Good Morning, sounds very similar to our business practices. We do, in fact use an HRMS Attendance Plan to track overtime and not the Canadian payroll module.

How we've done this is Overtime that is taken, is posted to HRMS in the usual format similarly to Vacation or Sick plans. For time earned (or worked) we enter a transaction as a negative. The mathematics of the system then converts the negative transaction, reducing the time taken. How we monitor this is when the Time Taken shows as a negative, for this plan only, it means the employee has time in the bank; if the time taken is a negative, the Available amount will be a positive which is the true reflection of what the employee has remaining in overtime.

Any questions, please let me know.

Thanks

Hi Terry,

We are going to continue working on this today and see where it takes us. The way our consultant had us setting it up is similar to what you're describing however the issue for becomes the monitoring of the time. For our leaves you can visually see time carried forward, time earned, time taken, and the net time available. But with the OT bank all we end seeing is the net negative time available under the time taken column on the screen. If an employee is questioning the time available it means we have to do more checking as all you can see is a net negative amount available. Because we are not linking payroll to HRMS just yet my line of thinking was to have this set up in the same way as other leaves so that we can see the time earned and taken in the same fashion. Maybe I'm missing something here???

The plan has to be setup as either fiscal or annual and accruals turned on in order to see the balance available otherwise it will do what your plan is doing, just accumulate the taken.