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All-in-one HR platform · v2.0
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All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
Shifts, overtime, comp-off and the exceptions that decide whether a payroll input is trustworthy.
01
Raw punches are not attendance. Someone has to decide which shift a punch belongs to, whether a late arrival is a half day, whether work on a weekly off earns a compensatory off, and how a missed punch is regularised. Each of those decisions affects pay, and each needs a rule written down before the month starts.
Night shifts and rotating rosters make this harder, because a shift that crosses midnight can be counted twice or split across two days if the rule is not clear.
02
Each piece takes one recurring question, such as comp-off entitlement or shift detection, and works through the rule, the edge cases and the record you need to keep. They describe the policy choice first and the mechanics second, because a clear policy removes most of the disputes.
03
Shifts, overtime, comp-off and the exceptions that decide whether a payroll input is trustworthy.
Against the shift they belong to, not the calendar date, using auto shift detection. See "A punch at 22:40 belongs to yesterday's shift."
As a real entitlement with credit, balance, consumption rules and expiry, credited automatically from attendance. The comp-off article explains why.
A misassigned shift changes late marks, night differentials, overtime and loss of pay, and overtime moves the wage base that ESI applicability is tested on.
No. The articles argue grace periods should be configured per policy so every punch is treated identically.
Plant heads, operations managers and HR managers running rotating shifts, and the HR teams supporting them.
Neither is inherently better; it is a policy decision that should be made explicitly rather than left to whoever is in the room.
HR guides give longer, chaptered treatments with a checklist, and the glossary defines the terms these articles use.
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