BP Time Master Dev & Rollout Plan

AI Timesheet example

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Requirements

Timesheets

  • Paving
  • Concrete
  • Underground
  • Site
  • Shop
  • Mix

Resource Codes

Biondi Paving

BP-0 Private work laborer gets same rate for laboring, operating or travel. Same for operator and foreman.

  • LF – Labor Foreman
  • LFCMF – Concrete Foreman
  • LL2 – Labor Group 2
  • LCS – Labor Construction Specialist
  • LL2F – Labor Group 2 Flag Man
  • LFCM – Finisher Cement Mason
  • LO2 – Operator Gr 2 (Blade Man)
  • LO3 – Operator Gr 3 (Backhoe)
  • LO4 – Operator Gr 4
  • LO4GS – Operator Gr 4 (G-Setter)
  • LO5 – NOT USED
  • LO6 – Operator Gr 6
  • LCARP – Carpenter
  • LT1 – Trucker Gr 1 (<6cy)
  • LT2 – Trucker GR 2 (10cy)
  • LDRV – Labor Driver (All 2 axle Trucks & Transport on/off hauling to/from site)
  • LDRV1 – Labor Driver (All 3 axle Trucks & Transport on/off hauling to/from site)
  • LCMA4 – Labor Cement Mason Apprentice 1-4
  • LCMA4 – Labor Cement Mason Apprentice 1-4

Foreman

Labor / Operator / Trucker

Asphalt Impressions

  • LLH2 – Foreman / Lead
  • LLH3 – Apprentice (levels 3-1,3-2,3-3, etc)
  • LLH3-F – Apprentice Foreman – NOT USING
  • LLH4 – Laborer
  • LLHxTT – Travel Time always TT, always us for phase code prefix of 510.130
  • LLH4TT – Shop Time Location 00500
  • LLH3TT if Apprentice

For Phase Code prefix of 510.130 (load & travel) Time Master will change resource code to LLHxTT (x being the employee level (Foreman / Lead, Apprentice, Laborer).

Payroll Rules

Normal Day

  • Travel time not included in ST, OT, DT calcs
  • TT – travel time hours, LLxTT (ends in TT), phase code prefix of 510.130
  • ST – 8 hours or less
  • OT – Hours > 8 and <= 12 or over 40 hours in week
  • DT – Hours > 12
  • Shop Time 00500 – LLH4TT unless Apprentice
  • Shop Time Apprentice charge to 17501 small jobs using LLH3 or LLH3-F
  • Show up time – 2 hours (showed up, did not work)
  • Start work time – minimum of 4 hours, in addition to travel time
  • Night work is handled same as day work

Special Days

Holiday (same as 7th all DT)

  • Travel time not included in ST, OT, DT calcs
  • TT – travel time hours, LLxTT (ends in TT), phase code prefix of 510.130
  • ST – 0
  • OT – 0
  • DT – Hours > 0
  • Shop Time 00500 – LLH4TT unless Apprentice
  • Shop Time Apprentice charge to 17501 small jobs using LLH3 or LLH3-F)

6th Day (OT and DT only)

  • 6th consecutive day worked that is not a make up day, usually Saturday
  • Travel time not included in ST, OT, DT calcs
  • TT – travel time hours, LLxTT (ends in TT), phase code prefix of 510.130
  • ST – 0
  • OT – Hours > 0 and <= 12
  • DT – Hours > 12
  • Shop Time 00500 – LLH4TT unless Apprentice
  • Shop Time Apprentice charge to 17501 small jobs using LLH3 or LLH3-F)

7th Day (all DT)

  • 7th consecutive day worked that is not a make up day, usually Sunday
  • Travel time not included in ST, OT, DT calcs
  • TT – travel time hours, LLxTT (ends in TT), phase code prefix of 510.130
  • ST – 0
  • OT – 0
  • DT – Hours > 0
  • Shop Time 00500 – LLH4TT unless Apprentice
  • Shop Time Apprentice charge to 17501 small jobs using LLH3 or LLH3-F)

Make Up Day (weekend, but less then 6th day of work)

  • Same as Normal Day
  • Travel time not included in ST, OT, DT calcs
  • TT – travel time hours, LLxTT (ends in TT), phase code prefix of 510.130
  • ST – 8 hours or less
  • OT – Hours > 8 and <=12 or over 40 hours in week
  • DT – Hours > 12
  • Shop Time 00500 – LLH4TT unless Apprentice
  • Shop Time Apprentice charge to 17501 small jobs using LLH3 or LLH3-F)

40 Hours a Week Rule

Hourly employees with more than 40 hours in any workweek will receives one and one-half times pay.

How to Calculate Daily and Weekly Overtime in California

https://www.shrm.org/resourcesandtools/tools-and-samples/how-to-guides/pages/californiahowtocalculatedailyandweeklyovertimeincalifornia.aspx

In this example (commonly referred to as overtime pyramiding), the employee worked five days within a Sunday-to-Saturday workweek by working three 10-hour workdays, one nine-hour workday, and one eight-hour workday for a total of 46 hours in the workweek. As in the previous examples, the employee is paid overtime for hours worked over eight in a single workday (i.e., two hours overtime for each 10-hour day and one hour overtime for the nine-hour day). Note that the employee exceeds a 40 hour workweek on Friday. However, the employee has already been paid overtime for Monday, Tuesday, Wednesday and Thursday, and this overtime does not count toward the 40-hour workweek overtime requirement, because the employee was already paid overtime for those hours. Once an employee is paid overtime for hours over eight in a workday, those overtime hours do not count toward the weekly 40-hour limit.

Day / Shift Rule

  • Use 24 Hour clock 12am to 12pm

What is a workday?

workday is 24 hours long. It can start at any point in the day but subsequent workdays should then start at the same time each day. Workdays do not need to coincide with the start of an employee’s shift and the employer can set different workdays for different shifts, but once these are established they can only be changed if the change is permanent and not brought in to avoid overtime payments.

https://www.tsheets.com/resources/overtime-laws-california

Split Shift Pay

A split shift is any two distinct work periods separated by more than a one-hour meal period. If there is more than one hour between shifts, the employee must receive one hour’s pay at no less than the minimum wage rate for the time between shifts.1 You can use any hourly amount the employee earns above minimum wage to offset the split shift requirement. In addition, you need not count the compensation for the time between split shifts for overtime purposes because it is not compensation for hours actually worked.

https://www.calchamber.com/hrcalifornia/hr-library/pay-scheduling/wages-salaries/Pages/split-shift-pay.aspx

To Handle Split Shift in Time Master

  1. At end of second shift (second timesheet) add 1 hour for each employee using phase code 510.130.x Load & Truck Travel Trips.
  2. Select each employee who has a second shift
  3. If stopped working on second shift at 6:00pm. Tap green In button select in time of 6:00pm, select phase code 510.130.x Load & Truck Travel Trips. Tap green Confirm In Button
  4. Tap the red Out button select out time of 7:00pm, tap green Confirm Out Button
  5. Tap blue right error with 3 dots buttons, tap Split-Shift checkbox

Step 1 – example (time border in red is for 1 hour split shift pay)

Step 2 – example (see red arrow)

Minimum Time Between Shifts

Existing law does not specify a minimum time between an employee’s shifts. There are a few safety-related exceptions noted elsewhere; for example, train crews and drivers regulated by the Department of Transportation. You can schedule an employee for a double shift, where a second shift immediately follows the end of an employee’s first shift. However, carefully consider the impact of long hours of work on the health and safety of that employee and all others.

https://www.calchamber.com/hrcalifornia/hr-library/pay-scheduling/hours-of-work-recording-time-worked/Pages/minimum-time-between-shifts.aspx

Proposed Minimum Time Between Shifts and Split Shifts Policy

  1. BP & AI will try to minimize time between shifts of less then 8 hours. For the safety of the workers and quality of the work.
  2. If less then 8 hours between shifts, BP & AI there will be no additional hours paid . (which is not required by law)
  3. If Split Shifts happens BP & AI will pay an additional 1 hour of travel pay rate (which is required by law)

Reporting time pay

http://www.dir.ca.gov/dlse/FAQ_ReportingTimePay.htm

Employee Time Sign off

When changes are made to a time record, an employer may want to keep the original record and create a modified record, or line through the error on the original time record, make the correction, and have both the employer and employee sign and date. Documentation should be established to note the reason for any changes. Automated time-keeping systems typically have features to record a history of changes and who made them. These systems may also be set up to obtain the acknowledgment of both the employee and the employer when changes occur.

To minimize liability, time-keeping records should be maintained in such a way that a third party, such as an auditor from the Department of Labor, can tell that the records, including any changes, are genuine and reflect the time actually worked.

Not exactly your question but in the 1930s there was a famous labor law case (Yankowski v. Montgomery Wards) in which the court said if the employee voluntarily signed the time sheet at the time it was prepared, then it becomes legally difficult for the employee to later try to change their mind. This so called “signature rule” is not a legal requirement, just common sense as far as the employer is concerned. It is also not a magic bullet. There are a whole bunch of court decision where the employer prepared a false timesheet, ordered the employee to sign it, but later lost in court.

Apprentice

All apprentice hours/pays are treated equally, regardless of what they are doing, work on-the-job, driving or shop. they receive fringes for all hours worked so there is no travel time rate set up in TL for apprentices.

  • Apprentice Foremen code will be LLH3-F. Per Renee will not use.
  • Apprentice Travel time gets charged to the job with LLH3 or LLH3
  • Apprentice Shop time gets charged to 17501 small jobs

Resource Codes

  • LLH2 – Foreman / Lead
  • LLH3 – Apprentice, levels based on 900 hour increments LLH3-1, LLH3-2, etc. Apprentice alway LLH3 in Time Master, shop time gets charged to 17501 small job, travel gets charged to Job
  • LLH3-F – Apprentice Foreman, shop time gets charged to 17501 small job
  • LLH4 – Laborer
  • LLHxTT – Travel Time always TT, always us for phase code prefix of 510.130, if not apprentice
  • Apprentice gets LLH3 time if driving (510.130)
  • LLH4TT – Shop Time, Location 00500
  • Apprentice don’t get shop time. Always charge to a job

For Phase Code prefix of 510.130 (load & travel) Time Master will change resource code to LLHxTT except for apprentices (x being the employee level (Foreman / Lead, Laborer).

Time Master – Day Type selector

California Overtime Rules

In California, the general overtime provisions are that a nonexempt employee 18 years of age or older, or any minor employee 16 or 17 years of age who is not required by law to attend school and is not otherwise prohibited by law from engaging in the subject work, shall not be employed more than eight hours in any workday or more than 40 hours in any workweek unless he or she receives one and one-half times his or her regular rate of pay for all hours worked over eight hours in any workday and over 40 hours in the workweek. Eight hours of labor constitutes a day’s work, and employment beyond eight hours in any workday or more than six days in any workweek is permissible provided the employee is compensated for the overtime at not less than:

  1. One and one-half times the employee’s regular rate of pay for all hours worked in excess of eight hours up to and including 12 hours in any workday, and for the first eight hours worked on the seventh consecutive day of work in a workweek; and
  2. Double the employee’s regular rate of pay for all hours worked in excess of 12 hours in any workday and for all hours worked in excess of eight on the seventh consecutive day of work in a workweek.

For more detail see: https://www.dir.ca.gov/dlse/FAQ_Overtime.htm

Union Overtime Rules

Action Plan

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