Common Use Cases & Best Practices
Use Case 1: Multi-Country Organization
Challenge: You have offices in Lebanon, UAE, and US with different labor laws.
Solution: Create three presets:
- Lebanon Preset: 48h weekly OT threshold, 10-min grace period
- UAE Preset: 2-hour daily OT cap, weekend premium on Friday
- US Preset: 40h weekly OT, meal breaks after 5h
Assign each preset to employees based on their work location. System handles all calculations automatically.
Use Case 2: Manufacturing with Night Shifts
Challenge: Factory operates 24/7 with rotating shifts. Night workers should get premium pay.
Solution: Create "Night Shift Preset" with:
- Night premium enabled: 22:00-06:00 @ +30%
- Rounding to 15-min intervals (industry standard)
- Grace period of 5 min (strict punctuality for production lines)
Assign to night shift employees. System automatically adds 30% to their hourly rate for night hours.
Use Case 3: Retail with Weekend Work
Challenge: Retail store open weekends. Need to incentivize weekend work.
Solution: Create "Retail Weekend Preset" with:
- Weekend premium: Saturday and Sunday @ +25%
- Grace period of 7 min (customer service flexibility)
- No daily OT (hourly workers), only weekly OT at 40h
Weekend workers earn extra automatically without manual calculations.
Best Practices
- Start with a built-in preset (US_FLSA, EU_WTD, etc.) then customize
- Test on one employee first before rolling out to entire company
- Use grace periods wisely: 5-10 min is recommended (not too lenient, not too strict)
- Review annually: Labor laws change - update your presets yearly
- Document your choices: Note why you set specific thresholds for auditing
- Stack premiums carefully: Night + Weekend + Holiday can add up - ensure budget
Important Notes
- Early arrivals/late departures: Currently counted in hours worked. Review and adjust during payroll if needed.
- Grace periods flag late/early but don't trim hours. Actual punch times are used.
- Compliance is your responsibility: While presets help, consult labor law experts for your jurisdiction.
- Neutral rounding required: Many jurisdictions mandate neutral rounding to avoid systematic under/overpayment.