Tracking Hybrid Telecommuters/remote workers

We are in the midst of setting up tracking Telecommuters in Lawson. We are all set when it comes to the employees who will be 100% remote. Where we are struggling is setting up employees who will be working a Hybrid model (a few days on site and a few days work from home).

As the Remote flag options are only 0 = No or 1 = Yes, there appears to be no option to track the Hybrid. We are looking for how others have resolved tracking those employees.

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Infor Lawson Human Resources Group - Discussion

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unknown

Hey Eva,

A User Field could be built to track these types of employees. The field could be called Employment Status and values could be defined: On-Premise, Hybrid, Remote.

The User Field then could be reported through Add-ins or Crystal Reports if more than 1 field should be reported at a time.

unknown

We are also still looking to identify a solution for this. I opened up an incident with Infor and their recommendation was to create Locations for each Employee address. For us this would not be an option. Still in the testing phase but we have created Locations for Individual States to get State taxes to withhold.

Gelangens_Anlage_Entwurf.pdf

jarkiewicz-eva

Hi Bobby

That is what we have done thus far as well. For the address for those locations we used the address of what appears to be the main post office in the state capital for the state.

unknown

where is the remote flag?

unknown

Maria,

You can find this on the Tax tab from the HR11.1

Darla Hengel

In early September 2021, an enhancement was released with JT-1612221 to accommodate for Hybrid Remote Employees. See KB #2214394 for details.

Bruce Burstein

Correction: KB#2214394

unknown

I can't find that KB you referenced. I found KB 2214262 when searching for that JT but it doesn't tell you anything.. Hybrid remote working flag issue

unknown

This enhancement for remote set to 0 and *HOME on HR11 Location is helpful on those who are primarily at home but occasional on site. So on time attendance (we have API) we are working with them, so would leave blank for Location on the time record but if they clock 'special' to identify they were on site, then pass that location (we have a grid as we have several 'city' locations). If blank, lawson will calculate based on the *HOME and if clock special and passes 'brick and mortar' location, lawson will have that for time record and calculate on that. We have done a couple preliminary tests and this works.

Our challenge is still those who are primarily on site but occasional at home (ie, one day a week) For taxing to use *Home, that has to be on the HR record. So we are struggling to figure out how to make this part still work. Seems like would not be able to use the *Home, still have the on site location on their hr11, and still have to build locations based on any of those people for their home city and then when they do work remote, they have to clock special and select their location special code based on their city.

Is that what others are seeing/feeling?

Darla Hengel

For a hybrid employee, the intention is that *HOME will be the default HR11 location, then when the employee works from another location, that location would be entered (overridden) on the Time Record.

For those employees who primarily work at one office location, that location should be on the HR11 record and when they occasionally work from home, *HOME can be overridden on the time record.

So basically, the HR11 Location should be an employee's 'primary' work location (i.e. *home or office) and occasional locations (i.e. office or *home) can then be overridden on the time record.

Darla Hengel

Try this link:

https://support.infor.com/espublic/EN/AnswerLinkDotNet/SoHo/Solutions/SoHoViewSolution.aspx?SolutionID=2214394&kb_is_archived=0&kb_accessed_from=KBSearchResult

unknown

Hi Annette. Thanks for your comments on time and attendance. That has been my concern even with this enhancement. We use API as well. So are you utilizing a special code on the clock-in to signal not to pass the HOME location and charge it to their "on-premise" location? How does that work exactly? Are they able to float to a different work location only?

unknown

I am curious regarding the purpose of tracking remote. I feel that it is valuable information; however when pitched to my sr leader I was asked what value would we gain from the effort.

unknown

MarlaM, for us, we are in Ohio, Ohio set a new regulation that organization has to tax on physical location worked. That is why so many of us in the community have been trying to figure this out for months. It initially had to be in place in July I think it was but it did get extended to December 31 from my understanding but if we don't comply and audit, etc, fines will be involved.

csmith

We are also based in OHIO and things have gotten very complicated, however we have developed a good work around. I have not applied the new CTP yet. We developed the work around to comply with the order of July 18th. At this point in time I do not have the time to test the new CTP. The best way to process for us has been to upload all employees with a lawson location. The new locations all start with the same 3 digits followed by the employee number. This is added to the HR04 with their home address.

The organizational policy is that very few are considered fully remote so we do not leverage the remote flag often, which is why we came up with this process.

The manager adds the new location to the timecard when an employee works from home.
The timecard sends this location to lawson.
The PR113 and PR140 send to BSI to determine taxes based on their home address.

We have been successful so far. We did take the time to train all management on how to properly code. Managers can add to a schedule if their employees are consistent or monitor and make changes as necessary. We have over 6500 plus employees.

unknown

I know this post is old but what do you do with team members who are terminating but moving to another status? How do you report unemployment?

0712131256598360.doc

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