Hello,
First of all I would like to thank you for going through my database model and giving such valuable suggestions really appreciate it.
I understand my table was created in a very short notice and also since the data was imported from excel I did not want to mess up the structure and hence such descrepancies in the model.
"I am not sure what units of measure you use,I'll assume days"
Units of measure is in hours and it also depends on the pay grade and the number of years a employee has been with the company.
Previously we had different sites but now we are only just 2 sites.
Currently we have 2 types of employees full time and part time.
In terms of shifts managers are pretty much sceduled on the same time except of 2 supervisors who work evening shift and they work on alternate sundays.One manager works in the eveing shift.
"Can you provide a little more detail/example about what and how you record PTO,units of measure etc.?"
Our employees are divided among pay grade start from 1 going upto 9 and than couple of them have executive level pay grade.
Attach is the PTO eligibility chart hope this will help you in suggesting me the right table to conrtuct. NON-EXEMPT JOB GRADES 1-6
Full Time Standard Weekly Hours 30 - <40Standard 20 - <30Standard 10 - <201st year of full service
based on the start date
8 hrs/pay
208 hrs max
26 day max
1.5 hrs/pay
39 hrs max
1.25 hrs/pay
32.5 hrs max
1 hrs/pay
26 hrs max
1-5 years8.32 hrs/pay
216 hrs
27 days3.5 hrs/pay
91 hrs max
2.25 hrs/pay
58.5 hrs max
1.95 hrs/pay
50.7 hrs max
6-9 years9.23 hrs/pay
240 hrs
30 days6 hrs/pay
156 hrs max
4.25 hrs/pay
110.5 hrs max
2.75 hrs/pay
71.5 hrs max
10-24 years10.77 hrs/pay
280 hrs
35 days
7.5 hrs/pay
195 hrs max
5 hrs/pay
130 hrs max
3.25 hrs/pay
84.5 hrs max
25+ years12.31 hrs/pay
320 hrs
40 days8.5 hrs/pay
221 hrs max
6 hrs/pay
156 hrs max
4 hrs/pay
104 hrs max
EXEMPT JOB GRADES 7-8
Full Time Standard Weekly Hours 30 - <40 Standard 20 - <30 Standard 10 - <201st year of full service
based on the start date9.23 hrs/pay
240 hrs max
30 days8.08 hrs/pay
210 hrs max
30 days5.77 hrs/pay
150 hrs max
30 days3.46 hrs/pay
90 hrs max
30 days1-5 years9.23 hrs/pay
240 hrs
30 days8.08 hrs/pay
210 hrs
30 days5.77 hrs/pay
150 hrs
30 days3.46 hrs/pay
90 hrs
30 days6-9 years10.77 hrs/pay
280 hrs
35 days9.42 hrs/pay
245 hrs
35 days6.73 hrs/pay
175 hrs
35 days4.04 hrs/pay
105 hrs
35 days10- 24 years11.38 hrs/pay
296 hrs
37 days9.96 hrs/pay
259 hrs
37 days 7.12 hrs/pay
185 hrs
37 days4.27 hrs/pay
111 hrs
37 days25+ years12.31 hrs/pay
320 hrs
40 days10.77 hrs/pay
280 hrs
40 days7.69 hrs/pay
200 hrs
40 days4.62 hrs/pay
120 hrs
40 days
EXEMPT JOB GRADE 9-12
Full Time Standard Weekly Hours 30 - <40 Standard 20 - <30 Standard 10 - <201st year of full service
based on the start date10.77 hrs/pay
280 hrs max
35 days9.42 hrs/pay
245 hrs max
35 days6.73 hrs/pay
175 hrs max
35 days4.04 hrs/pay
105 hrs max
35 days1-9 years10.77 hrs/pay
280 hrs
35 days9.42 hrs/pay
245 hrs
35 days6.73 hrs/pay
175 hrs
35 days4.04 hrs/pay
105 hrs
35 days10-24 years11.38 hrs/pay
296 hrs
37 days9.96 hrs/pay
259 hrs
37 days7.12 hrs/pay
185 hrs
37 days4.27 hrs/pay
111 hrs
37 days25+ years12.31 hrs/pay
320 hrs
40 days10.77 hrs/pay
280 hrs
40 days7.69 hrs/pay
200 hrs
40 days4.62 hrs/pay
120 hrs
40 days
EXECUTIVE
Full Time Standard Weekly Hours 30 - <40 Standard 20 - <30 Standard 10 - <201st year of service-based on start date12.31 hrs/pay
320 hrs max
40 days10.77 hrs/pay
280 hrs max
40 days7.69 hrs/pay
200 hrs max
40 days4.62 hrs/pay
120 hrs
40 days1 year through duration of employment12.31 hrs/pay
320 hrs
40 days10.77 hrs/pay
280 hrs
40 days7.69 hrs/pay
200 hrs
40 days4.62 hrs/pay
120 hrs
40 days
*Note: PTO accrual rate will be pro-rated for standard weekly hours less than 40. The accrual rate may include fractional rounding differences depending on which legacy company administers your payroll.
Scheduling and Reporting PTO
In general, PTO must be pre-approved and pre-scheduled with your supervisor, who will do his or her best to accommodate your time off requests, with consideration for scheduling, workflow and service demands within your team. Each business unit will establish a consistent set of guidelines for scheduling PTO. Your Manager will explain the details for your area.
Unscheduled absences
Unscheduled absences are sometimes necessary, but should be kept to a minimum. If you are absent when you are scheduled to work and you provide your supervisor with less than 48-hours notice, it will be considered an unscheduled absence. Excessive unscheduled absences may result in disciplinary action.
Carrying Over Unused PTO Days
If you have unused PTO at the end of a calendar year, you can carry up to five (5) days, or equivalent standard weekly hours, of this time as PTO for the new calendar year. At no time can you have more than five (5) carryover PTO days in a calendar year. Exempt employees must ensure that their PTO time is reported in MyHR as outlined above in order to carry over the time.
Change of Status
If you change your status during the calendar year (full-time to part-time or vice versa) your PTO going forward will be accrued at the new rate corresponding to your revised standard hours tier. This will take effect the pay period following the effective date of the change. If your hours change, you will begin to accrue PTO at the next standard hour tier on the next effective pay period following the effective date of the change.
PTO and Holidays
We are open to serve our Customers every day, with the exception of the following four:
- New Year's Day
- Easter Sunday
- Thanksgiving Day
- Christmas Day
If you are eligible for PTO and your normal schedule falls on one of these four holidays, but you are not scheduled to work, you are required to use PTO for that time. Your PTO allotment has been calculated to compensate for these holidays.
Although Stores are closed on these four holidays, some Employees may work because of the nature of their jobs. If you are a Non-Exempt Employee and scheduled to work Easter Sunday, Thanksgiving Day or Christmas Day, you will be paid time and a half for the hours that you work and your PTO balance will not change. If you are a Non-Exempt Employee and scheduled to work New Year's Day, you will receive regular pay for the hours that you work and your PTO balance will not change.
For other traditional holidays, such as July 4th, if you decide to take time off, or if your Manager does not schedule you to work, or if your department is closed, you are required to take PTO.
Your PTO should be scheduled in consultation with your Manager. If you have questions about PTO and holidays, speak with your Manager or HR Business Partner.
Please let me know if you have any other questions also in the meanwhile I will work on creating all the tables that you have suggested and will post it as soon as I am done.
Thanks for everything
Roger