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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
Concepts in this chapter..................................................................................................................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
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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
Concepts in this chapter..................................................................................................................56
Job classes..................................................................................................................................56
Job codes.....................................................................................................................................57
Wage analysis..............................................................................................................................58
Salary range.................................................................................................................................59
Workers' compensation................................................................................................................59
Employment equity......................................................................................................................60
Professional profile......................................................................................................................62
Procedures in this chapter...............................................................................................................63
Defining job classes.....................................................................................................................63
Defining job codes.......................................................................................................................63
Chapter 5: Setting up Codes...........................................................................................................69
Concepts in this chapter..................................................................................................................69
Codes...........................................................................................................................................69
HR Codes....................................................................................................................................69
HR Code Levels...........................................................................................................................70
Country-Specific HR Codes.........................................................................................................71
User fields....................................................................................................................................71
Procedures in this chapter...............................................................................................................72
Defining HR Codes......................................................................................................................73
Defining Country-Specific HR Codes...........................................................................................74
Defining alphanumeric user fields................................................................................................74
Defining Numeric User Fields......................................................................................................76
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Defining Date User Fields............................................................................................................77
Chapter 6: Setting up employees....................................................................................................80
Concepts in this chapter..................................................................................................................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
Procedures in this chapter...............................................................................................................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
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Defining employee numbers for employee groups.....................................................................109
Creating or updating employee groups......................................................................................109
Chapter 8: Setting up security.......................................................................................................112
Concepts in this chapter................................................................................................................112
Employee record security...........................................................................................................112
Data Item Security.....................................................................................................................114
Procedures in this chapter.............................................................................................................115
Defining employee record security.............................................................................................115
Defining User Data Item Security levels.....................................................................................116
Chapter 9: Maintaining employees................................................................................................117
Concepts in this chapter................................................................................................................117
Employee Audit..........................................................................................................................117
Procedures in this chapter.............................................................................................................118
Changing employee information................................................................................................118
Auditing changes to employee information................................................................................118
Chapter 10: Maintenance: Correspondence................................................................................120
Concepts in this chapter................................................................................................................120
Correspondence tracking...........................................................................................................120
Information request tracking.......................................................................................................120
Change request tracking............................................................................................................121
Procedures in this chapter.............................................................................................................121
Tracking an information request.................................................................................................121
Tracking a change request.........................................................................................................122
Chapter 11: Maintenance: Year end information.........................................................................124
Concepts in this chapter................................................................................................................124
How are year end fields used?...................................................................................................124
How is year end information overridden?...................................................................................125
Procedures in this chapter.............................................................................................................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
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Chapter 12: Maintaining data purge..............................................................................................129
Concepts in this chapter................................................................................................................129
Data purge.................................................................................................................................129
Procedures in this chapter.............................................................................................................129
Purging employee records.........................................................................................................130
Purging data from employee records.........................................................................................131
Purging correspondence tracking data......................................................................................132
Chapter 13: Reporting overview....................................................................................................133
Concepts in this chapter................................................................................................................133
Available reporting options.........................................................................................................133
CSV data....................................................................................................................................135
Recurring job..............................................................................................................................135
Procedures in this chapter.............................................................................................................135
Creating a recurring job.............................................................................................................136
Chapter 14: HR Writer setup..........................................................................................................138
Concepts in this chapter................................................................................................................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
Procedures in this chapter.............................................................................................................143
Defining an author......................................................................................................................143
Defining data item attributes......................................................................................................144
Establishing HR Writer security.................................................................................................144
Chapter 15: HR Writer reports.......................................................................................................146
Concepts in this chapter................................................................................................................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
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Procedures in this chapter.............................................................................................................147
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
Concepts in this chapter................................................................................................................159
Compute statement....................................................................................................................159
Data items that can be counted.................................................................................................160
Available totaling options...........................................................................................................160
How can historical amounts be summarized?...........................................................................160
Procedures in this chapter.............................................................................................................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
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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
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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
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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
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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 documentation@infor.com.
Infor Human Resources User Guide | 12
Contacting Infor
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.
Infor Human Resources User Guide | 13
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
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Human Resources overview
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
Infor Human Resources User Guide | 15
Human Resources overview
• 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.
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Human Resources overview
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.
Infor Human Resources User Guide | 17
Human Resources overview
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.
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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.
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Planning for Human Resources setup
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.
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Planning for Human Resources setup
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.
For more information, see the General Ledger User Guide.
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.
For more information, see the General Ledger User Guide.
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.
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Planning for Human Resources setup
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.
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Planning for Human Resources setup
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
Infor Human Resources User Guide | 23
Planning for Human Resources setup
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
Infor Human Resources User Guide | 24
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.
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Setting up company structure
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
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Setting up company structure
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.
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Setting up company structure
Two RiversHeadquarters
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.
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Setting up company structure
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
River BendRestaurant
GroveDelivery
GroveGiftware
GroveCafe
GroveFloral
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Setting up company structure
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
Two RiversHeadquarters
River BendHospital
GroveHospital
GroveClinic
River BendFlowers, Gifts
GroveFlowers, Gifts
River BendRestaurant
GroveCafe
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Setting up company structure
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
Two RiversHeadquarters
River BendHospital
IndependentID: 41-4321003
GroveHospital
GroveClinic
IndependentID: 41-4321004
River BendFlowers/ Gifts
GroveFlowers/Gifts
River BendRestaurant
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.
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Setting up company structure
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
IndependentID: 41-4321002
Two RiversCompany
ID: 41-4321001
Two RiversHeadquarters
River BendHospital
GroveHospital
GroveClinic
River BendFlowers/ Gifts
GroveFlowers/Gifts
River BendRestaurant
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.
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Setting up company structure
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
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Setting up company structure
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.
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Setting up company structure
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,
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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.
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• 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
Two RiversHeadquarters
River BendHospital
GroveHospital
GroveClinic
River BendFlowers, Gifts
GroveFlowers, Gifts
River BendRestaurant
GroveCafe
Location: MNTax Company:TR1
Location: MNTax Company:TR2
Location: NJTax Company:TR1
Location: NJTax Company:TR3
Location: MNTax Company:TR1
Location: NJTax Company:TR1
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
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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
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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
Two RiversHeadquarters
River BendHospital
GroveHospital
GroveClinic
River BendFlowers, Gifts
GroveFlowers, Gifts
River BendRestaurant
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.
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Two RiversCompany
Two RiversHeadquarters
River BendHospital
GroveHospital
GroveClinic
River BendFlowers, Gifts
GroveFlowers, Gifts
River BendRestaurant
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.
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Setting up company structure
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.
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Setting up company structure
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.
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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.
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• 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).
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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
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• 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.
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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.
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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
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Setting up company structure
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.
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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:
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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.
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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.
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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."
Related reports and inquiries
UseTo
Process Level Listing (HR201)List process levels
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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.
1 Make sure no active employees are assigned to this process level using HR Writer.
2 Change the Status field to "Inactive."
Related reports and inquiries
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.
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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.
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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.
Concepts in this chapterNote: See Procedures in this chapter on page 63 .
These concepts provide background and conceptual information for the procedures within this chapter.
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.
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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.
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Setting up job structure
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
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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.
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Setting up job structure
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.
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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
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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.
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Setting up job structure
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.
Related reports and inquiries
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.
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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.
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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
Use the following guidelines to enter field values:
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.
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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.
SelectIf you want to
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)
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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.
Related reports and inquiries
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
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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
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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.
Concepts in this chapterNote: See Procedures in this chapter on page 72 .
These concepts provide background and conceptual information for the procedures within this chapter.
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.
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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
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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.
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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.
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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.
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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.
Related reports and inquiries
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.
Related reports and inquiries
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:
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• 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.
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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.
4 Define the user field's characteristics using the following guidelines:
Use
Indicates if 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 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.
Only use this field if you selected Employee or Both in the Use field.
Hst
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 Req column of Numeric User Fields (HR04.5) after you definea 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.
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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.
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.
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 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.
Only use this field if you selected Employee or Both in the Use field.
Hist
If selected, creates an audit trail of changes made to the user field.
Sec
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.
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Note: An asterisk appears in the Required column of Date User Fields (HR04.6) after you definea 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.
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.
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
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• 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.
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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.
Concepts in this chapterNote: See Procedures in this chapter on page 88 .
These concepts provide background and conceptual information for the procedures within this chapter.
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
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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.
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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
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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
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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
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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
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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.
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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.
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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:
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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.
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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.
1 Make sure no active employees are assigned to this process level using HR Writer.
2 Change the Status field to "Inactive."
Related reports and inquiries
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).
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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.
Related reports and inquiries
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.
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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:
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Setting up employees
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.
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Setting up employees
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.
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Setting up employees
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.
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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
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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
Related reports and inquiries
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.
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Setting up employees
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.
Related reports and inquiries
UseTo
Employee Listing (HR211)List employee grant information
Employee Profile (PA311)View employee grant information
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Setting up employees
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
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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
Related reports and inquiries
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.
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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
Related reports and inquiries
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.
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Setting up employees
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.
3 Specify this information:
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.
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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.
3 Specify this information:
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.
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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.
Concepts in this chapterNote: See Procedures in this chapter on page 106 .
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.
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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
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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
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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.
Related reports and inquiries
UseTo
Employee Group Listing (HR255)List employee groups
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Setting up 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.
SelectIf you want to
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
Related reports and inquiries
UseTo
Employee Group Listing (HR255)List employee groups
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Setting up employee groups
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.
Related reports and inquiries
UseTo
Employee Group Listing (HR255)List employee groups
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.
See Topic on page 82.
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.
Use the following guidelines to enter field values:
Update Option
Select whether you want to update one group, all groups with changed criteria, or all groups.
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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).
Use the following guidelines to enter field values:
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.
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Setting up employee groups
Related reports and inquiries
UseTo
Employee Group Listing (HR255)List employee groups
Infor Human Resources User Guide | 111
Setting up employee groups
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.
Concepts in this chapterNote: See Procedures in this chapter on page 115 .
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:
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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:
Record Level Securi-ty:
Record Level Securi-ty:
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
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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
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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
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Setting up security
Related reports and inquiries
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.
See Topic on page 82.
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.
Related reports and inquiries
UseTo
User Data Item Security Listing (HR209)List user data item security levels
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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.
Concepts in this chapterNote: See Procedures in this chapter on page 118 .
These concepts provide background and conceptual information for the procedures within this chapter
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
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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.
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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.
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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.
Concepts in this chapterNote: See Procedures in this chapter on page 121 .
These concepts provide background and conceptual information for the procedures within this chapter
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:
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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.
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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.
Related reports and inquiries
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.
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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.
Related reports and inquiries
UseTo
Correspondence Tracking Listing (HR230)View requests and responses
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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.
Concepts in this chapterNote: See Procedures in this chapter on page 125 .
These concepts provide background and conceptual information for the procedures within this chapter
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
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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)
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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
1 Access Employee (HR11).2 Select the Year End tab.
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
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Maintenance: Year end information
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
1 Access Employee (HR11).2 Select the Year End tab.
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.
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 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
1 Access Employee (HR11).2 Select the Year End tab.
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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.
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 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
1 Access Employee (HR11).2 Select the Year End tab.
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.
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 reportable insurance.
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Maintenance: Year end information
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.
Concepts in this chapterNote: See Procedures in this chapter on page 129 .
These concepts provide background and conceptual information for the procedures within this chapter.
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.
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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.
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Maintaining data purge
• 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.
Related reports and inquiries
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.
Related reports and inquiries
UseTo
Employee (HR11.1)Verify that data has been removed from employeerecords
Employee Listing (HR211)List employees
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Maintaining data purge
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.
Related reports and inquiries
UseTo
Correspondence Tracking (HR30.1)Verify that correspondence data has been re-moved
Correspondence Tracking Listing (HR230)List correspondence requests and responses
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Maintaining data purge
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.
Concepts in this chapterNote: See Procedures in this chapter on page 135 .
These concepts provide background and conceptual information for the procedures within this chapter.
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
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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.
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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.
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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.
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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.
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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.
Concepts in this chapterNote: See Procedures in this chapter on page 143 .
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)
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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.
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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)
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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.
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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.
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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.
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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.
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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.
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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.
Concepts in this chapterNote: See Procedures in this chapter on page 147 .
These concepts provide background and conceptual information for the procedures within this chapter.
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.
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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.
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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.
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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.
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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).
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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.
2 Use the following guidelines to enter field values:
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.
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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.
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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.
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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.
2 Use the following guidelines to enter field values:
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.
4 Use the following guidelines to enter field values:
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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).
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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.
4 Use the following guidelines to enter field values:
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
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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).
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.
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.
2 Use the following guidelines to enter field values:
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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.
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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.
Concepts in this chapterNote: See Procedures in this chapter on page 160 .
These concepts provide background and conceptual information for the procedures within this chapter.
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.
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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.
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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.
2 Use the following guidelines to enter field values:
Column Heading 2
You can type a second line of column heading.
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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.
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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.
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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).
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.
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
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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.
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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.
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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.
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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.
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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
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DescriptionDimension
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
Note: You must specify either an HR Org or aGL 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.
DescriptionDimension
Roll up reporting with Employee as the lowestlevel.
Employee
Headcount category and turnover category.Measures
Time represents the Year and Period for analysis.Time
Note: You must specify either an HR Org or aGL Org.
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
Note: You must specify either an HR Org or aGL Org.
A company, specific level of company, or a groupof companies (two optional views).
GL Org
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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.
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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.
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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.
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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.
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• 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).
Update Absence Management
Select 2 (Yes) to update Absence Management with the information imported from TM. The defaultis 1 (No).
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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
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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).
LT22.1 - HRM Employee Interface
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
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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
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• 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.
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HRM as system of record chart
Interface setup steps when HRM is the system of recordHR50.1 Interface Ruless
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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.
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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.
LT11.1 - HRM Employee Interface
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.
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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).
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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.
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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
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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
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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
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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
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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.
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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
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LMS Descrip-tion / HRMNotes
ReqTypeExamplesSuggestedHCM Field
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
ReqTypeExamplesSuggestedHCM Field
LMS NameCSV Head-er
2nd Level ID /Process LevelID
YA5USAPRS-PRO-CESS-LEVEL
vch_unique_lev-el_id
LevelId
2nd LevelName / Pro-cess Levelname
YA30USA OP-ERATIONS
PRS1-NAME
vch_nameLevelName
Parent ID (1stLevel ID - toplevel) / Com-pany ID
YN4ACMEPRS-COM-PANY
vch-unique_par-ent_id
ParentId
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3rd Level (Department Level)LMS Descrip-tion / HRMNotes
ReqTypeExamplesSuggestedHCM Field
LMS NameCSV Head-er
3rd Level ID /DepartmentID
YA5FINUDEPT-DE-PART-MENT
vch_unique_lev-el_id
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)
vch-unique_par-ent_id
ParentId
Employee Import – Initial LoadEmployee data will be extracted from HRM EMPLOYEE and PAEMPLOYEE files:
LMS Descrip-tion / HRMNotes
ReqTypeExamplesSuggestedHCM Field
LMS NameCSV Head-er
Login Name.this is the fieldwhich you willbe using forSAML Token(SSO)
Yvch_login-name
Loginname
Employeeemail address
NA60Jane.Doe@email.comEMP-EMAIL-AD-DRESS
vch_emailEmail
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LMS Descrip-tion / HRMNotes
ReqTypeExamplesSuggestedHCM Field
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
vch_unique_lev-el_id
UniqueLevelId
Employee ID.Each employ-ee must havea unique em-ployee identifi-er
NN9123456789EMP-EM-PLOYEE
vch_em-ployee_id
Employ-eeId
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LMS Descrip-tion / HRMNotes
ReqTypeExamplesSuggestedHCM Field
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
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LMS Descrip-tion / HRMNotes
ReqTypeExamplesSuggestedHCM Field
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.
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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.
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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
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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)
Qualifications (PA08)
ED - Education Degree
Education (PA20)
Applicant Education (PA34)
EI - Education Institution
Medical (PA15)
Emergency Contact (PA12)
EM - Emergency Medical
Qualifications (PA08)EO - Equipment Operated
Correspondence Tracking (HR30)ER - Extension Reason
Education (PA20)
Applicant Education (PA34)
Qualifications (PA08)
ES - Education Subject
Incident Follow Up (PA90.2)FA - Follow Up Category
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HR codes
Corresponding FormType
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
Competency Proficiencies (PA07)
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
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HR codes
Corresponding FormType
Additional Contact Numbers (HR20)NT - Contact Number Type
Competency Proficiencies (PA07)
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
Competency Proficiencies (PA07)
Competencies (PA21)
Applicant Competencies (PA35)
Qualifications (PA08)
Course Prerequisites (TR02)
Course Certifications and Competencies(TR03)
SK - Skill
Qualifications (PA08)SR - Supervision Received
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HR codes
Corresponding FormType
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
Supervisor (HR07)S2 - Supervisor User Field 2
Supervisor (HR07)S3 - Supervisor User Field 3
Supervisor (HR07)S4 - Supervisor User Field 4
Supervisor (HR07)S5 - Supervisor User Field 5
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).
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HR codes
International HR code types and formsFormType
Employee (HR11)ET - Ethnicity
Employee (HR11)PR - Title
Employee (HR11)SU - Suffix
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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
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Data item attributes
DescriptionItem name
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.
• Accesses data from the Applicant file.
• Valid only with the Personnel Administration system.
• Data loaded by Work Availability tabs of Applicant (PA31.1).
DescriptionItem name
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)
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Data item attributes
DescriptionItem name
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.
• Accesses data from the Applicant file.
• Valid only with Personnel Administration system.
• Data loaded by the Address tab of Applicant (PA31.1).
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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.
• Accesses data from the Applicant file.
• Valid only with the Personnel Administration system.
• Data loaded by History, Personal, and LTM tabs of Applicant (PA31.1).
DescriptionItem name
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)
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Data item attributes
DescriptionItem name
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).
DescriptionItem name
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.
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Data item attributes
• Data loaded by Direct Deposit Distribution (PR12.1).
DescriptionItem name
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.
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Data item attributes
• Data loaded by Attendance History (TM70.1) and Payroll Close (PR197).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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.
• Valid only with the Payroll system.
• Data loaded by Earnings and Deductions Calculation (PR140).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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).
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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).
DescriptionItem name
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
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Data item attributes
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).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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
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Data item attributes
CD - Employee Codes• Employee report Detail topic
• Valid with the Personnel Administration system .
DescriptionItem name
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.
• Valid only with the Personnel Administration system.
• Data loaded by Certifications (PA22.1) and Applicant Certification (PA36.1).
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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.
• Valid only with the Benefits system.
• Data loaded by Compensation History (BN56.1) and Payroll Close (PR197).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
Annual compensation amount for plan yearAmount
Annual participation hours for plan yearParticipation Hours
Benefit plan codePlan Code
Benefit plan descriptionPlan Description
Benefit start datePlan Start Date
Benefit plan typePlan Type
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.
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Data item attributes
• 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.
• Valid only with the Benefits system.
• Data loaded by CODA Account Balance (BN55.1) and Payroll Close (PR197).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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
Benefit plan codePlan Code
Benefit plan descriptionPlan Description
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
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Data item attributes
DescriptionItem name
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.
• Valid only with the Personnel Administration system.
• Data loaded by Company Property (PA16.1).
DescriptionItem name
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.
• Valid only with the Benefits system.
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Data item attributes
• 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).
DescriptionItem name
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.
• Valid only with the Benefits system.
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Data item attributes
• 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).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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.
• Valid only with the Payroll system.
• Data loaded by Payroll Close (PR199) and Deduction (PR05.1).
DescriptionItem name
Way net pay is adjusted for the deductionAdjust Pay
Calculation typeCalculation Type
User-defined deductionDeduction
Amount of deductionDeduction Amount
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Data item attributes
DescriptionItem name
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.
• Valid only with the Payroll system.
• 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).
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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.
• Valid with all Human Resources systems installed.
• Data loaded by Dependant (HR13.1).
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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.
• Valid with all Human Resources systems installed.
• Data loaded by Employee (HR11.1).
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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.
• Accesses data from the Employee and Employee PA Information files.
• Valid with all Human Resources systems installed.
• Data loaded by the Pay tab of Employee (HR11.1).
Infor Human Resources User Guide | 227
Data item attributes
DescriptionItem name
Account category for distributionAccount Category
Specific work activityActivity
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
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Data item attributes
DescriptionItem name
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.
• Accesses data from the Employee and Employee PA Information files.
• Valid with all Human Resources systems installed.
• Data loaded by the Tax tab of Employee (HR11.1).
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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
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Data item attributes
E4 - Employee (Work Information)• Employee and History report Master topic.
• Accesses data from the Employee and Employee PA Information files.
• Valid with all Human Resources systems installed.
• Data loaded by the Work tab of Employee (HR11.1).
DescriptionItem name
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
Infor Human Resources User Guide | 231
Data item attributes
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.
• Accesses data from the Employee and Employee PA Information files.
• Valid with all Human Resources systems installed.
• Data loaded by the EEO tab of Employee (HR11.1).
DescriptionItem name
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
Infor Human Resources User Guide | 232
Data item attributes
DescriptionItem name
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.
• Accesses data from the Employee and Employee PA Information files.
• Valid with all Human Resources systems installed.
• Data loaded by the Work Eligibility tab of Employee (HR11.1).
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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.
• Accesses data from the Employee and Employee PA Information files.
• Valid with all Human Resources systems installed.
• Data loaded by the Benefits tabs of Employee (HR11.1).
DescriptionItem name
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
Infor Human Resources User Guide | 234
Data item attributes
DescriptionItem name
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
Infor Human Resources User Guide | 235
Data item attributes
DescriptionItem name
Indicates if employee is an insider for stocktrading purposes
Stock Trade
E8 - Employee (Address)• Employee and History report Master topic.
• Accesses data from the Employee and Employee PA Information files.
• Valid with all Human Resources systems installed.
• Data loaded by the Address tab of Employee (HR11.1).
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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.
• Valid only with the Personnel Administration system.
• Data loaded by Emergency Contact (PA12.1).
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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.
• Valid only with the Personnel Administration system.
• Data loaded by Education (PA20.1) and Applicant Education (PA30.1).
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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.
• Valid only with the Personnel Administration system.
• Data loaded by Multiple Pos, Jobs (PA13.1).
• An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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
Infor Human Resources User Guide | 239
Data item attributes
DescriptionItem name
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
Job code descriptionJob Code Description
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
Infor Human Resources User Guide | 240
Data item attributes
DescriptionItem name
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.
• Valid only with the Benefits system.
• 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).
DescriptionItem name
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.
Infor Human Resources User Guide | 241
Data item attributes
• 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.
• Valid only with the Benefits system.
• 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).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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.
• Accesses data from the Employee and Employee PA Information files.
• Valid with all Human Resources systems installed.
• Data loaded by various tabs of Employee (HR11.1).
DescriptionItem name
Company numberCompany
Employee's home departmentDepartment
Employee numberEmployee
Indicates if employee was an external applicantExternal Applicant
Infor Human Resources User Guide | 242
Data item attributes
DescriptionItem name
Date employee was hiredHire Date
Employee's genderGender
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.
• Valid only with the Payroll system.
• Data loaded by Payroll Close (PR199).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
Account category for distributionAccount Category
Specific work activityActivity
Amount of distributionAmount
Deduction if distribution is for a deductionDeduction
General ledger account numberDist Account Number
General ledger accounting unitDist Account Unit
Infor Human Resources User Guide | 243
Data item attributes
DescriptionItem name
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 typePayment Type
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
Internal identification number of paymentTemp Payment Number
Infor Human Resources User Guide | 244
Data item attributes
DescriptionItem name
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.
• Valid only with the Personnel Administration system.
• Data loaded by Interviews (PA41.1).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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
Infor Human Resources User Guide | 245
Data item attributes
JC - Job Code• Employee, Applicant, and History report Master topic.
• History accesses data from the Job Code Parameters file.
• Valid with all Human Resources systems installed.
• Data loaded by Job Codes (HR06.1) and Job Code Salary Ranges (HR06.2).
DescriptionItem name
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
Job code descriptionJob Code Description
Salary grade assigned to jobJob Grade
Infor Human Resources User Guide | 246
Data item attributes
DescriptionItem name
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.
Infor Human Resources User Guide | 247
Data item attributes
• Accesses data from the Applicant Job History file.
• Provides data about the applicant's job history.
• Valid only with the Personnel Administration system.
• Data loaded by Applicant Job History (PA33.1).
DescriptionItem name
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
Infor Human Resources User Guide | 248
Data item attributes
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.
• Valid with all Human Resources systems installed.
• Data loaded by Employee (HR11.1), Individual Action (PA52.1), Action Update (PA100),Employee Deduction (PR14.1), and Deduction Speed Entry (PR15.1).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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.
• Valid only with the Personnel Administration system.
• Data loaded by Medical (PA15.1).
DescriptionItem name
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.
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Data item attributes
• Provides data about employee's branch of service and service specialty.
• Valid only with the Personnel Administration system.
• Data loaded by Military Service (PA14.1) and Applicant Military Service (PA39.1).
DescriptionItem name
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.
• Valid only with the Personnel Administration system.
• Data loaded by Health and Safety Incident (PA90.1).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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
Employee's genderGender
Government case numberGovt Case
Indicates whether the case must be reported to the governmentGovt Flag
Name of hospital where employee was treatedHospital
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Data item attributes
DescriptionItem name
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
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Data item attributes
DescriptionItem name
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
User field 2User Field 2
User field 3User Field 3
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
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Data item attributes
DescriptionItem name
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.
• Valid only with the Payroll system.
• Data loaded by Deduction (PR05.1), Manual Payment (PR80.1), Adjustment (PR82.1), andEarnings and Deductions Calculation (PR140).
DescriptionItem name
Way net pay was adjusted for this deductionAdjust Pay
DeductionDeduction
Amount of the deductionDeduction Amount
Deduction class to which the deduction is as-signed
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
Date of payment or depositPayment Date*
Payment dayPayment Date - Day
Payment monthPayment Date - Month
Payment yearPayment Date - Year
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Data item attributes
DescriptionItem name
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
Status of paymentPayment Status
Payment typePayment Type
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
Period ending date for paymentPeriod Ending Date
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
Withholding tax categoryTax Category
Tax exempt statusTax Status
Employee's taxable wagesTaxable Wages
Internal identification number of paymentTemp Payment Number
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.
• Valid only with the Payroll system.
• Data loaded by Manual Payment (PR80.1), Adjustment (PR82.1), and Earnings and DeductionsCalculation (PR140).
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Data item attributes
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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
Date of payment or depositPayment Date*
Payment dayPayment Date - Day
Payment monthPayment Date - Month
Payment yearPayment Date - Year
Employee's home department at time of paymentPayment Department
Receipt or payment number of paymentPayment Number
Employee's home process level at time of pay-ment
Payment Proc Level
Status of paymentPayment Status
Payment typePayment Type
Period ending day for paymentPer End Date - Day
Period ending month for paymentPer End Date - Month
Period ending year for paymentPer End Date - Year
Period ending date for paymentPeriod Ending Date
Social Security taxable wages for the paymentSoc Sec Taxable
Internal identification number of paymentTemp Payment Number
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
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Data item attributes
DescriptionItem name
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.
• Valid only with the Payroll system.
• Data loaded by all time records, Manual Payment (PR80.1) and Adjustment (PR82.1). PayrollClose (PR197) creates records.
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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
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Data item attributes
DescriptionItem name
Date of payment or adjustmentPayment Date*
Payment dayPayment Date - Day
Payment monthPayment Date - Month
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
Receipt or payment number of paymentPayment Number
Employee's home process level at time of pay-ment
Payment Proc Level
Status of paymentPayment Status
Payment typePayment Type
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
Period ending date for paymentPeriod Ending Date
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
Internal identification number of paymentTemp Payment Number
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
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Data item attributes
DescriptionItem name
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.
• Valid only with the Payroll system.
• Data loaded by Payroll Close (PR197).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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 to which the deduction is as-signed
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*
Employee's home process level at time of pay-ment
Process Level
Quarter number within the payroll yearQuarter Number
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Data item attributes
DescriptionItem name
Tax engine taxing authority code (only applicablefor tax-type deductions)
Tax Authority
Tax authority typeTax Authority Type
Withholding tax categoryTax Category
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.
• Valid only with the Payroll system.
• Data loaded by Payroll Close (PR197).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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
Description that prints on the paymentPayment Description
Calendar yearPayroll Year*
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Data item attributes
DescriptionItem name
Employee's home process level at time of pay-ment
Process Level
Quarter number within the payroll yearQuarter Number
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.
• Valid only with the Personnel Administration system.
• Data loaded by Job Requisition (PA42.1) and Requisition Applicants (PA43.1), and RequisitionCosts (PA44.1).
DescriptionItem name
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
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Data item attributes
RF - Applicant References• Applicant report Detail topic.
• Accesses data from the Applicant References file.
• Valid only with the Personnel Administration system.
• Data loaded by Applicant Reference (PA32.1).
DescriptionItem name
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
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Data item attributes
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.
• Valid only with the Personnel Administration system.
• Data loaded by Applicant (PA31.1), Requisition Applicants (PA43.1), Job Requisition (PA42.1),and Requisition Offers (PA45.1).
DescriptionItem name
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.
• Valid only with the Personnel Administration system.
• Data loaded by Relocation (PA24.1) and Applicant Relocation (PA38.1).
DescriptionItem name
User-defined relocation codeRelocation Code
Relocation code descriptionRelocation Desc
Relocation priorityRelocation Priority
Relocation statusRelocation Status
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Data item attributes
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.
• Valid only with the Personnel Administration system.
• Data loaded by Requisition Offers (PA45.1) and Job Requisition (PA42.1).
DescriptionItem name
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
Job code for requisitionJob Code
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
Position for requisitionPosition
Reason offer updatedReason
Currency in which offer is recordedReq Offer Currency
Requisition numberRequisition
Description of requisitionRequisition Desc
Signing bonus in base currencySign Bonus Base
Signing bonusSigning Bonus
Start dateStart Date
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Data item attributes
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.
• Valid only with the Personnel Administration system.
• Data loaded by Job Requisition (PA42.1).
DescriptionItem name
Date applicant applied for requisitionApplied
First hire source by log dateHire Source
Job code for requisitionJob Code
Position for requisitionPosition
Requisition applicant applied forRequisition
Description of requisitionRequisition Desc
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.
• Valid only with the Benefits system.
• Data loaded by Spending Account Transactions (BN59.1) and Spending Account Entry(BN39.1).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
Annual contribution to the reserve account fromthe benefit record
Annual Contribution
Benefit plan codePlan Code
Plan code descriptionPlan Description
Benefit start dateBenefit Start Date
Benefit stop dateBenefit Stop Date
Description of the transactionTran Description
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Data item attributes
DescriptionItem name
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.
• Valid only with the Personnel Administration system.
• Data loaded by Review (PA26.1).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
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
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Data item attributes
SH - Salary History• History report Detail topic
• Accesses data from the Pay Rate History file.
• Valid with all Human Resources systems installed.
• 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
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Data item attributes
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.
• Valid only with the Personnel Administration system.
• Data loaded by Competencies (PA21.1) and Applicant Competencies (PA35.1).
DescriptionItem name
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).
DescriptionItem name
Account number for liability accrualAccrual Account
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Data item attributes
DescriptionItem name
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
Plan descriptionPlan Description
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.
• Valid only with the Time Accrual application.
• Data loaded by Plan Adjustments (TA70.1) and Time Accrual Update (TA170).
An asterisk (*) indicates a database field used for date range searches.
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Data item attributes
DescriptionItem name
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
Plan descriptionPlan Description
Date employee entered planPlan Entry Date
User-defined plan namePlan Name
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.
• Valid only with the Payroll system.
• Data loaded by Tax Group (PR11.1).
DescriptionItem name
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 to which the deduction is as-signed
Deduction Class
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Data item attributes
DescriptionItem name
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
Description that prints on the paymentPayment Description
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
Withholding tax categoryTax Category
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.
• Valid only with the Time Accrual application.
• Data loaded by Time Accrual Close (TA199).
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
Current balance of accrued plan hoursCurrent Accrual Bal
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Data item attributes
DescriptionItem name
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 descriptionPlan Description
User-defined plan namePlan Name
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.
• Valid only with the Personnel Administration system.
• Data loaded by Travel Information (PA18.1).
DescriptionItem name
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
Infor Human Resources User Guide | 273
Data item attributes
DescriptionItem 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.
• Valid with all Human Resources systems installed.
• 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.
• Valid only with the Benefits system.
• Data loaded by CODA Account Balance (BN55.1) and Payroll Close (PR197).
Infor Human Resources User Guide | 274
Data item attributes
An asterisk (*) indicates a database field used for date range searches.
DescriptionItem name
Benefit plan codePlan Code
Benefit plan descriptionPlan Description
Benefit plan start datePlan Start Date
Benefit plan typePlan Type
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.
• Valid only with the Payroll system.
• Data loaded by Weeks Worked Adjustment (PR83.1) and Weeks Worked Calculation (PR289).
DescriptionItem name
Calendar yearPayroll Year
Process level associated with the state unem-ployment deduction
Process Level
Quarter number within the payroll yearQuarter Number
Employee's work stateUnemployment State
Number of weeks worked in the payroll yearand quarter
Weeks Worked
Infor Human Resources User Guide | 275
Data item attributes
WS - Work State Reporting Information• Employee report Detail topic.
• Accesses data from the Employee State file.
• Provides data about employee state-specific reporting information.
• Valid only with the Payroll system.
• Data loaded by Employee Taxes (PR13.1) and the Tax tab of Employee (HR11.1).
DescriptionItem name
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
Infor Human Resources User Guide | 276
Data item attributes
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
Infor Human Resources User Guide | 277
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
Infor Human Resources User Guide | 278
Reports with Drill Around feature
NameForm IDSystem
History Usage ReportTA265Time Accrual
Open Manual TransactionsTA270Time Accrual
Transaction History ReportTA290Time Accrual
Infor Human Resources User Guide | 279
Reports with Drill Around feature
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
Infor Human Resources User Guide | 280
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
Infor Human Resources User Guide | 281
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
Infor Human Resources User Guide | 282
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
Infor Human Resources User Guide | 283
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
Infor Human Resources User Guide | 284
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
Infor Human Resources User Guide | 285
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
Infor Human Resources User Guide | 286
Index