachelors Degree

400Masters Degree

500PhD


Setting up Codes

Country-Specific HR CodesCountry-Specific HR Codes are pre-defined categories under which you enter your organization's owndata values for country-specific information. The information you can define for countries are as follows:

• Citizenship

• Ethnicity

• Title

• Suffix

Example

Two Rivers Company needs specific ethnicity codes for government reporting in the United States andCanada. Country-Specific HR Codes allow Two Rivers to have different ethnicity code values for theirUnited States and Canada locations.

HR Code ValueCountryCountry-Specific HR Code

CaucasianUnited StatesEthnicity

African American

Asian

Hispanic

CaucasianCanada

African American

Asian

Aboriginal

User fieldsUser fields provide a place where you can track your own organization's information in fields that Infordoesn't currently provide. Use user fields to store and report on information specific to your organization.You can define a total of 99 user fields for employees and applicants combined. There are 3 types ofuser fields that you can define:

• Alphanumeric

• Numeric

• Date

You can define user field requirements per HR company and/or per country. If country-specific userfields are required, you must establish the entire set of user fields for each country.


Setting up Codes

Example

Two Rivers wants to keep track of all uniforms issued to United States employees. Each of the 3 typesof user fields stores uniform information.

User Field Values and RangesUser Field TypeUser Field

SmallAlphanumericUniform Size

Medium

Large

Extra Large

5 - 13NumericShoe Size

January 1, 1995 to December31, 2024

DateUniform Issued

Procedures in this chapterThis chapter contains procedures for setting up HR Codes, Country-Specific HR Codes, and UserFields.

Basic Methods of Defining Codes

Assign your organization's values to Lawson's pre-defined HR Codetypes.

See Defining HR Codes onpage 73.

Define citizenship, ethnicity, name suffix, and name title codes thatare used by a specific country.

See Defining Country-Specif-ic HR Codes on page 74.

Define three kinds of user fields: alphanumeric, numeric, and date.See Defining alphanumericuser fields on page 74.

See Defining Numeric UserFields on page 76.

See Defining Date UserFields on page 77.

Other Procedures Related to Defining Codes

Transfer your existing system's user field data into Lawson.See Additional Options:Convert Existing User Fieldsto the Infor system on page78.


Setting up Codes

1Define HR Codes

2- Conditional -Assign Levels to

HR Codes

3Define Country-

Specific HR Codes

7Define NumericUser Fields

6Define

AlphaNumericUser Fields

8Define Date User

Fields

4Define User Fields

5- Optional -

Convert existingUser Fields to theLawson system

Defining HR CodesWhen you set up HR Codes, you define your organization's data value needs under pre-definedcategories.

To define HR Codes

1 Access HR Code Setup (HR04.1).2 Click the HR Codes button to open the HR Codes subform.

3 Select the code type for which you want to define codes in the Type field.

4 Type the code name and description in the Code and Description fields.

5 Select the status of the code in the Status field.


Setting up Codes

Options for defining HR codesIf you define one of the following HR code types, choose Inquire to transfer to assign levels:

• Performance Rating

• Proficiency

If you select Education Degree, Certification, or Competencies (Knowledge, Skills, Abilities and OtherAttributes), in the Type field, choose Inquire to assign levels and to make the type available on the webvia Infor Employee and Manager Self-Service.


RunTo

HR Code Listing (HR204)List Human Resources codes

Defining Country-Specific HR CodesCountry-Specific HR Codes define citizenship, ethnicity, name suffix, and name title codes that areused by a specific country.

To define country-specific HR Codes

1 Access Country-Specific HR Codes (HR03.2).2 Select the type for which you want to define a country-specific code in the Type field.

3 Select the country you want to define codes for in the Country field.

4 Type the code name and description in the Code and Description fields.

5 Select the status of the code in the Status field.


RunTo

HR Code Listing (HR204)List Human Resources codes

Country-Specific Code Listing (HR403)List Country-Specific codes

Defining alphanumeric user fieldsUser Fields allow you to enter and store information that your organization deems important but is notcurrently addressed within the Infor HR system. You can define three types of user fields:


Setting up Codes

• Alphanumeric

• Numeric

• Date

To define alphanumeric user fields

1 Access HR Code Setup (HR04.1).2 Click the Alpha User Fields button to open the Alphanumeric User Fields subform.

3 Type the name of the user field in the Field Name field.

4 Define the user field's characteristics using the following guidelines:

Use

Select whether the user field applies to employees, applicants, or both.

Sts

The Active flag indicates if the employee/applicant user field can be entered for an employee (orapplicant).

Value List

If you select Yes, a Values button appears. Click the Values button to enter valid values for theuser field.

Action

Indicates whether information in the user field can only change with a Personnel Action, and notdirectly to the Employee record.

Only use this field if you selected Employee or Both in the Use field.

History

If selected, creates an audit trail of changes made to the user field.

Security

Defines the security level of the user field.

5 If you want to make the User Field required click the Required button, which opens the RequiredUser Fields (HR10.4) subform.

Note: An asterisk appears in the Required column of Alphanumeric User Fields (HR04.4) afteryou define a user field as required.

a Select whether you want to define required fields for employees or for applicants in the Employeeor Applicant field. If you select employees, the company field is required. If you select applicant,you cannot enter a company number.

Note: Make at least one user field required to display all user fields on Employee (HR11)when an employee is added.

b If you want the fields to be required in a specific country, select the country in the Country field.c Select the fields that are required when someone defines employee or applicant information

in the Required field.


Setting up Codes

Defining Numeric User FieldsUser Fields allow you to enter and store information that your organization deems important but is notcurrently addressed within the Infor HR system. There are 3 different types of User Fields that you candefine:

• Alphanumeric

• Numeric

• Date

To define numeric user fields

1 Access HR Code Setup (HR04.1).2 Click the Numeric User Fields button to open the Numeric User Fields subform.

3 Type the name of the user field in the Field name field.


Use

Indicates if the user field applies to employees, applicants, or both.

Sts


Value Range

Defines a range of numeric values you can enter in the user field.

Cur

Indicates whether the value is a currency.

Act

Indicates whether information in the user field can only change with a Personnel Action, and notdirectly to the Employee record.


Hst


Security


5 If you want to make the User Field required click the Required button, which opens the RequiredUser Fields (HR10.4) subform.

Note: An asterisk appears in the Req column of Numeric User Fields (HR04.5) after you definea user field as required.



Setting up Codes

Note: Make at least one user field required to display all user fields on Employee (HR11)when an employee is added.



Defining Date User FieldsUser Fields allow you to enter and store information that your organization deems important but is notcurrently addressed within the Infor HR system. There are 3 different types of User Fields that you candefine:

• Alphanumeric

• Numeric

• Date

To define date user fields

1 Access HR Code Setup (HR04.1).2 Click the Date User Fields button to open the Date User Fields subform.

3 Type the name of the user field in the Field Name field.


Use

Select whether the user field applies to employees, applicants, or both.

Sts


Value Range

Defines a range of date values you can enter in the user field.

Action

Select whether information in the user field can only change with a Personnel Action, and notdirectly in the Employee (HR11.1) record.


Hist


Sec


5 If you want to make the user field required, click the Required button, which opens the RequiredUser Fields (HR10.4) subform.


Setting up Codes

Note: An asterisk appears in the Required column of Date User Fields (HR04.6) after you definea user field as required.




Related Reports and Inquiries

RunTo

HR Code Listing (HR204)List Human Resources user fields

Additional Options: Convert Existing User Fields to the Infor systemIf your organization currently has user fields with data in a non-Infor system, you can convert this datainto the Infor system using User Field Conversion (HR515).

Run User Field Conversion (HR515) to convert applicant, employee, or position user field informationfrom a non-Infor system.

This program takes fields from a comma-separated value (CSV) file and updates the associatedemployee, applicant, or position files. Edits are performed as if the changes were made online.

Planning Considerations

1 Determine the types of records you want to convert. Options are:

• Applicant User fields

• Employee User fields

• Position User fields

Note: Only one of these record types can be converted per conversion.

2 If loading applicant or employee data, valid user fields must be set up in HR04. If loading positiondata, valid user fields must be set up in PA04. Effective dates and End dates are used whenconverting position user fields. If left blank, the user field data will be associated with the mostrecent position effective/end date.

3 Determine if you want to update history.

4 Before you run User Field Conversion (HR515), you define:

• Company (HR00.1)

• Employees (HR11.1)

• Applicants (PA31.1) if you are converting applicant user fields


Setting up Codes

• Positions (PA02.1) if you are converting position user fields

• User Fields in HR Code Setup (HR04.1)

• Position User Fields in User Field Setup (PA04.1) if you are converting position user fields.For more information on setting up position user fields, see the Infor Personnel AdministrationUser Guide.

Verify Data

To verify that data exists, run the following reports:

• Employee Listing (HR211)

• Applicant Profile (PA231)

• Position Listing (PA202)

See the Infor Human Resources Conversion Guide for further information about converting data froma non-Infor system.


Setting up Codes

Chapter 6: Setting up employees

Use this chapter to set up employee information in the Human Resources application. Employeeinformation includes the employee record, employee dependents, supervisors, and the attributes ofthe data stored on the employee record.

Before you set up employees, you must have a company and at least one process level defined. SeeSetting up company structure on page 24.



Employment status codesEmployment status codes describe whether or not an employee is active within an organization.Employment status codes also define the type of status, for example full-time, part-time, retired, etc.You must define employment status codes before you can add an employee to the system.

Example

Two Rivers Company has five employment statuses: Active Full-time, Active Part-time, Laid Off, Retired,and Terminated. Two Rivers defines five employment status codes to represent each of these statuses.The following table shows how Two Rivers sets up its codes.

Example: Employment status codes

DescriptionStatus

Active Full-timeAF

Active Part timeAP

Laid OffLO

RetiredRT


Setting up employees

TerminatedTM

Payment statusA payment status is assigned to each employee status code to describe an employee's eligibility toreceive pay and benefits. Four pre-defined payment statuses are provided: Pay with Benefits (PB),Pay without Benefits (PN), No Pay with Benefits (NB), No Pay and No Benefits (NN). The first characterin each status code (e.g. PB) determines whether the employee is eligible to be paid. The secondcharacter (e.g. PB) is informational only and does not trigger or prevent benefits enrollment.

Example

Two Rivers Company assigns payment statuses to each of their employment status codes to reflectthe employee's eligibility to receive both pay and benefits according to the employment status codethat is assigned to them.

Example: Payment Statuses

Payment StatusDescriptionStatus

PB (Pay with Benefits)Active Full-timeAF

PN (Pay without Benefits)Active Part-timeAP

NB (No Pay with Benefits)Laid OffLO

NB (No Pay with Benefits)RetiredRT

NN (No Pay, No Benefits)TerminatedTM

Count ValueCount Value describes whether an employee is reflected in headcounts and FTE counts in the PersonnelAdministration (PA) application. If you select Excluded as the count value, PA excludes employeeswith that status code from headcounts. If you select Active or Not Active, PA includes employees withthat status code in headcounts. Use a Not Active count value for an extended leave of absence, suchas short term disability. The Personnel Administration (PA) application counts employees with a NotActive status separately from those with an Active status.

To terminate an employee or delete an employee record, the Status field on Employee (HR11) mustcontain a status code with the count field set to Excluded.



Example

Two Rivers Company includes employees currently on short term disability in their assigned resourcecounts, but counts them separately from active, full-time employees. The following table shows howTwo Rivers Company selects count values to address this need:

CountPayment StatusDescriptionStatus

ActivePB (Pay with Benefits)Active Full-timeAF

ActivePN (Pay without Bene-fits)

Active Part-timeAP

ExcludedNB (No Pay with Bene-fits)

Laid OffLO

ExcludedNB (No Pay with Bene-fits)

RetiredRT

ExcludedNN (No Pay, No Bene-fits)

TerminatedTM

Not ActiveNB (No Pay with Bene-fits)

Short Term DisabilitySD

TopicA topic is a code that refers to specific forms and subforms within Infor Human Resources, PersonnelAdministration, Payroll, Benefits, Time Accrual, Time and Attendance, and Absence Management.Several data items, which are fields used to store information, comprise each topic. When definingattributes to data items, you select a topic first, inquire on the topic, then a list of the topic's data itemsappear.

Example

One topic within the Infor system is Supervisor. The following data items exist under the Supervisortopic:

Data Items under the Supervisor topic

Effective

Status

Reports To

Supervisor Desc

Employee

User Field 1



Data Items under the Supervisor topic

User Field 2

User Field 3

User Field 4

User Field 5

Data item attributeA data item attribute is a characteristic of you assign to a data item. A data item is a field used to storeinformation. The following are questions to ask when you assign characteristics to a data item:

• Do you want to use personnel actions only to change data items?

• Do you want the data item field to be required when you add or change an employee record?

• Do you need to create an audit trail of changes made to the data item field?

• What security level does the data item need?

• Do you require country-specific fields?

You can define country-specific field requirements for all Employee topics and Deduction Master topics.If you decide to define country-specific requirements, you will need to establish the entire set ofrequirements for that country.

Example

Two Rivers Company is currently defining attributes to their data items. For the data item Hire Dateunder the Employee Master topic, Two Rivers does not require that changes to Hire Date occur usinga Personnel Action. They require that information must exist in the Hire Date field before adding orchanging the record. They want to generate a history of changes made to the Hire Date field, and theywant to assign a lesser security level to this field, allowing access to a greater number of users. Thefollowing table shows how Two Rivers Company assigns attributes to the Hire Date field on Data ItemAttributes (HR10.1):

Security LevelHistoryRequiredUpdate PA Action

9XX

X=Yes



Security levelA security level is a one-digit field that describes which users have access to data item information andemployee information. Security levels range from 1 to 9, with 1 being the most restrictive. For users tohave access to an employee's information or a data item, the user's security level (which is assignedin the environment) must be the same or less than the employee's security level or the data item'ssecurity level.

See Setting up security on page 112.

If you use LAUA security, see LAUA Security Administration Guide for more information on setting upuser security parameters in the environment.

Example: Data item security

Two Rivers Company have placed the following parameters on the Hire Date data item. The 5 placedin the Security Level field allows users with a security level of 5 or less to access the data containedin the Hire Date field on employee records. If a user's security level is 6 or higher, they cannot accessthe information in the Hire Date field.

Security LevelHistoryRequiredUpdate PA Action

5XX

X=Yes

Security locationA security location is a ten-digit field that indicates which users have access to employee information.For a user to have access to an employee's information, the user's security location must match thesecurity location assigned to an employee record, unless the employee record's security location is9999999999. The security location 9999999999 with a security level of 9 is treated as a "wild card"and all users have access to it.

See Setting up security on page 112.

If you use LAUA security, see LAUA Security Administration Guide for more information on setting upuser security parameters in the environment.

Example: Employee security

Two Rivers Company have placed the following parameters on John Hunter's employee record. Giventhese parameters, any user can access his information.

Security LocationSecurity Level

99999999995



Social numberA social number is the country-specific identification number assigned to an employee. An employee'swork country determines the required format of the social number.

Example

The following table shows examples of differing character formats of social numbers depending on thecountry.

Social Number FormatCountry

xxx-xx-xxxxUSA

xxx-xxx-xxxCanada

Schedule, Grade, StepThe Schedule, Grade, Step on the employee record determines an employee's rate of pay based ona particular "step" and "grade" or a grade range defined by your organization.

There are two types of schedules, a Step and Grade Schedule, defined in the Human Resourcesapplication and a Grade Range Schedule defined in the Personnel Administration application. Anemployee is only associated with one type of schedule.

A Step and Grade Schedule is a matrix of pay rates based on graduated steps and grades.

A Grade Range Schedule is a series of grades with minimum, midpoint and maximum salary (or hourly)amounts that is used for wage analysis.

Example: Step and Grade Schedule

Two Rivers Company has a Step and Grade Schedule established for the custodians in theirorganization. Entry level custodians are assigned to Step 1, Grade A and advance one step with eachyear of service. Experienced custodians hired into Two Rivers can be assigned to any step of anygrade.

4321StepGrade

$30,500$28,000$25,500$23,000A

$31,000$27,000$25,500$24,500B

$32,000$30,000$28,000$26,000C

$38,000$34,000$31,000$28,000D



Example: Grade Range Schedule

Two Rivers Company has a Grade Range Schedule established for the programmers in theirorganization. Entry level programmers are assigned to Grade 1 and advance within the range witheach year of service. Experienced and/or high-performing programmers are assigned to a higher grade.

MaximumMidpointMinimumGrade

$45,000$40,000$35,0001

$70,000$60,000$50,0002

$105,000$90,000$75,0003

DependentA dependent is a qualified individual that your employee wants to add to his or her employee benefits.When you define a dependent in the system, you input the dependent's address and the relationshipto the employee. You use the HR relationship code to describe the dependent's relationship. Also, youcan add a dependent while you enroll employees into benefit plans or at a later date.

A dependent who is a spouse/domestic partner has the same coverage start and stop dates for benefitsas you employee. If the dependent is not a spouse/domestic partner, the coverage start and stop datesare based on the dependent’s age and whether or not the dependent is a student or disabled.

Once you enter an employee's dependent, the Infor Benefits Administration application uses theemployee dependent information to:

• Track dependent benefits

• Define COBRA participants

• Define beneficiaries for savings bonds.

SupervisorA supervisor in the Human Resource application is a code that identifies those positions in the companywith supervisory responsibilities. You define a supervisor code for each supervisory role. In addition,you assign an employee to the code.

Once you define the supervisor code and assign an employee to the code, you attach the supervisorcode to each employee who reports to the supervisor. In order to develop a reporting hierarchy to usefor listings, you also indicate who is the supervisor's manager. Once you define the supervisor code,you can include direct and indirect supervisors. You define direct and indirect supervisors in thePersonnel Administration application.



When an employee who is assigned to a supervisor code changes to another position, you select anew employee for that supervisor position. The new employee's name then appears on all the employees'records that are associated with the supervisor code.

ExampleTwo Rivers Company needs to track the Head Nurse Maternity, Head Nurse Emergency andHousekeeping Supervisor positions within the Infor application for reporting purposes.

Employee NumberDescriptionCode

600 Adams, Rita M.Head Nurse MaternityHead RN1

1450 Jones, Tina L.Head Nurse EmergencyHead RN2

800 Smith, Mark T.Housekeeping SupervisorHouse Supr

Employee 1450 (Tina L. Jones) replaces Employee 600 (Rita A. Adams) as Head Nurse in Maternity.Two Rivers changes the employee number for Head RN 1 to 1450 and the supervisor for all employeeswho are tied to the supervisor code Head RN 1 changes on HR11.

Result

Employee NumberDescriptionCode

1450 Jones, Tina L.Head Nurse MaternityHead RN1

Head Nurse EmergencyHead RN2

800 Smith, Mark T.Housekeeping SupervisorHouse Supr

Infor Employee and Manager Self-Service implicationsIt is important to identify the supervisor code if you are using Infor Employee and Manager Self- Service.Employee and Manager Self-Service uses the supervisor structure to allow supervisors access to theirdirect reports' employee information. The structure also allows Employee and Manager Self-Serviceto build the organizational chart using the information entered in the "reports to" field.

Employee Additional FieldsEmployee Additional Fields (HR11.5) provides a place to maintain additional Employee informationthat is not available in Employee (HR11.1) setup. The Data Items that are displayed will depend onthe employee’s work country.



Example

If an employee’s work country code is AF-United Arab Emirates, then these Data Items are available:

• Pension Number

• Labour ID

• Nationality Country

• Residence Visa

Employee Additional RatesEmployee Additional Rates are the supplemental rates for the employee. Aside from the basic pay, anemployee has other pay components such Housing and Transportation.

These rates are used by Automatic Time Records (PR134), Time Record Interface CSV (PR530), andvarious Time Record Entry programs for pay rate defaulting when creating employee time records.

Retroactive Pay Change AuditUse Retroactive Pay Change Audit to view pending retroactive pay change records on the employee(or position) pay rate and additional rates (HR32.1). Any retroactive changes on employee or positionpay rate or the HR32.1 additional rate will trigger the creation of an audit change record. Use this toprevent a change in Retroactive Pay Rate Change Calculation (PR133) by holding or deleting thechange. After the record is put on hold, it can not be processed again.

This information is displayed related to the retroactive pay rate change.

• Position Level: The position level with which the employee has a retroactive pay rate change.

• Pay Code: The pay code that is tied to the pay rate of the employee. This is blank for Base PayType.

• Pay Type: Determines whether it is an employee or position pay rate or an additional rate (HR32)retroactive pay change.

• Effect Date – the date from which retroactive pay will be effective.

Procedures in this chapterTo set up employees in the Human Resources application, you must perform these five procedures:



1Define

EmploymentStatus Codes

2Assign Attributes toData Stored on

Employee Records

3Define Employee

Records

4Define Dependent

5Define Supervisors

6- Optional -

Define AdditionalContact Numbers

Defining Employment Status CodesEmployee Status Codes identify an employee's employment status at your organization. You defineemployment statuses according to the statuses your organization uses to define how an employee'spay and benefits are processed.

To define employment status codes

1 Access Employment Status Codes (HR03.1).2 Define status codes using the following guidelines:

Status

Define codes used to indicate an employee's status.



Description

Create a description for the Status code.

Note: Payment statuses determine which employees are eligible to receive pay.

3 Assign a payment status to each employment status code in the Payment Status field.

4 Type a count value in the Count field.

Options for defining employment status codesYou can inactivate a employment status code when you do not need it anymore.




UseTo

Employee Status Code Listing (HR203)List employee status codes

Assigning attributes to data stored on employee recordsAssign attributes to the information stored on the employee record.

To define attributes to data stored on employee records:

1 Access Data Item Attributes (HR10.1).2 Select your company in the Company field.

3 Select an employee record topic in the Topic field.

4 Click the Inquire button. The fields contained within that Topic appear in the Data Item column.

Note: You must assign identical security levels to the Schedule, Step, and Grade data items onEmployee (Pay Distribution). These three fields are interrelated. A change to one requires securityaccess to all three.

5 Establish field characteristics. Specify this information:

Update PA Action

Select X to indicate that you can only change the information contained in this field using PersonnelAction (PA52).

Required

Select X to indicate that the field is required when adding or changing employee information onEmployee (HR11).



History

Select X to indicate that a history record is made when the data item is changed, creating an audittrail.

Note: Because of IRS requirements, we recommend that you mark all fields related to the employeeW-4 to be logged to history.

Security Level

Defines security on data items when using personnel actions, employee inquiry, and HR Writerfeatures. This field applies only to the fields onEmployee (HR11) .

Note: You must define an entire set of required fields for each country if you establish requiredfields for more than one country.

6 Click the Country Required button to define required fields by country.


UseTo

Data Item Attribute Listing (HR210)View Data Item Attributes

User Data Item Security Listing (HR209)View User Data Item Security

Defining employee recordsCreate an employee record for each employee.



1Access Employee

HR11

14Define EmployeeCharacteristics forDiscrimination

TestingHR11

13Enter EmployeeInformation for

BenefitsHR11

12Define BenefitsDates and Salary

HR11

11Define Time EntryEdits for Employee

HR11

10Assign Tax Status

to EmployeeHR11

9Assign User Fieldsto an Employee

HR11

8Document

Employee's WorkEligibilityHR11

7Enter Employee's

AddressHR11

6Enter Employee's

PersonalInformation

HR11

5Enter Employee'sIdentificationNumbersHR11

4Enter Employee'sPay Information

HR11

3Define Employee'sWork Assignment

HR11

2Define Employee

HR11

15Enter Spouse's

EmployerInformation

HR11

To define employee records

1 Access Employee (HR11.1).2 Define an employee on the Main tab. Use the following guidelines to enter field values:



Effective Date

Type the date the employee record is created. The effective date is stored in HR, pay rate, andposition history.

Social Number

Type the employee's social identification number. The number format changes according to theemployee's work country. See Social number on page 85.

Status

Assigns an employee status code to an employee.

Entering a termination date in the Termination field does NOT stop payment to an employee. Youmust assign a No Pay status to the employee in the Status field.

ThenIf you want to

Click the Length of Service button.View length of service information

Click the Add Alternate Names button.Add an alternate or dual language name forthe employee

3 Define the employee's work assignment on the Assignment tab using the following guidelines:.

Process Level

Assigns an employee to a process level. You can assign only one process level to an employee.

User Level

Assigns a user level to an employee for payment sorting purposes.

Position

Assigns an employee to a position. Assigning a position to an employee record triggers positioninformation to default when you select Special Actions.

Job Code

Identifies an employee's job. A job code contains rate of pay information that you can overridewhen you enter time records.

Supervisor

Assigns a supervisor to an employee. The supervisor must be set up as an employee before youcan assign the supervisor to another employee.

Location

If this is a United States employee, the location determines the tax tables Tax Engine uses toautomatically assign tax deductions using BSI TaxLocator. This does not apply to ALLTAX.

For more information on BSI TaxLocator, see the Infor Payroll User Guide.

Union

Select a union HR code that identifies the union with which the employee is associated.



Bargaining Unit

Select a bargaining unit HR code that identifies the bargaining unit with which the employee isassociated.

Work Schedule

Select the employee's work schedule.

Note: The Pos,Job button only appears if you select No in the One Position,Job per Employeefield on Position Rules (PA06).

ThenIf you want to

Click the Pos,Job button and define additionalpositions or jobs for the employee. See "Assign-ing Multiple Positions or Jobs" in the Infor Per-sonnel Administration User Guide for more in-formation.

Assign multiple positions or jobs to an employ-ee.

4 Enter employees pay information on the Pay tab using the following guidelines to enter field values:

Note: You must assign a pay plan on Employee (HR11) if you wish to enable Web Time Entry.

Salary Class

Select whether the employee is paid on an hourly or salaried basis. Your selection determineshow the employee's pay is calculated.

Pay Frequency

Select how often the employee is paid.

Rate of Pay

Type the employee's rate of pay. For an employee with an hourly salary class, type an hourly rate.For a salaried employee, type an annual salary.

Schedule, Grade, Step

If you use a Step and Grade Schedule or a Grade Range Schedule, assign the desired payschedule to the employee. If Step and Grade is used, select the appropriate step, grade, andschedule, and leave the Rate of Pay field blank. If an employee is associated with a grade rangeschedule, select the schedule and grade, and type a rate of pay in the Rate of Pay field.

Pay Plan

Assign a pay plan to an employee.

ThenIf you want to

Click the Alt Rate button and define alternaterates of pay for the employee.

Assign different rates of pay to an employee.

Click the Comp Analysis button.View an employee's compensation information.

Click the Currency Calc button from Compen-sation Analysis (HR11.2).

Calculate and view a Pay Rate in the recordedcurrency and the company's base currency.



ThenIf you want to

Access Pay Plan Schedules (PR22.1).Assign a pay plan to an employee if FLSA willnot be calculated.

5 Enter employee's identification numbers and other work information including e-mail address onthe Work tab.

6 Enter employee's personal information on the Personal tab using the following guidelines:

Birthdate

Contains employee's date of birth. The Benefits Administration application uses this date forbenefits calculations. Also, this field must be populated to enter time records for a Canadianemployee.

Consent

Provides consent for employee information requests from outside the work country.

Note: If you want to enter additional contact numbers, click the More button on the Address tab.

7 Enter employee's address and personal e-mail on the Address tab.

In order for BSI TaxLocator to correctly determine the local taxes for a U.S. employee, all theemployee address information must be completed and correct. You must not use abbreviationsfor city names. This does not apply to ALLTAX.

8 Document employee's work eligibility on the Work Elig tab using the following guidelines:.

Type

Select a document's purpose. A document can be used for identification, eligibility verification, orboth.

Desc

The description of the document you are referring to.

Eligibility Status

(U.S. only) Select the work eligibility status of the employee.

Note: You need to select the Add form function for the User Fields to appear.

See Setting up Codes on page 69.

9 Assign user fields to an employee on the User Flds tab.

10 Assign tax status to an employee on the Tax tab using the following guidelines:

UseIf

The United States tab to enter tax information for the employee.The employee is a UnitedStates citizen

The Canada tab to enter tax information for the employee.The employee is a Canadi-an citizen

See the Infor Payroll User Guide for more information on setting up Tax Authorities.



See the Infor Integration: BSI TaxFactory Manual for more information.

11 Define time entry edits for an employee on the Pay Edits tab. Use the following guidelines to enterthe field value:

Warning Message

Indicates if a warning message displays if the employee exceeds the standard hours or amountfor the pay period.

12 Define benefits dates and salary on the Ben Dates tab.

Do not enter dependent information in the Health Dependents field or the Dental Dependents fieldif you define dependents on Dependents (HR13). If you say Yes to all Benefits on Dependents(HR13), these numbers automatically get added onto Employee (HR11). If you enter informationin both places, your numbers on Employee (HR11) will be inaccurate.

13 Define employee information for benefits purposes on the Ben Flags tab.

14 Define employee characteristics for benefits discrimination testing on the Plan Test tab using thefollowing guidelines:.

Owner

Select whether employee is an owner of the company. Determines if the employee is a keyemployee.

Officer

Select whether the employee is an officer of the company. Determines if the employee is a keyor highly compensated employee.

Key Employee

Select whether the employee is a key employee. This information is used for non-discriminationtesting.

Apply Max Comp Limit

Overrides the Apply Maximum Limit field in the Pension subform of Benefit Plan (BN15.1) if theApply Maximum Limit field is Yes. This allows the Payroll application to continue employee percentcontributions for 401(k) and 403(b) plans even if the employee compensation exceeds the maximumlimit for the plan year.

15 Enter spouse's employer information on the Spouse Emp tab.

Options for loading existing employee information from a non-InforsystemIf your organization currently has employee information in a non-Infor system, you can convert thisdata into the Infor system using Employee Conversion (HR511).

This program takes fields from a comma-separated value (CSV) file and updates the associatedemployee files. Edits are performed as if the changes were made online



See the Infor Human Resources Conversion Guide for further information on converting data from anon-Infor system.

UseTo

Employee Conversion (HR511)Convert existing employee data

Employee History Conversion (HR521)Convert existing employee history


UseTo

Employee Listing (HR211)View employees

Length of Service Report (PA210)View length of service

Work Eligibility Listing (HR217)View work eligibility parameters

Work Schedule Report (HR221)View work schedules

Key Employees (BN300)View key employees

Highly Compensated Employees (BN305)View highly compensated employees

Defining employee grant management informationIf you use the Grant Management application, you can track how much of an employee's time and workis spent on a grant.

Before you define employee grant management information, be sure the Personnel Administration isset up to use encumbrances. For more information, see the Infor Personnel Administration User Guide.

To define employee grant management information

1 Access Grant Management (HR11.3) through the Grant Management button on the Pay tab ofEmployee (HR11.1).

2 Type grant management information. Use the following guidelines to enter field values:

Labor Distribution

Select Yes if Grant Management Labor distribution records should be entered for this employee.

Yes makes this employee’s time records eligible for labor distribution during the Payroll Closeprocess.

Note: If you select Yes, payroll distribution records cannot exist for this employee.

Salary Encumbrance

Select Yes if you want to create Grant Management encumbrance records for this employee.



Encumbrance Fringe Rate

If you selected Yes in the Encumbrance field, type the default encumbrance fringe percentagerate for this employee if it differs from the Activity’s fringe rate.

A negative value is not allowed. This default can be overwritten on any Labor Distribution detailline.

Fringe Encumbrance Acct Cat

If you selected Yes in the Encumbrance field, select the default account category for fringeencumbrances posted to GL.

This default can be overwritten on any Labor Distribution detail line.

Fringe Encumbrance Account

If you selected Yes in the Encumbrance field, select the default account for fringe encumbrancesposted to the General Ledger. This default can be overwritten on any Labor Distribution detail line.

Note: The value entered cannot be validated.

Effort Reporting

Select Yes if this employee is subject to Effort Reporting.

If you select Yes, an Effort Currency and Primary Certifier are required. This field cannot bechanged to No if uncertified effort records exist.

Effort Currency

If you select Yes in Effort Reporting, then enter the currency in which effort reporting should bebased.

This currency must have a relationship to the employee’s currency (which is defaulted from theirprocess level).

Primary Certifier

If you selected Yes in Effort Reporting, select the employee number of the primary certifier. Thisperson verifies the actual effort percentage for grants

Secondary Certifier

If you select Yes in Effort Reporting, select an optional, additional effort certifier.


UseTo

Employee Listing (HR211)List employee grant information

Employee Profile (PA311)View employee grant information



Defining dependentsEnter an employee's dependents.

See Social number on page 85.

Before you define dependents, you must define employees. See Defining employee records on page91.

To enter dependents

1 Access Dependent (HR13.1).2 Define dependents. Use the following guidelines to enter field values:

Social Nbr

The dependent's social identification number. The number format changes according to thedependant's address or employee's work country.

Consent

Provides consent for dependent information requests from outside the work country.

Dependent Type

Select dependent type. This information is used by the Benefits Administration application for thepurpose of calculating start and stop dates for coverage. A spouse/domestic partner’s dates arethe same as the employees, but a dependent’s dates are determined by the age and whether thedependent is a student or disabled.

Options for defining additional dependent informationThe following options are available for defining additional dependent information. Access these optionsby clicking the buttons on Dependent (HR13.1).

UseTo

Dependent Address (HR13.1)Enter a dependent's address that is different thanthe employee's address

Note: If the dependent's address is different fromthe employee's address, you must enter the de-pendent's address.

Dependent Benefits (HR13.2)Define and track dependent benefits

Comments (HR90.1)Enter comments about a dependent



Options for entering existing dependent information from a non-Inforsystem.If your organization currently has dependent information in a non-Infor system, you can convert thisdata into the Infor system using Dependent Conversion (HR513).

This program takes fields from a comma-separated value (CSV) file and updates the associateddependent files. Edits are performed as if the changes were made online.

See the Human Resources Conversion Guide for further information on converting data from a non-Inforsystem.

UseTo

Dependent Conversion (HR513)Convert existing dependent data


UseTo

Dependent Listing (HR213)View dependents

Defining supervisorsUse this procedure to define supervisor information and assign an employee to the supervisor position.

To define supervisors

1 Access Supervisor (HR07.1).2 Use the following guidelines to enter field values:

Supervisor

Enter a code and description of the Supervisor position.

Employee

Enter the employee who holds the Supervisor position.

Reports To

Select the employee to whom the supervisor reports to.

3 Enter supervisor user fields.



Options for entering existing supervisor information from anon-Lawson systemIf your organization currently has supervisor information in a non-Lawson system, you can convert thisdata into the Lawson system using Supervisor Conversion (HR507).

This program takes fields from a comma-separated value (CSV) file and updates the associatedsupervisor files. Edits are performed as if the changes were made online.

See the HR Conversion Workbook for further information on converting data from a non-Lawson system.

UseTo

Supervisor Conversion (HR507)Convert existing supervisor data


UseTo

Supervisor Listing (HR207)View supervisors

Defining additional contact numbersDefine additional contact numbers where an employee can be reached. You can define date rangesfor the contact numbers, as well.

Before you define additional contact numbers, you must define an employee and contact types. Definingemployee records on page 91 Setting up Codes on page 69

To define additional contact numbers

1 Access Additional Contact Numbers (HR20.1).2 Define the additional contact numbers.

Defining employee additional fieldsEmployee additional fields are used for payroll processing for work countries that are not United Statesor Canada. The values can be overridden by Global Human Resources (GHR), provided that GHR isthe system of record and the records will be interfaced to HRM using the HRM Receiver Update (LT111)program.

Before you define employee additional fields, you must define the employee.

1 Access Employee Master (HR11.1).

2 Select an employee.



3 Click the Additional Details button to invoke Employee Additional Fields (HR11.5). You can alsodirectly access HR11.5.

4 Inquire on a company and employee. The fields for that employee work country are displayed inthe Data Item column.

5 Specify this information:

Effective Date

The effective date is required when adding or changing the employee additional information. Ifthe effective date is blank, the system date is used.

FC

Select the line action to perform.

Data Item

Based on the employee’s work country, the data items are displayed. These are display only fields.

Value

Define the data item values for the employee. For data items that require selection listing, you canselect the valid values that are available on HRSC.1.

Defining employee additional ratesAssociate the employee’s additional rate to its position level with pay code of calculation types: NormalRate, Noncash Income, Additional Flat Rate, or Based on Payable Days. First, you must validate thatthe pay code that is used is not set up as Base Pay in Pay Code (PR20.4). The values can be overriddenby Global Human Resources (GHR), provided that GHR is the system of record with which the recordswill be interfaced to HRM using HRM Receiver Update (LT111).

See Employee Additional Rates on page 88.

Before you define employee additional rates, you must define employees and pay codes.

1 Access Employee Additional Rate (HR32.1).

2 Inquire on the employee and company. The pay frequency is populated.


FC

Select whether to add, stop, or delete a record.

Pay Code

Select an active pay code. You can only add one pay code record at a time.

Rate

The rate is the reference for the time record pay rate defaulting. If the Salary Class is Hourly, theRate value is treated as the hourly rate. If the Salary Class is Salaried, the Rate value is treatedas the annual rate.



Position Level

This field contains the position level that is assigned to the employee. The Position Code is adisplay only field.

Effective Date

Specify the start date of the additional pay rate. Effective date can not be earlier than employee’shire date.

Stop Date

Stop Date is the last effective date of the additional rate. This date can not be earlier than theEffective Date.

Putting the Retroactive Pay Change record on hold1 Access Retroactive Pay Change Audit (HR35.1).

2 Select a company and employee.


Display Options

Select which records to display for the employee. All, Open, or those on hold.

Position To

Type the position level, pay code and effective date for the retroactive pay record that you wantto display as the first line of record on inquiry.

FC

Select the action to perform.

Hold Flag

Select whether to put the record on hold for processing. If a record is put on hold, then RetroactivePay Rate Change Calculation (PR133) can not process the record until it is released from holdstatus. You can manually delete records on HR35.1, but you cannot manually add them.



Chapter 7: Setting up employee groups

You use employee groups throughout the Human Capital Management suite of applications to groupemployees together so you can easily apply features to the employees. For example, instead of manuallyassigning a benefit plan to each employee, you can use an employee group to add all the eligibleemployees to the group.

Before you create employee groups, you must define an HR company. See Defining a company onpage 40.


The following concepts provide background and conceptual information for the procedures within thischapter

Employee groupEmployee groups allow you to group a set of employees together. You can define employee groups

• based on common criteria

• by grouping employees manually by employee number

• a combination of both

You can use existing employee groups as selection criteria to create groups within groups.

You can use employee groups for

• performing online inquiries

• running standard reports

If you use the Payroll application, you can use employee groups for creating automatic time records.

If you use the Personnel Administration application, you can use employee groups for creating personnelactions.


Setting up employee groups

If you use the Absence Management application, you can use employee groups to determine eligibilityfor absence plans.

If you use the Benefits Administration application, you can use employee groups to determine

• employee eligibility

• coverage

• contributions

• General Ledger overrides

• benefit automation rules

• retiree status

After you define and update employee groups, Human Resources adds employees to or removesemployees from employee groups as you add or change employee records. This means that you donot need to update the group when you add or change employees.

If the criteria defined for an employee group changes, you must update the employee group. Whenyou update the employee group, you remove and add employees according to the new criteria.

Example: Benefit Eligibility

Two Rivers Company offers a special health plan to employees who are full-time salaried employeesworking in either one of the two Hospitals. Therefore, they define an employee group to be used forbenefit eligibility using the following selection criteria:

River Bend HospitalGrove HospitalProcess Level

Full TimeFull TimeEmployee Status

SalariedSalariedSalary Class

Example: Groups by Employee

Grove Cafe needs an address listing for the softball team, so an employee group is created. Becausethe members of the softball team do not share specific selection criteria, the group is defined usingemployee numbers only.

Example: Vacation Plan

Two Rivers Company offers a special vacation plan to employees who are full-time salaried reportingdirectly to the CEO. Therefore, they define an employee group using the following selection criteria:

Full-timeEmployee Status

SalariedSalary Class

CEOSupervisor



Harold Sanchez (employee #124) is also eligible for this plan but is not a full-time employee. Becausehe does not meet the above selection criteria, but is eligible for the same vacation plan as the othersin the group, employee #124 is manually added to the employee group.

Example: Time Record Creation

Two Rivers Company created two employee groups for time record creation. They define one employeegroup named HOURLY for active hourly employees using the following selection criteria:

ActiveStatus

HourlySalary Class

They define a second employee group named SALARIED for active salary employees using the followingselection criteria:

ActiveStatus

SalariedSalary Class

Example: Group of Groups

At the end of the fiscal year Two Rivers gives all the active employees a flat dollar bonus amount.Therefore, they define an employee group using the groups they created in the Example: Time RecordCreation section. See Example: Time Record Creation on page 106.

SALARYHOURLYEmployee Group

Procedures in this chapterIf you choose to use employee groups, you must:

• Define the employee groups

• Define the criteria or employee numbers you want to use to create the groups

• Create or update the employee groups



1Define Employee

Groups

2- Conditional -

Define Criteria forEmployee Groups

3- Conditional -

Define EmployeeNumbers for

Employee Groups

4Create or UpdateEmployee Groups

Defining employee groupsTo set up employee groups you must first define the group name and the data items you want to includein the group.

To define employee groups

1 Access Employee Group Definition (HR55.1).2 Type employee group code and description.

3 Select whether or not the employee group is to be used for Benefits.

4 Select a topic in the Topic field.

Note: To create a group with the same data items as another employee group, select the groupyou want to copy in the Mimic Group field.

5 Select the data items you want to include in the employee group.

6 Choose the Add screen function.

7 Repeat steps 4 and 5 to add an additional topic and data items.

8 Choose the Change screen function to add each new topic to the employee group.


UseTo

Employee Group Listing (HR255)List employee groups



Defining criteria for employee groupsThis procedure covers how to create an employee group using specific criteria.

See Employee group on page 104.

See Topic on page 82.

Before you define the criteria for an employee group, you must define the employee group.

To define criteria for employee groups

1 Access Employee Groups by Criteria (HR55.3).2 Select the employee group you want to define criteria for in the Employee Group field.

3 Select whether or not you want to include or exclude the data item value in the Inc/Exc(Include/Exclude) field.

4 Select the data item values you want to use for the employee group.


The value in the Beginning Value fieldUse one specific value for the employee group

A value in the Beginning Value and the EndingValue fields.

Use a range of values

Note: You can type any value you want (alphabetic or numeric) in the Item Group field. If the valuesare different, the application uses or logic. If the values are the same, the application uses andlogic.

5 Define the and/or logic for the data items in the Item Group field.

TypeIf you want the employees in the group tomeet

the same value in the Item Group field.all the criteria

different values in the Item Group field.only one of the criteria

the same value for each data item in the com-bination in the Item Group field.

certain combinations of criteria


UseTo




Defining employee numbers for employee groupsThis procedure covers how to create an employee group using employee numbers.

Before you define the criteria for an employee group, you must define the employee group. Definingemployee groups on page 107

To define employee numbers for employee groups

1 Access Employee Groups by Employees (HR55.2).Note: Use this feature to group people who have no common criteria. – or – Use to add an employeeto an existing employee group where the employee does not meet the group criteria.

2 Select the employees you want to include in the employee group.


UseTo


Creating or updating employee groupsThis procedure covers how to add employees to an employee group after you define or change thegroup. If you define an employee group before you define any employee data (during installation), youdo not have to run this program.

This procedure also covers how to add employees by batch to an employee group after you haveadded or changed the criteria for multiple employee groups.

See Employee group on page 104.


Before you define the criteria for an employee group, you must define the employee group and thecriteria or employee numbers you want to use to create or update the group.

To create or update employee groups1 Access Employee Group Update (HR155).

Note: If you change an employee group that is a subgroup of another employee group, you mustfirst update the subgroup and then update the group it is a part of. If you are updating All Groups,this will be handled automatically by the program.


Update Option

Select whether you want to update one group, all groups with changed criteria, or all groups.



If you select One Group, select an employee group in the Employee Group field.

If you select All Groups with Changed Criteria, the application updates all employee groups whosecriteria have been changed on Employee Groups by Criteria (HR55.3).

If you select All Groups, the application updates all employee groups, even if the criteria have notchanged. For example, during the initial conversion, you can run Employee Conversion (HR511)run with the Employee Group flag set to No. After you run HR511, you can run HR155 with option3 to update all employee groups.

Employee Group

Select the employee group you want to update.

Report Employees

Select how employees should be listed for each updated group. If employees are not listed, thenthe report will include just the group name and selection criteria for that group. If employees arenot listed, the report will take less time to process.

History Date

Type the effective date for the group update. The history date must be less than or equal to thecurrent system date.

Update Absence Management

Select whether you want this batch update to create an Employee Absence Group Audit (LP35.1)record for each employee updated into or out of an employee group. The History Date will bestored as the effective date on any records created.

2 Run the report.

To create or update all employee groups1 Access Employee Group Company Update (HR156).


Report Employees

Select how employees should be listed for each updated group. If employees are not listed, thenthe report will include just the group name and selection criteria for that group. If employees arenot listed, the report will take less time to process.

History Date

Type the effective date for the group update. The history date must be less than or equal to thecurrent system date.


Select whether you want this batch update to create an Employee Absence Group Audit (LP35.1)record for each employee updated into or out of an employee group. The History Date will bestored as the effective date on any records created.

2 Run the report.




UseTo




Chapter 8: Setting up security

You can control access to data in Infor Human Capital Management applications in two ways.

• The environment controls the access a user has through the user's login. Company and processlevel security can be defined within the environment by defining a valid range of companies orprocess levels to be accessed.

• Infor Human Capital Management uses the user's record level security (setup in the environment)to secure employee records. Human Resources suite security provides further control to data itemswithin Infor Human Capital Management applications.

This chapter covers the procedures for defining HR Security. To define the environment security, seethe Lawson Administration: User Setup and Security.

Before you define HR security, you must setup your HR company structure and employees. See Settingup company structure on page 24 and Setting up employees on page 80.


These concepts provide background and conceptual information for the procedures within this chapter

Employee record securityEmployee record security restricts access to employee records. To secure employee records, HRsecurity uses the record level security assigned to a user login by the environment. Record level securityconsists of a one-digit security level and a ten-digit security location.

A user can be associated with more than one security level and security location combination.

Within the HR application, a security level and security location is assigned to the employee record.

When a user tries to access an employee record, the HR application compares the security code youhave assigned to the employee record to the user's record levels to determine if the user has accessto the record. The HR application performs two checks to ensure the user has access to the employeerecord:


Setting up security

• Check 1: The user's security location must match the security location on the employee recordexactly to have access to any of the fields on the employee record.

• Check 2: If the user's security location matches security location of the employee record, theapplication then checks the security level. The security level of the user's record level must beequal or less than the security level of the employee record for the user to have access to the fieldson the employee record.

For a user to have access to all locations, the record level security location established in the environmentmust be all asterisks (*). The user's security level is still checked against the security level of theemployee record for appropriate access.

Employee records can be assigned a Security Level of 9 and a Security Location of 9999999999 tobe open to all users. If you do not assign a security level or security location on the employee record,they default from the department, process level, or company (in that order).

Example

The following user profiles are set up in the environment:

User Name: Paul Jor-dan

Note: Paul has accessto HRPAY employeeswith a security level of6 or higher.

User Name: KelseyWavey

Note: Kelsey has ac-cess to HRPAY employ-ees with a security lev-el of 3 or higher.

User Name: GraceWhitby

Note: Grace has ac-cess to all employeesin HRPAY and HRBENbut limited access toemployees in INTL

User Name: JonathanStewartNote: Jonathan hasaccess to all employeerecords

Position: HRPAYSUPPosition: HRPAYMGRPosition: HRVP, ITNLPosition: PRES

Record Level Securi-ty:




Level: 6

Location: Ten charac-ter code for HRPAY

Level: 3

Location: Ten charac-ter code for HRPAY

Level: 1 Location:Ten character code forHRPAY

Level: 1,

Location: Ten charac-ter code for HRBEN

Level: 5,

Location: Ten charac-ter code for INTL

Level: 1

Location: *********

The following chart shows employee security codes and which of the users defined above can accessthem.

Reason usercannot access

Accessed bySecurity Loca-tion

Security LevelEmployee

AllTen digit code forHRPAY

71


Setting up security

Reason usercannot access

Accessed bySecurity Loca-tion

Security LevelEmployee

Paul's level ishigher than em-ployee #2.

Jonathan, Grace,and Kelsey

Ten digit code forHRPAY

32

Kelsey and Paul'slevels are higherthan employee #3

Jonathan andGrace

Ten digit code forHRPAY

23

Grace's level istoo high andKelsey and Paul'slocation do notmatch employee#4.

JonathanTen digit code forINTL

34

Grace, Kelsey,and Paul's loca-tions do notmatch.

JonathanTen digit code forFIN

95

Data Item SecurityWithin Infor Human Capital Management, you can secure the access to specific data items at the fieldlevel. This security is specific to the Infor Human Capital Management applications and does not accessthe environment security.

You assign each data item a one-digit security level of 0 to 9. If the data item has a security level of 0or 9, the data item is not secured.

Using User Data Item Security (HR09), you also assign the user's login a one-digit security level of0 to 9. This security level is specific to Infor Human Capital Management. In order to access the dataitem, a user must have an HR security level equal or lower than the security level of the data item.

If you do not assign the user a security level, the value defaults to 9 which is the lowest securityclearance.

Field level security is available for these types of data items.

• Employee, deduction, and application master data items as well as job code, and supervisor dataitems. Data items are secured for both inquiry and update functions.

• User field data items

• All topics and data items available to HR Writer


Setting up security

Example

The Rate of Pay data item is assigned a security level of 1.

Users are assigned the following security levels.

Security LevelUser ID

1Jonathan Stewart

1Grace Whitby

9Kelsey Wavey

9Paul Jordan

Kelsey Wavey and Paul Jordan do not have access to Rate of Pay data items because their securitylevel is higher than the security level of Rate of Pay.

Procedures in this chapterThe Human Resources suite provides two levels of security. One restricts access to employee records.The other restricts access to specific data items.

Defining employee record securityEmployee record security restricts access to employee records. This procedure explains how to assigna security level and location to an employee record, which defines who has access to the record.

For employee record security to be in effect, you must first set up user security in the environment. Formore information see the Lawson Administration Guide.

To define employee record security

1 Access Employee Security (HR12.1).2 Select the security levels and location for each employee.

Options for defining employee securityThe following options are available for defining employee record security.

Use:If you want to:

Employee (HR11.1)manually assign a security level and location toan employee


Setting up security


UseTo

Employee Security Listing (HR212)List employee security settings

Defining User Data Item Security levelsWithin Infor Human Capital Management, you can secure the access to specific data items at the fieldlevel. This procedure explains how to assign a security level to an employee, which determines thedata items that employee can access.

See Data Item Security on page 114.


For data item security to be in effect, you must assign security levels to data items. See Assigningattributes to data stored on employee records on page 90.

To define user data item security levels

1 Access User Data Item Security (HR09.1).2 Select User ID.

3 Type Security Level.


UseTo

User Data Item Security Listing (HR209)List user data item security levels


Setting up security

Chapter 9: Maintaining employees

After an employee record is created, you can change the information on the employee record and youcan audit changes to employee records.

Before you maintain employees, you must enter employee records into the Human Resourcesapplication. See Setting up employees on page 80.



Employee AuditThe Infor Lawson system makes it possible to record a multitude of employee information, which inturn, creates a large pool of information that needs to be maintained by an organization.

Infor Lawson provides several security measures to ensure that only the right people are able to viewand update employee information. In addition to these security restrictions, another option for increasinguser accountability is the tracking of changes made to employee records. An employee audit tracksthe changes made to employee records.

Use the Employee Audit Report to produce a listing of all data item changes made to fields designatedto be logged to history. This report logs changes made to the employee record and changes madethrough personnel actions.

The Employee Audit report includes the following information:

• Effective date

• The field that was changed

• The previous field value

• The new field value

• The date the change was made

• Who made the change


Maintaining employees

Procedures in this chapterAfter employee information is set up in the Human Resources application, you can change informationon the employee record. After changes are made to employee records, you can audit these changes.

Changing employee informationUse this procedure to change information on an employee record.

To change employee information

1 Access Employee (HR11).2 According to your needs, change appropriate employee information in any of the fields located on

this form.

Note: The Effective Date field is used as the benchmark for monitoring changes. This field createsthe baseline for logging history.

3 Enter the effective date of the change in the Effective Date field.

4 Update Employee (HR11).

You may be restricted from changing information in certain fields on Employee (HR11). If youselect Yes in the Update PA Action field on Data Item Attributes (HR10), you cannot change theinformation in that field using Employee (HR11). You must change the information using theappropriate Personnel Action within the Personnel Administration application.

Options for changing employee information

The following options are available for changing employee information.

UseIf you want to

Employee History Correction (HR54.1)Change employee information in history

Personnel Actions (PA52)Change employee information using a PersonnelAction

Position (PA02)Change position information that affects employ-ee information

Position Update (PA102)Change position information that affects employ-ee information IF the Update Emps, Reqs fieldon Position (PA02) is set to No

Auditing changes to employee informationUse this procedure to audit changes made to employee records.



To audit changes to employee information

1 Access Employee Audit Report (HR105)2 Select report parameters. Use the following guidelines to enter field values:

Report Option

Select whether the report includes all employees or specified employees only.

Date

Narrows down the report. Includes only the changes made during the specified date range.

History Errors

Select whether you want to exclude history errors, include history errors, or report only on historyerrors. History errors are created when incorrect information is saved and later corrected. Althoughthe information is now correct, the history file or error history file may contain a log of the error.

3 Run the report.



Chapter 10: Maintenance: Correspondence

Use this chapter to track requests for information, track requests for changes to information, and trackyour responses to these requests.

Before you maintain correspondence, you must define your HR company structure. See Setting upcompany structure on page 24.



Correspondence trackingThe correspondence tracking feature provided in the Human Resources application allows you tocomply with government privacy acts. When you track correspondence, you accumulate an electronic"paper trail" that documents the progression of each request for correspondence.

Information request trackingWhen you receive a request for information, you can track the type of information requested, who isrequesting the information, and how you choose to respond to the request.

Example

An applicant wishes to inquire about the status of her application. The following table illustrates howTwo Rivers Company documents her request:


Maintenance: Correspondence

CommunicationMethod

Data RequestedTypeRequester NbrRequesterType

TelephoneApplication Sta-tus

Applicant Correspon-dence

2575- SueJohnson

Applicant

Change request trackingWhen you receive a request to change information, you can track the type of change requested, whois requesting the change, and how you choose to respond to the request.

Example

A recently married employee wishes to change her last name. The following table illustrates how TwoRivers Company documents her request:

Communica-tion Method

ReasonChange Re-quested

TypeRequesterNbr

RequesterType

TelephoneRecentlyMarried

NameChange

Employee Correspon-dence

1870-NancySheldon

Employee

Procedures in this chapterYou can track requests for information and requests for changes to information.

Tracking an information requestTrack requests for information and your responses to these requests.

To track an information request

1 Access Correspondence Tracking (HR30.1)2 Enter Requester information using the following guidelines:

Requester Type

Select the type of person requesting the information.



Requester Nbr

Select the requester number if the Requester Type is an employee, applicant, COBRA participant,instructor. If the Requester Type is a dependent, select the employee. If the Requester Type isother, type a number to use to track the requester.

Dependent

Select the dependent if the Requester Type is a dependent.

3 Type the Requester's address on the Address tab.

4 Track information requests on the Request tab using the following guidelines:

Type

Select the type of information request. This categorizes the nature of the request.

Data Requested

Select the type of information requested.

Communication Method

Select the method you used to communicate the information to the requester.


UseTo

Correspondence Tracking Listing (HR230)View requests and responses

Tracking a change requestTrack requests for changes and your responses to these requests.

To track a change request

1 Access Correspondence Tracking (HR30.1)2 Select Requester information using the following guidelines:

Requester Type

Select the type of person requesting the information.

Requester Nbr

Select the requester number if the Requester Type is an employee, applicant, COBRA participant,instructor. If the Requester Type is a dependent, select the employee. If the Requester Type isother, type a number to use to track the requester.

Dependent

Select the dependent if the Requester Type is a dependent.



3 Enter the Requester's address on the Address tab.

4 Track change requests on the Change Request tab using the following guidelines:

Change Requested

Select the type of change requested.

Changed

Indicates if you made the change or not.

Reason

Indicates the reason why you did or did not make the change.

Communication Method

Select the method you used to communicate the information to the requester.


UseTo

Correspondence Tracking Listing (HR230)View requests and responses



Chapter 11: Maintenance: Year end information

When preparing for year end processing, you have the option of manually entering certain W-2 valuesdirectly into the employee record. Use this chapter to learn how to manually enter values on theemployee record. These values can also be entered using other Payroll processes to track and storeyear end information. For more information about tracking and storing year end information, see thePayroll Year End User Guide manual.

Follow the procedures in the Payroll Year End User Guide to perform the entire payroll year end process.This chapter only focuses on a small segment of the year end process.



How are year end fields used?Payroll year end reporting is a multi-step process that involves extensive preparation, uses severalPayroll forms, and provides many options to select from—all for the purpose of creating W-2 formsand magnetic media.

One step in the overall process involves setting up the required W-2 information. Most required yearend information is set up using the Payroll application; there are a few options that you can entermanually using the fields located on the employee record.

The information entered into the Year End fields is used for W-2 reporting specifically, and you run therisk of compromising your Year End reporting process if you use the Year End fields for any otherpurpose.

The Year End fields and their purposes are as follows:

Field PurposeYear End Field

Use this field to identify employees who have an employer-paid pen-sion plan for W-2 reporting.

Pension Plan


Maintenance: Year end information

Use this field to identify deceased employees for W-2 reporting.Deceased

Use this field to enter qualified business expenses for W-2 reporting.Business Expense

Use this field to enter non-taxable third-party sick pay for W-2 report-ing.

Non-Taxable Sick Pay

Use this field to enter qualified moving expenses for W-2 reporting.Qualified Moving Expens-es

Use this field to enter reportable insurance amounts for W-2 reporting.Reportable Insurance

How is year end information overridden?The Payroll system drives the Payroll Year End process. Use the employee record to manually enterinformation only if you do not use the Payroll application to enter the information. Any W-2 relatedinformation you enter using the Payroll application automatically overrides information entered manuallyon the employee record.

Example

If Sue Johnson accrues business expenses that need reporting on her W-2 form, you can enter thespecific amount in the Business Expense field on the Year End tab on the employee record. If you usedefine a Business Expense Pay Class on the W-2 parameters, any amounts you entered on theemployee record is overridden when you create W-2 forms or magnetic media.

Procedures in this chapterUse these procedures to manually enter W-2 values for year end reporting.

Identifying participants in a pension planIdentify participants in an employer paid pension plan if you want pension plan information to appearon an employee's W-2 form. Use this procedure if an employee does not have the following deductions:

• 401(k)

• 7701(j)

• 403(b)

• SIMPLE retirement account

• 408(k)(6)



If an employee does participate in one of the plans listed above, you do not need to identify theparticipation using Employee (HR11) because Payroll automatically checks Pension Plan in Box 15.

To identify participants in a pension plan

1 Access Employee (HR11).2 Select the Year End tab.

3 Select Yes in the Retirement Plan field to identify the employee as a pension plan participant.

Identifying deceased employeesUse this procedure to identify deceased employees for W-2 purposes. You perform this procedure ifan employee dies during a W-2 reporting year.

To identify deceased employees

1 Access Employee (HR11).2 Select the Personal tab.

3 Select Yes in the Deceased field to identify the employee as deceased.

Only identify employees as deceased for the year you run your W-2 forms. For example, if youcreate your 2000 W-2 forms in January 2001, do not flag the employees who passed away inJanuary 2001 as deceased until AFTER you run your 2000 W-2 forms.

Identifying qualified business expensesUse this procedure to manually enter an employee's business expenses. These expenses appear inBox 13 of your W-2 forms. Only use this procedure if you are not tracking qualified business expensesusing pay codes and pay classes. For more information, see the Payroll Year End Procedures Manual.

To enter qualified business expenses


3 Enter the business expense amount that the employee was reimbursed that exceeds the amounttreated as substantiated under IRS rules.

Caution: If you enter a business expense pay class onW-2 Parameters (PR27.1) , Payrolloverrides any information you enter manually on Employee (HR11).

Options for automatically entering qualified business expenses for employees

The following options are available for automatically entering qualified business expenses in Box 13of your W-2 forms.

Note: This procedure is automatic only if you have tracked this information for the entire year using apay code



UseTo

W-2 Parameters (PR27.1)Automatically report qualified business expenses

Identifying non-taxable third-party sick payUse this procedure to manually enter an employee's non-taxable third-party sick pay for W-2 reportingpurposes. This pay amount appear in Box 13 of your W-2 forms. Only use this procedure if you arenot tracking non-taxable third-party sick pay using pay codes and pay classes. For more information,see the Payroll Year End Procedures Manual.

To enter non-taxable third-party sick pay


3 Enter the amount of Non-Taxable Sick Pay the employee accrued for.

Caution: If you select a third-party sick pay class on W-2 Parameters (PR27.1), Payroll overridesany information you enter manually on Employee (HR11).

Options for automatically entering non-taxable third-party sick pay for employees

The following options are available for automatically entering non-taxable third-party sick pay amountin Box 13 of your W-2 forms.


UseTo

W-2 Parameters (PR27.1)Automatically report non-taxable third-party sickpays

Defining qualified moving expensesUse this procedure to manually enter an employee's qualified moving expenses for W-2 reportingpurposes. This pay amount appears in Box 13 of your W-2 forms. Only use this procedure if you arenot tracking qualified moving expenses using pay codes and pay classes. For more information, seethe Payroll Year End Procedures Manual.

To enter qualified moving expenses




3 Enter the amount of qualified moving expenses for the employee in the Qualified Moving Expensesfield.

Caution: If you select a moving expense pay class on W-2 Parameters (PR27.1), Payrolloverrides any information you enter manually on Employee (HR11).

Options for automatically entering qualified moving expenses

The following options are available for automatically entering qualified moving expenses in Box 13 ofyour W-2 forms.


UseTo

W-2 Parameters (PR27.1)Automatically report qualified moving expenses.

Identifying reportable insuranceUse this procedure to manually enter reportable insurance amounts for W-2 reporting. Only use thisprocedure if you are not tracking reportable insurance using pay codes and pay classes. For moreinformation, see the Payroll Year End Procedures Manual.

To enter reportable insurance


3 Enter the annual cost of employer-paid life insurance for coverage over $50,000 and dependantcoverage over $2,000 in the Reportable Insurance field.

Caution: If you select a GTL pay class on W-2 Parameters (PR27.1), Payroll overrides anyinformation you enter manually on Employee (HR11).

Options for automatically entering the cost of reportable insurance

The following options are available for automatically entering the cost of group term life insurance over$50,000 and dependent coverage over $2,000 in Box 13 of your W-2 forms.


UseTo

W-2 Parameters (PR27.1)Automatically report reportable insurance.



Chapter 12: Maintaining data purge

You can purge employee records, employee history, and specific data from employee records. Youmay want to purge data after your initial installation and tests. Overall, though, you rarely perform theseprocedures.

We recommend that you back up data following your MIS procedures before running any purgeprograms.



Data purgeA data purge is the process of permanently removing data.

You might want to purge data after you complete your installation and testing to remove any "garbage"data

– or –

to consolidate or reduce the amount of data

after you create a backup of historical data.

For example, the company wants to have immediate access (through drill around, queries, runningreports, and so on) to the current year's data plus the two previous years. You archive the data for theyears previous to the years you want to access and then purge the data from the production database.

Procedures in this chapterYou can purge employee records or purge data from employee records.


Maintaining data purge

Purging employee recordsThis procedure covers how to delete both pay history and employee history. To purge employee recordsyou must purge all

• employee pay history

• encumbrance data

• Benefits enrollment history

• Personnel Administration history and data

• Time Accrual history

• open manual payments

• adjustments

• one-time deductions

• log history

Then you must enter a termination date on the employee record of each employee to be purged.

Caution: Purging employee records permanently removes the employee from the system. If youmistakenly purge an employee, you can re-enter the employee, but you CANNOT retrieve history onthe employee.

To purge employee records

1 On Bank Account Reconciliation (PR85), reconcile open payments by bank account and paymentrange for employees to be purged. For more information see your Payroll Users Guide.

2 On Bank Account Reconciliation (PR85), send all reconciled payments to history. For moreinformation see your Infor Payroll User Guide.

3 Run History Purge (PR300) to purge payroll history. For more information see yourInfor PayrollUser Guide.

4 Run Benefit Purge (BN430) to purge employee benefit enrollment history. For more information,see the Infor Benefits Administration User Guide.

5 Run Salary Encumbrance Update (PA182) to purge encumbrance information. For moreinformation, see the Infor Personnel Administration User Guide.

6 Run Employee Plan Purge (TA310), purge employees from Time Management plans. For moreinformation, see the Time Accrual User Guide.

7 On Time Entry (PR35.1) or Batch Time Control (PR37.1), delete any batch status time recordsor time record batches for employees to be purged. For more information see your Payroll UsersGuide.

• Delete individual time records on PR35.1

• Delete batches on PR37.1

8 On Time Record Selection (PR38.1), bring future status time records to current for employeesto be purge. For more information see your Payroll Users Guide.

9 On Time Record Entry (PR36.1) or Error Processing (PR45.1), delete time records for employeesto be purged. For more information see your Payroll Users Guide.



• Delete current, error, or processed time records individually on PR36.1

• Delete current, error, or processed time records by process level on PR45.1

10 On One-Time Deduction (PR39.1), delete all future or current status one-time deductions foremployees to be purged. For more information see your Payroll Users Guide.

11 On Manual Payment (PR80.1), delete open manual payments for employees to be purged. Formore information see your Payroll Users Guide.

12 On Adjustment (PR82.1) delete open adjustments for employees to be purged.

13 Run Employee History Purge (PA125) to delete all personnel action history for employees to bepurged.

14 Run HR125 to delete all log history for employees to be purged.

Note: Use PA52.3 to set up a mass action to enter a termination on the records of all employeesto be purged. For more information, see your Personnel Administration Users Guide.

15 Type a date in the Termination Date field of Employee (HR11.1) for all employees to be purged.

16 Run Employee Purge (PA115) to purge employee records.


UseTo

Employee (HR11.1)Verify that employees have been purged

Employee Listing (HR211)List employees

Purging data from employee recordsThis procedure covers how to purge data for specific data items on employee records.

Caution: Purging data from employee records permanently removes the data. If you mistakenlypurge data from employee records, you must re-enter the data.

To purge data from employee records

1 Access Employee Audit Purge (HR125).2 Select the data items you wish to purge from employee records.

3 Run HR125.


UseTo

Employee (HR11.1)Verify that data has been removed from employeerecords

Employee Listing (HR211)List employees



Purging correspondence tracking dataThis procedure covers how to purge correspondence tracking data.

Caution: Purging data permanently removes the data. If you mistakenly purge data, you must re-enterthe data.

To correspondence tracking data

1 Access Correspondence Purge (HR130).2 Select the records you wish to purge using the following guidelines to enter field values:

Through Date

Type the request date of correspondence records you want purged. Correspondence records witha request date on or before the date you enter are purged when you select Yes in the Update fieldand then run Correspondence Purge (HR130).

Requester Type

Select whether the requester is an employee, applicant, COBRA participant, dependent, instructor,or other. When you select a requester type, the purge program will only purge requests made bythe requester type(s) you enter.

Request Type

Select the nature of the request. When you select a request type, the purge program will onlypurge the type(s) of requests you select.

Note: You must select at least one request type.

3 Run HR130.


UseTo

Correspondence Tracking (HR30.1)Verify that correspondence data has been re-moved

Correspondence Tracking Listing (HR230)List correspondence requests and responses



Chapter 13: Reporting overview

This chapter contains an overview of reporting options in Infor Human Capital Management. It alsoexplains some of the related tools that let you get more use out of Lawson reports and their data output.

Before you read this chapter, you must be familiar with the concepts and procedures in the Setup andMaintenance chapters.



Available reporting optionsSeveral options are available for reporting on data in Infor Human Capital Management as describedbelow.

Standard Reports

Standard reports are the reports delivered when Infor Human Capital Management is installed. Mostof them can be categorized into several types of standard reports:

• Listings of data, such as Supervisor Listing (HR207), which lists all supervisor codes defined onSupervisor (HR07.1)

• Update reports that are capable of updating data in the database, such as Action Update (PA100),which processes pending personnel actions to update employee information

• Purge reports, such as Benefit Purge (BN430), which purges current and/or historical employeebenefit records

• Conversion reports, such as Employee (HR511), which loads employee records into Infor basedon data from a non-Infor application

• Year end reports, such as Payroll Year End Close (PR999), which resets key payroll-relatedvariables for the coming year


Reporting overview

For more information on adding and submitting standard reports, refer to Getting Started with theDesktop Client or Getting Started with e-Console, depending on your choice of presentation layer.

After you examine the delivered standard reports (for data output, format of the output, parametersavailable to dictate the output, and so on), you may find that you want to write custom reports for specificneeds. Additional tools are available for this purpose. Each of these tools vary in features, functionality,and intended audience (ranging from users with little or no technical knowledge to programmers whomight be unfamiliar with the relevant business processes); one tool might not satisfy all reporting needs.

HR Writer

HR Writer is a product delivered as part of the HR application. Using several forms, you can createreports on employee data. You can use HR Writer to compile information that is not included on astandard report or is not presented in the format you need. HR Writer does not require any specialtechnical knowledge or skills but does require knowledge of Infor Human Capital Management and itsdata items. The next three chapters of this User Guide are devoted to using HR Writer.

Reports Designer

Reports Designer is a product in the Open Component Extension for JavaScript® toolkit. It is aweb-based product for querying Infor application data. The presentation vehicle is a Web browser,which provides a user-friendly interface. The Reports Designer does not require a high degree oftechnical skill, although an understanding of which data items are stored in which data files is helpfulfor mastering this tool. Users are able to include Drill Around features in the reports, export report data,e-mail output to others, and add presentation features like graphics, colors, fonts, and so on. It is alsosimple to publish these reports in The Information Office® for easy web access.

4GL

As a piece of the Advanced Development Workbench, 4GL is another cross-application tool for designingcustom reports, although it is suited to the more technical user. It requires some knowledge of theLawson database file structure, including files and fields in which the data is stored and the indexesand conditions by which it is retrieved. Composing reports with this tool requires some programmingbackground and knowledge of Lawson's proprietary COBOL-like code. Once created, a 4GL reporthas its own server form and can be accessed by Lawson users just as they would access (and process)a standard report form.

Third Party Tools

Several 3rd party reporting products are available to report on data stored in Lawson's database. Thesereporting tools usually require special middleware (such as an ODBC driver in some cases) to beresident on each client PC.


Reporting overview

CSV dataYou can use Lawson reports to generate data in CSV (comma-separated value; also known as commadelimited) format. CSV is a file format in which columns of data are separated by a comma. Theadvantage of producing report data in CSV format is flexibility. Data in CSV format can be read byseveral common desktop applications, such as spreadsheet, word processing, and other softwareproducts.

Example

You could generate a report of employee salary data. You could then open the CSV output of the reportin a spreadsheet software product to use the calculation, graphing, formatting, and other features ofthe spreadsheet software.

Example

You could generate a report of employee address information. You could then merge the CSV outputof the report into a word processing document to create mailing labels.

Recurring jobA recurring job is a process that lets you schedule reports to run on an automated basis.

Example

An organization processes a weekly payroll and enters time records every Monday. It might wantAction Update (PA100) to run every Sunday night to process any pending personnel actions with paychanges that would affect the payroll.

Procedures in this chapterThis chapter contains these procedures:

Define parameters for a report to process auto-matically on a regular schedule. See Recurringjob on page 135.

See Creating a recurring job on page 136.


Reporting overview

Creating a recurring jobDefine parameters for a report to process automatically on a regular schedule.

You must be in the Lawson (LID) to do this procedure.

To create a recurring job

1 Define the job by accessing the form of the report you want to schedule and add the job name andparameters.

2 Set up the recurring job definition by accessing the Recurring Job Definition Environment (on theForm Transfer window, enter recdef in the Form ID field, just as you would for HR11, BN31, andso on).

3 Complete the following fields.

Job Name

Enter the job name you just defined in the previous step (you can press F4 to select from a list ofall job names defined under your User Name).

Queue

Leave blank and let the value default in as you press Tab to move to the next field.

Freq

Enter how often you want it to run; options are every half hour, hour, daily, weekly, monthly, andannually.

Start Date

Enter the first date the job should start running automatically according to this schedule.

Stop Date

Enter the last date the job should run automatically according to this schedule.

Run Time

Enter the time of the day the job should run in military time (for example, 200 would be 2 AM, and1400 would be 2 PM).

Gr Tm (Grace Time)

If the job doesn't run when scheduled (maybe due to server down or other system problems),enter the number of hours you want the system to keep trying to run the job.

If Late

Enter an option if the job is unable to be run within the defined grace period. Your options are:

Hold—the application puts the automatic scheduled processing on hold until you manually processit again.

Next—the application runs the job again on the next scheduled date or time.

4 Display–only fields.

Next Run Date

Shows the next date the report is scheduled to run.


Reporting overview

Last Run Date

Shows the last date the report ran.

Note: To delete a recurring job, go to the Job Name field for the job and press F9. Then, pressEnter twice to save.

5 Press Enter twice to save.


Reporting overview

Chapter 14: HR Writer setup

Use HR Writer reports to compile information that is not included a standard Lawson report, or is notpresented in the format that you need. This chapter describes how to set up HR Writer. As part of thesetup process, you define authors and data item attributes. You can also establish security for dataitems HR Writer accesses.


The following concepts provide background and conceptual information for the procedures within thischapter.

AuthorAn author is a name you use to group report titles together. You must define an author to create anHR Writer report. Associating reports with an author lets you run the report with other reports definedfor the author. For example, you can define all monthly personnel reports under one author to run themas a group.

Example

Two Rivers Company has created generic author names to use when creating reports that anyonemight need to produce. They have defined the following authors where the reports are stored by function:

• PAYROLL (Payroll Reports)

• BENEFITS (Benefits Reports)

• PERSONNEL (Personnel Reports)

• TIME ACCRUL (Time Accrual Reports)

• MONTH END (Month End Reports)


HR Writer setup

Why should functional names, rather than employee names,be used for authors?It is recommended that you define authors by function or role (for example, Payroll, BenefitsAdministration, and so on) instead of by employee name, because copying existing reports from oneauthor to another is difficult.

Example of non-preferred method

John Smith works as a Benefits Specialist in the HR department and creates HR Writer reports foremployee benefits data under the author of JOHN. When John is promoted to another position, SueStewart takes over as Benefits Specialist and is set up with an author name of SUE. There is no easymethod to copy the reports created under JOHN to the new author code of SUE. Sue would need torecreate them under her author code since she needs the same reports.

Example of preferred method

John Smith works as a Benefits Specialist in the HR department and creates HR Writer reports foremployee benefits data under the author of BENEFITS. When John is promoted to another position,Sue Stewart takes over as Benefits Specialist and uses the same BENEFITS author to access thereports created by John, as well as to create any new reports on employee benefits.

Report typeThe report type determines the data that is available when you build the report. You must select areport type when you create an HR Writer report. The following report types are available:

• Employee

• History

• Applicant

You must associate each HR Writer with a single report type. Applicant data is only available if thePersonnel Administration application is installed.

Example

Mary Johnson decides to create a report listing direct deposit information for current employees. Sheuses HR Writer instead of the available standard listing so that she can include only the columns ofdata she needs. Because she needs current employee data, she selects the Employee Report Type.

John Smith wants to create a report review the year-to-date bonus payments for a specific employeegroup. Because he needs historical payment records, he selects the History Report Type.

Sue Stewart wants to fill an opening, so she wants to create a report to see references for applicantswith a certain rating and status combination. Because she wants to see applicant data, she selects theApplicant Report Type.


HR Writer setup

Detail topicDepending on the report type you select for a report, you can also select a detail topic to determinewhat data is available for the report. The following table shows what detail topics are available for thedifferent report types:

Applicant Report Type

Detail Topics

History Report Type

Detail Topics

Employee Report Type

Detail Topics

Certifications (CE)Attendance History (AH)Additional Contacts (AC)

Education (ED)Direct Payments (AP)Direct Deposit (AD)

Interviews (IV)Compensation History (CH)Alternate Pay Rates (AR)

Job Code (JC)DC/DB Accounts (CO)Automobile (AU)

Job History (JH)Defined Contributions (CD)Benefits (BN)

Military (MI)Monthly Deduction History (DH)Certifications (CE)

Requisition Costs (RC)Flex Amount Remaining (FR)Contracts (CN)

References (RF)Flex Amount (FX)Company Property (CP)

Requisition History (RH)Payroll GL Distributions (GL)Dependent Benefits (DB)

Relocation (RL)Employee History (HI)Deduction Master (DM)

Requisition Offers (RO)Payment Deductions (PD)Dependents (DP)

Job Requisitions (RQ)Payment Master (PM)Emergency Contact (EC)

Competencies (SK)Payment Wages (PW)Education (ED)

Quarterly Deductions (QD)Employee Positions (EP)

Quarterly Wages (QW)Grievance, Disciplinary Action(GA)

Spending Account Transactions(RS)

Grievance, Disciplinary Steps(GS)

Stock Option Grant (SG)Interviews (IV)

Salary History (SH)Prior Work History (JH)

Stock Option Exercise (SX)Medical (MD)

Time Accrual Detail (TD)Military (MI)

Time Accrual Summary (TS)Health, Safety Incident (OS)

Vesting History (VE)Requisition Costs (RC)

Weeks Worked (WK)Requisition History (RH)

Relocation (RL)

Requisition Offers (RO)


HR Writer setup

Applicant Report Type

Detail Topics

History Report Type

Detail Topics

Employee Report Type

Detail Topics

Job Requisitions (RQ)

Reviews (RV)

Competencies (SK)

Time Accrual (TA)

Tax Groups (TG)

Travel (TV)

Work State Reporting Info (WS)

Regardless of the Employee or History report topic you chose for a report, the following generic topicsare always available:

• Employee Master (E1)

• Pay Distribution (E2)

• Tax Information (E3)

• Work Information (E4)

• Personal Information (E5)

• Work Eligibility Information (E6)

• Benefits Information (E7)

• Address (E8)

• Employee Miscellaneous (EM)

• General Employee (GE)

• Job Code (JC)

• User Fields (UF)

The E1–E8 topics above contain fields from the folders on Employee (HR11.1). If you are building areport that includes data found under those generic topics, you do not need to select a detail topic.

Examples

In an earlier example, Mary Johnson was building a report on current employee direct deposit information.To get the data for such a report, she can select the Employee Report Type and the Direct DepositDetail Topic.

Terrence Phillip wants to write a report in HR Writer to get the current address and employee statusfor all active employees. Since those items are contained on Employee (HR11.1), a detail topic is notrequired to build the report. The desired data is found in the generic topics that are available for allreports.


HR Writer setup

Data itemsFor HR Writer, data items are the fields that you can include on a report. They are the columns of datathat you want to see in the report output. Each of the topics listed above (both the detail topics for eachreport type and the generic topics available for all reports) contain a specific set of data items. Thetopics serve the purpose of organizing the data items into logical groupings so that you can easily findand select the data items you want to include on a report. You can include up to 15 data items on asingle HR Writer report.

Data item attributesData item attributes determine whether a history record is created when changes are made to dataitems on Employee (HR11.1), Employee Deduction (PR14.1), Job Code (HR06.1), Supervisor(HR07.1), and Applicant (PA31.1).

Example

Two Rivers Company wants to make sure that if there is a change made to the Supervisor field on theEmployee (HR11.1) record, the change is documented in terms of who made the change, what thevalue was before the change, and what it was changed to. Therefore, they put an X in the History fieldfor the Supervisor data item on Data Item Attributes.

HR Writer securityYou can establish HR Writer security for the data items HR Writer accesses and assign a security levelfor each data item within a topic. The application compares the user's data item security level to thesecurity level assigned to the data item to determine the accessibility to that data item.

Example

At Two Rivers Company management has decided that information on the Payment Master topic shouldbe secured from all users of the Lawson applications except those people who are in the HR and PayrollDepartments. Therefore, they assigned a Security Level of 5 to those critical data items on the PaymentMaster topic and additionally assigned a Data Item Security Level of 5 or less to those individuals inthe HR and Payroll departments while other users of the system have been assigned a Data ItemSecurity Level of greater than 5.


HR Writer setup

Procedures in this chapterTo set up HR Writer, you must define at least one author.

An author is a name you use to group report titles together. You mustdefine an author to create an HR Writer report. See Defining an authoron page 143.

See Defining an author onpage 143.

Data item attributes are used to determine whether a history recordis created when changes are made to data items on Employee(HR11.1), Employee Deduction (PR14.1), Job Code (HR06.1),Supervisor (HR07.1), and Applicant (PA31.1). See Defining dataitem attributes on page 144.

See Defining data item at-tributes on page 144.

You can establish HR Writer security for the data items HR Writeraccesses and assign a security level for each data item within a topic.The user's data item security level is compared to the security levelassigned to the data item to determine the accessibility to that dataitem. See Establishing HR Writer security on page 144.

See Establishing HR Writersecurity on page 144.

Define an Author

Define Data ItemAttributes

Establish HRWriter Security

Defining an authorAn author is a name you use to group report titles together. You must define an author to create anHR Writer report. This procedure outlines the process for defining an author.

To define an author

1 Access Human Resource Writer Authors (HR60.1).2 Use the following guidelines to enter field values:

Action

Select A to add a new author. After an author has been defined, you can select C to change it orD to delete it.


HR Writer setup

Author

Type an author name. This is the name under which you create reports.

Description

Type a description that further defines the author.

Defining data item attributesData item attributes determine whether a history record is created when changes are made to dataitems on Employee (HR11.1), Employee Deduction (PR14.1), Job Code (HR06.1), Supervisor(HR07.1), and Applicant (PA31.1). This procedure outlines the process for defining data item attributes.

To define data item attributes

Follow the procedure in the Assigning Attributes to Data Stored on Employee Records section. SeeAssigning attributes to data stored on employee records on page 90.

Establishing HR Writer securityYou can establish HR Writer security for the data items HR Writer accesses and assign a security levelfor each data item within a topic. The application compares the user's data item security level to thesecurity level assigned to the data item to determine the accessibility to that data item. This procedureoutlines the process for establishing HR Writer security.

To establish HR Writer security

1 Access Human Resources Writer Data Item Security (HR68.1).2 Use the following guidelines to enter field values:

Topic

Select a topic to display the related data items in the Data Item fields. This lets you assign asecurity level to any or all data items for that topic.

Note: Topics E1–E8, EP, EG and DM are maintained on Data Item Attributes (HR10.1) becauseyou can assign attributes other than security level to the data items for those topics.

Mimic Company

For ease of entry, you can copy all the item security setup for one company to another company.Use an Add form action to select the company whose security level information you want to copyin this field.

Data Item

Select the data item you want to define security for.


HR Writer setup

Security Level

Type a value of 1–9 to define the security level for each data item; with 1 meaning the most securelevel and 9 meaning that the item is available to all users. See Setting up security on page 112.


HR Writer setup

Chapter 15: HR Writer reports

This chapter describes how to create reports in HR Writer. For HR Writer reports, you can use employeeand applicant information from the Human Resources, Personnel Administration, Payroll, BenefitsAdministration, Time and Attendance, Time Accrual, and Tips applications.

Create HR Writer reports to compile information that is not included on a standard Lawson report or isnot presented in the format that you need.

Stop. Before creating reports in HR Writer, you must complete HR Writer setup. See HR Writer setupon page 138.



Report titleThe first step in creating an HR Writer report is to give the report a title. Use the title, along with theauthor name, for inquiries and report requests.

What determines which data items can be included on onereport?The type of report and the detail topic you select determines which data items can be included on onereport. See Report type on page 139 and Data item attributes on page 142.


HR Writer reports

Available sorting optionsThe columns of data generated by the report can be sorted based on items included in the report andalso by items not included in the report. For example, you might create a report that does not includeProcess Level and Department in the columns of the report's output, but you could still define the sortingparameters so that the data is sorted primarily by an employee's process level and secondarily by thedepartment.

Population for a reportThe population for a report refers to the employees who are included in the report's output. It can bebased on a wide variety of criteria.

Data item detail criteriaWhen creating a report, you can optionally define criteria to determine the specific detail included inthe report output. For example, when using a detail topic with employee benefits enrollment data, youcan use data item detail criteria to include only the enrollments in a specific benefit plan in the output.

Procedures in this chapterThis chapter contains procedures for creating an HR Writer report.

The first step in creating an HR Writer report isto give the report a title on Human ResourcesWriter Title Creation (HR65.1). Use the title andthe author name, for inquiries and report re-quests. See Report title on page 146.

See Adding a report title on page 149.

Use Human Resources Writer Format ItemSelection (HR65.2) to select the column head-ings for the report. See What determines whichdata items can be included on one report? onpage 146.

See Identifying data items to be included in thereport on page 151.

Use Human Resources Writer Format ItemOrder (HR65.3) to organize the appearance orlayout of the report. Data items are displayed inthe order in which they are selected on HR WriterFormat Item Selection (HR65.2).

See Establishing the number and size of columnsof the report on page 152.


HR Writer reports

Use Human Resources Writer Print Order(HR65.4) to define the order in which the reportis sorted or totaled. These items can be complete-ly different from the items that are displayed asheadings on the report. See Available sortingoptions on page 147.

See Defining the sort order of the report on page153.

Use Human Resources Writer Population Se-lection (HR65.5) to select the employees includ-ed in the report. Use Human Resources WriterPopulation Criteria (HR65.6) to define the crite-ria to select employees based on the items select-ed on HR65.5. See Population for a report onpage 147.

See Defining the population of employees to beincluded in the report on page 154.

Use Human Resources Writer Detail Selection(HR65.7) to select items to use as criteria for se-lecting the data on the report. Then, use HumanResources Writer Detail Criteria (HR65.8) todefine the values for the criteria. See Data itemdetail criteria on page 147.

See Defining data item detail criteria on page 155.

Use Human Resources Writer Inquiry (HR70.1)to inquire on reports you create in HR Writer(HR65).

See Performing a Human Resource Writer inquiryon page 156.

Use Human Resources Writer Report Request(HR170) to generate reports created on HumanResources Writer (HR65). All employees or ap-plicants who meet the criteria you establish in HRWriter print on the report.

See Generating a Human Resource Writer reporton page 157.


HR Writer reports

Add a Report Title

Identify the DataItems for the

Report

- Optional -Define thePopulationSelection

- Optional -Define the Sort

Order

- Optional -Define the Detail

Selection

Inquire on theReport

Generate theReport

- Optional -Establish the

Number and Sizeof Columns

- Conditional -Establish the

Population Criteria

- Conditional -Establish theDetail Criteria

Adding a report titleThe first step in creating an HR Writer report is to give the report a title on Human Resource WriterTitle Creation (HR65.1). Use the title, along with the author name, is used for inquiries and reportrequests.


HR Writer reports

See Report title on page 146.

See Detail topic on page 140.

To add a report title

1 Access Human Resource Writer Title Creation (HR65.1).2 Use the following guidelines to enter field values:

Title

Type a report title to define the report. You must define a unique set of titles under each author.When you inquire, select a title associated with the author.

Type

Select a type to determine which topics are available for the report or inquiry.

Employee topics include all current employee information including deductions, benefits, companyproperty, and so on.

History topics relate to history data such as payroll payments, benefits compensation history, andlogfile data.

Applicant topics include all current applicant information.

Detail Line

Select whether to print multiple detail lines or a summary line.

If you select Summarized Line, only numeric non-date fields associated with the detail topic areavailable for selection on Human Resource Writer Format Item Selection (HR65.2) becauseonly numeric non-date fields can be summarized (totaled).

To include an alpha or date field as a print order under the selected detail topic, select M (MultipleLines).

You can still total (summarize) the numeric, non-date items by defining total options on HumanResource Writer Format Item Order (HR65.3) and on Human Resource Writer Print Order(HR65.4).

Note: Deduction Code and Payment Date are not available data items to print on the report if youselect the Summarized Line option because the values of these fields are not numeric non-datevalues.

The Summarized Line option is best used if you require the totals for a specific set of records, forexample, a total of all payments for a quarter.

Frequency

Select how to group report titles generated by Human Resource Writer Report Request (HR170).

For example, if you select Monthly in this field for several reports under the same author, you canthen select parameters on HR170 so that all of those reports can be generated by only submittingthe job once.

If you do not want to enter a frequency for routine processing of the report, use the default valueof On Demand.

Print File Name

You can type a unique print file name for each report. This is the name that appears in the PrintManager when you run Human Resource Writer Report Request (HR170).


HR Writer reports

If you leave this field blank, the application uses the first word or the first 10 characters of the titleas the print file name. Each report is listed separately in the output file.

Distribution Group

Select a distribution group to automatically transmit a report to individuals within a group whenyou run Human Resource Writer Report Request (HR170).

Note: If you select a distribution group, you cannot designate a printer in the Printer field.

Printer

Select the printer you want the report to print from.

Note: You cannot designate a printer if you select a group in the Distribution Group field.

Number of Copies

Type the number of copies desired. If you select a printer in the Printer field, the system prints onthe selected printer the number of copies defined.

Save Report

Select "Yes" if you want the system to automatically print the report and save a copy of the reportin the print manager. This is only a valid entry if you select a printer in the Printer field. Select "No"to automatically print the report without saving the report in the print manager.

Spreadsheet Name

If you want to create a CSV file, assign a name to the CSV file. See CSV data on page 135.

Identifying data items to be included in the reportUse Human Resource Writer Format Item Selection (HR65.2) to select the data items or fields thatwill be the column headings for the report.

To identify data items to be included in the report

1 Access Human Resource Writer Format Item Selection (HR65.2).Note: The top section of the screen displays the GE - General Employee topic. This topic containsthe data items or fields most commonly used in HR Writer reports. The bottom of the screen displaysthe data items or fields associated with the detail topic chosen on the previous form. After you haveselected the data items, they are displayed in the top portion of the form.


Topic

Select a topic to display the employee or applicant data items you can select for the report orinquiry you are defining.

The type assigned to the title on Human Resource Writer Title Creation (HR65.1) determineswhich topics are available.


HR Writer reports

If you select Summarized Line in the Detail Line field of HR65.1, only numeric non-date fieldsassociated with the detail topic selected are available. This is because the application cannotsummarize (total) an alpha or numeric date field.

If you select Multiple Lines in the Detail Line field in HR65.1, you can select from all fields associatedwith the selected detail topic.

Items to Select

You can select a maximum of 15 data items to include in the report or inquiry.

Establishing the number and size of columns of the reportUse Human Resource Writer Format Item Order (HR65.3) to organize the appearance or layout ofthe report. Data items display in the order in which you selected them on Human Resource WriterFormat Item Selection (HR65.2).

To establish the number and size of columns of the report

1 Access Human Resource Writer Format Item Order (HR65.3).2 Specify this information:

Col Nbr

Specify the column number in which you want the data item to appear on the report or inquiry.

Note: Specifying a 1 in this field next to a data item means that it will appear as the first column(from the left of the output). A 2 will place the data item's column second from the left, and so on.

Print Total

You can select to total any numeric, non-date item on the report. If you want the application tototal the data item, select the Print Total option.

Select Y (Yes) to total the column.

Select C (Count) for data items Employee or Applicant to provide a count of employees or applicantsincluded in the report. This is only valid if the data item is Employee or Applicant.

Select R (Repeat) to suppress data detail.

Length

Minimum and standard sizes are predefined for every data item in the data dictionary. If you type0 (zero) or leave the field blank, the standard size for the data item defaults.

You can reduce the size of a data item to fit more fields on the report. An attempt to reduce theitem length to less than the minimum length for the item results in the minimum length defaulting.As the length of each field is changed, the display of the item headings and the line length change.

Human Resource Writer Report Request (HR170) produces a report that allows up to 190characters per line; standard printers only support 132 characters per line.


HR Writer reports

As of Date

Specify a date in this field, to recreate the employee record (salary, department, and so on) as itwas on the date specified. If the hire date of an employee is after the "as of" date, the employeedoes not appear on the report.

Note: For this feature to work, the affected fields must be logged or entered through personnelactions.

Defining the sort order of the reportUse Human Resource Writer Print Order (HR65.4) to define the order in which the report is sortedor totaled. These items can be completely different from the items that actually appear or print asheadings on the report.

To define the sort order of the report

1 Access Human Resource Writer Print Order (HR65.4).2 Use the following guidelines to enter field values:

Note: Topics are limited to master topics, which are generally data from the folders of Employee(HR11.1) and Applicant (PA31), and the detail topic specified on Human Resource Writer TitleCreation (HR65.1).

Topic

Select a topic to display a list from which to select items to use for sorting and totaling. Thesemight differ from items selected on Human Resource Writer Format Item Selection (HR65.2).

Order

Data items you select for the print order are automatically numbered in the order you select them.To change the print order, change the numbers in the Order fields to the order desired. To removea data item from the sort order, remove the number.

For example, to print employees by location within process level, assign process level a value of1 and location a value of 2.

Total

For data items you selected to total on Human Resource Writer Format Item Order (HR65.3),select a total option. The total option you select determines the kind of total information printed,and whether or not the report prints detail and totals, or only totals. If you do not specify a totaloption, totals do not print on the report.

Select Y (Print Column Totals) to print detail with column totals.

The options of selecting S (Totals Only Suppress Detail) and Z (Averages Only Suppress Detail)are used for suppressing data detail. See Human Resource Writer tools on page 159.

Select A (Print Column Averages) to print the report in detail with column averages.

Select R (Record Count Only) to print only a record count of employees or applicants included inthe sort level.


HR Writer reports

You can select a total option for each print order. The report prints the item name and field valueassociated with the print order whenever the value changes.

Page Break Level

You can instruct the report to begin a new page at one of the print order levels defined. Type thenumber (from the Order field) of the print order level where you want the report to begin a newpage.

Items to Select

You can identify up to nine data items to use as sorting levels. By selecting different topics in theTopic field, you can select data items from multiple topics.

Once an item has been selected, complete the Order field for that item.

Defining the population of employees to be included in thereportDefining the employee population to include in the report output is a two-step process. First, use HumanResource Writer Population Selection (HR65.5) to define criteria for selecting the employee population.Then, use Human Resource Writer Population Criteria (HR65.6) to select the values for that criteria.Employees satisfying the values for the criteria will be included on the report.

To define the population of employees to be included in the report

1 Access Human Resource Writer Population Selection (HR65.5).Note: This report will include employees based on their status.


Topic

Select a topic to display data items available for defining the population of individuals you want toinclude in the report. Topics available for selection are determined by the report type defined forthe report in Human Resource Writer Title Creation (HR65.1).

Selected Items

This section shows items that have already been selected for use as criteria. To delete an item,clear the checkbox.

Items to Select

Select the data items you want to include in the selection criteria. You can select a maximum ofnine data items.

3 Access Human Resource Writer Population Criteria (HR65.6).Note: You can use a wild card (*) to select the records for the data item for alpha fields (not dateor numeric). When using a wild card, you must leave the ending value field blank.



HR Writer reports

Data Item

Type the application-assigned number of the data item appearing in the top portion of this formwhich you want to define criteria for.

Inc Exc

This field identifies whether the individuals meeting the selection criteria are included or excluded.

Item Group

If the population criteria for the report is based on multiple data items, assign an alpha or numericcharacter to associate the data item with an item group.

To be considered for the report, an employee must meet the selection criteria of every consecutivedata item with the same character. This is considered an "and" condition.

If the report is to include or exclude data items with different item group characters, an employeemust meet the criteria of the data items of one of the item groups to be eligible for the report. Thisis considered an "or" condition.

All data items with "blank" in the Item Group field are considered one item group.

If you are typing an Item Group for the criterion of Company Number, some unique rules apply.You cannot type an item group for Company Number because the application evaluates companynumber entries independently of all other criteria. Therefore, company number entries are alwaysconsidered "or" conditions.

Defining data item detail criteriaDefining the data item detail criteria to include in the report output is a two-step process. First, useHuman Resource Writer Detail Selection (HR65.7) to select items to use as criteria for selecting thedata included in the report. Then, use Human Resource Writer Detail Criteria (HR65.8) to select thevalues for that criteria. Using these forms is a valid option only if a detail topic has been selected onHR65.1.

To define the data item detail criteria

1 Access Human Resource Writer Detail Selection (HR65.7).2 Use the following guidelines to enter field values:

Selected Items

Items you selected as criteria for determining the data detail to include in the report output.

Items to Select

Items included in the detail topic you selected for the report on HR65.1 (if you did not select adetail topic, this section will be blank). To use an item as a criterion to determine the detail dataincluded in the report, select the item.

3 Access Human Resource Writer Detail Criteria (HR65.8).Note: You can use a wild card (*) on this form for alpha fields only (not date or numeric).


HR Writer reports

Note: Entering a date range in these fields or in HR70.1 or HR170, rather than under the detailcriteria, makes the report generation more efficient because the application does not have to readall records in the file to pick out the records to include.


Date

To select detail information that is date sensitive, type the beginning date of a date range. Youmust indicate a detail date range on this form or as a runtime parameter on Human ResourceWriter Report Request (HR170) or Human Resource Writer Inquiry (HR70.1) for employeehistory topics.

Suppress Individual

Select Yes to suppress the printing of individuals with no qualified detail information. If you selectYes, you must include at least one item from the detail topic selected on Human Resource WriterFormat Item Selection (HR65.2) on the report to determine whether or not to suppress printingthe individual.

Select No to print all individuals, even those individuals with no qualified information.

Select X to print only individuals for whom no detail is found. For example, you might use X to listall individuals for whom a deduction for union dues was not taken.

Data Item

Select the number from the list displayed at the top of the form to indicate the data item you wantto define criteria for.

Inc Exc

Select whether the value or range of values is included or excluded from the selection criteria.

Item Group

If the detail criteria for the report is based on multiple data items, assign an alpha or numericcharacter to associate the data item with an item group.

To be considered for the report, an employee must meet the selection criteria of every consecutivedata item with the same character. This is considered an "and" condition.

If the report is to include or exclude data items with different item group characters, an employeemust meet the criteria of the data items of one of the item groups to be eligible for the report. Thisis considered an "or" condition.

All data items with "blank" in the Item Group field are considered one item group.

Performing a Human Resource Writer inquiryUse Human Resource Writer Inquiry (HR70.1) to generate the output of a report on the screen. Youcan use this tool to ensure that the report is defined correctly and is producing the data output youneed. It can also be helpful if you want to review the data on the screen and do not care to print it out.

To perform a Human Resource Writer inquiry


HR Writer reports

1 Access Human Resource Writer Inquiry (HR70.1).Note: If you do not define a company in Human Resource Writer Population Selection (HR65.5),the Company field is required. If you define criteria in Human Resource Writer Title Creation, youcan use this form to further limit the display of employee or applicant information.

2 Use the following guidelines to enter field values;

Setup Criteria

Select whether to use the selection criteria defined on Human Resource Writer PopulationSelection (HR65.5) and/or Human Resource Writer Detail Selection (HR65.7).

Select Yes to use both the population selection criteria and detail selection criteria defined onHR65.5 and HR65.7.

Select No to use neither the population nor detail selection criteria defined on HR65.5 or HR65.7.

Select P to use only the population selection criteria defined on HR65.5

Select D to use only the detail selection criteria defined on HR65.7

As Of Date

To perform an inquiry "as of" a particular date, type the date. When you type a date in this field,the application recreates the employee record (salary, department, and so on) as it was on thedate entered. If the hire date of an employee is after the "as of" date, the employee does notappear on the report or inquiry. For this feature to work, the affected fields must be logged orentered through personnel actions.

Suppress Individual

Select whether or not to suppress printing an individual if no qualified detail information is foundfor that individual. The value you enter in this field overrides the value selected in the SuppressIndividual field on Human Resource Writer Detail Criteria (HR65.8).


Generating a Human Resource Writer reportUse Human Resource Writer Report Request (HR170) to generate the report on the screen. Its formhas the same format and utility of a typical standard report form.

To generate a Human Resource Writer report

1 Access Human Resource Writer Report Request (HR170).Note: Any information entered in theHuman Resource Writer Report Request (HR170) parametersoverrides selection criteria set up on Human Resource Writer Title Creation. When HR170 is runfor multiple reports, each report will have a separate print file name.



HR Writer reports

Suppress Individual

Select whether to suppress printing an individual if no qualified detail information is found for thatindividual. Entry in this field overrides the value defined in the Suppress Individual field on HumanResource Writer Detail Criteria (HR65.8).

Select Yes to suppress the employee or applicant if no qualified detail information is found.

Select No to indicate not to suppress the employee or applicant even if no qualified detail informationis found.

Select X (Exclude) to suppress the employee or applicant if no qualified detail information is found.For example, you might use X to list all individuals for whom a deduction for union dues was nottaken.

Spreadsheet

Select Yes if you want a CSV file to be created when you submit the report.

Note: If you entered a value in the Spreadsheet Name field on Human Resource Writer TitleCreation (HR65.1), the CSV file will be available in Print Manager with that file name. If no valuewas entered on HR65.1, the CSV file will be available in Print Manager with the file name ofSPREAD2.


HR Writer reports

Chapter 16: Human Resource Writer tools

This chapter describes various Human Resource Writer Title Creation features that you use to enhancethe content, presentation, and functionality of report data. It also shows how to update the title of anexisting report or copy its parameters to create a new similar report.

Before using this chapter, you must be familiar with the concepts and procedures in HR Writer setupon page 138 and HR Writer reports on page 146.



Compute statementA compute statement is an arithmetic equation that you can define to perform a calculation withinHuman Resource Writer reports and inquiries. A compute statement can have up to three factors andtwo operators.

• A factor is a column in the report, a particular item from a system-defined list, or a fixed numericvalue.

• Operators are add (+), subtract (-), multiply (*), and divide (/).

Compute statements are associated with HR Writer Authors, so they can be used in multiple reportsfor the same author.

Example

The Personnel Manager at Two Rivers Company wants to have a report listing the hourly rate of payfor all the active full-time salaried employees. Therefore, she will establish a compute statement totake the employee's rate of pay from Employee (HR11) and divide it by 2080 to come up with an hourlyrate of pay.


Human Resource Writer tools

Data items that can be countedIf a report includes columns of data for employee number or applicant number, you can define thereport to count the number of records in that column. Record counting is only functional when a reportis generated with HR170; it is not functional with the HR70.1 inquiry.

Available totaling optionsWhen columns of numeric values are included in a report, the values can be totaled for the entire reportor for subtotal levels. Also, you can design an HR Writer report to calculate averages of numeric valuecolumns included in the output. Totaling options are functional only when a report is generated withHR170; they are not functional with the HR70.1 inquiry.

How can historical amounts be summarized?When you use a detail topic in an HR Writer report, frequently a lot of history is examined for thespecified information. Rather than seeing each detail from the history, you can have the amountssummarized. Summarization of historical records is only functional when a report is generated withHR170; it is not functional with the HR70.1 inquiry.

Example

The Payroll Manager wants to create an HR Writer report that includes United Way deduction amountsfor all employees for the last six months. Rather than generating a report that lists each employee'sindividual deduction for each payroll in that period, he can design the report to include only thesummarized totals of each employee's historical records.

Procedures in this chapterThis chapter includes procedures you can use to optimize your use of Human Resource Writer.

A compute statement is an arithmetic equationyou define to perform a calculation within HumanResource Writer reports and inquiries. SeeCompute statement on page 159.

See Defining a compute statement on page 161.

After a compute statement has been defined, itcan be included in the report's columns. SeeCompute statement on page 159.

See Including a compute statement as a reportcolumn on page 162.



You can use these features to generate a countof employees or applicants included in a reportor totals of numeric values. See Available totalingoptions on page 160.

See Defining item counting and totaling functionson page 163.

After you create an Human Resource Writer re-port, you can generate CSV data by either usingthe Human Resource Writer inquiry tool or whenprocessing the report. Whichever method is used,the same CSV file of the report's data is created.See CSV data on page 135.

See Extracting data from Human Resource Writerreports in CSV format on page 163.

After a CSV data file is created, it resides in apath on the Lawson server. How you transfer theCSV data from the Lawson server to your com-puter depends on your platform. See CSV dataon page 135.

See Transferring CSV data from the Lawsonserver to your computer on page 165.

Use Human Resource Writer Title Update(HR64.1) to inquire on reports previously createdon Human Resource Writer (HR65). Titles canbe displayed, copied, and changed by the author.See Report title on page 146.

See Changing the title of an existing report onpage 166.

Use Human Resource Writer Title Update(HR64.1) is to inquire on reports previously creat-ed on Human Resource Writer (HR65). Titlescan be displayed, copied, and changed by theauthor. See Report title on page 146.

See Copying existing report parameters for cre-ation of a new report on page 167.

Defining a compute statementA compute statement is an arithmetic equation you can define to perform a calculation within HumanResource Writer reports and inquiries.

To define a compute statement

1 Access Human Resource Writer Compute Statement (HR67.1).Note: Compute statements that include data items from a detail topic can only be used in reportsthat use the same detail topic.

Note: Data items are displayed with their associated topic and item number.


Column Heading 2

You can type a second line of column heading.



Column

Each factor of the compute statement can be a report column number, a data item number, or aconstant value. Entry of a report column number indicates to the application that the value appearingin that column on the report is to be used in the computation.

For example, if the fifth column on the report is Pay Rate and you type 5 in the column field, theapplication uses the pay rate for the employee in the computation.

Item

Select the item for the factor in the compute statement. When you select the item, the topic andthe application-assigned number of the Data Item field are displayed. The data item you select inthis field will be used in the computation.

Value

The numeric value you type in this field is treated as a constant in the compute statement.

Operator 1

Select the mathematical operator you want the application to use on factors 1 and 2.

Operator 2

Select the mathematical operator you want the application to use on factors 2 and 3.

First Operator

If the compute statement includes two operators, select the value that indicates which to use firstif it makes a difference in the result.

Note: Use Human Resource Writer Format Item Order (HR65.3) to arrange the data items andcompute statements in the order you want on the report.

3 Create the report. See HR Writer reports on page 146.

4 Select the compute statement to be included on the report using HR Writer Format Item Selection(HR65.2). See Identifying data items to be included in the report on page 151.

Including a compute statement as a report columnOnce you define a compute statement, you can include it in the report's columns.

To include a compute statement as a report column

1 Follow the steps for the procedure in Identifying Data Items to be Included in the Report section.See Identifying data items to be included in the report on page 151.

2 In the topic field on Human Resource Writer Format Item Selection (HR65.2), select CM (forcompute statements) and inquire to see the data items for that topic. The data items will be thecompute statements defined in the preceding procedure.



Defining item counting and totaling functionsThe manner in which a Human Resource Writer report counts or totals data depends on how youcomplete the Print Total field on Human Resource Writer Format Item Order (HR65.3) and the Totalfield on Human Resource Writer Print Order (HR65.4).

To define item counting and totaling functions

1 To count the number of employees or applicants included in a report, the Employee or Applicantmust be included as data items in the report. Select C in the Print Total field on HR65.3 for theEmployee or Applicant data item. In the Total field on HR65.4, select Y for each sort level for whichyou want to see counts (the report will also show a count for the entire report); select R for eachsort level to get just a count of records with no detail.

2 To total a numeric value column in the report, select Y in the Print Total field on HR65.3 for thenumeric data item. In the Total field on HR65.4 for sort level(s), you have the following options:

• Select Y for column totals

• Select A for averages

• Select R for count of the number of records associated with a data item with detail suppressed

• Select S for column totals with detail suppressed

• Select Z for averages with detail suppressed

3 To summarize historical records, select R in the Print Total field on HR65.3 for all data items besidethe one to be summarized. Select Y in the Total field on HR65.4.

Example

In the following example, the Payroll Author has created a Deduction History report. Because the detailtopic PD (Payment Detail) was selected, each payment in history will be examined for the specifiedinformation. Rather than see each deduction amount in history for a date range, amounts can besummarized.

To summarize amounts, an "R" is entered for all data items except for "Deduction Amount" data itemwhich will have a "Y." The "R" will retain the data items to print when the detail is summarized. The "Y"will allow totals at the define sort/total levels established in Human Resource Writer Print Order(HR65.4).

Extracting data from Human Resource Writer reports in CSVformatAfter you create an HR Writer report, you can generate CSV data by either using the Human ResourceWriter inquiry tool or when processing the report. Whichever method is used, the same CSV file of thereport's data is created.



To extract data from Human Resource Writer reports in CSV formatusing the inquiry tool1 Access Human Resource Writer Inquiry (HR70.1).2 Enter the appropriate parameters for the report. Use the following guidelines to enter field values:

Suppress Individual

Select whether or not to suppress printing an individual record if no qualified detail information isfound for that individual. The value you enter in this field overrides the value selected in theSuppress Individual field on Human Resource Writer Detail Criteria (HR65.8).


Company

Select the company on which you want to inquire. The company you select in this field overridesa company defined on Human Resource Writer Population Selection (HR65.5).

Employee or Applicant

You can specify a range of employees or applicants to include in the inquiry.

3 Process the inquiry by choosing OK or pressing Enter. Human Resource Writer Inquiry Window(HR70.2) will appear and present the report's output.

4 Click CSV Export at the bottom of the form. Human Resource Writer Inquiry Window (HR70.3)will appear and list the headings of all columns included in the report. At this point, you can electto extract CSV data from all columns, or just for selected ones.

5 Process the extraction by choosing OK or pressing Enter. The message "Export Complete" willappear and the location of the file on the Lawson server will be displayed after the "File Is:" label.An example of the location message is "File Is: /apps/print/john/47344/1", where john is the username for the creator of the report, and 47344 is the number assigned by Lawson. This samplepath would indicate that the CSV data has been created as a file named "1" that resides in thepath "/apps/print/john/47344".

To extract data from Human Resource Writer reports in CSV formatwhen processing the report.1 Access Human Resource Writer Title Creation (HR65.1) and enter a value in the Spreadsheet

Name field for the report.

2 Access Human Resource Writer Report Request (HR170), which is used to generate HR Writerreports after they have been defined. In the Parameters section, select the report's title and ensurethe Spreadsheet field is set to Y.

3 Submit the report.

4 Access the Print Manager after the report is complete, and select the report's output file with theFile Name of the Spreadsheet Name value you entered on HR65.1 in step 1 above.

5 Drill around on that file to see the path name where the CSV output for the report has been placed.An example of a path created this way is /apps/print/john/hr170js/print1, where john is the user



name and hr170js is the name of the job submitted on HR170. The CSV file will reside in that pathon the server.

Transferring CSV data from the Lawson server to yourcomputerIf you are operating on a IBM i platform and know the mapping of the Lawson server to a shared drive,you can use Windows Explorer to copy the CSV file from the Lawson server to the IBM i hard drive.Alternatively, you could launch the spreadsheet program you have and use the File/Open action toopen the CSV data directly from the shared drive.

After you create a CSV data file, it resides in a path on the Lawson server. How you transfer the CSVdata from the Lawson server to your computer depends on the platform you work on.

To transfer CSV data from the Lawson server to your computer

1 If you are operating on a Windows/NT platform and know the mapping of the Lawson server to ashared drive, you can use Windows Explorer to copy the CSV file from the Lawson server to yourcomputer's hard drive. Alternatively, you could launch the spreadsheet program you have and usethe File/Open action to open the CSV data directly from the shared drive.

2 If you are operating on a UNIX platform, the CSV file must be copied from the Lawson server toyour hard drive so it can be accessed by a desktop software package. Three primary options areavailable for performing this file transfer.

Ptdownload Environment Form Option1 Access the ptdownload Environment form.

2 In the UNIX File Name field, enter the path of the file's location on the Lawson server (the filelocation being the path and the file name as one string).

3 In the PC File Name field, enter the desired destination (the drive, folders, and filename with .csvextension) on your hard drive, using double backslashes between folders.

4 Press Enter to process. The File Transfer window will appear, showing the progress and thencompletion of the transfer.

Command at UNIX Prompt Option1 At a UNIX prompt, type a command with the following syntax:

winptxfr -d serverfilename clientfilename

2 Press Enter to process. The File Transfer window will appear, showing the progress and thencompletion of the transfer.



Using a Third-Party FTP Software Program OptionThere are many software packages available for purchase or download from the Web that ease thetransfer of files between the Lawson server and your computer. These programs are designed specificallyfor performing such transfers in a user-friendly manner. If your job requires that you frequently extractLawson CSV data from Human Resource Writer or other reports and transfer it to your hard drive formanipulation, it is recommended that you use a tool of this nature.

ExampleYou operate on a UNIX platform and need to generate a report of Lawson employee pay history dataso that you can open it in a Microsoft® Excel spreadsheet to perform complex calculations and totalingfunctions. After you create and process a Human Resource Writer report to capture the data, you canextract the data in a CSV format. Lawson indicates that the CSV data is residing on the Lawson serverwith the path/file name of /apps/print/ted/33245/print1, and you want to copy it to the Lawson folderyou have on your drive C. Two options for completing this transfer are:

Option 1: Ptdownload Environment FormAccess the ptdownload Environment form and enter the parameters in the two fields.

Option 2: Command at UNIX PromptAlternatively, you could get to a UNIX prompt and type the following command:

-> winptxfr -d /apps/print/ted/33245/1 c:\\Lawson\\salaryhistory.csv

With either method, the CSV data from your Human Resource Writer report will reside with the filename of salaryhistory.csv in the Lawson folder on your drive C. Now you can use Excel to open thefile and use that program's features to manipulate, format, graph the data and so on.

Changing the title of an existing reportUse Human Resource Writer Title Update (HR64.1) to inquire on reports previously created onHuman Resource Writer (HR65). Titles can be displayed, copied, and changed by the entered author.

To change the title of an existing report

1 Access Human Resource Writer Title Update (HR64.1).2 Enter an Author name and choose Inquire.

3 Enter a line function code of C next to the report title you want to change in Title 1, and enter thenew title name in Title 2.



Copying existing report parameters for creation of a newreportUse Human Resource Writer Title Update (HR64.1) to inquire on reports previously created onHuman Resource Writer (HR65). Titles can be displayed, copied, and changed by the entered author.

To copy existing report parameters for creation of a new report

1 Access Human Resource Writer Title Update (HR64.1).2 Enter an "A" in the Line Function Code field. Then enter the new inquiry/report title in the Title 1

field and the title of the inquiry/report to be copied in the Title 2 field.



Chapter 17: Using Lawson Business Intelligence tocreate data marts

This chapter provides an overview of Lawson Business Intelligence. You use Lawson BusinessIntelligence products to create multidimensional databases and analyze the data in those databases.

Lawson Business IntelligenceLawson Business Intelligence is a product that joins applications and technology to provide you witha powerful reporting and analysis solution. The many calculations and other analytical features withinLawson Business Intelligence make it an excellent decisions solution for all roles within an organization.

Lawson Business Intelligence is made up of:

• the Analytic Architect (IA) application

• an Online Analytical Processing (OLAP) database

• the Scorecard reporting tool

Note: Your implementation might use some or all of the Lawson Business Intelligence components.

Analytic Architect

The Analytic Architect application is the backbone of Lawson Business Intelligence. Analytic Architectenables you to use data marts types to define, extract, transform, and load Lawson data from theLawson application database into the Hyperion Essbase OLAP Server or the Microsoft SQL ServerAnalysis Services. In addition to creating OLAP databases, Analytic Architect can create CSV or StarSchema output for use with a variety of reporting tools.

See the Analytic Architect User Guide.

OLAP database

Note: An OLAP database is also called a cube or data mart.

The data you extract with Analytic Architect is consolidated, summarized, and then transferred to anonline analytical processing (OLAP) database. You can use Hyperion Essbase or Microsoft SQL ServerAnalysis Services as your OLAP database.


Using Lawson Business Intelligence to create data marts

Scorecard

Scorecard is a Lawson-developed analytic tool that enables you to build different configurations of yourdata that is stored in an OLAP database. Scorecard enables you to view your business data, run what-ifscenarios, pivot data, create charts, drill down into the data, and use DrillAround© to access relateddata in the Lawson application.

See the Scorecard User Guide.

Compensation (CMP) data martThe Compensation data mart was designed for in-depth analysis of an organization's total cashcompensation in order to highlight pay equity issues as well as age, race, or gender-based discrimination.Within those basic business scenarios you have flexibility to determine which dimensions and measuresto include to facilitate proper analysis. The Compensation data mart provides complete analysis of totalcompensation within the Infor Payroll application. The information is extracted from the Payroll applicationand then transformed to give you the ability to see patterns and anomalies within your pay structure.

Types of analysis might include the following scenarios:

• Average compa ratio or average pay by gender, minority status, or age

• Average compensation by years in job (maturity curve)

• Average compa ratio or average pay by performance rating or years in job

• Base salary compared to external market salary by job class or department or location

• Average compa ratio by department (used during salary increase planning process)

• Position in range by job (salary grade range "zone" report)

You can define the dimensions for the Compensation data mart on Compensation Data Mart Setup(HC01.1).

The following dimensions are required for the Compensation data mart.

DescriptionDimension

Roll up reporting with Employee as the lowestlevel.

Employee

Cash compensation, Base Salary, User-definedcash compensation. Numbers and Market Salary.You can select more than one measure.

Measures

Time represents the Year and Period for analysis.Time




Note: You must specify either an HR Org or aGL Org.

An HR company and specific level of company(for example, the company level or company andprocess level or company, process level and de-partment).

HR Org


A company, specific level of company, or a groupof companies (two optional views).

GL Org

Headcount and Turnover (HDT) data martThe Headcount and Turnover Data Mart provides analysis of turnover.

You can define the dimensions for the Headcount and Turnover Data Mart on Headcount - TurnoverData Mart Setup (HC02.1).

The following dimensions are required for the Headcount and Turnover Data Mart.


Roll up reporting with Employee as the lowestlevel.

Employee

Headcount category and turnover category.Measures

Time represents the Year and Period for analysis.Time


An HR company or specific level of company (forexample, the company level or company andprocess level or company, process level and de-partment).

HR Org


A company, specific level of company, or a groupof companies (two optional views).

GL Org



Chapter 18: Interfacing data

This chapter provides an overview of the Interface programs and processes in HRM. If you interfacedata between HRM and any other system, review this chapter for setup steps and interface programinformation.

System of Record choiceIf you interface data between Infor HRM and Talent Management (TM), or other third-party system,review the following information and complete any necessary steps to finish the interface setup in InforHRM. If TM is your system of record, also refer to Infor Talent Management Interface Guide for additionalsetup steps.

What is System of Record

• The source of employee data identified as the core human resources record.

• The primary point of data entry for the creation and maintenance of the core employee information.

• Data will be passed from the System of Record to other systems that require particular employeeinformation.

Please refer to the Infor Talent Management Interface Guide for additional information about the Systemof Record choice in TM.


Interfacing data

Using HRM when Infor Talent Management is Systemof Record

When Talent Management is your System of Record (SOR), the data needed for HRM functions areinterfaced from TM. Data is interfaced to set up and maintain employees as well as the jobs, positionsand supervisors to support those employee records. HRM functions such as Payroll and AbsenceManagement can then be performed.

A delivered Process Automation flow delivers the data to HRM. See the Infor Talent ManagementInterface Guide for details.

These concepts and procedures show how to the interface works when LTM is the System of Record.


Interfacing data

Talent Management as system of record chart

Interface setup steps when Talent Management is the systemof recordLT10.1 Interface Data Items

You may not want to update all of the data that is sent from Talent Management (TM). Perhaps youhave data that you don’t want overwritten by an interface update. Perhaps there are interface fieldsyou never use. HRM Interface Data Items (LT10.1) allows you to select if certain data items should beupdated.

The data items available for selection are deemed not critical for interface processing, so it will be asubset of the complete list of interface fields.

If the data item is checked, the interfaced data will be processed. If the data item is unchecked, theinterfaced data will be ignored.


Interfacing data

LT10.1 Setup1 In Infor HRM, access HRM Interface Data Items (LT10.1).2 Select a Company and Topic (Employee, Position, or Job Code). A list of valid field names displays.

3 Use the Update Interface field to select all items you want processed. If the data item is unchecked,the interfaced data will be ignored.

HRM Receiver Update

There are currently two HRM Receiver Update programs: LT101 and LT111.

Note: HRM Interface Data Item Listing (LT210) will produce a listing of the Data Items in LT10.1.This listing can be used to audit the Data Item selection.

LT101 and LT1111 LT101 was the first receiver update program and processes full LT11 interface records at all times,

whether the data coming from TM is new or changed. This program may be archived in a futurerelease.

2 LT111 became available later to ease the processing of future effective-dated records. LT111 canprocess full LT11 interface records for new data and also the partial change-only records viewableon LT11/LT22.

Use this procedure to setup the batch program that will update HRM with data from TM or otherthird party system:

Either LT101 OR LT111 can be used, depending on processing needs. Which HRM ReceiverUpdate program you use is also dependent upon your GHR and Landmark version. See InforTalent Management Interface Guide.

To setup the HRM receiver program1 In Infor HRM, access HRM Receiver Update (LT101) or (LT111).

2 On the Main tab, select the interface program options.

Report Selection

Select a reporting option.

• 1 (All) will process in date/time order entry from TM by job code, supervisor code, positioncode, employee, and then applicant.

• 2 (Employee) will process in date/time order entry from TM by employee number.

• 3 (Position) will process in date/time order entry from TM by position code.

• 4 (Job Code) will process in date/time order entry from TM by job code.

• 5 (Supervisor) will process in date/time order entry from TM by supervisor code.

• Option 6 (Applicant) should only be selected if HRM (and not TM) is the system of record foremployee data. See "System of Record Choice" for more information on such as configuration.


Interfacing data

• 7 (Comparison Report) compares unprocessed interface records, looking for updates thatmay be processed out of order from when LT101 was not run through a Current date orprocessing records out of date/time order. Update option must be Report only and it will notupdate interface records. (Available with LT101 only)

Current

Select 1 (Yes) to include records through the current system date. Select 2 (No) to use anothertime through which to include interface records. If you select 2, you must also enter a ThroughDate.

Through Date

If you selected 2 (No) in Current, enter the date through which you want to process records.

Update

Select 1 (Report Only) to create a report of the records that would be updated without actuallyupdating the data. Select 2 (Update) to run the program and update the HRM database with theTM data.

Error Processing Option

Select the appropriate error processing option. Select 1 (Bypass Errors) to skip any interfacerecords that have errors. These records are not imported. Select 2 (Include Errors) to import allrecords, including those that have errors. Select 3 (Delete Errors) to skip any interface recordsthat have errors, and delete those records from the import files.

Process Unmatched Resends

Select how to handle resend records during processing:

• If you select 1 - Do Not Process, and an unmatched resend record is found, it will not beprocessed and the status on LT11.1 will be set to 7 (skipped).

• If you select 2 - Process, and an unmatched resend record is found, the HRM Receiver Updateprogram will attempt to process the record like any other record. If errors are encountered,the normal error processing will occur.

Resend records are created in Talent Management for future effective-dated additions or changes.These interface records are created on the day the change is in effect, regardless of when thechange was entered. Those future resend records become additional interface records that theHRM Receiver Update program will process, along with the original interface record created bythe change. Resend records can be processed along with the original interface record, or theycan be processed during a separate HRM Receiver Update program.

3 On the Defaults tab, select the appropriate options.

Update Benefits

Select 2 (Yes) to update Benefits with the information imported from TM. The default is 1 (No).


Select 2 (Yes) to update Absence Management with the information imported from TM. The defaultis 1 (No).


Interfacing data

Update Required Deductions

Select 2 (Yes) to update an employee's deductions with the information imported from TM. Thedefault is 1 (No). If you select 2 (Yes), enter dates for Old Deduction End Date and the NewDeduction Begin Date.

4 Use the remaining tabs to narrow the included transactions as needed. You can specify employeeactions or numbers, position codes, job codes, or supervisor codes.

Note: The Applicant tab should only be used if HRM (and not TM) is the system of record foremployee data. See System of Record Choice in this chapter for more information.

5 Submit or schedule the batch job as appropriate for your company.

Programs and processes when TM is the system of recordView and edit Employee data that was interfaced from Tal-ent Management or other third-party system. This is employ-ee data that will be updated to the Employee (HR11.1).

LT11.1 - HRM Employee Interface

View and edit Position data that was interfaced from TalentManagement or other third-party system. This is positiondata that will be updated to the Position (PA02).

LT11.2 - HRM Position Interface

View and edit Job Code data that was interfaced from TalentManagement or other third-party system. This is job codedata that will be updated to Job Code (HR06.1).

LT11.3 - HRM Job Code Interface

View and edit Supervisor code data that was interfacedfrom Talent Management or other third-party system. Thisis supervisor code data that will be updated to Supervisor(HR07.1).

LT11.4 - HRM Supervisor Interface

View and edit Employee User Field data that was interfacedfrom Talent Management or other third-party system. Thisis user field data that will be updated to the User Flds Tabon Employee (HR11.1).

LT11.5 - HRM User Field Interface

View and edit position level data that was interfaced fromTalent Management or other third-party system. This Posi-tion level and work assignment data is used to determinethe position that is on the Employee (HR11.1) as well asany additional positions on Multiple Positions and Jobs(PA13.1). .

LT11.6 - HRM PosLevel/Work Assign-ment Mapping

View and edit Position User Field data associated with aInterface position which was interfaced from Talent Manage-ment or other third-party system. This user field data is up-dated on the Position (PA02.1) and accessed through theUser Fields button on PA02.1.

LT11.7 - HRM Position User Field Inter-face


Interfacing data

View changed Employee data that was interfaced fromTalent Management or other third-party system. The com-plete interface record can be seen in LT11.1. Only the fieldswhere the values changed are visible on LT22.1. This isemployee data that will be updated to the Employee(HR11.1).


HRM Receiver Error View (LT01) shows records that wereimported from TM (or third-party system) but encounterederrors when attempting to update HRM. You can filter theview by specific employee, applicant, position code, jobcode, or supervisor code, or select a transaction type (em-ployee, position code, job code, or supervisor code) to seeall records with errors for the transaction type.

LT01 - View error records

Batch Processing

Load Employee interface HRPOSRCVR (LT11.1) records.LT511 - Batch Load Interface LT11EMP

Load Position interface HRPOSRCVR (LT11.2) records.LT512 - Batch Load Interface LT11POS

Load Job Code interface HRJOBRCVR (LT11.3) records.LT513 - Batch Load Interface LT11JOB

Load Supervisor interface HRSUPRCVR (LT11.4) records.LT514 - Batch Load Interface LT11SUP

Auditing

LT213 provides a means to audit employee data betweenTM and HRM. The program reads employee position dataand creates a CSV file. TM creates a similar file of employeedata. TM then pulls the HRM CSV and, along with the TMCSV, a comparison script is run. If discrepancies are found,they are listed on a printout.

See "Using the auditing utility to compare Talent Manage-ment and HRM data" in Chapter 2 of the Infor Talent Man-agement Interface Guide.

LT213 - Employee Position Export

Used to delete files that are used in the GHR to HRM inter-face process. If the file does not delete, you do not havepermission to delete the selected file.

PR90 - Clear Failed File Interface Files

Historical


Interfacing data

View and edit Employee interface records that are movedto a History status. Changing that status can be donemanually or by using HRM RCVR History Change, Delete(LT103). Records in Historical status can be manuallyedited to move them back to an Unprocessed status if theyneed to be processed or they can be Deleted. These arerecords that were originally interfaced to HRM by LT11.1,LT12.1 or LT28.1.

LT13.1 - HRM Employee InterfaceHistory

LT13.2 - HRM Position Interface Histo-ry

LT13.3 - HRM Job Code InterfaceHistory

LT13.4 - HRM Supervisor InterfaceHistory

LT13.5 - HRM User Field InterfaceHistory

LT13.6 - HRM Ethnicity Interface Histo-ry

LT13.7 - HRM Pos UserFld InterfaceHistory

LT13.8 - HRM Dual Name InterfaceHistory

LT103 provides a means to change the status of LT11 inter-face records to Historical or to delete the records entirely.A CSV option is also provided for editing and backup pur-poses.

LT103 - HRM RCVR History Change,Delete

Using HRM when HRM is the System of Record

When HRM is your System of Record, this graphic shows what data flows from TM to HRM. Not alldata is interfaced to HRM. Only data from Talent Acquisition processes is brought over to HRM:

• Applicants entered in TA

• Hire or Rehire actions in TA

• Promotion actions for Internal Candidates


Interfacing data

• Transfer actions of Internal Candidates

When HRM is your System of Record, data also gets interfaced back to TM. This graphic shows whatdata flows back:

A delivered Process Automation flow delivers the data to HRM. See the Infor Talent ManagementInterface Guide for details.

These concepts and procedures show how to interface when HRM is the System of Record.


Interfacing data

HRM as system of record chart

Interface setup steps when HRM is the system of recordHR50.1 Interface Ruless


Interfacing data

When HRM is your System of Record, you will need to establish Rules for interfacing data to TalentManagement or other third-party system.

HR50 is the indicator that HRM is the System of Record. HRM Interface Update (LT101 or LT111) lookfor this record to determine what type of updating is needed. Also, this setup determines what data iscaptured during normal HR processing and made available for interfacing back to TM.

HRM Receiver Update

Use the HRM Receiver Update program to process interface records. Use this procedure to set up thebatch program that will update HRM with data from TM or other third party system.

1 In Infor HRM, access HRM Receiver Update.

2 On the Main tab, select the interface program options:

Report Selection

Select Reporting Option 6 (Applicant).

Current

Select 1 (Yes) to include records through the current system date.

Select 2 (No) to use another time through which to include interface records. If you select 2, youmust specify a Through Date.

Through Date

If you selected 2 (No) in Current, specify the date through which to process records.

Update

Select 1 (Report Only) to create a report of the records without actually updating the data.

Select 2 (Update) to run the program and update the HRM database with the TM data.

Error Processing Option

Select the appropriate error processing option.

• Select 1 (Bypass Errors) to skip any interface records that have errors. These records are notimported.

• Select 2 (Include Errors) to import all records, including those that have errors.

• Select 3 (Delete Errors) to skip any interface records that have errors, and delete those recordsfrom the import files.

3 Additional Tabs. Use the default values for all the fields default in these tabs:

• Defaults

• Employee

• Position

• Job Code

• Supervisor

4 Submit or schedule the batch job.


Interfacing data

Programs and processes when HRM is the system of recordView and edit Employee, Position, Job Code, Supervisorand User field data that was interfaced from Talent Manage-ment or other third-party system. This will contain data forApplicants or internal candidate transfers and promotions.


LT11.2 - HRM Position Interface

LT11.3 - HRM Job Code Interface

LT11.4 - HRM Supervisor Interface

LT11.5 - HRM User Field Interface

LT11.7 - HRM Position User Field Inter-face

When HRM is the System of Record, the ethnicity informa-tion will be interfaced from TM along with the rest of theapplicant data. When LT101 creates the Applicant recordin PA31, this Ethnicity data will be updated to PA28 Appli-cant Ethnicity.

LT28.1 - HRM Ethnicity Interface

Contains data captured during normal processing.HR51

View Employee interface records which were created basedon the parameters established in HR50.1

HR51.2 - Employee Interface Data

View Position interface records which were created basedon the parameters established in HR50.1

HR51.3 - Position Interface Data

View Job Code interface records which were created basedon the parameters established in HR50.1.

HR51.4 - Job Code Interface Data

View Supervisor interface records which were created basedon the parameters established in HR50.1

HR51.5 - Supervisor Interface Data

View Employee Position interface records which were cre-ated based on the parameters established in HR50.1

HR51.6 – Employee Position InterfaceData

View Employee Status interface records which were createdbased on the parameters established in HR50.1

HR51.7 - Employee Status Mapping

Initial Interface Load when HRM is the system of recordHR951 Initial Interface Load

HR951 Initial Interface Load provides the data that can be used as an initial load in LTM. This programwill primarily serve a one-time purpose. After the initial load, it could be used for loading data from anacquisition or perhaps the plan is to load business units on a staggered basis.

It will create data based on the parameters settings on HR50.1 Interface Rules.


Interfacing data

Additional interface programs

Dual Name Receiver (LT12)Dual Name Receiver (LT12.1) contains alternate name data when the client wants to store the Employeename information in more than one language. This interface data will be updated along with LT11.1data when the LT101 or LT111 update program is run.

HRM interface to WFMWhen HRM clients also have the Workforce Management (WFM) application, they must interface datafrom HRM to WFM and interface data back for payroll processing. The Initial Interface Load program(HR951) is used to load WFM data. CSV files are created that contain the data used to load Employees,Jobs, and Teams in Workbrain. HR951 can also be used to periodically refresh data.

Job data for WFM can be comprised of HRM Jobs or Positions. Clients can make this choice on theInterface Rules program (HR50). WFM will interface data back to HRM so payroll processing can beperformed. This data is returned in a CSV file that can be processed by the Time Record InterfaceCSV program (PR530).


Interfacing data

Interface Rules (HR50)Initial setup is needed for WFM interfacing. The data which will be interfaced to WFM Jobs is basedon the Interface Rules setup in the HR50 program. On the Workforce Management tab, you can selectif you will be interfacing to WFM and if you choose Jobs or Positions to become the Jobs in WFM.

Initial Interface Load (HR951)This program will automatically create three CSV files; one each for Employees, Jobs and Teams. Tocreate the interface data, select the Process Option of "3 – Create WFM" and the Output Type of "1 –CSV File". The Job data will contain HRM jobs or positions be based on the HR50 setup.


Interfacing data

Workforce Management Extract (HR751)This program creates a CSV file for Employees. This file contains the changes and additions capturedduring normal HRM processing.

Layouts for CSV files

WFM Employee Data Element Import – CSV File Layout for Employee Data

Fields sent for non-primary employee positions are marked with an asterisk (*). Some fields will besent as null. At some future point, those fields may contain data, or a client could populate them ifdesired.

CSV File is WFMEMPCSV

ExamplesCSV HeaderHRM FieldWB FieldCol

BW QCBWCALC-GROUPPAY-PLANCalcgrp_NameA/1

NullDEFFAULT-TIMESHEET

De-fault_Timesheet

B/2

10.0000123456789.1234

EMP-BASE-RATE

PAY-RATEEmp_Base_RateC/3

01/25/1989EMP-BIRTH-DATE

BIRTHDATEEmp_Birth_DateD/4

NullDEF-MINUTES-RETAIL-AVAIL

Emp_Def_Min-utes & Emp_Re-tail_Avail

E/5

SamanthaFIRST-NAMEFIRST-NAMEEmp_Firstname *F/6

NullFULLTIMEEMP-FTE-TOTALEmp_FulltimeG/7

12/15/2004HIRE-DATEDATE-HIREDEmp_Hire_DateH/8

ANALYSTJOBPOSITION or Jobbased on parms

Emp_Job *I/9

LAST-NAMELTD-LAST-NAMEEmp_Lastname *J/10

3004012345678

0001000002355

COMPANY-EMP-NUMBER

LTD-COMPANY

LTD-EMPLOYEE

Emp_Name *K/11

02/04/2012SENIORITY-DATE

SENIORITY-DTEmp_Seniori-ty_Date

L/12

3004012345678

0001000002355

SINLTD-COMPANY

LTD-EMPLOYEE

Emp_SINM/13


Interfacing data

ExamplesCSV HeaderHRM FieldWB FieldCol

A

I – if terminating

STATUSEMP-STATUSEmp_Status*N/14

10/25/2012TERMINATION-DATE

TERM-DATEEmp_Termina-tion_Date

O/15

NullBADGE-NUM-BER

Empb-dg_Badge_Num-ber &Wbu_Badge_Num-ber

P/16

MANAGERHIERARCHYSUPERVISOR-CD

Empt_HierarchyQ/17

03/15/2012OVR-END-DATEPEP-END-DATEOvr_End_Date *R/18

04/16/2001OVR-START-DATE

PEP-EFFECT-DATE

Ovr_Start_Date *S/19

PAYGRP-NAMEWORK-SCHED-ULE

Paygrp_NameT/20

WFM Job Import – Job or Position CSV Layout

Data will come from the JOBCODE or PAPOSITION table, based on the option in HR50.

If HR50 WFM parameter = Positions: We will send Positions with statuses of Active and Temporary.

If HR50 WFM parameter = Jobs: We will send Jobs with status of Active.

CSV File is WFMJOBCSV

NotesField SizeHRM FieldWB FieldCol

Required - Typeof record

J - Job record

R - Rate record

Varchar2 1Default to 'J'Type*A/1

Required - Jobname

Varchar2 40JBC-JOB-CODE

POS-POSITION

Job_Name*B/2

DescriptionVarchar2 40JBC-DESCRIP-TION

POS-DESCRIP-TION

Job_DescC/3


Interfacing data

NotesField SizeHRM FieldWB FieldCol

Required – Jobstart date – de-fault 19000101

Varchar2

yyyymmdd

JBC-EFFECTIVE-DATE

POS-EFFECT-DATE

Job_Start_Date**D/4

Required – Jobend date – default30000101 if Job.Use End date ifPosition has valuein field, otherwisedefault.

Varchar2

yyyymmdd

POS-END-DATEor default if blank

Job_End_Date*E/5

WFM Team Import – Supervisor Structure CSV Layout

Supervisor data will be used for interfacing to the WFM Team. CSV File is WFMSUPCSV.

NotesExamplesField SizeHRMField/File

WB FieldCol

Required –Team hashstring format:Two tildes (~)at the begin-ning meanthere’s no par-ent Supervi-sor.

~~<HSU-CODE>(When no val-ue in HSU-SU-PER-RPTS-TO)

~<HSU-SU-PER-RPTS-TO>~<HSU-CODE>

~~CEO

~MANAGER~SUPERVISOR

Varchar2 1000HRSUPER fileHSU-CODEHSU-SUPER-RPTS-TO

Wbt_String*A/1

Required –Team action –Only acceptsADD orDELETE.

ADDVarchar2 40Add forHR951

Wbt_Action*B/2


Interfacing data

CSV File Layout for PR530 (PRTRCSV) – WFM Payroll Extract

Following is the current file layout for Workbrain which will be used to populate the PRTRCSV file. Thiscsv file can then be updated by PR530 to create time records.

NotesExamplesField SizeHRM CSVField

WB FieldCol

Required3004

0001

N 4COMPANYExtract fromEmp_Name.Positions 1-4.

A

Required ifclient is notusing auto-batch number-ing or thePR530 param-eter to assign.– for now, itcan be config-ured to a sin-gle batch num-ber

12N6BATCH-NBRB

Required245784512

000025138

N 9EMPLOYEEExtract fromEmp_Name.Positions 5-13.

C

Required –client mappingneeded forTimeCodes/PayCodes

REG

BON3

A 4PAY-CODETime_Code**D

Required.Convert tohours format

40.00S 7.2HOURSWrkd_minutesE

Required. Willdefault to em-ployee’s payrate if leftblank

25.7520S 13.4RATEWrkd_rateF

Required12152012N 8

ddmmyyyy

TR-DATEWork_dateG

OptionalNURSEA 9JOB-CODEEmp_Job***H


Interfacing data

NotesExamplesField SizeHRM CSVField

WB FieldCol

Optional –Configurationwill be set tothis field bydefault but canbe changed toJOB-CODEcolumn H if re-quired.

MANAGERA 12POSITIONEmp_Job***I

**Time Code – Client will need to set up and map Time Codes in Workbrain.

***Emp_Job – Client will need to set up and map which field is used in Workbrain. Will either populateJob-Code or Position, based on HR50.1 parameters for the data interfaced to WFM.

HRM interface to LMSWhen HRM clients also have the Infor Learning Management System (LMS), there is a need to interfacedata from HRM to LMS. Process flows will be implemented to extract HRM Organizational Structure(Levels) and Employee data for an initial load of data to the LMS application. An additional processflow will be in place to create HRM exports for new employees and updates to existing employeerecords for LMS.

If you have Talent Management, and TM is the system of record, this data should come from TalentManagement. These HRM processes should not be used in that case.


Interfacing data

Interface Rules (HR50)Initial setup is needed to capture HRM employee records in the HRLTMDATA file for interface processingto LMS.

On the Employees tab, set the Interface Employees field to Yes. This flag enables the tracking ofemployee changes. When an employee is added, or changes happen to a current employee, a recordis written in HR51.2. Those records will be used by the interface flow to determine if there is a changeto be interfaced to LMS.

Organizational Structure (Levels) Import – Initial LoadLMS uses the concept of levels to compile organizational structures. HRM has only three levels; 1)Company; 2) Process Level; and 3) Department, so the records will be extracted from PRSYSTEMand DEPTCODE to compile each level.

1st Level / Top Level (Company)LMS Descrip-tion / HRMNotes

ReqTypeExamplesSuggestedHCM Field

LMS NameCSV Head-er

1st Level ID(top level) ID

YN4ACMEPRS-COM-PANY

vch_unique_lev-el_id

LevelId


Interfacing data

LMS Descrip-tion / HRMNotes


LMS NameCSV Head-er

1st Level ID(top level)name

YA30ACMECompany

PRS-NAME

vch_nameLevelName

There will beno parent IDat this level,since this isconsideredthe top levelof the organi-zational struc-ture.

YN4BlankBlankwhen PRS-Process-Level =Blank

vch-unique_par-ent_id

ParentId

2nd Level (Process Level)LMS Descrip-tion / HRMNotes


LMS NameCSV Head-er

2nd Level ID /Process LevelID

YA5USAPRS-PRO-CESS-LEVEL


LevelId

2nd LevelName / Pro-cess Levelname

YA30USA OP-ERATIONS

PRS1-NAME

vch_nameLevelName

Parent ID (1stLevel ID - toplevel) / Com-pany ID

YN4ACMEPRS-COM-PANY


ParentId


Interfacing data

3rd Level (Department Level)LMS Descrip-tion / HRMNotes


LMS NameCSV Head-er

3rd Level ID /DepartmentID

YA5FINUDEPT-DE-PART-MENT


LevelId

3rd Level ID /DepartmentName

YA30FINANCEUSA

DPT-NAME

vch_nameLevelName

Parent ID(2nd Level ID)/ Process Lev-el ID

YA5USADPT-PRO-CESSLEVEL(Should =PRS-PRO-CESS-LEVEL)


ParentId

Employee Import – Initial LoadEmployee data will be extracted from HRM EMPLOYEE and PAEMPLOYEE files:



LMS NameCSV Head-er

Login Name.this is the fieldwhich you willbe using forSAML Token(SSO)

Yvch_login-name

Loginname

Employeeemail address

[email protected]

vch_emailEmail


Interfacing data



LMS NameCSV Head-er

Password forthe User. IfSSO integra-tion usingSAML will beused, thenthis field willnot containthe user’s realpassword.This field canbe populatedwith any data.If blackboxSSO is used,then this fieldmust containthe passwordpassed in theblackbox link.

Yvch_pass-word

Password

Employee’sfirst name

YA15JaneEMP-FIRST-NAME

vch_first-name

Firstname

Employee’slast name

YA30DoeEMP-LAST-NAME

vch_last-name

Lastname

Status of em-ployee

NA2Value = 1,if no termi-nationdate, other-wise 0

EMP-EMP-STATUS

b_activeActive

Use the low-est level id

YA5USA orFINU

PRO-CESS-LEVEL orDEPART-MENT


UniqueLevelId

Employee ID.Each employ-ee must havea unique em-ployee identifi-er

NN9123456789EMP-EM-PLOYEE

vch_em-ployee_id

Employ-eeId


Interfacing data



LMS NameCSV Head-er

Companynumber

NN4ACMEEMP-COM-PANY

vch_compa-nyname

CompanyN-br

Companyname.

NA30ACMEPRS-NAME

Company-Name

Employee’saddress

NA3021 MainStreet

EMP-AD-DR1

vch_ad-dress

Address

Employee’s2nd addressline

NA30Apt #2EMP-AD-DR2

vch_ad-dress2

Address2

Employee’scity

NA18Minneapo-lis

EMP-CITYvch_cityCity

Employee’sstate

NA2MNEMP-STATE

vch_stateState

Employee’szip code

NA1055102EMP-ZIPvch_zipZip

Employee’scountry

NA25USAEMP-COUNTRY

vch_coun-try

Country

Use position;if blank usejob code

NA12FINACC-TANT

EMP-JOB-CODE orEMP-POSI-TION

vch_titleTitle

Use depart-ment; if blank,use processlevel

NA5FINUPRO-CESS_LEV-EL or DE-PART-MENT

vch_depart-ment

Depart-ment

Employee’slocation code

NA10ABC ClinicPEM-LO-CAT-CODE

I_lcidLocation

Employee’shire date

ND8MM/DD/YYYYEMP-DATE-HIRED

dt_hiredHired

Employee’sterminationdate

ND8MM/DD/YYYYEMP-TERM-DATE

dt_user_in-active

Termina-tion


Interfacing data



LMS NameCSV Head-er

The employeelocation(PEM-LO-CAT-CODE)is already partof the Usersfile. Using thevalue in PEM-LOCAT-CODE, findthe record inPCODES-DTL,PDDSET1where: Fromthat record,find the valueof PDD-US-ER1 to add toUsers csv file

NPDD-US-ER1

Custom 1Region

When readingthe EMPLOY-EE file, alsocapture fieldEMP-UNION-CODE andadd to Usersfile.

NEMP-UNION-CODE

Custom 2EmployeePay Group

LMS Processed records (HR51.2)When a new record or any updates to existing records are created in the HRLTMDATA file, the employeerecord will be picked up in an update import for LMS. The Employee Interface Data (HR51.2) has anew field called LMS Processed that will indicate the process status of the HRM to LMS employeerecords. Once the flow has processed the record, the status will be updated to reflect the Processedstatus.


Interfacing data

Infor Talent Science interface to HRM

Infor Talent Science Interface to HRMWhen HRM clients have the Infor Talent Science application, new hire information can be sent fromTS to HRM. When TS is configured to send a web service message to HRM, it populates HRM EmployeeInterface (LT11.1) with the hire data. The HRM user runs the Update Program (LT101 or LT111) forReport selection 6 - Applicant to create the applicant on Applicant (PA31.1). The HRM user performsthe Hire action on Hire an Applicant (PA52.4).

There are no configuration steps required in HRM to receive hire information from Infor Talent Science.The TS application requires configuration and setup to customize the web services. For more information,contact your TS Integration Engineer.


Interfacing data

Appendix A: HR codes

This appendix contains lists of the HR codes types and the forms on which you can select the code.

HR code types and corresponding formsYou set up these HR codes on Human Resource Codes (HR04.2).

HR code types and formsCorresponding FormType

Competency Proficiencies (PA07)

Competencies (PA21)

AB - Ability

Work Restriction and Accommodation(PA15.2)

AC - Accommodation

Travel Information (PA18)AP - Travel Doc Application Status

Applicant (PA31)AR - Applicant Rating

Interviews (PA41)

Applicant (PA31)

AS - Reference Association

Position Budget (PA70) through

Preliminary Job Budget (PA73)

BD - Budget Reason

Employee Benefits (PA25)BN - Benefit Code

Health and Safety Incident (PA90)BP - Incident Body Part

Employee (HR11)BU - Bargaining Unit

CA - Census Metro Area-Canada

Course (TR01)CC - Course Category


HR codes

Corresponding FormType

Certifications (PA22)

Applicant Certification (PA36)

Qualifications (PA08)

Track (TR05)

CE - Certification

Correspondence Tracking (HR30)CM - Correspondence Commun Method

Contracts (PA27)CN - Contract Type

Requisition Costs (PA44)CO - Requisition Cost

Company Property (PA16)CP - Company Property

Correspondence Tracking (HR30)CQ - Correspondence Change Request

Correspondence Tracking (HR30)CR - Correspondence Change Reason

Course (TR01)CS - CEU Source

Course (TR01)

Session (TR04)

CT - Course Type

Employee (HR11)

Applicant (PA31)

DI - Disability

Employee (HR11)DO - Work Eligibility Document

Dependents (HR13)DP - Relationship

Correspondence Tracking (HR30)DR - Correspondence Data Requested

Employee (HR11)DT - Work Eligibility Document Type

Qualifications (PA08)EC - Environmental Conditions

Education (PA20)

Applicant Education (PA34)


ED - Education Degree

Education (PA20)


EI - Education Institution

Medical (PA15)

Emergency Contact (PA12)

EM - Emergency Medical

Qualifications (PA08)EO - Equipment Operated

Correspondence Tracking (HR30)ER - Extension Reason

Education (PA20)



ES - Education Subject

Incident Follow Up (PA90.2)FA - Follow Up Category


HR codes


Session (TR04)FC - Training Facility

Incident Follow Up (PA90.2)FO - Follow Up Outcome

Incident Follow Up (PA90.2)FS - Follow Up Status

Incident Follow Up (PA90.2)FT - Follow Up Type

Grievance and Disciplinary Actions (PA59)GA - Griev Disc Action Step Cat

Grievance and Disciplinary Actions (PA59)GC - Griev Disc Action Cat

Grievance and Disciplinary Actions (PA59)GO - Griev Disc Action Outcome

Grievance and Disciplinary Actions (PA59)GP - Griev Disc Action Step Type

Grievance and Disciplinary Actions (PA59)GS - Griev Disc Action Status

Grievance and Disciplinary Actions (PA59)GT - Griev Disc Action Step Outcome

Health and Safety Incident (PA90)HO - Incident Hospital

Employee (HR11)

Grievance and Disciplinary Actions (PA59)

HS - Hire Source

Health and Safety Incident (PA90)IC - Incident Category

Health and Safety Incident (PA90)IE - Incident Severity

Health and Safety Incident (PA90)IL - Illness

Health and Safety Incident (PA90)IN - Incident

Health and Safety Incident (PA90)IO - Incident Outcome

Interviews (PA41)IR - Interview Rating

Health and Safety Incident (PA90)IS - Incident Status

Health and Safety Incident (PA90)I2 - Incident User 2

Health and Safety Incident (PA90)I3 - Incident User 3


Competencies (PA21)

KN - Knowledge

Employee (HR11)LO - Location

Course Costs (TR10)

Session Costs (TR11)

MC - Training Cost Category

Employee (HR11)MG - Mail Group

Qualifications (PA08)MR - Mental Requirements

Course Costs (TR10)

Session Costs (TR11)

MT - Training Cost Type


HR codes


Additional Contact Numbers (HR20)NT - Contact Number Type


Competencies (PA21)

OA - Other Attributes

Health and Safety Incident (PA90)OC - Incident Cost Category

Health and Safety Incident (PA90)OT - Incident Cost Type

Employee (HR11)PC - Primary Care Physician

Course Attributes (TR03)

Session Completion (TR22)

Competencies (PA21)

PF - Competency Proficiency Level

Qualifications (PA08)PH - Physical Requirements

Automobile Information (PA17)PL - Parking Lot

Position (PA02)PO - Position Reason

Review (PA26)PR - Performance Rating

Health and Safety Incident (PA90)PY - Incident Physician

Session (TR04)RC - Training Cancellation Reason

Employee (HR11)

Applicant (PA31)

RE - Religion

Relocation (PA24)

Applicant Relocation (PA38)

RL - Relocation

Requisition (PA42)RQ - Requisition Status

Requisition Offers (PA45)RS - Requisition Offer Reason

Review (PA26)RT - Review Type

Employee (HR11)SC - Security Badge


Competencies (PA21)

Applicant Competencies (PA35)


Course Prerequisites (TR02)

Course Certifications and Competencies(TR03)

SK - Skill

Qualifications (PA08)SR - Supervision Received


HR codes


Competencies (PA21)

Applicant Skill (PA35)

Training System Options (TR00)

Course Certifications and Competencies(TR03)

SS - Competency/Certification Source

Supervisor (HR07)S1 - Supervisor User Field 1





Employee Tests (PA49)TA - Test Reason

Travel Information (PA18)TD - Travel Document

Employee Test Eligibility Override (PA49.2)TE - Test Override Reason

Employee Tests (PA49)TF - Test Refusal Reason

Test Setup (PA48)TL - Test Letter

Employee Tests (PA49)TN - Test Notification Type

Test Setup (PA48)TO - Test Location

Qualifications (PA08)TR - Travel Working Conditions

Test Setup (PA48)TS - Test Source

Test Setup (PA48)TT - Test Type

Test Setup (PA48)T2 - Test User 2

Test Setup (PA48)T3 - Test User 3

Employee (HR11)UN - Union

Employee (HR11)UL - User Level

Employee (HR11)WE - Work Eligibility Status

Medical (PA15)

Applicant Medical (PA40)

WR - Work Restriction

International HR code types and corresponding formsYou set up these HR codes on HR Codes (HR03.2).


HR codes

International HR code types and formsFormType

Employee (HR11)ET - Ethnicity

Employee (HR11)PR - Title

Employee (HR11)SU - Suffix


HR codes

Appendix B: Data item attributes

This appendix describes the data items available under each topic in the Human Resources application.

A1 - Applicant• Applicant report Master topic.

• Accesses data from the Applicant file.

• Valid only with the Personnel Administration system.

• Data loaded by Main and Apply tabs of Applicant (PA31.1).

DescriptionItem name

Applicant numberApplicant

Date applied with companyDate Applied

Employee number if hiredEmployee

Finder's feeFinder's Fee

Currency in which finder's fee is recordedFinders Fee Currency

Applicant's preferred language if other than company default lan-guage

Language

Prefix of the applicant's surnameLast Name Prefix

Applicant's first nameName - First

Applicant's last nameName - Last

Applicant's middle nameName - Middle

Applicant's name suffixName Suffix

Applicant's preferred namePreferred Name

Process level associated with applicantProcess level

Applicant rating codeRating

First name of person who referred the applicantReferred By First Nm


Data item attributes


Last name of person who referred the applicantReferred By Last Nm

Middle initial of person who referred the applicantReferred By Mid Init

Identifies whether applicant's resume was receivedResume Received

Hire source codeSource

Applicant's status codeStatus

Applicant's name titleName Title

A2 - Applicant Job Interest• Applicant report Master topic.



• Data loaded by Work Availability tabs of Applicant (PA31.1).


Applicant's BirthdateBirthdate

Date available to begin workDate Available

Job code of first desired jobDesired Job Code 1

Job code of second desired jobDesired Job Code 2

Job code of third desired jobDesired Job Code 3

Currency in which desired pay is recorded.Pay Desired Currency

Position code of first desired positionDesired Position 1

Position code of second desired positionDesired Position 2

Position code of third desired positionDesired Position 3

Employee status desired: full time, part time, seasonal, temporary,and so on

Employee Status

FTE factor that indicates percent of annual hours applicant wantsto work

FTE

Available for overtimeOvertime

Maximum desired pay ratePay Desired (Max)

Minimum desired pay ratePay Desired (Min)




Available for relocationRelocation

Applicant's social numberSocial Number

Available for travelTravel

Percent available for travelPercent of Time

Eligible to workWork Eligibility

Work schedule applicant wants to workWork Schedule

A3 - Applicant Address• Applicant report Master topic.


• Valid only with Personnel Administration system.

• Data loaded by the Address tab of Applicant (PA31.1).


First line of applicant's addressAddress 1

Second line of applicant's addressAddress 2

Third line of applicant's addressAddress 3

Fourth line of applicant's addressAddress 4

City of applicant's addressCity or Address 5

County of applicant's addressCounty

Country of applicant's addressCountry

Applicant's E-mail addressEmail

Applicant's home fax number country codeFax Cntry

Applicant's home fax numberFax Number

Postal code portion of applicant's addressPostal Code

First line of applicant's previous addressPrev Address 1

Second line of applicant's previous addressPrev Address 2

Third line of applicant's previous addressPrev Address 3

Fourth line of applicant's previous addressPrev Address 4

City of applicant's previous addressCity or Address 5




Country of applicant's previous addressPrev Country

Postal code of applicant's previous addressPrev Postal Code

State or province of applicant's previous addressPrev State or Province

State or province of applicant's addressState or Province

Applicant's home phone number country codeHome Phone Country

Applicant's home phone numberHome Phone

Applicant's work phone number country codeWork Phone - Country

Applicant's work phone numberWork Phone

Applicant's work phone extensionWork Phone - Ext

A4 - Applicant History• Applicant report Master topic.



• Data loaded by History, Personal, and LTM tabs of Applicant (PA31.1).


Indicates if applicant is between 18 and 70 years oldBetween 18 or Older

Identifies if applicant has consented to information requestConsent

Disability identifierDisability

Applicant's type of disabilityDisability Type

Applicant's ethnicityEthnicity

Applicant's former first nameFormer First Name

Applicant's former last nameFormer Last Name

Applicant's former middle initialFormer Middle Init

Applicant's genderGender

Date Applicant was hiredHire Date

Location of previous applicationPrev Appl Location

Indicates if applicant previously appliedPrev Applied

Beginning date of previous employmentPrev Empl Date (Beg)




Ending date of previous employmentPrev Empl Date (End)

Location of previous employmentPrev Empl Location

Indicates if applicant was previously employedPrev Employed

Employee number when previously employedPrev Employee Nbr

Applicant's ReligionReligion

Veteran indicatorVeteran

Date applicant previously appliedWhen

AC - Additional Contacts• Employee report Detail topic

• Valid with all HR systems

• Data loaded by Additional Contact Numbers (HR20.1).


Comments about additional contact numberComments

Type of additional contact numberContact Type

Description of additional contact number typeContact Type Desc

Prefix of phone numberCountry Code

First date phone number is in effectEffect Date

Late date phone number is in effectEnd Date

Phone extensionExtension

Phone numberPhone Number

AD - Direct Deposit Master• Employee report Detail topic.

• Accesses data from the Employee Direct Deposit file.

• Provides data about direct deposit or account parameter records for a given employee.

• Valid only with the Payroll system.



• Data loaded by Direct Deposit Distribution (PR12.1).


Assigned sequence numberACH Number

Indicates the order that direct deposit distributions are takenACH Dist Order

Employee's bank account typeAccount Type

Amount to be depositedAmount

Employee's bank account numberBank Account Nbr

First date deposit can be made to accountBeginning Date

Institution number of the bank where the system sends the directdeposit payment

CA Institution Nbr

Transit number of the bank branch to which the system sends thedirect deposit payment

CA Transit Nbr

Deduction cycles for depositDeduction Cycles

Account number where all monies that cannot be deposited in theother accounts are deposited

Default ACH

ACH distribution descriptionDescription

Last date deposit can be made to accountEnding Date

Number of times to make the depositOccurrences - Orig

Remaining number of times to make the depositOccurrences - Remain

Description to be printed on payment stubPayment Description

Percent of net payment for depositPercent Of Net

Bank prenotification status for accountPrenotify Status

Employee's bank routing (DFI) numberReceiving DFI

Additional bank information needed if an employee's bank is abuilding society (UK only)

Roll Number

AH - Attendance History• History report Detail topic.

• Accesses data from the Employee Attendance History file.

• Provides data about attendance history for an employee by date and attendance code.

• Valid only with the Attendance Management system.



• Data loaded by Attendance History (TM70.1) and Payroll Close (PR197).

An asterisk (*) indicates a database field used for date range searches.


Attendance code descriptionAttend Code Desc

User-defined attendance codeAttendance Code

Date of occurrenceDate*

Day (numeric) of occurrenceDate - Day

Month of occurrenceDate - Month

Year of occurrenceDate - Year

Day of week for this record (Sun, Mon, and so on)Day Of Week

Department charged for the hoursDepartment

Number of hoursHours

Indicates if this is a separate occurrenceOccurrence

Pay codePay Code

User-defined pointsPoints

Process level charged for the hoursProcess Level

Type of attendance recordRecord Type

AP - Direct Deposit Payments• History report Detail topic.

• Accesses data from the Employee Direct Deposit Distribution file.

• Provides data about direct deposit records for a given employee by payment number and date.


• Data loaded by Earnings and Deductions Calculation (PR140).



The order in which direct deposits are takenACH Dist Order

Sequence number of the deposit master record usedACH Number

Amount of the distributionACH Dist Amount

Type of account where money is depositedAccount Type




Employee's bank account numberBank Account Nbr

ACH distribution descriptionDescription

Net amount of payment to this accountNet Pay

Date of payment or depositPayment Date*

Day of payment or depositPayment Date - Day

Month of payment or depositPayment Date - Month

Year of payment or depositPayment Date - Year

Description that appears on payment stubPayment Description

Status of paymentPayment Status

Payment typePayment Type

Period ending day of paymentPer End Date - Day

Period ending month of paymentPer End Date - Month

Period ending year of paymentPer End Date - Year

Period ending date for paymentPeriod Ending Date

Receipt or payment number of paymentReceipt Number

Employee's bank routing (DFI) numberReceiving DFI

Internal identification number of paymentTemp Payment Number

AR - Alternate Pay Rates• Employee report Detail topic.

• Accesses data from Alternate Pay Rates file.

• Valid with all Human Resources systems.

• Data loaded by the Alternate Pay Rates subform of Employee (HR11.1).


Currency in which alternate rate is recordedAlternate Rate Currency

Department associated with the alternate rateDepartment

Date pay rate becomes effectiveEffective Date

Date pay rate is no longer effectiveEnding Date

Job codeJob Code




Pay codePay Code

Either annual salary or hourly pay rate, depending on salary classPay Rate

Position associated with the alternate rate.Position

Process level associated with the alternate rateProcess Level

AU - Employee Automobile Information• Employee report Detail topic.

• Accesses data from the Employee Automobile and Employee PA Information file.

• Valid only with Personnel Administration system.

• Data loaded by Automobile Information (PA17.1).


Country in which the auto is licensedAuto License Cntry

Automobile license plate numberAuto License Number

Automobile license plate stateAuto License State

Automobile sequence numberAuto Number

Color of automobileColor

Employee's driver license stateDriver's Lic State

Employee's driver license numberDriver's License

Employee's driver license classLicense Class

Employee's driver license expiration dateLicense Expire Date

Make of automobileMake

Model of automobileModel

Parking lot code assigned to employeeParking Lot

Parking space assigned to employeeParking Space

Parking sticker number assigned to automobileSticker

Model year of automobileYear



BN - Employee Benefit• Employee report Detail topic

• Accesses data from the Employee Benefit and Benefit Plan files.

• Provides data about benefit information for an employee by plan type, plan code, and effectivedate.

• Valid only with the Benefits system.

• Data loaded by Health Entry (BN31.1), Dental Entry (BN32.1), Employee Change BenefitUpdate (BN100), Mass Benefit Add (BN101), Batch Benefit Enrollment (BN531).



Annual employee after-tax contributionAnnual Aft-Tax Cont

Annual company contributionAnnual Comp Contrib

Annual flex dollar contribution; amount of company flex dollars spentAnnual Flex Contrib

Annual employee pretax contributionAnnual Pre-Tax Cont

Date benefit is createdBenefit Create Date

Currency assigned to the planBenefit Currency

Date employee benefits beginBenefit Start Date

Date employee benefits endBenefit Stop Date

Date plan is updatedBenefit Update Date

User ID of person who last updated the recordBenefit User ID

Coverage DescriptionCoverage Desc

Coverage amount for disability and employee lifeCoverage Amount

Coverage option for health and dental insuranceCoverage Option

Flex plan for benefitFlex Plan

Multiple of salaryMultiple

Number of cycles used to calculate deductions for reserve accountbenefits

Number of Cycles

Pay period deduction amount for spending account benefits onlyPay Period Amount

Benefit plan codePlan Code

Benefit plan descriptionPlan Description

Short benefit plan descriptionPlan Short Desc

Benefit plan typePlan Type

Total year-to-date contributionsYTD Contribution



CD - Employee Codes• Employee report Detail topic

• Valid with the Personnel Administration system .


Indicates employee abilityAbility

Certification the employee has acquiredCertification Code

Indicates a degree the employee has earned or the level of educa-tion the employee reached

Degree

Indicates employee knowledgeKnowledge

Indicates additional attributes of an employeeOther Attribute

Indicates company-issued propertyProperty Code

Place to which the employee does or does not want to relocateRelocation Code

Indicates employee skillSkill

Subject studiedSubject

CE - Employee or Applicant Certifications• Employee or Applicant report Detail topic.

• Accesses data from the Emp/App Personnel Codes file where the Type is CE.


• Data loaded by Certifications (PA22.1) and Applicant Certification (PA36.1).


Base certification costBase Cert Cost

Base currency for certification costsBase Cert Currency

Currency in which cost is recordedCert Currency

Certification code descriptionCert Description

Certification codeCertification Code

Indicates if certificate is company sponsored (Employee only)Company Sponsored

Cost of certificateCost

Date the certificate is acquiredDate Acquired

License number of certificateLicense Number




Renewal cycle for recertificationRenewal Cycle

Date certification is renewedRenewal Date

Source of the certificationSource

Indicates state or province where certificate was acquiredState or Province

Indicates whether change to certification has been verifiedVerified

CH - Compensation History• History report Detail topic.

• Accesses data from Employee Compensation History file.

• Provides data about employee's compensation under a defined contribution or defined benefit planby plan type, plan code, and year.


• Data loaded by Compensation History (BN56.1) and Payroll Close (PR197).



Annual compensation amount for plan yearAmount

Annual participation hours for plan yearParticipation Hours



Benefit start datePlan Start Date


Plan yearYear*

CM - Compute Statements• Employee, Applicant, and History report Master topic.

• Accesses data from various files.

• Provides various data depending on the kind of report and detail topic selected.



• Valid with all Human Resources systems installed.

• Data loaded by various programs.

CO - Employee CODA Account Balances• History report Detail topic.

• Accesses data from the Cash/Deferred Account History file.

• Provides data about contributions to an employee's CODA account for a given year and contributionplan. All YTD amounts are annual amounts.


• Data loaded by CODA Account Balance (BN55.1) and Payroll Close (PR197).



Plan life-to-date account balance. The account balance is the sum ofthe following six fields.

LTD Account Balance

Plan life-to-date employee after tax contributionsLTD Aft-Tax Contrib

Plan life-to-date company contributionsLTD Company Contrib

Plan life-to-date interest on contributionsLTD Contrib Interest

Plan life-to-date forfeitures and other additionsLTD Forfeit/Addition

Plan life-to-date interestLTD Other Interest

Plan life-to-date employee pretax contributionsLTD Pre-tax Contrib

Last date the account balance is updatedLast Update Date



Plan start datePlan Start Date

Indicates if defined benefit or defined contributionPlan Type

Benefit plan yearPlan Year*

Plan year-to-date account balance for the plan year. The accountbalance is the sum of the following six fields.

YTD Account Balance

Plan year-to-date employee after-tax contributionsYTD Aft-Tax Contrib

Plan year-to-date company contributionsYTD Company Contrib

Plan year-to-date interest on contributionsYTD Contrib Interest




Plan year-to-date forfeitures and other additionsYTD Forfeit/Addition

Plan year-to-date other interestYTD Other Interest

Plan year-to-date employee pre-tax contributionsYTD Pre-Tax Contrib

CP - Employee Company Property• Employee report Detail topic.

• Accesses data from the Emp/App Personnel Codes file where the Type is CP.


• Data loaded by Company Property (PA16.1).


Date the property is to be returnedAnt Return Date

User-defined asset numberAsset Number

Base currency for propertyBase Prop Currency

Base cost for propertyBase Prop Cost

User-defined component numberComponent Number

Date the property is issued to the employeeIssued Date

Company property codeProperty Code

Property code descriptionProperty Code Desc

Value of the propertyProperty Value

Currency for the property valueProperty Currency

Date property was returnedReturn Date

DB - Dependent Benefits• Employee report Detail topic.

• Accesses data from the Dependent Benefit file.

• Provides data about dependent and dependent benefit information by benefit type, plan code, andeffective date.




• Data loaded by Dependant (HR13.1), the Dependent Benefits subforms in Benefit Entry (BN31.1),Employee Benefit Changes (BN32.1), Employee Change Benefit Update (BN100), and MassBenefit Add (BN101).


Dependent benefit creation dateDep Create Date

Dependent benefit update dateDep Update Date

Dependent user idDep User Id

Number assigned to the dependentDependent Number

Indicates if employee is disabledDisabled

Employee's start date for a benefitEmployee Start Date

Dependent's genderGender

First name of dependentName - First

Full name of dependentName - Full

Last name of dependentName - Last

Middle initial of dependentName - Middle Init

Plan codePlan Code

Plan descriptionPlan Description

Plan typePlan Type

Relationship of dependent to employeeRelationship

Dependent's social numberSocial Nbr

Start date for dependent benefitStart Date

Stop date for dependent benefitStop Date

Indicates if dependent is a studentStudent

DC - Defined Contribution Investment Distributions• History report Detail topic.

• Accesses data from the Employee Benefit Investment Distribution and the Benefit file.

• Provides data about an investment distribution for an employee's contribution by benefit plan code,investment distribution description, and investment distribution start date. YTD amounts are fromthe YTD of the deduction code on the contribution plan.




• Data loaded by Speed Benefit Entry (BN31.1), Employee Benefit Changes (BN32.1), EmployeeChange Benefit Update (BN100), Mass Benefit Add (BN101), and Payroll Close (PR197).



Benefit start dateBenefit Start Date*

Benefit stop dateBenefit Stop Date

Investment distribution descriptionInvest Dist Desc

Percent distributed to this investmentInvest Dist Percent

Investment distribution start dateInvest Dist Start Dt

Investment distribution stop dateInvest Dist Stop Dt

Defined contribution benefit plan codePlan Code

Plan code descriptionPlan Description

Current year-to-date employee after-tax contribu-tion

YTD After-tax Cont

Current year-to-date company after-tax matchcontribution

YTD Comp Aft Match

Current year-to-date company pre-tax matchcontribution

YTD Comp Pre Match

Current year-to-date employee pretax contributionYTD Pretax Contrib

Current year-to-date total contributionYTD Total Contrib

DH - Monthly Deduction History• History report Detail topic.

• Accesses data from the Employee Deduction History file.

• Provides data about the deduction amounts withheld for a month.


• Data loaded by Payroll Close (PR199) and Deduction (PR05.1).


Way net pay is adjusted for the deductionAdjust Pay

Calculation typeCalculation Type

User-defined deductionDeduction

Amount of deductionDeduction Amount




Deduction class to which the deduction is as-signed

Deduction Class

Deduction descriptionDeduction Desc

Garnishment identification codeGarnish Flag

Month for which deduction history is shownMonth

Deduction description to be printed on paymentPayment Description

Tax engine taxing authority codeTax Authority

Withholding tax categoryTax Category

Tax exempt statusTax Status

Amount of taxable wages associated with thededuction (only applicable for tax type deduc-tions)

Taxable Wages

Year for which deduction history is shownYear

DM - Employee Deduction• Employee report Detail topic.

• Accesses data from the Deduction file and Employee Deduction file.


• Data loaded by Speed Benefit Entry (BN31.1), Employee Benefit Changes (BN32.1), EmployeeChange Benefit Update (BN100), , Mass Benefit Add (BN101), Plan Employee Update (BN102),Deduction (PR05.1), Batch Benefit Enrollment (BN531), Employee Taxes (PR13.1), EmployeeCanada Taxes (PR35.3), Employee Deduction (PR14.1), Deduction Speed Entry (PR15.1),Employee Deduction Speed Entry (PR 15.2), and Deduction Listing (PR205).


Account category for deductionAccount Category

Account number for deduction liability accrualAccrual Account

Accounting unit for deduction liability accrualAccrual Acct Unit

Distribution company for deduction liability ac-crual

Accrual Dist Co

Full account (accounting unit, account, andsubaccount) for deduction liability accrual

Accrual Full Account

Subaccount for deduction liability accrualAccrual Sub Account




Specific work activityActivity

Number of additional exemptionsAdditional Exempts

Additional exemption amountAdditional Exempt Amt

Additional exemptions claimed for tax levy de-ductions

Additional Std Ded

Amount associated with additional tax codeAdditional Tax Amt

Additional tax code associated with the deduc-tion

Additional Tax Code

Tax rate for additional tax codeAdditional Tax Rate

Amount or percent used with calculation types1 and 2 on PR05.1 (Deduction).

Addl or Min Amount

Indicates how a deduction affects an employ-ee's pay.

Adjust Pay

Indicates whether employee is over age 65Age 65 or Over

Amount or percent to be taken in the payrollcycle

Amount or Percent

Indicates if arrears deductions are createdwhen the full deduction amount cannot be taken

Arrears

Amount of special tax credits authorized by theDistrict Tax Office for income tax calculations

Auth Tax Credit

Amount of special tax deductions authorizedby the District Tax Office for income tax calcu-lations

Auth Tax Deduction

Tax formula used to calculate the deductionTax Formula

Balance amount for limit or descending typedeductions

Balance Amount

Balance typeBalance Type

Calculation type for deductionCalculation Type

Type of certificate the employee has on fileCertificate Code

Indicates employee work countryCountry Code

Select whether invoices are created for employ-ees or in summary for the deduction

Create Invc by Emp

DeductionDeduction

Deduction classDeduction Class

Payroll cycles in which deductions are takenDeduction Cycles




Deduction descriptionDeduction Description

Default amount or percent used with deductioncalculation types 1 and 2

Default Amount or Percent

Indicates if employee has disabled depen-dent(s) over the age of 17

Dep Disabled Ovr 17

Number of dependent exemptions for the de-duction

Dependent Exemptions

Indicates if employee has dependents underthe age of 18

Dependent Under 18

Deduction start dateEffective Date

Indicates whether employee has a disabilityEmployee Disability

Deduction stop dateEnding Date

Indicates if the deduction is excluded from thecalculation of disposable income

Exclude Flag

Exempt amount associated with the deductionExemption Amount

Number of exemptions associated with the de-duction

Exemptions

Account number for deduction expenseExpense Account

Accounting unit for deduction expenseExpense Acct Unit

Distribution company for deduction expenseExpense Dist Co

Full account number (accounting unit, account,and subaccount) for deduction expense

Expense Full Account

Subaccount number for deduction expenseExpense Sub Account

Indicates the name of the garnishment tableGarnishment Flag

Year that identifies the IRS tax table used todetermine amount of protected income for atax levy deduction

IRS Table

Annual purchase amount of labor-sponsoredapproved stock

Labour Sp Stock

Number of exemptions used to determineamount of protected income for a tax levy de-duction

Levy Exempts

Status used to determine amount of protectedincome for a tax levy deduction

Levy Filing Status

Indicates if the withholding type deduction isbased on month-to-date wages.

MTD Wages Indicator




Marital status associated with the deductionMarital Status

Indicates whether employee is marriedMarried Equivalent

Indicates which employee deduction is beingmatched

Matched Deduction

Indicates up to what percent of the employee'scontribution is being matched.

Matched Percent

Limit that can be taken in a single month forthis deduction

Monthly Limit

Net claim amount for the deduction from Item9 of the Personal Tax Credits Return form

Net Claim Amt

Pay classPay Class

Payment descriptionPayment Description

Deduction limit that can be taken on a singlepayment

Payment Limit

Number of personal exemptionsPersonal Exemptions

The amount the employee can claim for livingin a prescribed area

Prescribed Area

Indicates if the withholding type deduction isbased on month-to-date wages.

Prior SUI Wages

Deduction priorityPriority

Indicates the deduction required codeRequired Code

Indicates if the employee is a resident of thetax authority associated with the deduction

Resident

The amount of student or pension creditamounts used to adjust inflation of the NetClaim Amount

Student/Pension Ex

Deduction sub prioritySub Priority

Indicates adjust date for a TD1 formTD1 Adjust Date

The last date the employee filed a TD1 formTD1 Filing Date

Tax authorityTax Authority

Tax authority descriptionTax Authority Desc

Tax authority description typeTax Authority Type

Tax categoryTax Category

Select whether employee is exempt for taxesdeducted using the deduction

Tax Exempt Flag




Tax statusTax Status

Select whether invoice transactions are createdUpdate AP

Vendor for the accounts payable companyVendor

Select whether the deduction is based on aworkers compensation premium table.

WC Table Indicator

Calendar year-to-date deduction amount takenYTD Amount

Calendar year-to-date taxable wages for awithholding-type deduction

YTD Taxable

DP - Employee Dependents• Employee report Detail topic.

• Accesses data from the Employee Dependent file.


• Data loaded by Dependant (HR13.1).


First line of dependent's addressAddress Line 1

Second line of dependent's addressAddress Line 2

Third line of dependent's addressAddress Line 3

Fourth line of dependent's addressAddress Line 4

Dependent's ageAge

Day of dependent's birthdateBirth Day

Month of dependent's birthdateBirth Month

Year of dependent's birthdateBirth Year

Dependent's date of birthBirthdate

City of dependent's addressCity

Indicates if dependent is covered under employ-ee's dental plan

Covered - Dental

Indicates if dependent is covered under employ-ee's health plan

Covered - Health




Indicates if dependent is covered under a de-pendent life plan

Covered - Life

Dependent's date of deathDate of death

Indicates if dependent is deceasedDeceased

Date dependent record changedDpdnt Change Date

Identifies user who made dependent changesDep Chg User Id

Dependents Medicare IndicatorDep Medicare Ind

Dependent statusDep Status

Dependent time stampDpdnt Time Stamp

Country of dependent's addressDependent Country

Dependent numberDependent Number

Indicates if the dependent has a disabilityDisabled

Dependent's User I.D.Dpdnt User Id

Indicates if dependent's address is the sameas the employee's home or supplemental ad-dress

Employee Address

Indicates whether the primary care physicianis the dependent's current health provider

Established Patient

Dependent's genderGender

Dependent's last name prefixLast Name Prefix

Dependent's first nameName - First

Dependent's first initialName - First Initial

Dependent's full nameName - Full

Dependent's last nameName - Last

Dependent's middle initialName - Middle Init

Dependent's last name suffixName Suffix

Postal code of dependent's addressPostal Code

Dependent's primary care physicianPrimary Physician

Number of months of prior health care coverageeligible under HIPAA provisions

Prior Months Cvrg

Relationship code descriptionRelationship Description

User-defined dependent relationship codeRelationship

Dependent's social numberSocial Nbr




Indicates if dependent smokesSmoker

Indicates if the dependent is a spouse/domesticpartner or dependent

Dependent Type

State or province of dependent's addressDpdnt State or Prov

Indicates if dependent is a studentStudent

Country code for dependent's home phonenumber

Telephone - Hm Cntry

Dependent's home phone numberTelephone - Home

Country code for dependent's work phonenumber

Telephone - Wk Cntry

Dependent's work phone numberTelephone - Work

Dependent's work phone extensionTelephone - Work Ext

E1 - Employee• Employee and History report Master topic.

• Accesses data from the Employee and Employee PA Information files.


• Data loaded by Employee (HR11.1).


Adjusted hire dateAdjusted Hire Date

Day of adjusted hire dateAdjusted Hire Day

Month of adjusted hire dateAdjusted Hire Month

Year of adjusted hire dateAdjusted Hire Year

Years of service based on adjusted hire dateAdjusted Hire YOS

Employee's annual hoursAnnual Hours

Calculation based on work schedule annualhours

Daily Schd Hours

Home departmentDepartment

Home department nameDepartment Desc

Employee numberEmployee




Store the last four digit of the social securitynumber

Fica Nbr last 4

First day employee workedFirst Day Worked

Employee's FTEFTE

Date employee was hiredHire Date

Day employee was hiredHire Date - Day

Month employee was hiredHire Date - Month

Year employee was hiredHire Date - Year

Years of service based on hire dateHire Date - YOS

Employee's indirect supervisor codeIndirect Supervisor

Indirect supervisor descriptionIndirect Supv Description

Indirect supervisor nameIndirect Supv Name

Job codeJob Code

Job code descriptionJob Code Description

Last day paidLast Day Paid

Prefix of the employee's last nameLast Name Prefix

Location codeLocation

Location descriptionLocation Description

Employee's first nameName - First

Employee's last nameName - Last

Employee's middle nameName - Middle

Employee's middle initialName - Middle Init

Employee Name SuffixName Suffix

Employee's name suffix descriptionName Suffix Desc

Employee's primary (Level 1) positionPosition

Description for employee's primary positionPosition Description

Group used to calculate taxes for the employeePR Acct Nbr Group

Applicant's preferred namePreferred Name

The number of months of prior health coverageeligible under HIPAA provisions

Prior Month's Coverage

Home process level codeProcess Level




Home process level descriptionProcess Level Desc

Indicates the Quebec enterprise number groupused to calculate taxes for an employee

QC Enterprise Nbr Gr

Years of service based on senioritySeniority YOS

Employee's social numberSocial Nbr

Employee status codeStatus

Employee status code descriptionStatus Description

Supervisor codeSupervisor

Supervisor descriptionSupervisor Desc

First name of supervisorSupervisor First Name

Full name of supervisorSupervisor Full Name

Last name of supervisorSupervisor Last Name

Middle initial of supervisorSupervisor Mid Init

Date of employment termination with this com-pany

Termination Date

Day of termination dateTermination Day

Month of termination dateTermination Month

Year of termination dateTermination Year

Employee's name titleTitle

Description of titleTitle Description

The full time equivalent factor associated withthe employee

Total FTE

User-defined level codeUser Level

Description of user levelUser Level Desc

E2 - Employee (Pay Distribution)• Employee and History report Master topic.



• Data loaded by the Pay tab of Employee (HR11.1).




Account category for distributionAccount Category


Allowed amount for time record entryAllowance Amount

Allowed hours for time record entryAllowance Hours

Allowed percent for time record entryAllowance Percent

Indicates if employee is eligible for automatictime record generation

Auto Time Record

Indicates if employee has auto depositAutomatic Deposit

Employee's base currencyEmp Base Currency

Employee's base payEmp Base Pay

Currency in which employee pay is recordedEmp Currency

Indicates if employee is exempt from overtimepay

Exempt From Overtime

Default payroll expense account numberExpense Account

Default payroll expense accounting unitExpense Acct Unit

Default payroll expense distribution companyExpense Dist Co

Default payroll expense accountExpense Full Account

Default payroll expense subaccountExpense Sub Account

Grade in step-and-grade matrix for determiningpay rate

Grade

Pay frequencyPay Frequency

Employee's pay planPay Plan

Prorated annual salaryProrated Annual Slry

Either annual salary or hourly pay rate, depend-ing on salary class

Rate of Pay

Salary classSalary Class

Grade range or step-and-grade schedule codeSchedule

Employee's base shiftShift

Standard amount for time record entryStandard Amount

Standard hours for time record entryStandard Hours

Step in step-and-grade matrix for determiningpay rate

Step

Indicates if employee is tippedTipped Employee




Total prorated salaryTotal Prorated Slry

Union codeUnion

Union descriptionUnion Description

Indicates if a warning displays if standard andadditional allowed amount/hours/percent areexceeded in time record entry

Warning Message

Employee's work scheduleWork Schedule

Work schedule descriptionWork Schedule Desc

E3 - Employee (Tax Information)• Employee and History report Master topic.



• Data loaded by the Tax tab of Employee (HR11.1).


A code that provides an override tax formulafor specific employees

Group Code

Annual employee business expenses for W-2reporting

Business Expense

Date of deathDate of Death

Indicates if employee is deceasedDeceased

Earned income credit statusEIC Status

Estimated expensesEstimated Expense

Estimated remunerationsEst Remuneration

Indicates if employee participates in their publicsector employer's retirement system

Member PS Retirement

Nontaxable sick pay reportable on the W-2 formNon-taxable Sick Pay

Indicates if the employee is enrolled in a pen-sion plan

Pension Plan

Qualified moving expenses reportable on theW-2 form

Qualified Moving Exp




Indicates if employee is a railroad employeefor taxation purposes

Railroad Code

Indicates if employee works from homeRemote

Reportable insuranceReportable Insurance

Employee's home cityResident City

Employee's home city descriptionResident City Desc

Employee's home countyResident County

Employee's home county descriptionResident County Desc

Employee's home school districtResident School

Employee's home school district descriptionResident School Desc

Employee's home state or provinceRsdnt State or Prov

Employee's home state or province descriptionRs State, Prov Desc

Indicates the province the employee uses fortax purposes

Tax Province

Indicates level of taxes to be determined auto-matically by BSI TaxLocator

Tax Filter

Indicates the province you want to use for anemployee's workers' compensation

WC Province

Employee's work cityWork City

Employee's work city descriptionWork City Desc

Employee's work countyWork County

Employee's work county descriptionWork County Desc

Employee's work countryWork Country

Employee's work country descriptionWork Country Desc

Employee's work school districtWork School

Employee's work school district descriptionWork School Desc

Work state abbreviation for worker's compen-sation

Work State,Prov Name

Worker's compensation state abbreviation usedto compute worker's compensation premiums

WC State



E4 - Employee (Work Information)• Employee and History report Master topic.



• Data loaded by the Work tab of Employee (HR11.1).


Employment anniversary dateAnniversary Date

Day of anniversary dateAnniversary Day

Month of anniversary dateAnniversary Month

Year of anniversary dateAnniversary Year

Date of assignmentAssignment Date

User-defined internal security codeBadge Code

User-defined internal security numberBadge Number

Badge descriptionBadge Description

User-defined bargaining unitBargaining Unit

Bargaining unit descriptionBargaining Unit Desc

Indicates if employee is bilingualBilingual

User-defined clock numberClock Number

Hire source codeHire Source

Hire source descriptionHire Source Desc

Employee's preferred languageLanguage Preference

User-defined mail box numberMail Box Number

User-defined mail group codeMail Group

Mail group descriptionMail Group Description

Employee's true marital statusMarital Status

User-defined codeMiscellaneous Code

User-defined numberMiscellaneous Number

Date employee started as a new hireNew Hire Date

Day employee started as a new hireNew Hire Day

New hire monthNew Hire Month

New hire yearNew Hire Year

Employee's security levelSecurity Level



Employee's security locationSecurity Location

Date from which employee's seniority is mea-sured

Seniority Date

Day of seniority dateSeniority Day

Month of seniority dateSeniority Month

Year of seniority dateSeniority Year

Work phone number, country codePhone - Work Ctry

Work phone number, including area codeTelephone - Work

Work phone extensionTelephone - Work Ext

User amountUser Amount

E5 - Employee (EEO Information)• Employee and History report Master topic.



• Data loaded by the EEO tab of Employee (HR11.1).


Indicates if employee is an aboriginal personAboriginal

Employee's ageAge

Employee's date of birthBirthdate

Employee's day of birthBirthdate - Day

Employee's month of birthBirthdate - Month

Employee's year of birthBirthdate - Year

City of birthBirthplace - City

Country of birthBirthplace - Country

State of birthBirth State or Prov

Indicates if the employee has a disabilityDisability

Indicates type of disabilityDisability Type

Employee's privacy consentEmp Privacy Consent

EEO-4 functional groupEEO-4 Group




Indicates employee ethnicityEthnicity

Indicates if employee is excluded from EEO-4reporting

Exclude From EEO-4

Employee's former first nameFormer First Name

Employee's former last nameFormer Last Name

Employee's former middle initialFormer Middle Init

Employee's genderGender

Employee's maiden first nameMaiden First Name

Employee's maiden last nameMaiden Last Name

Employee's maiden middle initialMaiden Middle Init

Employee's religionReligion

Indicates if employee is a veteranVeteran

Veteran DescriptionVeteran Desc

Indicates if employee is a visible minorityVisible Minority

E6 - Employee (I-9 Information)• Employee and History report Master topic.



• Data loaded by the Work Eligibility tab of Employee (HR11.1).


Admission numberAdmission Number

Alien numberAlien Number

Employment authorizationAuthorization

First eligibility document descriptionDocument 1 Desc

First document expiration dateDocument 1 Expr Date

First eligibility document numberDocument 1 Number

First document typeDocument 1 Type

Second eligibility document descriptionDocument 2 Desc




Second document expiration dateDocument 2 Expr Date

Second eligibility document numberDocument 2 Number

Second document typeDocument 2 Type

Employment eligibility statusEligibility Status

Eligibility status expiration dateStatus Expiration Dt

E7 - Employee (Benefits Information)• Employee and History report Master topic.



• Data loaded by the Benefits tabs of Employee (HR11.1).


Indicates whether to apply the maximum com-pensation limit

Apply Max Comp Limit

First alternate benefit eligibility dateBenefit Date 1

Second alternate benefit eligibility dateBenefit Date 2

Third alternate benefit eligibility dateBenefit Date 3

Fourth alternate benefit eligibility dateBenefit Date 4

Fifth alternate benefit eligibility dateBenefit Date 5

First alternate benefit salary amountBenefit Salary 1

Second alternate benefit salary amountBenefit Salary 2

Third alternate benefit salary amountBenefit Salary 3

Fourth alternate benefit salary amountBenefit Salary 4

Fifth alternate benefit salary amountBenefit Salary 5

Benefit postal codeBenefits Postal Code

Covered dependents for dental planDental Dependents

Indicates if the primary care physician is theemployee's current health care provider.

Established Patient

Highly-compensated employee associated withthis employee

Family Agg Employee




Covered dependents for health planHealth Dependents

Indicates if employee is a highly compensatedemployee

Highly Compensated

Indicates if employee is a key employeeKey Employee

Credits received for a healthy lifestyleLifestyle Credits

Employee's Medicare statusMedicare indicator

Indicates if the employee is an officer of thecompany

Officer

Indicates if the employee is an owner of thecompany

Owner

Employee's primary physicianPrimary Physician

Indicates the number of months of prior healthcover eligible under HIPAA provisions.

Prior Months Cov

Indicates if employee is related to the employerRelated Employee

Indicates if the employee is a smokerSmoker

Date dental coverage under spouse's employerwas verified

Spouse Dental Date

Indicates if the employee has dental coverageunder spouse's plan

Spouse Dental Plan

First line of spouse's employer's addressSpouse Emplr Addr1

Second line of spouse's employer's addressSpouse Emplr Addr2

Third line of spouse's employer's addressSpouse Emplr Addr3

Fourth line of spouse's employer's addressSpouse Emplr Addr4

City of spouse's employer's addressSpouse Emplr City

Country of spouse's employerSpouse Emplr Country

Name of spouse's employerSpouse Emplr Name

Spouse's employer's phone country codeSpouse Emplr Ph Ctry

Spouse employer's phone numberSpouse Emplr Phone

Postal code of spouse's employer's addressSpouse Emplr Postal

State of spouse's employer's addressSpouse Emp St or Pro

Date health coverage under spouse's employerwas verified

Spouse Health Date

Indicates if employee has health coverage un-der spouse's plan

Spouse Health Plan




Indicates if employee is an insider for stocktrading purposes

Stock Trade

E8 - Employee (Address)• Employee and History report Master topic.



• Data loaded by the Address tab of Employee (HR11.1).


First line of employee's addressAddress Line 1

Second line of employee's addressAddress Line 2

Third line of employee's addressAddress Line 3

Fourth line of employee's addressAddress Line 4

City of employee's addressCity

Country of employee's addressCountry

Country descriptionEmp Country Desc

County of employee's addressCounty

Employee's e-mail addressE-Mail Address

Employee's postal codePostal Code

Employee's residence state or provinceState or Province

First line of employee's supplemental addressSupplemental Addr 1

Second line of employee's supplemental ad-dress

Supplemental Addr 2

Third line of employee's supplemental addressSupplemental Addr 3

Fourth line of employee's supplemental addressSupplemental Addr 4

City of employee's supplemental addressSupplemental City

Country or other portion of employee's supple-mental address

Supplemental Country

Supplemental country descriptionSplmntl Country Desc

Supplemental CountySupplemental County




Postal code of employee's supplemental ad-dress

Splmntl Postal Code

Country code of employee's supplementaltelephone number

Splmntl Phone Ctry

Employee's supplemental telephone numberSplmntl Phone Nbr

State or province of employee's supplementaladdress

Splmntl St or Prov

Employee's home phone number country codePhone - Home Ctry

Employee's home phone numberTelephone - Home

EC - Employee Emergency Contact• Employee report Detail topic.

• Accesses data from the Employee PA Information file.


• Data loaded by Emergency Contact (PA12.1).


First line of emergency contact's addressAddress 1

Second line of emergency contact's addressAddress 2

Third line of emergency contact's addressAddress 3

Fourth line of emergency contact's addressAddress 4

City of contact's addressCity

User or system-defined number identifyingemergency contact

Contact Number

Country of emergency contact's addressEmgcy Contact Ctry

State or province of the emergency contactperson's address

Emgcy State or Prov

Contact's first nameName - First

Contact's formatted full nameName - Full

Contact's last nameName - Last

Contact's middle initialName - Middle Init




Emergency contact person's cell phone numberPhone - Cell Ctry

Emergency contact person's home telephonenumber

Phone - Home Ctry

Emergency contact person's work telephonenumber

Phone - Work Ctry

Postal code of contact's addressPostal Code

Relationship of the contact to the employeeRelationship

Contact's home phone number country codeTelephone - Hm Cntry

Contact's home phone numberTelephone - Home

Contact's work phone number country codeTelephone - Wk Cntry

Contact's work phone numberTelephone - Work

Contact's work phone extensionTelephone - Work Ext

ED - Employee or Applicant Education• Employee and Applicant report Detail topic.

• Accesses data from the Emp/App Personnel Codes file where the Type is ED.


• Data loaded by Education (PA20.1) and Applicant Education (PA30.1).


Indicates if the employee's education associat-ed with a specific degree is company spon-sored (Employee only)

Company Sponsored

Date degree granted or education programcompleted

Date Completed

User-defined education degree codeDegree

Education degree code descriptionDegree Description

User-defined education code levelEducation Level

Indicates if the education is currently in processEducation In Process

Name of institution where education receivedInstitution

Name of schoolInstitution Desc




Numeric rating of educational performanceEducation Rating

User-defined education subject codeSubject

Subject DescriptionSubject Description

Indicates whether change to educational reportwas verified

Verified

EP - Employee Positions• Employee detail topic.

• Accesses data from the Employee Multiple Pos, Jobs file.

• Provides data about the employee's position or job for a specific level.


• Data loaded by Multiple Pos, Jobs (PA13.1).

• An asterisk (*) indicates a database field used for date range searches.


Account category associated with the position'sactivity

Account Category

Activity associated with the positionActivity

Number of annual hours for the positionAnnual Hours

Assignment date for the position or jobAssignment Date

Position's currencyCurrency

Employee's daily scheduled hoursDaily Sched Hours

Employee's departmentDepartment

Employee's department nameDepartment Desc

Date position information for employee is effec-tive

Effective Date*

Employee's base currencyEmp Base Currency

Employee's base pay rateEmp Base Pay Rate

Currency in which pay is recordedEmp Currency

GL expense company to which the position'sexpenses should be charged

Expense Account




Expense accounting unit to which the position'sexpenses should be charged

Expense Acct Unit

Company to which to post the transactionExpense Dist Co

Expense subaccount to which this position'sexpenses should be charged

Expense Subaccount

Employee's FTEFTE

Employee's step and grade schedule or rangeschedule

Grade

Employee's indirect supervisorIndirect Supervisor

Indirect supervisor descriptionIndirect Supv Desc

Indirect supervisor nameIndirect Supv Name

Employee's job codeJob Code


Employee's locationLocation

Location descriptionLocation Description

Employee's positionPosition

Position descriptionPosition Description

Employee's position levelPosition Level

Position Process levelProcess Level

Process level nameProcess Level Desc

Employee's prorated annual salaryProrated Annual Slry

Employee's pay rateRate of Pay

Employee's ScheduleSchedule

Employee's shiftShift

Employee's stepStep

Employee's stop dateStop Date

Employee's supervisorSupervisor

Supervisor descriptionSupervisor Desc

Supervisor's full nameSupervisor Full Name

Employee's union codeUnion

Union descriptionUnion Description




Amount that will be stored at the employeeposition level

User Amount

Employee's user levelUser Level

User level descriptionUser Level Desc

Employee's work scheduleWork Schedule

Work schedule descriptionWork Schd Desc

FR - Flex Credits Remaining• History report Detail topic.

• Accesses data from Employee Flex Dollar Remaining file.

• Provides data about employee flex and pretax dollars available and spent for a flex period.


• Data loaded by Speed Benefit Entry (BN31.1), Employee Benefit Change (BN32.1), EmployeeFlex Credits (BN45.1), Employee Change Benefit Update (BN100), Mass Benefit Add (BN101),Plan Employee Update (BN102), and Flex Credits Calculation (BN145).


Flex credits available for flex period for employ-ee

Flex Credits Avlbl

Flex credits spent for flex period for employeeFlex Credits Spent

Flex plan for flex period for employeeFlex Plan Code

Pretax credits available for flex period for em-ployee

Pretax Available

Pretax credits spent for flex period for employeePretax Spent

Flex period start dateStart Date

Flex period stop dateStop Date

FX - Employee Flexible Benefit Plan• History report Detail topic.



• Accesses data from the Employee Flexible Dollars file.

• Provides data about employee's annual flex credits under a flex plan by flex plan code and planstart date.


• Data loaded by Employee Flex Credits (BN45.1), Employee Change Benefit Update (BN100),Mass Benefit Add (BN101), Plan Employee Update (BN102), and Flex Credits Calculation(BN145).



Company flex credit for employee's ageAge Credit

Company flex credits for number of dependentsDependent Credit

Base company flexible benefit creditsFlex Amount - Co

Employee pretax creditsFlex Amount - Emp

Flex plan codeFlex Plan Code

Company flex credits for employee's years ofservice

Service Credit

Beginning date of flex creditsStart Date*

Ending date of flex creditsStop Date

Total company flex credits, including all creditsTotal Co Credits

Total company flex creditsTotal Credits

Total company and employee pretax flex creditsTotal Flex Credits

GE - Employee General Information• Employee and History report Master topic.



• Data loaded by various tabs of Employee (HR11.1).


Company numberCompany

Employee's home departmentDepartment

Employee numberEmployee

Indicates if employee was an external applicantExternal Applicant




Date employee was hiredHire Date


Job codeJob Code

Employee's first nameName - First

Employee's first initialName - First Initial

Employee's full name (Last, First, MI)Name - Full

Employee's last nameName - Last

Employee's middle initialName - Middle Init

Employee's home process levelProcess Level

Either annual salary or hourly pay rate, depend-ing on salary class

Rate of Pay

Employee's social numberSocial Nbr

Employee's statusStatus

GL - Payroll GL Distributions• History report Detail topic.

• Accesses data from the Employee Payment Distribution file.

• Provides data about employee's detail general ledger transactions by account for a given date andpayment.


• Data loaded by Payroll Close (PR199).



Account category for distributionAccount Category


Amount of distributionAmount

Deduction if distribution is for a deductionDeduction

General ledger account numberDist Account Number

General ledger accounting unitDist Account Unit




Company to which the transaction is distributedDist Company

Department to which the transaction is distributedDist Department

General ledger full account (accounting unit, ac-count and subaccount)

Dist Full Account

Process level to which the transaction is distribut-ed

Dist Process Level

General ledger subaccount numberDist Subaccount

General ledger transaction dateGL Date*

General ledger transaction dayGL Date Day

General ledger transaction monthGL Date Month

General ledger transaction yearGL Date Year

Hours included in the transactionHours

Job code associated with the transactionJob Code

Pay code if the distribution is for wagesPay Code

Pay code descriptionPay Code Description

Pay unitsPay Units

Payment datePayment Date

Payment dayPayment Date - Day

Payment monthPayment Date - Month

Payment yearPayment Date - Year

Payment numberPayment Number


Payment period ending dayPeriod End Day

Payment period ending monthPeriod End Month

Payment period ending yearPeriod End Year

Payment period ending datePeriod Ending Date

Position for the distributionPosition

Distribution record typeRecord Type

Date program was run to close the payroll cycleRun Date

Time program was run to close the payroll cycleRun Time





Unit in which employee is paidUnit Measure

IV - Applicant and Employee Interviews• Employee and Applicant report Detail topic.

• Accesses data from the Applicant Interview file.


• Data loaded by Interviews (PA41.1).



Indicates if a follow-up interview plannedFollow Up

Date of follow-up interviewFollow Up - Date

Time of follow-up interviewFollow Up - Time

Date interview was doneInterview Date*

System-assigned interview numberInterview Number

Interview rating codeInterview Rating

Time interview beganInterview Time - Beg

Time interview endedInterview Time - End

Employee number of interviewerIntvwd By Emp Nbr

First name of interviewerIntvwd By First Name

Last name of interviewerIntvwd By Last Name

Middle initial of interviewerIntvwd By Mid Init

Job code for which the interview was doneJob Code

Position for which applicant is interviewingPosition

Requisition number for which the interview wasdone

Requisition Number

Status of the applicant in the recruiting processRequisition Status

Interview testTest

Interview test ratingTest Rating



JC - Job Code• Employee, Applicant, and History report Master topic.

• History accesses data from the Job Code Parameters file.


• Data loaded by Job Codes (HR06.1) and Job Code Salary Ranges (HR06.2).


Indicates academic rankAcademic Rank

Indicates if job code is activeActive Flag

Annual hourAnnual Hours

Beginning salary rangeBeg Salary Range

Use to calculate workers compensation insur-ance premiums and to post workers compensa-tion expenses to GL

Canadian WC Class

Direct/Indirect TipsDirect,Indirect Tips

EEO category for the jobEEO Category

User-defined EEO sub code for the jobEEO Sub Code

Effective date of salary rangeEffective Date

Ending salary rangeEnd Salary Range

Evaluation date of job codeEvaluation Date

Indicates if job is exempt from overtime payExempt From Overtime

Expense account numberExpense Account Nbr

Expense accounting unitExpense Account Unit

Expense full accountExpense Full Account

Expense sub accountExpense Subaccount

Company to which expenses are distributedExpense Dist Co

Gender class associated with a job code forpay equity purposes

Gender Class

Higher education categoryHigher Eductn Catg

Higher education subcategoryHigher Eductn Subcatg

Job class to which job code is assignedJob Class

Currency assigned to job codeJob Code Currency


Salary grade assigned to jobJob Grade




Base market salary assigned to job codeJob Market Base

Base maximum pay assigned to job codeJob Maximum Base

Base midpoint pay assigned to job codeJob Midpoint Base

Base minimum pay assigned to job codeJob Minimum Base

Base pay assigned to job codeJob Pay Rate Base

Grade range schedule assigned to jobJob Schedule

Indicator of which employees are created inM3

M3 Flag

Indicates a date for the market salaryMarket Date

Identifies the market salary for the jobMarket Salary

Mid salary range for grade rangeMid Salary Range

Indicates the occupational group used for Em-ployment Equity Act (EEA) or Official Lan-guages Act reporting

Occupation Group

Points assigned to jobPoints

Professional profile descriptionPrfsnl Profile Desc

The value that indicates the professional profileavailable (only if Professional Profile task ofEmployee or Manager Self Service is used)

Professional Profile

Pay rate assigned to a job codeRate

Indicates if employee tied to this job code canbe paid less than the normal rate

Rate Override

Indicates if the grade range schedule is basedon a salaried or hourly amount

Salary Class

Schedule currencySched Currency

Indicates if eligible for tenureTenure Eligible

Indicates whether an employee receives tipsTipped

Worker's compensation class for jobWC Class

JH - Applicant Job History• Applicant report Detail topic.



• Accesses data from the Applicant Job History file.

• Provides data about the applicant's job history.


• Data loaded by Applicant Job History (PA33.1).


First line of applicant's addressAddress 1

Second line of applicant's addressAddress 2

Third line of applicant's addressAddress 3

Fourth line of applicant's addressAddress 4

Beginning annual salaryAnnual Pay (beg)

Ending annual salaryAnnual Pay (end)

Base currency for amountsBase Beg Pay

Base ending payBase End Pay

Base currency for amountsBase Job Hist Currency

City of employer's addressCity

Indicates if previous employer was contactedContacted

Indicates if previous employer is applicant'scurrent employer

Current Employer

Beginning employment dateEmployed Date (beg)

Ending employment dateEmployed Date (end)

Previous employer's nameEmployer Name

Currency in which amounts are recordedJob Hist Curr

Job title when employedJob Title

Indicates if we can call this employerMay We Call

Postal code of employer's addressPostal Code

Prior work countryPrior Work Cntry

Related job code in this companyRelated Job Code

State or province of employer's addressState or Province

Previous supervisor's nameSupervisor Name

Previous supervisor's work telephone countrycode

Supervisor Phn Cntry

Previous supervisor's work telephone extensionSupervisor Work Ext

Previous supervisor's work telephoneSupervisor Work Phone



HI - Employee History• History report Detail topic.

• Accesses data from the Employee Maintenance Audit file.

• Only fields included in a personnel action or fields designated to be logged in HR10.1 (Data ItemAttributes) have records in the Employee Maintenance Audit file.

Note: Because of IRS requirements, we recommend that you mark all fields related to the employeeW-4 to be logged to history.

• Provides data about changes to an employee or employee deduction.


• Data loaded by Employee (HR11.1), Individual Action (PA52.1), Action Update (PA100),Employee Deduction (PR14.1), and Deduction Speed Entry (PR15.1).



Personnel action code if record is created bypersonnel action

Action Code

Value of the alphabetic fieldAlpha Field Value

Anticipated ending date for the personnel actionAnticipated End Date

Date change takes effectBeginning Date

Value of date fieldDate Field Value

Deduction that was changedDeduction

Name of field for which the record was createdField Name

Currency in which amount is recordedHist Currency

System date the change took placeLog Date

Time the change took placeLog Time

Value of the numeric fieldNumeric Field Value

Position level for personnel actionPosition Level

Prior value for data itemPrior Value

First reason code for the personnel actionReason (1)

Second reason code for the personnel actionReason (2)

First reason code descriptionReason 1 Description

Second reason code descriptionReason 2 Description

Whether absence management records will becreated when the action is updated

Upd Abs Mgmt




Whether you want the action to update employeebenefits

Update Benefit

If you want to automatically update required de-ductions

Update Req Ded

Name associated with security password of userwho made the change

User Name

MD - Employee Medical Information• Employee report Detail topic.

• Accesses data from the Employee PA Information file.


• Data loaded by Medical (PA15.1).


Beginning date of work restrictionBegin Date

Blood typeBlood Type

Ending date of work restrictionEnd Date

First unit of heightHeight 1

Second unit of heightHeight 2

Date of last physical examinationLast Physical Date

User-defined emergency medical codeMedical Code

Type of emergency medical or work restrictionMedical Code Type

Date of next scheduled physical examinationNext Physical Date

Physical exam schedulePhysical Schedule

WeightWeight

MI - Employee and Applicant Military History• Employee or Applicant report Detail topic.

• Accesses data from the Military Service History file.



• Provides data about employee's branch of service and service specialty.


• Data loaded by Military Service (PA14.1) and Applicant Military Service (PA39.1).


Branch of military serviceBranch Of Service

Indicates if employee is currently in Reservesor National Guard

Current Status

Date of dischargeDischarge Date

Type of dischargeDischarge Type

Draft statusDraft Status

Final rankFinal Rank

Months of service timeMonths Served

Rank attainedRank Attained

Service specialtyService Specialty

Veteran indicatorVeteran

Years of service timeYears Served

OS - Health, Safety Incident• Employee report Detail topic.

• Accesses data from the Health, Safety Incident History file.

• Provides data about employee's health and safety incidents by date.


• Data loaded by Health and Safety Incident (PA90.1).



Indicates whether the employee was absent from work due to the in-cident

Absent From Work

Age at time of incidentAge

Company base currencyBase Incident Currency

Cost in company's base currencyBase Incident Cost

Affected body partBody Part




Affected body part codeBody Part Code

Brand of sharp deviceBrand Sharp Device

Indicates if incident occurred on company premisesCompany Premises

Incident costCost

Date of the illness or injuryDate Injury

Last date the employee worked after the incidentDate Last Work

Date the employee returned to workDate Returned

Days away from workDays Away

Days restricted from normal workDays Restricted

Indicates if employee diedDeath

Date of death, if death was the result of the incidentDeath Date

Employee's department at time of incidentDepartment

Date the employer was notified of the incidentDte Notified Injury

Date the employer was notified of lost timeDte Notified Lost Tm

Indicates whether the employee will earn reduced wages due to per-forming other work duties

Earn Reduced Wages

Indicates whether an emergency room visit was requirdEmergency Room Visit

Employee's statusEmp Status

Establishment where the incident occurredEstablishment

First line of explanation of how incident occurredExplanation 1

Second line of explanation of how incident occurredExplanation 2

Employee number of the employee who provided first aidFirst Aid By

Name of the employee who provided first aidFirst Aid Name

First date the employee did not attend work because of the incidentFirst Day Lost Time

First date of the date range if employee returned to work after the in-cident

First Dt Wrk Aft Abs

Start time if the employee returned to work after the incidentFirst Tm Wrk Aft Abs


Government case numberGovt Case

Indicates whether the case must be reported to the governmentGovt Flag

Name of hospital where employee was treatedHospital




Hospital where the employee received treatmentHospital Name

IllnessIllness

Illness TypeIllness Type

IncidentIncident

Address where incident occurredIncident Addr

Incident CategoryIncident Category

City where incident occurredIncident City

Country where incident occurredIncident Country

Currency in which incident costs are recordedIncident Currency

Date incident occurredIncident Date

Description of incidentIncident Description

Description of final outcomeIncident Outcome

Site of incidentIncident Site

State or province where incident occurredIncident State or Prov

Description of current statusIncident Status

Illness or injury indicatorIncident Type

Incident postal codeIncident Postal Code

Employee's job code at time of incidentJob Code

Last date of the date range if employee returned to work after the in-cident

Last Dte Wrk Aft Abs

End time if the employee returned to work after the incidentLast Tm Wrk Aft Abs

Location of incidentLocation

Involved object or substanceObject or Substance

Indicates whether the employee was hospitalized for the incidentPatient Flag

Indicates whether the employee is able to perform other duties atwork

Perform Other Work

Physician who provided treatmentPhysician

First name of physician involvedPhysician First Name

Middle initial of physician involvedPhysician Initial

Last name of physician involvedPhysician Last Name

Prior sequence numberPrior Seq Nbr




Indicates prior establishment if incident is related to a prior incident,Prior Establishment

Indicates whether this is a privacy casePrivacy Case

Employee's process level at time of incidentProcess Level

Occurrence number within the companyReport Nbr

Employee who reported the incidentReported By

Name of employee who reported the incidentReported By Name

Employee who completed the reportReport Completed By

Date the report was completedReport Completed Date

Name of employee who completed the reportReport Completed Name

Employee to whom the incident was reportedReported To

Name of employee to whom the incident was reportedReported To Name

Indicates the degree of severity of the incidentSeverity

Type of sharp deviceSharp Device

Employee's shift at time of incidentShift

Supervisor to whom the employee reportsSupervisor

Name of supervisor to whom the employee reportsSupv Name

Time that employee ended workTime End Work

Time of injuryTime Injury

Time last workedTime Last Work

Time the employer was notified of the incidentTime Notified Injury

Time employee returned to workTime Returned

Time employee started workTime Start Work

Time the employer was notified of lost timeTm Notified Lost Tm

User field 1User Field 1



Workers compensation claim numberWC Claim

Indicates if incident is reportable for worker's compensationWC Reportable

Employee who witnessed the incidentWitness

Witness's addressWitness Addr

Witness's cityWitness City




Country where the witness livesWitness Country

Witness's nameWitness Name

Witness's telephone numberWitness Phone

Witness's telephone country codeWitness Phone Cntry

Witness's telephone extensionWitness Phone Ext

Witness's state or provinceWitness State or Prov

Witness's postal codeWitness Postal Code

PD - Employee Pay Deduction Detail• History report Detail topic.

• Accesses data from the Employee Payment Deductions and Employee Payments files.

• Provides data about employee deduction records, by payment number and date.


• Data loaded by Deduction (PR05.1), Manual Payment (PR80.1), Adjustment (PR82.1), andEarnings and Deductions Calculation (PR140).


Way net pay was adjusted for this deductionAdjust Pay

DeductionDeduction

Amount of the deductionDeduction Amount


Deduction Class

Description of the deductionDeduction Desc

Wages associated with the deduction that aretaxable if the limit is not exceeded (only appli-cable for company-paid state unemploymentdeductions)

Excess Wages

Total gross pay for the paymentGross Pay








Employee's home department at time of pay-ment

Payment Department

Deduction description printed on the paymentstub

Payment Description

Receipt or payment number of paymentPayment Number



Payroll yearPayroll Year

Period ending day for paymentPer End Date - Day

Period ending month for paymentPer End Date - Month

Period ending year for paymentPer End Date - Year


Employee's home process level at time ofpayment

Process Level

Quarter numberQuarter Number

Tax engine taxing authority code (only applica-ble for tax-type deductions)

Tax Authority


Tax exempt statusTax Status

Employee's taxable wagesTaxable Wages


Employee's work state or tax province at timeof payment

Work State, Tax Provice

PM - Employee Payment Detail• History report Detail topic.

• Accesses data from the Employee Payments files.

• Provides data about employee payment and adjustment records, by payment number and date.


• Data loaded by Manual Payment (PR80.1), Adjustment (PR82.1), and Earnings and DeductionsCalculation (PR140).





Company bank account number from whichpayment was made

Bank Account Number

Code identifying bank on which the payment isdrawn

Bank Code

Federal taxable wages for the paymentFederal Taxable

Total gross pay for the paymentGross Pay

Net payment amount for the paymentNet Pay

Amount of noncash tips included in the gross payamount

Non-Cash Tips

Amount of payment-in-kind included in the grosspay amount

PIK pay





Employee's home department at time of paymentPayment Department


Employee's home process level at time of pay-ment

Payment Proc Level



Period ending day for paymentPer End Date - Day

Period ending month for paymentPer End Date - Month

Period ending year for paymentPer End Date - Year


Social Security taxable wages for the paymentSoc Sec Taxable


Total amount of tips included in the gross payamount

Tips Pay

Total amount of payment automatically depositedthrough direct deposit

Total ACH Distrib

Total employee paid deductions associated withpayment

Total Deductions




Total hours included on the paymentTotal Hours

PW - Employee Pay Wage Detail• History report Detail topic.

• Accesses data from the Employee Payments and Employee Time Cards files.

• Provides data about employee wage records by pay summary group, Pa payment number anddate, and time record.


• Data loaded by all time records, Manual Payment (PR80.1) and Adjustment (PR82.1). PayrollClose (PR197) creates records.



Account categoryAccount Category

Employee's work activityActivity

Department where the wage expenses are dis-tributed

Department

Account number where the payment or adjust-ment is posted

Dist Account Number

Accounting unit to which you want to post thetime record amount

Dist Account Unit

Company where the payment is postedDist Company

Full account (accounting unit, account, and sub-account) where the payment is posted

Dist Full Account

Subaccount where the payment or adjustment isposted

Dist Subaccount

Total number of hours for the pay summary groupHours

Employee's job code associated with this recordJob Code

Overtime premium portion of the wagesOvertime Premium

Pay code that identifies the kind of payPay Code

Pay code descriptionPay Code Description

Pay summary group descriptionPay Sum Group Desc

Pay summary group for this recordPay Summary Group




Date of payment or adjustmentPayment Date*



Year in which payment or adjustment is madePayment Date - Year

Employee's home department at time of paymentor adjustment

Payment Department

Pay summary group description printed on thepayment

Payment Description



Payment Proc Level



Calendar yearPayroll Year

Period ending dayPer End Date - Day

Period ending yearPer End Date - Year

Indicates if a percent distribution record existsfor the pay code

Percent Distribution


Employee's positionPosition

Process level where the wage expenses are dis-tributed

Process Level

Quarter number within the payroll yearQuarter Number

Rate on time recordRate

Shift associated with the payShift

Shift differential rateShift Diff Rate

Shift differential associated with the pay codeShift Differential


Time record dateTime Record Date

Pay unit of measureUnit of Measure

Employee's work state at time of payment.Unemployment State

Employee's current union codeUnion




Worker's compensation state associated with thepayment or adjustment

WC State

Total wage amount for the pay summary group,including overtime premium amount

Wage Amount

Employee work state or tax provinceWork State, Tax Prov

QD - Quarterly Deduction History• History report Detail topic.

• Accesses data from the Quarterly Deduction file.

• Provides data about employee quarterly deduction records by payroll year, quarter number, processlevel, work state, and deduction.





Way net pay was adjusted for this deduction (Addto net, employee paid, or blank for company paid)

Adjust Pay

Calculation type of the deductionCalculation Type

DeductionDeduction

Quarterly deduction amountDeduction Amount


Deduction Class

Description of the deductionDeduction Description

Quarterly wages associated with the deductionthat are taxable if the limit is not exceeded (onlyapplicable for company-paid ceiling type deduc-tions, such as unemployment and social security)

Excess Wages

Description that prints on the paymentPayment Description

Calendar yearPayroll Year*


Process Level





Tax engine taxing authority code (only applicablefor tax-type deductions)

Tax Authority

Tax authority typeTax Authority Type


Withholding tax statusTax Status

Amount of taxable wages associated with thededuction (only applicable for tax-type deduc-tions)

Taxable Wages

Employee's work state or tax province at time ofpayment

Work State, Tax Prov

Total gross wages for the quarterWage Amount

QW - Quarterly Wages• History report Detail topic.

• Accesses data from the Quarterly Wage file.

• Provides data about employee quarterly pay wage records by payroll year, quarter number, processlevel, work state, and pay summary group.





Total hours for the quarter for the pay summarygroup

Hours

Total noncash wages for the quarter for the paysummary group

Noncash Wage Amount

Total hours used for overtime calculationsOT Calc Hours

Description of pay summary groupPay Sum Group Desc

User-defined pay summary groupPay Summary Group

Number of units an employee is paidPay Units


Calendar yearPayroll Year*





Process Level


Employee's work state or tax province at time ofpayment

Work State, Tax Prov

Unit of measure for employee payUnit of Measure

Total gross wages for the quarterWage Amount

RC - Requisition Costs• Employee and Applicant report Detail topic.

• Accesses data from the Requisition Costs, Requisition Applicants, and Personnel Requisition files.

• Provides data about costs associated with a requisition.


• Data loaded by Job Requisition (PA42.1) and Requisition Applicants (PA43.1), and RequisitionCosts (PA44.1).


Date applicant applied for the requisitionApplied

Base currency for requisition costBase Req Cost Currency

Requisition amount in base currencyBase Amount

Cost associated with the requisitionCost

Date cost was incurredDate

First hire source by log dateHire Source

Job code for requisitionJob Code

Position for requisitionPosition

Reason cost was incurredReason

Currency in which requisition cost is recordedReq Cost Currency

Requisition associated with costRequisition

Description of requisitionRequisition Desc



RF - Applicant References• Applicant report Detail topic.

• Accesses data from the Applicant References file.


• Data loaded by Applicant Reference (PA32.1).


First line of reference's street addressAddress Line 1

Second line of reference's street addressAddress Line 2

Third line of reference's street addressAddress Line 3

Fourth line of reference's street addressAddress Line 4

Association between the applicant and the ref-erence

Association

City of the reference's addressCity

Indicates if reference was contactedContacted

Postal code of reference's addressPostal Code

Country of reference's addressReference Country

Reference's first nameReference First Name

Reference's last nameReference Last Name

Reference's middle initialReference Mid Init

System-assigned reference numberReference Number

State or province of reference's addressState or Prov

Reference's home telephone number, includingarea code

Telephone - Home

Reference's country code for home telephonenumber

Telephone - Hm Cntry

Reference's work telephone number, includingarea code

Telephone - Work

Reference's country code for work telephonenumber

Telephone - Work Cntry

Reference's work extensionTelephone - Work Ext



RH - Requisition History• Employee and Applicant report Detail topic.

• Accesses data from the Applicant Requisition History and Personnel Requisition files.

• Provides data about historical changes to applicant's requisition status.


• Data loaded by Applicant (PA31.1), Requisition Applicants (PA43.1), Job Requisition (PA42.1),and Requisition Offers (PA45.1).


Date applied for requisitionApplied

Date the status was effectiveDate

Hire source on log recordHire Source

Job code for the requisitionJob Code

Position for the requisitionPosition

Requisition numberRequisition

Description of the requisitionRequisition Desc

Requisition status for applicantStatus

RL - Employee or Applicant Relocation Preferences• Employee and Applicant report Detail topic.

• Accesses data from the Emp/App Personnel Codes file where the Type is RL.

• Provides data about employee relocation preferences.


• Data loaded by Relocation (PA24.1) and Applicant Relocation (PA38.1).


User-defined relocation codeRelocation Code

Relocation code descriptionRelocation Desc

Relocation priorityRelocation Priority

Relocation statusRelocation Status



RO - Requisition Offers• Employee and Applicant report Detail topic.

• Accesses data from the Applicant Requisition History, Requisition Applicants, and PersonnelRequisition files.

• Provides data about offers extended, accepted and declined by internal and external applicants.


• Data loaded by Requisition Offers (PA45.1) and Job Requisition (PA42.1).


Date applied for requisitionApplied

Base currency for offerBase Offer Currency

Offer pay in company's base currencyBase Offer Pay Rate

Employee associated with offerContact

Contact nameContact Name

Date offer updatedDate

FTE associated with offerFTE

Hire sourceHire Source


Letter associated with offerLetter

Applicant status for this requisition with this of-fer

Offer Status

Type of offerOffer Type

Pay rate associated with offerPay Rate


Reason offer updatedReason

Currency in which offer is recordedReq Offer Currency

Requisition numberRequisition


Signing bonus in base currencySign Bonus Base

Signing bonusSigning Bonus

Start dateStart Date



RQ - Job Requisitions• Employee and Applicant report Detail topic.

• Accesses data from the Personnel Requisition, Job Requisition, and Requisition Applicants file.

• Provides data about requisitions for jobs and positions applied for by internal and external applicants.


• Data loaded by Job Requisition (PA42.1).


Date applicant applied for requisitionApplied

First hire source by log dateHire Source



Requisition applicant applied forRequisition


RS - Employee Reserve Account Transaction History• History report Detail topic.

• Accesses data from the Reserve Account Transactions and Employee Benefit files.

• Provides data about employee's reserve account transaction records by plan code, plan start date,and transaction date.


• Data loaded by Spending Account Transactions (BN59.1) and Spending Account Entry(BN39.1).



Annual contribution to the reserve account fromthe benefit record

Annual Contribution


Plan code descriptionPlan Description

Benefit start dateBenefit Start Date

Benefit stop dateBenefit Stop Date

Description of the transactionTran Description




Payment number associated with the transactionTran Payment Number

Amount of the transactionTransaction Amount

Date of the transactionTransaction Date*

Plan year-to-date total contributions made to theaccount

YTD Contribution

RV - Employee Review History• Employee report Detail topic.

• Accesses data from the Employee Performance Reviews file.

• Provides data about employee review records by review type and date.


• Data loaded by Review (PA26.1).



Actual date of the reviewActual Date*

Date of last reviewLast Review Date

Next scheduled review dateNext Review Date

Next scheduled review typeNext Review Type

Performance LevelPerf Level

Description of performance rating codePerf Rating Desc

Performance rating codePerformance Rating

Review scheduleReview Schedule

Review typeReview Type

Review type descriptionReview Type Desc

Employee number of reviewerReviewer Emp Nbr

First name of person who conducted the reviewReviewer First Name

Last name of person who conducted the reviewReviewer Last Name

Middle initial of person who conducted the reviewReviewer Mid Init

Date the review was scheduledScheduled Date



SH - Salary History• History report Detail topic

• Accesses data from the Pay Rate History file.


• Data loaded by Employee (HR11.1), Individual Action (PA52.1), Action Update (PA100),Employee Deduction (PR14.1), and Deduction Speed Entry (PR15.1).

Note: Salary history is recorded only if pay rate is included in personnel actions or is designatedto be logged to history in Data Item Attributes (HR10.1).

DescriptionItem Name

Action code if pay rate is created by a personnel actionAction Code

Annual hoursAnnual Hours

Annual salaryAnnual Salary

Anticipated end date for the annual salary actionAnticipated End Date

Employee's base currencyBase Pay Rate Currency

Base pay rateBase Pay Rate

Date change takes effectBeginning Date

Full time equivalent factor associated with the employeeFTE

System date of salary changeLog Date

System time of salary changeLog Time

Pay ratePay Rate

Currency in which pay rate is recordedPay Rate Currency

Level for the positionPos Level

Prior annual salaryPrior Ann Salary

Prior pay ratePrior Pay Rate

First reason for salary actionReason (1)

Second reason for salary actionReason (2)

Reason 1 descriptionReason 1 Description

Reason 2 descriptionReason 2 Description

Salary ClassSalary Class

Name of user who made salary changeUser Name



SK - Employee and Applicant Competencies• Employee and Applicant report Detail topic.

• Accesses data from the Emp/App Personnel Codes file where the Type is SK, OA, KN, or AB.


• Data loaded by Competencies (PA21.1) and Applicant Competencies (PA35.1).


Indicates if the skill training was companysponsored (Employee only)

Company Sponsored

Competency the employee has acquiredCompetency Type

Date the skill was acquiredDate Acquired

Date the skill was last usedDate Last Used

Instructor who taught the proficiency (Employeeonly)

Instructor

ProficiencyProficiency

Competency proficiencyProficiency Level

Frequency with which the competency shouldbe renewed

Renewal Cycle

Date the employee must renew the certificationRenewal Date

Competency codeCompetency Code

Competency code descriptionCompetency Description

Competency ratingCompetency Rating

Competency source codeCompetency Source

Competency source descriptionCompetency Source Desc

TA - Time Accrual Plan• Employee report Detail topic.

• Accesses data from the Employee Time Accrual Master file.

• Valid only with the Time Accrual application.

• Data loaded by Employee Plan Inquiry (TA60.1) and Employee (HR11.1).


Account number for liability accrualAccrual Account




Accounting unit for liability accrualAccrual Acct Unit

Accrual Dist Co

Subaccount number for liability accrualAccrual Sub Account

Current balance of accrued plan hoursCurr Accrual Balance

Current balance of eligible plan hourCurr Elig Balance

Account number for expenseExpense Account

Accounting unit for expenseExpense Acct Unit

Distribution company for the expense entryExpense Dist Co

Subaccount number for expenseExpense Sub Account

First date the employee can accrue hoursFirst Accrual Date

First date the employee can have eligible hoursFirst Eligible Date

Last date accrual limits were checkedLast Accr Limit Date

Last date the employee received accrual hoursLast Accrual Date

Last date eligible limits were checkedLast Elig Limit Date

Last date the employee received eligible hoursLast Eligible Date

User-defined plan class to which the plan isassigned

Plan Class


Ending date of planPlan Ending Date

Date employee entered planPlan Entry Date

User-defined plan namePlan Name

TD - Employee Time Accrual Detail Transactions• History report Detail topic.

• Accesses data from the Employee Time Accrual Transactions file.

• Provides data about employee Time Accrual transactions by plan.


• Data loaded by Plan Adjustments (TA70.1) and Time Accrual Update (TA170).





Current balance of accrued plan hoursCurrent Accrual Bal

Current balance of eligible plan hoursCurrent Eligible Bal

Last date the employee received accrual hoursLast Accrual Date

Last date the employee received eligible hoursLast Eligible Date

Plan classPlan Class


Date employee entered planPlan Entry Date


Transaction dayTrans Date - Day

Transaction monthTrans Date - Month

Transaction yearTrans Date - Year

Transaction descriptionTrans Description

Date of the transactionTransaction Date*

Number of hours included in the transactionTransaction Hours

Type of transactionTransaction Type

TG - Tax Groups• Employee report Detail topic.

• Accesses data from the Employee Tax Group, Employee Deduction, and Deduction files.

• Provides data about employee withholding deductions grouped together by tax group.


• Data loaded by Tax Group (PR11.1).


Way net pay is adjusted for the deductionAdjust Pay

Tax formula used to calculate the deductionTax Formula

Indicates the type of certificate the employeehas on file

Certificate Code

User-defined deductionDeduction


Deduction Class




Payroll cycles in which deductions are takenDeduction Cycles

Deduction descriptionDeduction Description

First date the deduction can be takenEffective Date

Last date the deduction can be takenEnding Date

Number of exemptions associated with the de-duction

Exemptions

Marital status associated with the deductionMarital Status


Deduction priorityPriority

Indicates if employee is a resident of the taxauthority associated with the deduction

Resident

Tax authority associated with the deductionTax Authority

Tax authority typeTax Authority Type


User-defined tax group used to combine with-holding-type deductions for state and localtaxing authorities

Tax Group

Calendar year-to-date deduction amount takenYTD Amount

Calendar YTD taxable wagesYTD Taxable

TS - Employee Time Accrual Transaction SummaryHistory• History report Detail topic.

• Accesses data from the Emp TA Transactions summary file.

• Provides data about employee's annual summary of Time Accrual transactions by plan.


• Data loaded by Time Accrual Close (TA199).



Current balance of accrued plan hoursCurrent Accrual Bal




Current balance of eligible plan hoursCurrent Elig Bal

Balance of accrued plan hours at year endEnding Accrued Hours

Balance of eligible plan hours at year endEnding Eligible Hrs

Total number of hours lost for the yearHours Lost

Total number of hours used for the yearHours Used

Plan classPlan Class



Plan year-to-date accrued hoursYTD Hours Accrued

Plan year-to-date eligible hoursYTD Hours Eligible

Plan yearYear*

TV - Employee Travel Information• Employee report Detail topic.

• Accesses data from the Employee Travel and Visa, and Employee PA Information files.

• Provides data about passport and visa information.


• Data loaded by Travel Information (PA18.1).


Date the employee or dependent applied forthe travel document

Apply Date

Status of the application for this travel docu-ment

Apply Status

Type of citizenship you want to assign to thetravel document

Citizenship

Citizenship descriptionCitizenship Desc

CommentsComments

Dependent for whom you want to define travelinformation

Dependent

Dependent nameDependent Name




Document type you want to assign to the traveldocument

Document

Country that you want to assign to this traveldocument

Document Country

Document descriptionDocument Desc

Date the travel document expiresDocument Expires

Travel document's numberDocument Number

Date the travel document goes into effectDocument Starts

Embassy registration date of the travel docu-ment

Embassy Registered

Date the travel doc was issued to the employeeor dependent

Issue Date

Name of the organization that issued the traveldocument

Issued By

Indicates if the travel document must be re-newed

Need Renewal

Visa type (tourist, business)Visa Type

UF - User Fields• Employee and Applicant Master topic.

• Accesses data from the Employee/Applicant User Fields and HR User Fields files.


• Data loaded by Employee (HR11.1) and Applicant (PA31.1).

VE - Vesting History• History report Detail topic.

• Accesses data from the Employee Vesting Hours file.

• Provides data about employee vested hours for a given year by benefit plan code.


• Data loaded by CODA Account Balance (BN55.1) and Payroll Close (PR197).







Benefit plan start datePlan Start Date


Total percent vested, based on vesting schedulesthe day the report is run

Vested Percent

Number of years vested in the plan the day thereport is run

Vested Years

Number of hours eligible for vesting in this planVesting Hours

Plan yearYear*

WK - Weeks Worked• History report Detail topic.

• Accesses data from the Employee Quarterly Weeks Worked file.

• Provides data about the number of weeks worked by an employee in a state.


• Data loaded by Weeks Worked Adjustment (PR83.1) and Weeks Worked Calculation (PR289).


Calendar yearPayroll Year

Process level associated with the state unem-ployment deduction

Process Level


Employee's work stateUnemployment State

Number of weeks worked in the payroll yearand quarter

Weeks Worked



WS - Work State Reporting Information• Employee report Detail topic.

• Accesses data from the Employee State file.

• Provides data about employee state-specific reporting information.


• Data loaded by Employee Taxes (PR13.1) and the Tax tab of Employee (HR11.1).


Alaska geographic area codeAK - Geo Area Code

Alaska occupation codeAK - Occupation Code

Arkansas seasonal designationAR - Seasonal Desig

Arizona branch codeAZ - Branch Code

California branch codeCA - Branch Code

California wage plan codeCA - Wage Plan Code

Colorado seasonal codeCO - Seasonal Code

Florida unit codeFL - Unit Code

Iowa job service locationIA - Job Service Loc

Illinois plant codeIL - Plant Code

Indiana employer location codeIN - Emplr Loc Code

Indiana seasonal codeIN - Seasonal Code

Massachusetts filing entityMA - Filing Entity

Minnesota unit numberMN - Unit Number

Missouri establishmentMO - Establishment

North Carolina seasonal codeNC - Seasonal Code

New Jersey disability plan numberNJ - Disbl Plan Nbr

New Jersey private disability planNJ - Priv Disbl Plan

Ohio plant codeOH - Plant Code

Oregon company health insuranceOR - Cmp Health Ins

Oregon employee health insuranceOR - Emp Health Ins

Pennsylvania plant numberPA - Plant Number

StateState

Texas unit numberTX - Unit Number

Wyoming multi-location numberWY - Multi-Loc Nbr



Appendix C: Reports with Drill Around feature

This appendix lists the reports that have the Drill Around feature implemented.

ReportsNameForm IDSystem

Employee Change Benefit Up-date

BN100Benefits Administration

Mass Benefit AddBN101Benefits Administration

Plan Employee UpdateBN102Benefits Administration

Mass Benefit TerminationBN103Benefits Administration

Plan UpdateBN105Benefits Administration

Current Flex Time Record DeleteBN134Benefits Administration

Highly Compensated EmployeesBN305Benefits Administration

ADP and ACP TestsBN340Benefits Administration

HR Writer Report RequestHR170Human Resources

Supervisor ListingHR207Human Resources

Retroactive Pay CalculationPR131Payroll

FLSA Overtime CalculationPR132Payroll

Automatic Time RecordsPR134Payroll

Time Record EditPR135Payroll

Earnings and Deductions Calcu-lation

PR140Payroll

Payroll RegisterPR141Payroll

Consolidated Payroll RegisterPR142Payroll

Bank ReconciliationPR155Payroll


Reports with Drill Around feature

NameForm IDSystem

Payment RegisterPR162Payroll

Payroll ClosePR197Payroll

Payment Detail ListingPR260Payroll

Quarterly ReportPR290Payroll

Unemployment TapePR292Payroll

Balancing ReportPR294Payroll

Distribution History ReportPR295Payroll

W-2 FormsPR297Payroll

W-2 Magnetic MediaPR298Payroll

Time Record Interface CSVPR530Payroll

Position Class ListingPA201Personnel Administration

Position ListingPA202Personnel Administration

Assigned Resource ListingPA211Personnel Administration

Position, Job ListingPA213Personnel Administration

Job Requisition ListingPA242Personnel Administration

Job Requisition LogPA243Personnel Administration

Qualified Employees ListingPA262Personnel Administration

Qualified Applicants ListingPA263Personnel Administration

Budget ListingPA271Personnel Administration

Budget Resource ListingPA272Personnel Administration

Review History ReportPA350Personnel Administration

Wage Analysis ReportPA360Personnel Administration

EEO-1 ReportPA390Personnel Administration

OSHA 200 ReportPA395Personnel Administration

Position Incumbent ListingPA402Personnel Administration

POS Gross Receipts InterfaceTP125Tips

Employee Enrollment UpdateTA125Time Accrual

Time Accrual UpdateTA170Time Accrual

Time Accrual ReportTA175Time Accrual

Time Accrual CloseTA199Time Accrual

Employee Plan ListingTA260Time Accrual



NameForm IDSystem

History Usage ReportTA265Time Accrual

Open Manual TransactionsTA270Time Accrual

Transaction History ReportTA290Time Accrual



Index

A

Accounting unitdefinition 20

Accounts Payable ApplicationHow it affects HR 22

Accounts payable company 40ACH

definition 35Address

company 40ALLTAX 16Alphanumeric user fields

making required 74Alternate or Dual Language Names 91Analytic Architect

defined 168Applicant 40Author

defining 143definition 138functional names 139

B

Bank codecompany 40definition 38process level 49process levels, and 38

Base currencycompany 34employee 34

Batch control 40Batch numbering 40Benefits

allocating contributions 40dates 91employee 91employee characteristics, and 91

BSIcompany 49local maximum 40, 49

Business expenses 126Business number

company 40process level 49

Business number codesdefining 48

C

CCPmaximum 40, 49

Change requestdefinition 121processing 122

Changes to employee records 117–118Changing currency

considerations 34Chart of accounts

definition 20Classes

workers' compensation 59Codes

definition 69employment status 80, 89prerequisites 69

Common paymaster 38Company

address 40annual hours 40AP company, and 40bank 40base currency 34currency 40defined contribution limits 40definition 27, 40employee numbering 40general ledger accounts 40payroll options 40personnel options 40security 40setting up 40tax options 40

Company StructureHR 24

Compensation (CMP) data mart 169Compute statement

defining 161definition 159including as a report column 162

Contact numbersDefining additionaql contact numbers 101

Correspondencedefinition 120prerequisites 120

Count valuedefinition 81

CountryHR codes for 74HR codes, and 71work 49


Index

Country-specific codesdefinition 71setting up 74

Criteriaemployee groups 108

CSV dataextracting from Human Resource Writer reports 163transferring to your computer 165

CSV Datadefinition 135

Currencychanging 34company 34, 40definition 34employee base 34exchange rates 34process level 49

Currency ApplicationHow it affects HR 19

Currency codedefinition 19

Currency relationshipdefinition 19

Currency tabledefinition 19

D

Datarestricting access 114

Data item attributesassigning to employee records 90definition 83, 142

Data Item AttributesA1 - Applicant 203A2 - Applicant Job Interest 204A3 - Applicant Address 205A4 - Applicant History 206AC - Additional Contacts 207AD - Direct Deposit Master 207AH - Attendance History 208AP - Direct Deposit Payments 209AR - Alternate Pay Rates 210AU - Employee Automobile Information 211BN - Employee Benefit 212CD - Employee Codes 213CE - Employee or Applicant Certifications 213CH - Compensation History 214CM - Compute Statements 214CO - Employee CODA Account Balances 215CP - Employee Company Property 216DB - Dependent Benefits 216DC - Defined Contribution Investment Distribution

217DH - Monthly Deduction History 218DM - Employee Deduction 219DP - Employee Dependents 223E1 - Employee 225

Data Item Attributes (continued)E2 - Employee (Pay Distribution) 227E3 - Employee (Tax Information) 229E4 - Employee (Work Information) 231E5 - Employee (EEO Information) 232E6 - Employee (I-9 Information) 233E7 - Employee (Benefits Information) 234E8 - Employee (Address) 236EC - Employee Emergency Contact 237ED - Employee or Applicant Education 238EP - Employee Positions 239FR - Flex Credits Remaining 241FX - Employee Flexible Benefit Plan 241GE - Employee General Information 242GL - Payroll GL Distributions 243HI - Employee History 249IV - Applicant and Employee Interviews 245JC - Job Code 246JH - Applicant Job History 247MD - Employee Medical Information 250MI - Employee and Applicant Military History 250OS - Health, Safety Incident 251PD - Employee Pay Deduction Detail 255PM - Employee Payment Detail 256PW - Employee Pay Wage Detail 258QD - Quarterly Deduction History 260QW - Quarterly Wages 261RC - Requisition Costs 262RF - Applicant References 263RH - Requisition History 264RL - Employee or Applicant Relocation Preferences

264RO - Requisition Offers 265RQ - Job Requisitions 266RS - Employee Reserve Account Transaction History

266RV - Employee Review History 267SH - Salary History 268SK - Employee and Applicant Competencies 269TA - Time Accrual Plan 269TD - Employee Time Accrual Detail Transactions 270TG - Tax Groups 271TS - Employee Time Accrual Transaction Summary

History 272TV - Employee Travel Information 273UF - User Fields 274VE - Vesting History 274WK - Weeks Worked 275WS - Work State Reporting Information 276

Data item detail criteriadefining 155definition 147

Data item securitysetting up 116

Data itemscharacteristics of 83definition 142identifying for a report 151


Index

Data items (continued)included on report 146

data mart typesCompensation (CMP) 169Headcount/Turnover (HDT) 170

Data purgedefinition 129employee records 130from employee records 131prerequisites 129reasons for 129warning 130–132

DatabaseOLAP 168

Date user fieldsmaking required 77

Deceased employees 126Deductions

defined contribution limits 40Defined contribution

deduction class 40Defining dependents 99Defining spouse/domestic partner 99Department

definition 32setting up 54

Departmentsinactivating 54

Dependentdefinition 86

Dependentsloading from a non-Infor system 100options for setting up 99setting up 99

Detail topicdefinition 140

Direct depositdefinition 35pay distribution 35

Distribution process level 37Distributions, payroll

caution 40, 49history 40, 49

Drill AroundReports with this feature 277

Dual Language Names 91

E

Education degreeassigning levels 74

EEA 60, 63EECRS 60EEO 60, 63EEO-4 40EI

maximum 40, 49

Eligibilitypay 81

Employeeaddress 91audit 117base currency 34benefits 91benefits dates 91characteristics for benefits 91dependents 99email, personal 91email, work 91identification numbers 91pay 91personal information 91spouse 91taxes 91time entry edits 91user fields 91work eligibility 91

Employee and Manager Self Service 63Employee audit

definition 117Employee grant management

Defining Employee Grant Management Information97

Employee groupcreating 109definition 104prerequisites 104setting up 107setting up by criteria 108setting up by employee numbers 109updating 109

Employee groupsDefining employee groups 107

Employee numbers 40Employee record security

default 49, 54options for 115setting up 115

Employee recordsassigning data item attributes 90changing 118defining 91loading from a non-Infor system 96prerequisites 80purging 130purging data from 131restricting access 112setting up 91tracking changes 118

Employee records stored dataAssigning attributes to stored data 90

Employment equitydefinition 60Employment Equity Act (EEA) 60Equal Employment Opportunity (EEO) 60


Index

Employment status codesDefining codes 89definition 80inactivating 90setting up 89

Exchange rates 34

F

Federal limitsdefined contributions 40

FLSA overtime calculation 40, 49FTE 81

G

General ledgeraccounts 40, 49posting hours to 40transactions 40

General Ledger ApplicationHow it affects HR 20

General Ledger companydefinition 20, 27

Grouping employees 104

H

Head process leveldefinition 31

Headcount 81Headcount/turnover (HDT) data mart 170Historical amounts

summarized 160HR codes

country specific 71, 74levels 70options for 74user fields 71

HR Codesdefining 73definition 69

HR company structuredefinition 24

HR Interaction with other Infor Applications 16HR Interface with other solutions 16HR Writer

establishing security 144security 142

Human Resource Writer inquiryperforming 156

Human Resource Writer reportgenerating 157

Human Resourcesnavigation 14

Hyperion EssbaseOLAP Server 168

I

Independent process leveldefinition 31

Information requestdefinition 120processing 121

InterfaceHRM flowchart 180HRM Initial Load 182HRM Programs and Processes 182HRM system of record Steps 180System of Record definition 171Talent Management flowchart 173TM Programs and Processes 176TM system of record Steps 173

Item counting and totalingdefining 163

J

Job classdefinition 56setting up 63

Job codeannual hours 63effective date 63employment equity 63pay rate 63professional profile 63status 63workers' compensation 63

Job codescharacteristics of 57definition 57grouping 56options for 67personnel administration, and 57, 67prerequisites 63salary ranges, and 59setting up 63storing in history 57versus positions 57wage analysis 63wage analysis, and 58workers' compensation and 57

Job familySee Job codes 56

Job structureprerequisites 56

L

Lawson Business Intelligence 168Lawson Employee and Manager Self-Service

professional profile 62Length of Service 91


Index

LevelsHR codes, and 70

Loadingdependents 100employee records 96supervisors 101user fields 78

Local maximum 40, 49

M

Maintenance tasksoverview 15

Microsoft SQL Server Analysis Services 168Moving expenses 127Multiple currencies 40

N

Navigation 14Numeric user fields

making required 76

O

OLAP database 168Organizational levels

departments 32process level 30

Overlapping jurisdictions 40, 49Overtime

pay class 40requiring FLSA calculation 40, 49

P

Payassigning 91defaulting 63

Pay classnoncash 40overtime 40

Paymentstatus definition 81step and grades 85

Payroll application 104Payroll distributions 40, 49Pension plan 125Population of employees

defining 154Positions

action 40assigning 40See also Job codes 57versus job codes 57

Process FlowHR 13

Process levelbank 49BSI 49currency 49definition 30distribution 37general ledger accounts 49head 31inactivating 53independent 31, 49processing group 39setting up 49tax options 49work country 49

Processing groupdefining 54definition 39

Professional profile 62–63Purging data

definition 129employee records 130from employee records 131prerequisites 129reasons for 129warning 130–132

Q

Qualified business expenses 126Qualified moving expenses 127Quebec enterprise number

company 40process level 49

Quebec enterprise number codesdefining 48

Quebec enterprise number groupsdefining 48

R

Reciprocal calculationsallocating benefits 40

Recurring jobcreating 136definition 135

Related report entities 38, 40Report columns

establishing number and size 152Report entities

common paymaster 38definition 37relating 40

Report parameterscopying 167

Report titleadding 149changing 166


Index

Report title (continued)definition 146

Report typedefinition 139

Reportable insurance 128Reporting

options 133Reports

employment equity 63order of employees on 40overview 15population 147processing groups 39

Requests forchanges 121–122information 120–121

Requisitions 40

S

Salary rangesdefinition 59

Scorecard 168Security

company 40data items 114employee record 112, 115level 112, 114location 84, 112, 114prerequisites 112

Security level 84Setup hierarchy

HR 18Setup tasks

overview 14SIN 85, 91Social Security Number

definition 85Sort order

defining 153Sorting options

available for reports 147Spouse employment 91Spouse/domestic partner

definition 86SQL Server Analysis Services 168Status

employment 80, 89job code 63payment 81

Step and grade schedules 85Supervisor

definition 86Infor Employee and Manager Self Service

implications 87Supervisors

loading from a non-Lawson system 101setting up 100

System of Recordalternate name data 183

T

Tax enginedefinition 36

Tax reporting groupdefinition 31

Tax reporting IDindependent process level 31tax reporting group 31

Tax reporting identity 49Taxes

employee 91overlapping jurisdictions 40, 49reciprocal calculations 40, 49related report entities 40Tax Company 49

Third-party sick pay 127Time entry edits 91Time records

batch numbers 40Tips

calculation 40, 49pay class 40

Topicdefinition 82

Totaling options 160Tracking

change requests 121–122changes to employee records 117–118definition 120information requests 120–121prerequisites 120

U

Updating employee groups 109User fields

assigning 91conversion 78definition 71loading non-Infor 78making required 74, 76–77setting up alphanumeric 74setting up date fields 77setting up numeric 76

W

Wage analysisdefinition 58

Work assignment 91Work country

considerations 34definition 34


Index

Work eligibility 91Workers compensation

job code 63Workers' compensation

classes 59definition 59

Workersxd5 compensationpolicy 59

Y

Year endbusiness expense 126deceased employees 126field overrides 125field usage 124important note 124moving expenses 127pension plan 125reportable insurance 128third party sick pay 127


Index

infor human resources user guide

Documents