Rosters by location and shift
Day, swing and night shifts with breaks, grace and premium components. Rosters are planned per week per site and published for employee access, and swaps are recorded against both people.

Plants, warehouses, stores, hotels and care facilities: rosters, biometric attendance, overtime rules, shift premiums, hourly and monthly staff on different calendars, and joiners and leavers every week.
Where the workforce is on the floor, the payroll question is hours: which shift, how many hours, how much overtime, at what premium. The configuration for this shape.
Day, swing and night shifts with breaks, grace and premium components. Rosters are planned per week per site and published for employee access, and swaps are recorded against both people.
A configured and tested device connection writes biometric or badge punches to the daily row, late minutes and overtime computed against the rostered shift, and a discrepancy flag that gives the manager a queue of missed punches to correct.
Hourly staff have an hourly rate on their compensation record with an effective date, and overtime and holiday hours pay at that rate times the component's multiplier.
Overtime is calculated from punches but paid only from an approved timesheet, and a timesheet above the entity's alert hours is highlighted for the manager.
Hourly staff weekly or bi-weekly, salaried staff monthly, each with its own cutoff and pay day, and journals that land in the same month.
Onboarding checklists block first payroll until tax details are verified and an account request with matching bank proof is approved. Final settlement runs clear advances and encash leave without waiting for month-end.
Sites in different states or provinces with their own levies and holiday calendars, resolved from the employee's location.
Rosters by location and shift · Attendance from devices
Hourly pay on the record · Overtime with approval · Statutory rules by region
Two calendars in one entity · Joiners and leavers every week
Same records, same gates. The configuration changes how the process runs for this team.
HR Manager approves it (Status: PendingApproval → Active).
Active waits for the hr manager.
Site or shift supervisors as Line Managers, HR Manager per region, Employees using the configured self-service interface are configured as roles at rollout; the spec has no matrix column for them yet.
Prepares the pay run: employee pay setup, inputs, calculation, review, payslips, bank file and statutory returns.
Manage PayRuns, PayPeriods, PayrollInputs, Payslips, PayslipLines, Garnishments, LoansAndAdvances, PaymentBatches, Payments, PayComponents, PayCalendars, Shifts, StatutoryRules, StatutoryRuleBands, StatutoryFilings, EmployeeTaxDetails, CompensationLines, BankAccountChangeRequestsEdit draft CompensationRecords (PayBasis, AnnualGross, HourlyRate, DailyRate, Currency, EffectiveFrom, EffectiveTo, RevisionReason)Edit Employees (TaxIdentifier, SocialInsuranceNumber, PaymentMethod, PayCalendar)Approval waits for the payroll officer.
Approves the pay run, authorises the bank file, owns the payroll journal and its reconciliation to the ledger, and locks periods and tax years.
Approve PayRuns and return submitted runs for correctionAuthorise PaymentBatches only when not the run preparer or approverApprove StatutoryFilings year-end statements and authorise statutory paymentsActive waits for the hr manager.
Leave policies and balances, requests and approval, work patterns, shifts and rosters, daily attendance from devices, and the timesheets with a line per day that payroll reads at cutoff.
Pay components, calendars and periods, inputs from attendance and benefits, gross-to-net calculation under statutory rules and the employee's tax details, review, approval, payslips, the bank file and the payment behind each payslip.
The employee record, assignments and the org chart, documents with verification and expiry, tax details, salary structures, onboarding checklists and exits.
Ledger accounts and cost centres, the payroll journal drafted for every approved run, allocation by cost centre and timesheet line, accruals with their reversals, reconciliation of clearing and liability accounts, and the period lock.
Statutory rules and their bands as effective-dated data, monthly and year-end returns built from posted pay runs, employee tax statements, the tax year lock, policy acknowledgement and the documents that expire.
Plans with premiums and employer contributions, eligibility and enrolment windows, coverage levels, dependants and nominees, and the deductions payroll takes from them.
Requisitions against approved positions, candidates through stages, interviews with feedback, and offers approved against the band before they are sent.
Joiners, leavers, compensation revisions, assignment changes, bank and tax-detail changes and new garnishments in the period, with who approved each.
Approval conditions.
Employer cost by entity, cost centre, component and month, reconciled to the posted payroll journal.
Posting waits for the finance controller.
Headcount by entity, department and employment type from the assignments effective in the month, with joiners and leavers and the reasons for leaving.
Approval conditions.
Statutory rules are effective-dated rows per jurisdiction. A flat rule carries rates and a ceiling; a banded rule carries its bands for progressive tax; each names the wage base it applies to and the component it posts to. The employee’s side, the tax code or filing status, allowances and declared reliefs, is a verified record per employee per tax year. Implementation configures and verifies the rules and filing formats for the agreed entities and jurisdictions. This specification does not certify any jurisdiction or supply current statutory rates. A later change requires an effective-dated revision and repeat checks before use.
Related questionYes. A pay calendar sets frequency, cutoff and pay day for a group of employees in an entity and generates its periods. Monthly salaried staff and weekly hourly staff run separately in the same entity, and their journals land in the same ledger month. Hourly staff carry an hourly rate on their compensation record.
Related questionConfigured and tested device, mobile or web connections, imports or manual entry build daily attendance rows against the rostered shift. Approved leave marks the days, managers correct flagged rows, and hourly staff submit a timesheet with a line per day that the manager approves. At cutoff the attendance status, approved hours and shift premiums become inputs to the run with their source record as the reference.
Related questionAn exit record runs notice and clearance, then a final settlement run pays to the last working day. It includes the terminal amounts approved by HR and applies configured entitlement, recovery and tax rules. Final settlement needs payroll approval, independent payment authorisation and journal posting. Agree former-employee access and retention during rollout.
Related questionSalary fields are visible to HR Managers, Payroll Officers and the Finance Controller. National ID and bank account are masked for everyone except HR Managers and Payroll Officers. A bank account change is a separate request tied to the exact verified proof. A Payroll Officer other than the requester matches the proof and proposed account before it becomes the current verified account. The preparer of a run cannot approve it, and the bank authoriser must be different from both the preparer and approver.
Related questionMonthly salaried staff, variable pay and bonus schemes, flexible benefits, remote allowances, and a finance team that wants cost by practice or client.
Plants, warehouses, stores, hotels and care facilities: rosters, biometric attendance, overtime rules, shift premiums, hourly and monthly staff on different calendars, and joiners and leavers every week.
Several employing companies under one management: separate registrations, calendars and bank accounts, moves between entities, shared-services cost attribution, and one headcount and cost view across the group.
Charities, research institutes and programme delivery bodies: staff funded by several grants, hourly cost allocation and configurable funder reporting, fixed-term contracts that follow the grant, and reports each funder can audit.
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