Time Entry Blank Title 83390

Yahoo Archive
1
We've toyed with the idea of using Office Data Collection to track time on special projects but resisted due to the hassle of setting up administrative "jobs". Over/under 40 hours is irrelevant for our exempt/salaried people as there is no overtime involvement. If we tracked time it would only be for analysis, and not to flow into payroll, and so far the value of this has not exceeded the added work of clocking on/off jobs.
-Todd C.

________________________________
From: vantage@yahoogroups.com [mailto:vantage@yahoogroups.com] On Behalf Of Aaron M Clements
Sent: Wednesday, September 30, 2009 12:22 PM
To: vantage@yahoogroups.com
Subject: [Vantage] Time Entry



What solutions has this community come up with to track Exempt (salaried) employee time? Should I consider a customization to Labor Entry? How do you handle hours over 40? Less than 40?

This is just the tip of the iceberg.

@

[Non-text portions of this message have been removed]





[Non-text portions of this message have been removed]
2
What solutions has this community come up with to track Exempt (salaried) employee time? Should I consider a customization to Labor Entry? How do you handle hours over 40? Less than 40?

This is just the tip of the iceberg.

@





[Non-text portions of this message have been removed]
3
We have everyone enter their time in Vantage. Salaried too. I setup a standard salaried shift for 8 hrs per day for all exempt since the exact hours don't really matter. We track G&A and Mfg OH through separate indirect codes. For exempt, over 40 hrs is not paid extra (hence the exempt status.) If less that 40 hrs worked, we have them enter in benefit time (holiday, vacation, sick...) or LWOP to fill up the difference. I put together a custom weekly time card report in Crystal that is printed, signed by their manager, and turned in to Payroll. We also have hourly office personnel that follow the same weekly process but they have to put in actual time worked since they are non-exempt.

The process seems to work fairly well. It's pretty easy and only takes a couple minutes per week. Much better than what we were doing. That was a parallel process of entering data into Vantage and also manually writing out time cards then having someone police them to make sure they matched.



--- In vantage@yahoogroups.com, Aaron M Clements <aaronmclements@...> wrote:
>
> What solutions has this community come up with to track Exempt (salaried) employee time? Should I consider a customization to Labor Entry? How do you handle hours over 40? Less than 40?
>
> This is just the tip of the iceberg.
>
> @
>
>
>
>
>
> [Non-text portions of this message have been removed]
>
4
How do you handle project time? Vantage projects don't include links to LaborDtl which is too bad but you could setup exp or Care to share the report? In looking at the Labor Entry screen it seems confusing for folks who don't work in production since you have to specify the labor type as Production, Indirect, or Setup, and Indirect still requires Indirect, Expense, and Resource Group codes to be specified.

I was thinking of a way to take our Excel-based timesheet and export XML from it to feed to ServiceConnect, but I'm not sure the Vantage model aligns very well with our non-hourly timekeeping.

-bws

--
Brian W. Spolarich ~ Manager, Information Services ~ Advanced Photonix / Picometrix
    bspolarich@... ~ 734-864-5618 ~ www.advancedphotonix.com


-----Original Message-----
From: vantage@yahoogroups.com [mailto:vantage@yahoogroups.com] On Behalf Of saab_barracuda
Sent: Wednesday, September 30, 2009 4:45 PM
To: vantage@yahoogroups.com
Subject: [Vantage] Re: Time Entry

We have everyone enter their time in Vantage. Salaried too. I setup a standard salaried shift for 8 hrs per day for all exempt since the exact hours don't really matter. We track G&A and Mfg OH through separate indirect codes. For exempt, over 40 hrs is not paid extra (hence the exempt status.) If less that 40 hrs worked, we have them enter in benefit time (holiday, vacation, sick...) or LWOP to fill up the difference. I put together a custom weekly time card report in Crystal that is printed, signed by their manager, and turned in to Payroll. We also have hourly office personnel that follow the same weekly process but they have to put in actual time worked since they are non-exempt.

The process seems to work fairly well. It's pretty easy and only takes a couple minutes per week. Much better than what we were doing. That was a parallel process of entering data into Vantage and also manually writing out time cards then having someone police them to make sure they matched.



--- In vantage@yahoogroups.com, Aaron M Clements <aaronmclements@...> wrote:
>
> What solutions has this community come up with to track Exempt (salaried) employee time? Should I consider a customization to Labor Entry? How do you handle hours over 40? Less than 40?
>
> This is just the tip of the iceberg.
>
> @
>
>
>
>
>
> [Non-text portions of this message have been removed]
>




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