2017 Insights Conference

Hello Again!

We want to extend a BIG "Thank You!" for attending our Insights Dayforce Session: Top 5 Most Underutilized Features Your Managers and Executives Will Love. We hope you enjoyed our presentation and learned how to utilize valuable time-saving features in Dayforce. To review the presentation again, click the link below.

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At the TOP 5 MOST UNDERUTILIZED FEATURES YOUR MANAGERS AND EXECUTIVES WILL LOVE session, attendees had questions about Dayforce features and we had the answers! For quick reference, we listed those Questions and Answers below and in a .pdf to download. 

Q&A: Top 5 Most Underutilized Dayforce Features Your Managers and Executives Will Love

 

Pay Code Groups:

Q1. Can the pay code groups be auto-assigned by the HR rules?  

A1. Yes, pay code groups can be mapped in the Employee Data Mapping Rules under HR Admin > Employee Data Mapping Rules, as long as, clients can define a 1 to 1 relationship between an assignable data element and the pay code group.

 

Time Off Policy:

Q1. If you do not use the scheduling piece, are you still able to use Time Off Policy?

A1. Yes, it is not part of Advanced Scheduling on the SOW. It is core functionality located under Schedule Setup > Time Off Policy.  Access to this setup is configured within the security roles, so the security role should be reviewed to ensure that the feature is enabled.  

 

Q2. What if vacation must be taken in whole days but, personal time in hours and minutes for the same group? 

A2. After researching, the Time Off Policy can be setup to restrict time off to whole days or to set increments. However, at this time, the settings in Time Off Policy cannot drill down to the pay code level. There may be some options to set this up in the Entitlement rules where the balance type could be in days for one-time off type and in hours in others.   

 

Schedule Policy:

Q1. In regard to Minors, are they set up as a separate pay code for them, or are how are they enforced?

A1. Schedule policies are assigned at the employee level in My HR. You can assign policies during hire to minors to enforce schedule rules. However, best practice would be to assign a schedule policy to a defined employee group, hourly or salary, etc., and then qualifiers on the schedule policy rules would apply based on employee eligibility. This way, when an employee exceeds the age requirement, it would not be required to assign a new schedule policy, they would just no longer qualify for the rule.

 

Q2. Is there a way to report on policy violations, even if they are not built in as a rule? 

A2.  No, the policy would have to be defined, in order for a report to be built. However, if it is a critical error, where the schedule could not be saved until the user corrects the violation, then it would not be reportable. There may be some options to report on the warnings to the users depending on the setup. Additional review of requirements and setup would be needed to confirm reporting could be made available. 

 

Workflow Notifications:  

Q1. When they get notification for vacation, it is the same as a cancellation request, is there a way to be specific so the manager knows there has been a request, instead of saying that there has been a time off request? 

A1. Instead of using the standard TAFW, you can switch to a custom workflow and customize the messaging within the workflow and attach to the applicable form. There may be some additional options to apply conditional formatting, but additional discussion would be needed to understand the specific requirements. 

 

Q2. If you add the form, it goes into the email?

A2. You will receive a message in email that refers them to look in Dayforce.  Within the Dayforce application, the form is available in the message to review prior to approving or denying the request. 

 

Compensation Statements:

Q1. Are they customizable?

A1. No. There is a request in Aha! You can vote on! GO VOTE! 

 

Employee Data Mapping Rules:

Q1. Are all of those based on primary job?

A1. The rules are limited to a drop down list, and where mapping is based on the job, it is limited to the primary job.

 

Q2. The criteria that you put over on the left side are they OR or AND? 

A2. They are AND. They would have to get 2 criteria. Think of it as a funnel. 

 

Q3. So if you enter data mapping rules, it automatically throws out those rules in the forms? 

A3. It automatically populated that data based on the rules. Remove the fields that are mapped from the forms and data mapping rules will  populate.

 

Questions:

Q1. Where do employees see their compensation statements? Is it on their home screen, and does it refresh every pay period?

A1. Yes, if enabled are in their Menu under Earnings, where they would also see their Earning Statements and W-2’s. It does update every pay period.

 

Q2. Can you see compensation statements as a client administrator? 

A2. No. When accessing the compensation statements, the system looks at the employee attached to a role and displays that employee’s compensation statement. There is not current functionality for another user to look up another employee’s compensation statement. 

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Wise Consulting Associates is a leader in implementing and using technology to support Human Resources and Payroll Management. Since our founding, Wise Consulting has partnered with firms in all industries, offering specialized, diversified services for implementation, outsourcing, technology support, vendor selection, and strategic HR Support.

www.WiseConsulting.com • (800) 654-4550
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