Have an acquisition question, where we are setting up a new HR/PR process level for an acquired organization (will be keeping separate EIN). Need them to go through Open Enrollment in October but will not receive first Lawson pay until January.
I figure we can bring the employees in with a No-Pay/Benefits status, similar to a Pending Hire, but given such a long gap between OE and first payroll, and having a PL with no paid employees, I'm not sure what else will need maintained so that we can run YE PR999 clean, and have Lawson consider that PL to be in the same pay cycle as the other live PL's for first pay in January.
Any tips or tricks would be appreciated.
