Payroll 1. Ability to run a trial payroll by individual, group, or entire employee base. 2. Ability to run an employee inquiry search by alpha-numeric character, SSN, ID number, location, division, department, etc. 3. Ability to run deduction ceilings based on dollar amount, maximum limit, fixed percentages, or effective dating with user-defined rules per employee. 4. Support flexible wage calculations including shift differentials, upgrade pay, step-up pay, etc. 5. Support multiple overtime rules; this, in addition to the standard overtime rule of hours worked more than 40 in a week are eligible for overtime. 6. Ability to deduct and send child support and/or other payroll deduction information to the appropriate agency. 7. Provide for retirement plan calculations including 457(b) and 401(a) plans, by effective dates, percent of participation by location, special deferral before retirement, including minimum and maximum amounts, and maximum participation. 8. Ability to have deductions or pay increases automatically applied based on starting and ending dates rather than pay period. 9. Ability to handle base units, i.e. for each hour worked; get a simultaneously supporting incremental amount added to base pay. 10. Ability to handle standard Employee and Township paid deductions with ceilings on retirement plans, catch-up contributions, Section 125, and other areas. 11. Ability to track special executive benefits, auto allowance, etc. 12. Allow for pre or post-tax wage earnings or deductions. 13. Automatic pay processing for selected employees of earning types. 14. Allow ACH deductions for a minimum of ten accounts. 15. Allow overrides on scheduled deductions, taxes, earnings, at employee or pay group levels. Human Resources 1. Ability to maintain data on employee status, such as re-hire, new hire, and whether position is a replacement, newly created position, and indicate if position was created by organizational change. 2. Provide position control including requisition and job code tracking. 3. Provide applicant tracking; track applicants by requisition number, print batch reject letters, sort by education/skills, etc. 4. Maintain Organizational Charting by department, division and company. 5. Maintain employee education background, education level completed, schools attended, degrees received, certification, etc. 6. Maintain drug testing information and history; test dates, results, dates of suspension, return to work, date of termination, etc., with secured access. 7. Set up and maintain different non-productive time algorithms and provide the ability to track accrual, usage, and balance of leave allotments. 8. Ability to flag employees by leave type (i.e. unpaid time off, or FMLA eligibility) for reporting and audit. Support EEO/AA information, planning, tracking and reporting. 9. Standard reporting for EEO, Affirmative Action, Worker’s Comp, Employee Development, Training Administration, Position Control, Leave and Vacation Tracking etc.
