Timetable days and worked contract days

Profit Payroll calculates the number of timetable and worked contract days ('SV' days) per employee for each period. The way this is done depends on the type of timetable.

Regardless of the type of timetable, the following rule of thumb applies: if an employee works on a given day, then this is a timetable day or worked contract day. The number of hours worked is not relevant. It makes no difference whether an employee works perhaps 1 or 10 hours on a particular day: in both cases there is one single timetable or worked contract day.

The number of timetable and worked contract days is maximised per period and per year based on legislation and regulations. Profit takes this into account.

Based on timetable calendar

Profit automatically populates the timetable calendar if an employee has a specified weekly timetable or a work timetable. Each working day in the timetable calendar counts as a timetable and worked contract day. There is one exception: in a timetable cycle you can specify that a particular part of the day should not count as a timetable day and worked contract day.

You can use a timetable deviation to move a working day to a different period. This then also affects the count of the number of timetable days and worked contract days.

Profit typically only counts the days from Monday through Friday. If certain employees also work during weekends, you can modify this at the employee level.

Variable work pattern

In the case of a variable work pattern, the working hours are unknown.

Note: 

In the timetable of an employee you can also specify partial working days, for example 4.5 days. When counting the number of timetable days and worked contract days, Profit ignores the part following the decimal separator. In this example Profit therefore calculates using 4 days.

You have not specified the working hours in the timetable.

First, the number of days in every month is determined on the basis of the number of days specified in the timetable (hereinafter called 'days per week'). This number of days is determined in two steps:

  1. For every month, the number of days is determined based on the formula 13 * days per week / 3. The result is rounded downwards to full days.
  2. Because of the rounding, the sum of the number of days determined per quarter is too low. That is because it is assumed that a quarter has 13 * days per week. The difference can be 1 or 2 days and is distributed across the quarter. If the difference is 1, the day is assigned to the month with the most working days. If the difference is 2, the difference is assigned to the 2 months with the most working days.

Once the above two steps have been performed, the number of days in each month is known based on the number of days from the timetable.

  • If the employee was employed during the entire month, the number of days per week is the result of step 2.
  • If the employee was not employed during the entire month, the number of days per week is the result of step 2, minus a and minus b

where:

  • If the employee enters employment after the 1st day of the month:

    a = Number of days from step 2 / working days in month * number of working days before employment start (a is rounded logically. If the decimal place of a is exactly .5, a is rounded upwards.)

  • If the employee leaves employment before the last day of the month:

    b = Number of days from step 2 / working days in month * number of working days after employment end (b is rounded logically. If the decimal place of b is exactly .5, b is rounded upwards.)

Number of hours = Hours per week / Days per week * Days per period (logically rounded to two decimal places)

Example: Employee works 3 days, 20 hours.

Days per quarter: 3 * 13 = 39 days

Average number of days per period: 39 / 3 = 13 days

Number of working hours per period: 20 / 3 * 13 = 86.67 hours

In case of a CLA with 5 days and 40 hours per week, the number of working hours is (40 / 5 * days) in the period: Jan: 8 * 22 = 176, Feb: 8 * 20 = 160, Mar: 8 * 23 = 184

Part-time factor = Jan: 0.49, Feb: 0.54, Mar: 0.47

Example: Employee works 4 days, 20 hours.

Days per quarter: 4 * 13 = 52 days

Average number of days per period: 52 / 3 = 17.33 days, rounded to 17 days

17 * 3 = 51 days There is a difference of 1 day.

This day is assigned to the period with the most days, which is March with 23 working days. The number of days therefore is: Jan: 17, Feb: 17, Mar: 18

The number of hours worked per day is: 20 / 4 = 5 hours

Per period, this is: Jan: 85, Feb: 85, Mar: 90

In case of a CLA with 5 days and 40 hours per week, the number of working hours is (40 / 5 * days) in the period: Jan: 8 * 22 = 176, Feb: 8 * 20 = 160, Mar: 8 * 23 = 184

Part-time factor is: Jan: 0.48; Feb: 0.53, Mar: 0.49

Example: Employee works 5 days, 20 hours.

Days per quarter: 5 * 13 = 65 days

Average number of days per period: 65 / 3 = 21.67 days, rounded to 21 days

21 * 3 = 63 days There is a difference of 2 days.

These days are assigned to the periods with the most days, which are March with 23 working days and January with 22 working days. The number of days therefore is: Jan: 22, Feb: 21, Mar: 22

The number of hours worked per day is: 20 / 5 = 4 hours

Per period, this is: Jan: 88, Feb: 84, Mar: 88

In case of a CLA with 5 days and 40 hours per week, the number of working hours is 40 / 5 * days in the period: Jan: 8 * 22 = 176, Feb: 8 * 20 = 160, Mar: 8 * 23 = 184

Part-time factor is: Jan: 0.50, Feb: 0.53, Mar: 0.48

Example: Employee works 2 days, 18 hours.

Days per quarter: 2 * 13 = 26 days

Average number of days per period: 26 / 3 = 8.67 days, rounded to 8 days

8 * 3 = 24 days There is a difference of 2 days.

These days are assigned to the periods with the most days, which are March with 23 working days and January with 22 working days. The number of days therefore is: Jan: 9, Feb: 8, Mar: 9

The number of hours worked per day is: 18 / 2 = 9 hours

Per period, this is: Jan: 81, Feb: 72, Mar: 81

In the case of a CLA with 5 days and 36 hours per week, the number of working hours is 36 / 5 * days in the period: Jan: 7.20 * 22 = 158.40, Feb: 7.20 * 20 = 144.00, Mar: 7.20 * 23 = 165.50

Part-time factor is: Jan: 0.51, Feb: 0.50, Mar: 0.49

Example: Employee works 3 days, 18 hours.

Days per quarter: 3 * 13 = 39 days

Average number of days per period: 39 / 3 = 13 days

The number of hours worked per day is: 18 / 3 = 6 hours

Per period, this is 78 hours.

In the case of a CLA with 5 days and 36 hours per week, the number of working hours is 36 / 5 * days in the period: Jan: 7.20 * 22 = 158.40, Feb: 7.20 * 20 = 144.00, Mar: 7.20 * 23 = 165.50

Part-time factor is: Jan: 0.49, Feb: 0.54, Mar: 0.47

Example: Employee works 4 days and enters employment on 13 April (2004)

Days per quarter: 4 * 13 = 52 days

Average number of days per period: 52 / 3 = 17.33 days, rounded to 17 days

17 * 3 = 51 days There is a difference of 1 day.

This day is assigned to the period with the most days, which is April with 22 working days. The number of days therefore is: April: 18, May: 17, June: 17

Working days per month in April is 22. Number of working days before employment start is 8.

The formula: 18/22 * 8 = 6.545 -> rounded to 7 days.

The number of days in April now is: 18 -7 = 11 days

Example: Employee works 4 days and leaves employment on 12 May (2004)

Days per quarter: 4 * 13 = 52 days

Average number of days per period: 52 / 3 = 17.33 days, rounded to 17 days

17 * 3 = 51 days There is a difference of 1 day.

This day is assigned to the period with the most days, which is April with 22 working days. The number of days therefore is: April: 18, May: 17, June: 17

Working days per month in May is 21. Number of days after employment ends is 14.

The formula: 17/21 * 14 = 11.333 -> rounded to 11 days.

The number of days in May now is: 17 - 11 = 6 days

Timetable days and worked contract days in case of a zero hour contract

In the case of a zero hour contract an employee has a timetable without any days or hours. You must enter the number of days and hours per period using Enter wage entries when this is the case.

Functionality for multiple employments

If you are using the Multiple employments functionality, the same day can appear in two timetables. In this situation, each working day is counted as one timetable day and worked contract day.

An employee with two employments may have both a timetable and a non-specified timetable. In the case of a non-specified timetable it is important whether the working days check boxes are selected:

  • Working days check boxes have not been selected

    For the non-specified timetable, Profit assumes that the employee works per week starting from Monday. If these days coincide with the timetable of the other employment, then these are not counted as timetable days and worked contract days.

Example: 

An employee has two employments:

  • Employment 1: employee works according to timetable on Tuesday, Thursday and Friday.
  • Employment 2: employee has a variable work pattern (without work timetable) and works 2 days a week.

For the counting of the number of timetable days and worked contract days, Profit assumes that in employment 2, the employee works each week on Mondays and Tuesdays. The Tuesday of employment 2 coincides with the Tuesday of employment 1 and is therefore counted once to determine the number of timetable days and worked contract days.

  • Working days check boxes have been selected

    If a scheduled day (from a specified timetable) coincides with a selected day (from a non-specified timetable), Profit sees this as one timetable day and worked contract day.

Example: 

An employee has two employments:

  • Employment 1: employee works according to timetable on Tuesday, Thursday and Friday.
  • Employment 2: employee has a variable work pattern of two days, and the check boxes for Tuesday and Wednesday have been selected.

Tuesday appears as a working day in both timetables and Profit sees this as one timetable and worked contract day. The Wednesday as a working day has been selected in employment 2 and is counted as one timetable day and worked contract day.