Contract Workforce Management

Note: This extension, which combines multiple integrations and BIRT reports, is developed outside the normal release schedule to meet specific client needs. To request this extension, you must submit a Salesforce Service Request to ADP. After the extension is delivered to your tenant, you can edit it accordingly.

In accordance with legislation in India, the Contract Workforce Management extension provides a data storage and report generation mechanism for producing compliance reports that are necessary for submission to local authorities.

Organizations in India who employ contract or contingent workers must maintain compliance with the Contract Labour Regulation Act (CLRA). Terminology used in this topic references content in the CLRA.

The CLRA recognizes three primary stakeholders who engage in contract or contingent labor.

  • Principal employer (PE) – The PE retains contract or contingent workers. CLRA requires the PE to acquire a CLRA registration certificate and submit compliance reports regarding the contingent workforce.

  • Contractor – The licensed contractor employs contingent workers for the PE.

  • Contingent worker – The individual who performs the actual work based on skill or trade for the PE.

To meet CLRA requirements, the PE produces certain compliance reports centered on the contingent workforce.

This extension imports and exports data by way of client provided CSV files stored in a client managed SFTP folder. It then utilizes the data to fulfill reporting requirements.

Components that make up the complete Contract Workforce Management (CWFM) solution include:

Boomi™ integrations:

  • Import and Export: This integration focuses on entity data such as principal employer, contractor, wages, and deductions.

  • People Import: This integration creates or updates people in the application by importing detailed personal data such as name, address, skill, and trade. The integration then assigns system required fields, such as pay rule, license, and accrual profile, from cross-reference table data.

  • Reports: This integration gathers entity and people data to generate all mandatory CLRA reports.

BIRT Reports

Pre-configured mandatory CLRA reports that comply with government-defined standards include:

  • Annual Return

  • Muster Roll

  • Register of Contract Workmen Employed by Contractor

  • Register of Contractors

  • Register of Overtime

  • Register of Wage-Cum-Muster Roll

  • Register of Wages

  • Wage Slip

Each report has a fixed layout; however, you have the option to edit labels in the report properties file. The default branding capabilities in ADP Workforce Manager (ADP Workforce Manager) provide the opportunity to add the company logo to report headers.

You must configure formulas and parameter values within the CWFM Reports integration to drive wage-specific reports. For example, you define integration parameter values and enter appropriate values within cross reference tables (CRT), like CWFM Report Wages Parameter CRT or CWFM Report Supervisor Overtime Rate CRT.

Wage calculation overview

Wages for contingent workers in India are typically paid on a monthly basis. The integration calculates the employee’s wage by totaling each wage head.

  • Daily Wage Heads multiply the number of worked days by basic wages and daily allowances. For example, if the daily Dearness allowance is 50 Indian rupee (INR) and the employee works 26 days during the month, the Dearness allowance contributes (50 INR * 26 days) = 1300 INR to the employee’s wage.

    The types of Daily Wage Heads that you can configure include:

    • Dearness allowance (DA)

    • House Rental allowance (HRA)

    • Conveyance allowance

    • Special allowance

    • Uniform allowance

    • Washing allowance

  • Paycode-driven Wage Heads total hourly or money-type paycodes from the Timecard. For example, when the employee works during the night shift, the corresponding number of worked night hours added by a paycode in the Timecard is multiplied by the hourly shift allowance and then added to the employee’s wage.

    The types of Paycode-driven Wage Heads that you can configure include:

    • Hardship allowance

    • Shift allowance

    • Other allowance

    • Overtime

  • Trade or Skill-driven Wage Heads depend on the skill level of the worker. For example, an amount equal to the daily skill allowance multiplied by the number of work days is added to the employee wage.

    The types of Trade or Skill-driven Wage Heads that you can configure include:

    • Skill allowance

  • Workmen Type-driven Wage Heads utilize specific wage heads configured in the integration that apply to the employee based on their Workmen Type assignment. For example, if the employee’s Workmen Type assignment = NAPS (National Apprenticeship Program Scheme), then the following are excluded from the employee’s wage calculation: PF, ESIC, and Canteen deductions.

  • Earnings or Deductions utilize calculation-based wage heads configured in the integration.

    The types of Earnings calculation-based wage heads include:

    • Advance Bonus

    • Leave with Wages

    • Attendance Award Hardship

    The types of Deductions calculation-based wage heads include:

    • Provident Fund (PF)

    • ESIC

    • LWF

    • Professional Tax (PT)

    • Canteen Deductions

Note: To ensure success when importing earning and deduction configurations by way of the CWFM Import Export integration, each record must adhere to the format specified by the Earnings and Deductions source file layout. No restrictions exist on the number of earnings or deductions that you can configure in the integration.

Provident Fund (PF) calculation logic

To provide insight into the PF calculation logic, the integration follows this path:

Note: Assume that PFValue in the CWFM Reports – Wages Parameter CRT is configured as 15000.

  1. If [(Basic wages + DA + (Earnings/Deductions heads)) <= 15,000], then PF = (12% * 15,000)

  2. If [(Basic wages + DA + (Earnings/Deductions heads)) > 15,000], then

    1. If [(Basic wages + DA) <= 15,000] AND [(Basic wages + DA + (Earnings/Deductions heads)) > 15,000], then PF = (12% * 15,000)

    2. If [(Basic wages + DA) > 15,000] AND [(Basic wages + DA + (Earnings/Deductions heads)) > 15,000], then PF = (12% * (Basic + DA))

Overtime Earnings calculation

To provide insight into the Overtime Earnings calculation, the integration determines the regular and overtime rates before ultimately calculating overtime. To illustrate:

  1. Regular rate = [(Basic wage + DA + All paycode-driven wage heads) / 8]

  2. Overtime rate = (Regular rate * Overtime multiplier)

  3. Overtime earnings = (Overtime rate * Number of overtime hours worked)

Attendance award calculation

Perfect attendance awards are given to employees who work for a full month, with the exception of holidays and weekly leave. Criteria can differ based on employee gender. This integration offers two variants that you configure in accordance with policy in your organization.

Attendance award calculation – Variant 1

Variant 1 attendance awards apply only when an employee maintains perfect attendance over contiguous months. If the employee fails to achieve perfect attendance for any given month, the award amount decreases to zero for that month and the perfect attendance counter resets, beginning on the first day of the next month.

CWFM Report Attendance Award Variant1 CRT defines the specific configuration for this award option.

Variant 1 – Male employees

When a male employee achieves a perfect attendance with no leave or unexcused absences within the first month, the attendance award is 400 INR.

During the second month, the attendance award increases to 600 INR.

When perfect attendance continues in the third and subsequent months, the maximum attendance award is achieved and the employee is given 800 INR each month.

If the employee takes one leave or has an unexcused absence, the attendance award is reduced to 300 INR in any month that follows a perfect attendance month.

Variant 1 – Female employees

When a female employee achieves a perfect attendance with one leave or unexcused absence within the first month, the attendance award is 400 INR.

During the second month, the attendance award increases to 600 INR.

When perfect attendance continues in the third and subsequent months, the maximum attendance award is achieved and the employee is given 800 INR.

If the employee takes two leaves of absence, or has two unexcused absences, or a combination of a leave and an unexcused absence, the attendance award is reduced to 300 INR in any month that follows a perfect attendance month.

Attendance award calculation – Variant 2

Variant 2 attendance awards apply only when an employee, regardless of gender, has perfect attendance with no leave or unexcused absences within the pay period.

When an employee achieves a perfect attendance within the first month, the attendance award is 500 INR.

Thereafter, in any month following a perfect attendance month, if the employee takes

  • one leave or unexcused absence, the award decreases to 400 INR.

  • two leaves or unexcused absences, the award decreases to 300 INR.

  • three leaves or unexcused absences, the award decreases to 200 INR.

If the employee takes more than three occurrences of leave or unexcused absences, no attendance award is given and the perfect attendance counter resets, beginning on the first day of the next month.

CWFM Report Attendance Award Variant2 CRT defines the specific configuration for this award option.

Paid or unpaid days calculation

CLRA Reports, such as the Muster Roll and Annual Return Reports, are governed by paycodes that are added to either the timecard or schedule to indicate employee attendance and wages. You define combinations of data elements within the CWFM Report Worked Hours CRT to identify display patterns that are added to the reports on an employee-by-employee basis. Employee status and display patterns that you must configure include:

  • Present (P): Driven by the Days Worked hours-based paycode in the timecard, the (P) status indicates that the employee is scheduled and punched In on the specified day.

  • Half Day Present (HD): Driven by the Days Worked hours-based paycode in the timecard, the (HD) status indicates that the employee is scheduled and punched In for half of the specified working day. A second display pattern on the same day accounts for the half day absence.

  • Weekly Off (WO): (WO) represents a scheduled day off; it is driven by an appropriate paycode in either the timecard or schedule.

  • Weekly Off Worked (WOW): When the employee works on a scheduled weekly off day, a paycode in the timecard drives the (WOW) status.

  • National Holiday (H): (H) represents a national holiday paycode that is entered in either the schedule or timecard; and applies across all states.

  • National Holiday Worked (HW): When the employee works on a national holiday, (HW) represents a specific paycode that is entered in the timecard.

  • Leave: When a leave paycode or a GTOR is applied to either the timecard or schedule, the appropriate short leave code is added to the report. Short leave codes include values, such as SL, CL, and EL.

  • Absent (A): When the employee is scheduled but fails to punch, an unexcused absence (A) is added to the report.

  • Public Holiday (PH): State-specific holidays (PH), indicate a paycode in either the timecard or schedule.

  • Public Holiday Worked (PHW): When the employee works on a state-specific holiday, (PHW) represents an explicit paycode that is entered in the timecard.

  • Unexcused Presence (UP): When an employee is not scheduled but punches In to work, the day is noted with (UP).

Note: Paycodes that you associate with each employee status and display pattern must be configured in ADP Workforce Manager. Select only those paycodes that represent working hours. For example, the paycode entered in the Timecard when an employee takes leave indicates non-working hours; no NOT select this paycode when constructing the CWFM Report Worked Hours CRT.