Companies would utilize payroll software and employee scheduling software tools to base the number of days and clock hours the employees have checked in based on their attendance and convert the accumulated days and time into cash on a semi-monthly basis. If you are a human resource deputy utilizing a Zenefits software or Quickbooks desktop to create your employees' payroll based on their attendance at work, then we got something for you to help you in that process. Try our ready-made HR Payroll and Scheduling Templates available in all file formats. They are 100% customizable, easily editable, printable, and professionally made so that you won't have a hard time creating one from scratch. Download our ready-made templates today!
How to Create An HR Payroll and Scheduling in Pages
Creating this formal document for your employees working for the company requires a variety of factors, depending on your employee's attendance before proceeding to the payroll processing of their bi-weekly pay. The number of hours your employees have rendered bi-weekly will be their semi-monthly pay for the next fifteen days. According to the U.S. Bureau of Labor Statistics, private companies of the United States would estimate the lengths of their employees' pay periods based on their valid hours and earnings within the entire month. With that said, we will give you these steps on creating an efficient HR payroll and scheduling to avoid discrepancy issues with your employees.
1. Setting Standards
When creating your printable datasheet for your employees' bi-weekly pay, you want to establish standards so everything will go accordingly and smoothly. Doing this will help you calculate your employees' attendance based on the number of times they have attended work, the number of hours they have rendered during that day, and the number of absences accumulated for deduction purposes in a straight pattern.
2. Establish a Basis
Once you have your calculations set for your employees' payroll and scheduling, it's time to establish a basis for those calculations. It is essential to base your calculations on your employees' attendance sheet, so you will know if your employees have worked on that or not for that day. It will help you accumulate the number of days and hours they have rendered for that particular day. Keep doing that for the following days until the cut off of their semi-monthly pay.
3. Always Add a Cut Off
After setting your basis for your employees' balance sheets, it's time to set limits on the number of days they have rendered on a bi-weekly basis. A month consists of thirty days, and you want to break that down in half. Employees that have for fifteen days is enough to give you time to calculate the number of days they have delivered on their weekly working schedule.
4. Exclude or Include Holidays
Holidays at work would depend on the type of management your company is running. Hospitals never use holidays for days off, depending on the schedule plotted for the employees working in that facility. However, most companies that don't work 24/7 during holidays would include or exclude holidays depending on the government's declaration for that particular holiday. Regardless of how management handles holidays, it is essential never to exclude holidays on your sample sheet. If the holiday is a national legal holiday, then it is mandatory for employees to not work on that particular day. However, if it's a special holiday, then that is up to management to decide whether their employees should work or not for that special holiday.
5. Doublecheck and Deliver
After performing everything necessary for your employees' sample schedule and payroll, it's best to doublecheck everything you have created. Doing this will avoid any complaints coming from your employees on the days you could have missed. Trust us; not all employees are patient and understanding. Some can be a major headache to deal with if you're not careful and accurate with their payroll. If everything is correct enough, then you may print their semi-monthly salary and start sending them to your employees. Repeat this process for the next two weeks to complete the month and beyond.
