Employee Payroll Summary v2 Report

Employee Code

Unique ID assigned to the employee.

A unique identifier assigned to the employee, typically used for internal tracking and reporting purposes.

First Name

Employee’s first name.

The first name of the employee.

Last Name

Employee’s last name.

The last name of the employee.

Employee Name

Combination of first and last name.

The name of the employee (first name, last name).

Job

Employee's job.

The job of the employee.

Invoice Wise Details

Download invoice-wise commission breakup.

Provides a detailed breakdown of commission amounts by individual invoices for the selected pay period.

How It Works:

Click the download icon next to the employee’s record in the payroll report.

The downloaded report shows invoice-level data, including:

Services performed

Products sold

Discounts applied

Final commission earned per invoice

Employee Wise Details

Download employee-level commission breakdown.

Provides a detailed export of all payroll and commission information for an individual employee in the payroll report. The export includes:

Commissions earned

Bonuses awarded

Deductions applied

And other payroll-specific data for the selected pay period.

All of this information is compiled into a single downloadable file for that specific employee.

Salary

Total salary earned during the period.

Value entered in the employee profile's salary (per pay-period) field. This is the base salary that the employee is eligible for, regardless of commissions or bonuses.

Total Hours

Total hours worked, based on payroll settings.

The total hours worked by an employee during a pay period depends on the Calculate Payroll Hours/Employee utilization based On setting.

Navigate to Configuration > Employee > Settings > Calculate Payroll Hours/Employee utilization based on

Option 1: Scheduled and Actual Hours Combination

Zenoti compares both scheduled and actual times to calculate hours:

Check-in time: Uses the later of scheduled or actual check-in.

Check-out time: Uses the earlier of scheduled or actual check-out.

Total Hours Formula:

Total Hours = Clocked-in time – mandatory breaks – breaks between multiple check-ins

Example Use Case:

Schedule: Emily is scheduled to work from 8 AM – 12 PM.

Actual Work: She checks in at 9 AM and checks out at 1 PM.

Calculation: Zenoti takes the later check-in (9 AM) and earlier check-out (12 PM).

Total Hours = 9 AM – 12 PM = 3 hours (breaks deducted if applicable).

Option 2: Actual Check-in/Check-out Time

Zenoti uses actual check-ins and check-outs, ignoring the schedule.

Total Hours Formula:

Total Hours = (First Check-in to Last Check-out) – breaks between check-ins

Example Use Case:

Actual Check-ins: Jacob clocks in at 9 AM – 12 PM, then again from 2 PM – 5 PM.

Calculation: Total time = 8 hours (9 AM – 5 PM) minus 2-hour gap = 6 hours.

Advanced Example with Breaks

Scenario:

Sarah is scheduled from 8 AM – 5 PM (9 hours). She takes a 30-minute lunch break and has two actual check-ins:

8 AM – 12 PM

1 PM – 5 PM

Calculation:

Total shift = 9 hours – 1-hour gap between check-ins – 30 min break = 7.5 hours.

Total Hours excluding Breaks

Total work hours excluding break time.

The number of hours an employee actually worked after subtracting eligible break time (e.g., automatic meal breaks or mandatory breaks).

This value is used in payroll to determine net payable hours.

Only automatic break deductions are considered in this calculation.

Calculation: 

Total Hours Excluding Breaks = (Total Check-in Duration – Break Minutes) ÷ 60

For employees with multiple work tasks, break deductions are applied to each work task separately, and the final total is the sum of all work task hours minus applicable breaks.

Example:

Employee Schedule:

Check-in: 9:00 AM

Check-out: 6:00 PM

Total Duration: 540 minutes (9 hours)

Auto Meal Break Settings:

Auto Meal Break Deduction Interval = 480 minutes (8 hours)

Auto Meal Break Deduction = 30 minutes

Calculation:

Since 540 > 480, a 30-minute break is deducted.

Total Hours Excluding Breaks = (540 – 30) ÷ 60 = 8.5 hours

Automatic break

Break time automatically deducted by system.

The amount of break time (in hours) that the system automatically deducts from an employee’s total working hours if they do not take the full mandatory break required by company policy or labor regulations.

These are system-configured deductions that ensure compliance.

The deduction is applied without requiring manual check-in or check-out for breaks, as long as the employee’s shift exceeds a configured duration.

Formula:

Automatic Breaks (Hours) = (Required Break Time – Actual Break Time) ÷ 60

Example:

Employee: Tom

Daily Break Requirement: 60 minutes

Actual Break Taken: 45 minutes

Calculation:

Missing Break = 60 – 45 = 15 minutes

Converted to Hours = 15 ÷ 60 = 0.25 hours

Result:

The Automatic Break column for Tom will show 0.25 hours for that day.

Work Task Wise Details

Breakdown of time spent by work task.

This column appears in the Employee Payroll Summary Report when your organization has enabled the settings:

Manager and employees can select work tasks at the time of check-ins, and

Manager can assign pay rate by work task

Key Points:

When enabled, the Work Task Wise Details column replaces the Hourly Rate column.

An Excel report can be downloaded showing:

Hours worked by each assigned work task (e.g., service, admin, training).

The pay rate applied for each task.

The total payout calculated based on hours spent per task.

Example:

Employee: Michelle

Pay Period: June 1–15

Task Breakdown:

Work Task Hours Worked Pay Rate Earnings

Service 30 hrs $25/hr $750

Training 5 hrs $15/hr $75

Admin 10 hrs $18/hr $180

Production hours

Hours spent on guest-facing tasks.

The total time an employee spends during the selected pay period on tasks marked as Production Hours.

These tasks are typically client-facing or revenue-generating activities, such as performing services.

This metric is applicable for businesses using Payroll Plans to measure employee performance and calculate commissions.

Example Use Case:

Employee: Sarah (Stylist)

Pay Period: June 1–15

Production Tasks:

Haircuts: 15 hours

Facials: 10 hours

Color Treatments: 8 hours

Total Production Hours = 15 + 10 + 8 = 33 hours

Non-production hours

Hours spent on non-guest-facing tasks.

The total time an employee spends during the selected pay period on tasks not classified as Production Hours.

These tasks are generally non-revenue-generating activities such as administrative work, staff meetings, internal training sessions, or breaks.

This metric is used by businesses with Payroll Plans to track employee utilization and operational efficiency.

Example Use Case:

Employee: John (Spa Therapist)

Pay Period: June 1–15

Non-Production Tasks:

Staff Meeting: 2 hours

Internal Training: 6 hours

Administrative Documentation: 4 hours

Total Non-Production Hours = 2 + 6 + 4 = 12 hours

Service Sale price before discount

Total service sales at original price.

The total original price (before discounts or promotions) of all services performed by the employee during the selected pay period.

This metric is applicable to businesses using Payroll Plans and is used for calculating commissions and performance metrics.

Example Use Case:

Employee: Lisa

Pay Period: June 1–15

Services Performed:

3 Facials at $100 each = $300

2 Massages at $150 each = $300

1 Chemical Peel at $200 = $200

Calculation:

Total Service Sale Price = $300 + $300 + $200 = $800

Result:

The $800 reflects the original (pre-discount) value of all services, regardless of promotions or applied discounts during billing.

Product Sale price before discount

Total product sales at original price.

The total original price (before any discounts) of all products sold by the employee during the selected pay period.

This value is applicable to businesses using Payroll Plans and is often used for commission calculations and sales performance tracking.

Example Use Case:

Employee: Maria

Pay Period: June 1–15

Products Sold:

2 Moisturizers at $50 each = $100

3 Serums at $40 each = $120

1 Sunscreen at $30 = $30

Calculation:

Total Product Sale Price = $100 + $120 + $30 = $250

Result:

The $250 reflects the original (undiscounted) prices of all products sold, regardless of any promotions or discounts applied during the transaction.

Payrate applied based on revenue

Pay rate based on revenue slab.

The commission rate or pay rate assigned to an employee based on the revenue slab they fall into during the selected pay period.

This is applicable for businesses using Payroll Plans with revenue-based commission structures.

Example Use Case:

Revenue Slabs:

$0 – $999 → 10% commission

$1,000 – $1,999 → 15% commission

$2,000 and above → 20% commission

Employee Scenario:

Employee generates $1,250 in service revenue during the pay period.

$1,250 falls into the $1,000 – $1,999 slab.

Result:

The pay rate applied = 15% for this period.

Service Hours

Hours spent performing services.

The total number of hours an employee spends actively performing services during the selected pay period.

This value is derived from the duration of each service recorded in the system.

Example Use Case:

Employee: Stylist

Pay Period: June 1–15

Services Performed:

5 Haircuts (30 minutes each) = 2.5 hours

3 Hair Coloring sessions (1.5 hours each) = 4.5 hours

2 Blowouts (45 minutes each) = 1.5 hours

Calculation:

Total Service Hours = 2.5 + 4.5 + 1.5 = 8.5 hours

Result:

The stylist spent 8.5 hours delivering services during this pay period.

Hourly Pay/Service Commission

Earnings from hourly pay or commissions.

The higher value between an employee’s hourly pay (including overtime) and service commission during the selected pay period.

This column appears only if the Based on higher of total hourly pay (including overtime hours) and service commission option is enabled at the Center level.

How It Works:

Zenoti compares hourly pay and service commission for each day/week/pay period (as configured in

Employee > General >Overtime).

The employee is paid whichever amount is greater.

Service commissions include:

Add-On Commissions.

Request Therapist Bonus.

If the Based on higher of total hourly pay (including overtime hours) and service commission option is not enabled, separate columns for Service Commissions and Add-On Commissions appear instead.

Example:

Hourly Pay (including overtime) = $100/day.

Service Commission (including add-ons & bonuses) = $125/day.

Result:

Employee is paid $125 (since service commission is higher).

Product Commission

Commission earned on product sales.

Product Commission is the payout awarded to an employee based on the revenue they generate through product sales. It is calculated according to payroll configurations that define how, when, and on what basis the commission is paid — for example, as a flat amount, a percentage of sales, or based on revenue slabs.

At the item level, commission can be defined for specific products, such as a 10% commission on the sale of a particular shampoo. At the job level, the commission may be a flat amount per product, a percentage of the product price, or tiered using revenue slabs — for example, a $20 flat payout for each shampoo, 10% of the product price, or 2% for $100–$499 in revenue and 4% for $500–$999. At the employee level, the same methods as job level are used but can override the job-level settings. For instance, an employee can be given 15% on products even if the job-level commission is 10%.

Commission Models:

There are three primary commission models:

Flat Amount: The employee earns a fixed payout per product sold, for example, $20 commission for every shampoo regardless of its sale price.

Percentage of Product Price: The employee earns a percentage of the product's price. For example, if a product sells for $200 with a 10% commission, the payout is $20.

Revenue Slabs: Commission is calculated based on revenue ranges (slabs), with higher sales resulting in higher commission rates. For example, $100–$499 in product sales earns 2% commission, while $500–$999 earns 4%. If an employee sells $750 worth of products, they earn 4% of $750 = $30.

Revenue Slab Calculation Methods:

Slabs can be calculated in two ways, based on the organization’s settings:

Highest Qualified Level: Only the highest slab that the employee qualifies for is applied. For example, with $750 in revenue, the employee qualifies for the 4% slab and earns 4% of $750 = $30.

Cumulative: Slabs are applied progressively. For example, $750 in revenue is split as follows: the first $499 earns 2% ($9.98), and the remaining $251 earns 4% ($10.04), for a total of $20.02.

Special Commission Models:

Commissions can also be based on the ratio of product revenue to service revenue. This model, called the Product-to-Service Sales Ratio, encourages balanced sales. For example, if an employee generates $1,500 in product revenue and $500 in service revenue, the ratio is 300%. If the slab for 300%–500% is 5%, the employee earns $75 commission (5% of $1,500). If another employee generates $1,000 in products and $500 in services (200% ratio), they earn no commission if the threshold is 300%.

Package Commission

Commission earned on packages.

Package Commission refers to the commission an employee earns when they sell a prepaid service package to a guest — for example, a series of facials, laser treatments, or bundled spa services sold together at a single price.

When a package is sold, Zenoti calculates the commission based on the organization’s settings. The commission can be:

A flat amount per package sold,

A percentage of the package sale price, or

Based on commission rules defined at the employee or job level (if no item-level rule is configured).

Zenoti always checks for package-specific commission settings first. If none are found, it falls back to employee-level or job-level configurations.

Examples:

Item-Level Commission

A spa sets a flat $50 commission for a 6-session laser hair removal package priced at $1,200.

Any employee who sells this package earns $50 per sale.

Employee/Job Level – Item-Specific Commission

Under Employee/Job > Packages, specific commission values can be set per package.

For instance, an employee might earn $50 for selling Package A and $70 for Package B.

Employee-Level Slab

If no package-specific rule exists, commission may follow a slab structure at the employee level.

$0–$999 in package sales → 5% commission

$1,000+ in package sales → 8% commission

Example: Selling a $1,200 package = 8% × $1,200 = $96 commission.

Job-Level Slab

If no employee-specific rule is set, Zenoti checks job-level commission.

For example, all Front Desk Consultants might earn $25 per package or follow the same revenue slab rules (5% or 8%, as defined).

Giftcard Commission

Commission earned on gift cards.

Gift Card Commission is the total commission an employee earns from selling gift cards during a selected pay period.

Businesses can configure gift card commissions at either the job level or the employee level. If both are configured, the employee-level commission takes precedence.

Key Points:

Gift card commissions are always set up using revenue slabs.

The payout percentage depends on the total value of gift cards sold within a specified revenue range.

Zenoti automatically calculates and applies the appropriate slab for each employee based on their sales.

Example:

A spa defines gift card commission slabs for its front desk staff:

$0–$999 in gift card sales → 2% commission

$1,000–$2,499 → 3% commission

$2,500+ → 5% commission

If an employee sells $3,000 worth of gift cards during a pay period, they qualify for the 5% slab, earning a commission of $150.

If the same employee has a custom slab at the employee level (e.g., $2,500+ → 6%), Zenoti applies this setting, and the commission becomes:

6% of $3,000 = $180 (employee-level rule overrides job-level rule).

Membership Commission

Commission earned on memberships.

Membership Commission refers to the commission an employee earns when they sell a prepaid membership to a guest — for example, a monthly facial plan, a series of laser treatments, or bundled spa services sold at a single price.

When a membership is sold, the employee who sells it earns a commission based on the organization’s configured settings. The commission can be:

A flat amount per membership sold,

A percentage of the membership sale price, or

Based on the commission rules defined at the employee or job level, if no item-level rule is specified.

Zenoti always checks for membership-specific commission settings first. If none are configured, it falls back to employee or job profile settings to calculate the payout.

Examples:

Item-Level Commission

If a spa sets a flat $50 commission directly on a 6-month laser hair removal membership priced at $1,200, any employee who sells this membership earns $50 per sale.

Employee/Job Level – Item-Specific Commission

Under Employee/Job > Memberships, specific commission amounts can be defined.

For example, an employee might earn $50 for selling Membership A and $70 for Membership B.

Employee-Level Slab

If no membership-specific rule is set, the business may define a slab structure at the employee level, such as:

$0–$999 in membership sales → 5% commission,

$1,000+ in membership sales → 8% commission.

Example: Selling a $1,200 membership = 8% × $1,200 = $96 commission.

Job-Level Slab

If no employee-specific rule is configured, Zenoti checks job-level commission.

For example, all Front Desk Consultants might earn $25 per membership sold or follow the same revenue slabs.

No-Show Commission

Commission earned on no-show invoices.

No-Show Commission is the payout given to an employee when a guest fails to show up for an appointment, but the business still collects a no-show fee. This ensures service providers are compensated for their time and blocked calendar slots, even if the guest does not attend.

Settings Configuration:

1. Center Level:

Navigate to Center Configurations > Employee.

Enable Apply No Show Commission.

Choose the commission calculation method:

Defined at Service Level: Based on the original service price or the no-show fee collected.

Flat Value: A fixed amount per no-show.

Percentage of No Show Fee: A percentage of the collected fee.

Save your settings.

2. Employee Level:

Apply a No Show Commission Scaling Factor to adjust payouts for specific employees (e.g., rewarding top performers).

3. Service Level:

Ensure the service has Allow No Show Fee and Allow No Show Commission enabled.

Examples:

Scenario A: A therapist has a no-show appointment for a $100 service.

If commission is based on the original service price and the service-level commission is 10%, the therapist earns $10.

Scenario B: If commission is based on the no-show fee collected — for example, a $20 no-show fee with a 10% commission — the therapist earns $2.

Flat Value: If a flat $10 no-show commission is set at the center level, the therapist earns $10, regardless of the fee.

Scaling Factor: If Therapist A has a scaling factor of 150%, their payout would increase to $15 instead of $10.

Cancellation Commission

Commission earned on canceled invoices.

Cancellation Commission is the payout an employee receives when a guest cancels an appointment (often at short notice) and the business collects a cancellation fee. This commission compensates the service provider for lost booking time and potential revenue opportunities.

Settings Configuration:

1. Organization Level:

Enable Award Commission for Canceled Invoices at the organization level.

2. Center Level:

Navigate to Center Configurations → Employee section.

Enable Apply Cancellation Commission.

Choose the commission calculation method:

Defined at Service Level: Based on the original service price or the cancellation fee collected.

Flat Value: A fixed payout per cancellation.

Percentage of Cancellation Fee: A percentage of the collected fee.

Save your settings.

3. Employee Level:

Apply a Cancellation Commission Scaling Factor to customize payouts for individual employees.

4. Service Level:

Ensure the specific service has Allow Cancellation Fee and Allow Cancellation Commission enabled.

Examples:

Scenario A: A stylist has a $150 service canceled.

If commission is based on the original service price with a 10% rate, the stylist earns $15.

Scenario B: If commission is based on the cancellation fee collected — for example, a $30 cancellation fee with 10% commission — the stylist earns $3.

Flat Value: If the center-level cancellation commission is set to $10, the stylist earns $10, regardless of the fee amount.

Scaling Factor: If Stylist B has a 50% scaling factor, their payout would be $5 instead of $10.

Center Commission

Commission based on center-level policy.

Center-Based Commission is an additional incentive paid to employees on special occasions that impact the business as a whole — for example, when a center achieves a specific revenue target, celebrates a milestone, or during the launch of a new center to encourage revenue growth.

How It Works:

Zenoti calculates the center-based commission as a percentage of the total revenue generated by the employee during the selected pay period.

At the center level, navigate to Configuration > Business details > Financials > Incentive.

Incentive (%): Enter the percentage of additional commission to be given to all employees at the center. Leave this blank if you don't want to offer center-based incentives. Valid Till: (Optional) Specify the last date the incentive should remain active. Leave blank if there’s no end date.

Tenure Bonus

Bonus earned for employee tenure.

Tenure-Based Commission is an additional incentive paid to employees who have completed a specific length of service with the organization. It serves as a retention and loyalty reward, encouraging employees to remain with the company by offering extra payouts at key milestones — for example, 1 year, 2 years, 5 years, and so on.

How It Works:

Zenoti calculates tenure-based commission as a percentage of the total revenue generated by the employee during a pay period.

Once an employee reaches a defined tenure milestone, Zenoti automatically applies the tenure commission using the configured percentage.

The payout appears in payroll as part of the Bonus and Penalty Details column in the Employee Payroll Details Report.

Configuration Steps:

At the center level, navigate to Configuration > Employee > Tenure.

Enter the commission percentage you want to award.

From the drop-down, select the number of years of service required to qualify.

Click Add to save the tenure slab.

To remove a slab, click the Delete (red cross) icon.

Select the types of sales to include (e.g., services, products, memberships, packages, gift cards, free services).

Example:

Tenure Commission Percentage: 5%

Employee Tenure: 1 year completed

Revenue Generated (Pay Period): $3,000

Calculation:

Tenure Commission = 5% × $3,000 = $150

Redo Penalty

Commission deducted for redone services.

When a service is marked as a redo, Zenoti applies penalties to the original provider based on the following settings. Percentage (%) of Service Revenue to be Deducted

Deducts a portion of total service revenue (original + redo) from center earnings. Formula: (Original Service Revenue + Redo Service Revenue) × [Revenue Deduction %] Example (with 100%): Original = $200, Redo = $150 Revenue Penalty = ($200 + $150) × 100% = $350

Percentage (%) of Commission to be Deducted as Penalty

Applies a commission penalty to the original provider based on their original service amount. Formula: Original Service Amount × [Commission Penalty %]

If Deduct Redo From Service Commission in Payroll is enabled, this amount is deducted from payroll. If disabled, the penalty is only recorded (not deducted). Example (with 15%): Original Service = $200 Commission Penalty = $200 × 15% = $30

Redo Commission Based On Defines how the redo performer earns their commission:

Service Sale Price: Uses full price before discounts/refunds.

Service Revenue: Uses net revenue after adjustments.

Key Impacts

The redo provider earns commission based on redo settings. The original employee’s commission is penalized only if the commission % is 0 and payroll deduction is enabled. The center’s revenue reflects the penalty based on revenue % set.

Payroll Report Columns Affected Redo Service Revenue Penalty: Shows total revenue deducted due to redo. Redo Commission Penalty: Shows commission deducted from the original employee.

Commission

Total commissions based on system and center settings.

This column displays the total commission amount earned by an employee during the selected pay period. The value shown depends on organization-level settings, center-level settings, and report filters.

Settings That Affect Total Commission:

1. Organization-Level Setting: Show Commission Amount in Payroll Post Invoice-Level Deduction

ON: The commission value shown in the report reflects the amount after Zenoti applies invoice-level deductions (e.g., refunds).

OFF: The report displays gross commission, and you must manually deduct invoice-level adjustments.

2. Center-Level Setting: Calculate Employee Pay Based on Higher of Total Hourly Pay and Service Commission

ON: The Total Commission column shows commissions earned on non-service items only (e.g., products, gift cards), because the system compares total hourly pay vs. service commission and pays whichever is higher.

OFF: The Total Commission column shows commissions earned on all sale items, including services and add-ons.

3. Split Commissions by Item Type – Filter Option

If selected, commissions are displayed by category:

Product Commission, Package Commission, Gift Card Commission, Membership Commission, No-Show Commission, Cancellation Commission, Center Commission, and Tenure Bonus.

Example Scenario:

Employee: Emma (Stylist)

Pay Period: June 1–15

1. Organization Setting – Show Commission Amount Post Invoice Deduction

Status: ON

Commission before deductions = $600.

Zenoti applies a refund adjustment of $50.

Total Commission shown = $600 – $50 = $550.

2. Center Setting – Calculate Pay Based on Higher of Hourly Pay and Service Commission

Status: ON

Emma’s hourly pay = $15 × 40 hours = $600.

Sales and commission breakdown:

Services: $1,000 → 20% = $200 (excluded).

Products: $500 → 10% = $50.

Gift Cards: $200 → 5% = $10.

Total eligible commission = $50 + $10 = $60.

Total Commission column shows = $60 (non-service items only).

Status: OFF

Service commission is included.

Service Commission = $1,000 × 20% = $200.

Product Commission = $500 × 10% = $50.

Gift Card Commission = $200 × 5% = $10.

Total eligible commission = $200 + $50 + $10 = $260.

Total Commission column shows = $260 (includes services and add-ons).

3. Split Commissions by Item Type – Checkbox Selected

When enabled, Emma’s commission details are shown as:

Product Commission: $50

Gift Card Commission: $10

Service Commission: $200

Membership, Package, No-Show, and Cancellation Commissions: $0 (if not applicable).

Deductions on Total Commission

Total deductions from commission.

Deductions on total commission refer to the amounts subtracted from an employee’s gross commission before the final payout. These deductions reflect operational costs, penalties (like redos), or business-specific rules, ensuring that the payout accurately reflects true profitability and performance.

Settings that affect commission deductions:

1. Standard Deductions

Configured at the employee, job, center, or organization level.

Can be a flat amount or a percentage deducted from the total commission.

2. Service-Level Deductions (Cost Deductions)

Includes Guest Cost, Shop Cost, and Labor Cost.

Deducted from service revenue before applying the commission rate.

3. Invoice-Level Deductions

Flat or percentage deductions per invoice.

Typically configured within the employee profile or commission plans.

4. Redo Penalty Deductions

Deducted when a service is redone.

Controlled by Org Redo Commission and Deduct Redo From Service Commission in Payroll settings.

5. Cost of Goods Sold (COGS) Deductions

Applies when Emp Commission Deduct COGS is enabled.

Represents direct costs incurred while providing services or add-ons.

Includes Guest Cost + Shop Cost + Labor Cost.

6. Applicability Conditions

Deductions may vary based on:

Service type (main vs. add-on).

Employee type (contractor vs. full-time).

Tenure, experience, or custom eligibility rules.

Important Notes:

Deductions can be configured at organization, center, job, or employee level.

Some deductions are conditional, applying only to specific service types or employees.

The order of deductions is generally:

Standard Deductions.

Cost Deductions.

Invoice-Level Deductions.

Redo Penalties.

Examples:

Example 1: With Deductions Enabled

Service Revenue: $1,000

Commission Rate: 40% → Gross Commission = $400

Deductions:

Standard Deduction: $50

Guest Cost: $20

Shop Cost: $15

Labor Cost: $25 (Total Service Costs = $60)

Invoice Flat Deduction: $30

Invoice % Deduction: 5% of $260 = $13

Redo Penalty: $40

Calculation:

Final Commission = $400 – $50 – $60 – $43 – $40 = $207

Example 2: With Deductions Disabled

Service Revenue: $1,000

Commission Rate: 40%

No deductions applied.

Calculation:

Final Commission = $1,000 × 40% = $400

Service & Invoice deductions

Deductions from services and invoices.

Service and invoice level deductions are reductions applied to an employee’s commissionable amount. These deductions account for operational costs or business rules that reduce the revenue eligible for commission payouts.

Types of Deductions:

1. Service-Level Deductions:

These deductions are taken from service revenue before commission is calculated and may include:

Guest Cost: Costs related to guest amenities or resources.

Shop Cost: Costs associated with consumables or products used during services.

Labor Cost: Additional labor expenses incurred for performing the service.

2. Invoice-Level Deductions:

These apply at the invoice level and may include:

Flat Amount Deductions: A fixed value deducted per invoice.

Percentage-Based Deductions: A percentage of the invoice total deducted before commission calculation.

Configuration Settings

Deduct Guest Cost for Commissions: Enables guest cost deductions.

Deduct Shop Cost from Commissions: Enables shop cost deductions.

Deduct Labor Cost from Commissions: Enables labor cost deductions.

Show Commission Amount in Payroll Post Invoice-Level Deduction: Determines whether commission values are calculated after invoice-level deductions are applied.

Total Revenue Deductions

All revenue-based deductions.

Total Revenue Deductions are the amounts subtracted from an employee's gross revenue before calculating commissions, bonuses, or payroll payouts. These deductions reflect operational costs, cost of goods sold (COGS), free service adjustments, refunds, and penalties to determine the employee's net revenue — which represents true earnings.

Settings that affect revenue deductions:

Emp Commission Deduct COGS: If enabled, deducts service-related COGS (e.g., consumables).

Free Service Commission: If enabled, includes free service revenue in gross revenue.

Deduct Shop Cost From FSR: If enabled, deducts shop cost from free service revenue.

Revenue based on:

Enabled: Revenue is calculated before discounts (full sale price).

Disabled: Revenue is calculated after discounts and cost deductions.

System flags by item type: Control whether guest cost, shop cost, labor cost, returns, and redo penalties are applied to services, add-ons, or other sale items.

Example Scenario:

Gross Revenue Breakdown:

Regular Service Sales: $1,000

Add-on Services: $200

Package Redemptions: $300

Membership Redemptions: $150

Gift Card Redemptions: $100

Free Service Revenue: $200

Total Gross Revenue = $1,950

Deductions Applied:

COGS: Service = -$100, Add-on = -$20

Cost Deductions: Guest Cost = -$50, Shop Cost = -$75, Labor Cost = -$150

Free Service Deductions: Shop Cost on FSR = -$30

Other Deductions: Returns/Refunds = -$75, Redo Penalties = -$40

Total Deductions = -$540

Net Revenue Calculation:

Net Revenue = Total Gross Revenue – Total Deductions

Net Revenue = 1,950 – 540 = 1,410

Tips

Total tips received from guests.

Total of all tips (cash, card, etc.) received by the employee during the pay period. You can see this column only if you have organization level settings to declare cash tips enabled.

The organization level settings are Allow employees to declare tips and Restrict employee check in and check out to logged in user.

Break Time (Hours)

Total break time in hours.

Break Time (Hours) is the total time deducted from an employee’s work hours during a shift, based on predefined rules for meal breaks, manual breaks, and mandatory rest periods. This time is subtracted from total shift hours to calculate net payable hours for payroll.

Settings that affect break time calculation:

1. Break Time (at Center Level) – Manual or Automatic

Allow Auto Meal Break Deduction in Payroll: Enables or disables automatic deductions for meal breaks.

Auto Meal Break Deduction Interval: The minimum number of minutes an employee must work before an automatic break is applied.

Example: 480 minutes (8 hours).

Auto Meal Break Deduction in Minutes: The length of the break to deduct automatically.

Example: 30 minutes.

2. Break Type Configuration:

Counted Break Time: Included in paid hours.

Not Counted Break Time: Excluded from paid hours.

Mandatory Break Time: Required due to legal or company regulations.

Examples:

Example 1: Automatic Break Deduction

Check-in: 9:00 AM

Check-out: 6:00 PM

Total Logged Hours: 9 hours (540 minutes).

Auto Meal Break Settings:

Allow Auto Meal Break Deduction in Payroll = Enabled.

Auto Meal Break Deduction Interval = 480 minutes.

Auto Meal Break Deduction in Minutes = 30 minutes.

Calculation:

Since 540 minutes > 480 minutes (threshold), the system deducts 30 minutes.

Net Payable Hours = 540 – 30 = 510 minutes = 8.5 hours.

Example 2: Manual Break Tracking

Scenario: Employee has multiple check-ins/check-outs:

First Check-in: 9:00 AM → First Check-out: 12:00 PM.

Second Check-in: 1:00 PM → Final Check-out: 6:00 PM.

Calculation:

Break between shifts: 12:00 PM to 1:00 PM = 1 hour unpaid.

Total worked time = 3 hours (AM) + 5 hours (PM) = 8 hours.

Break Time (Hours) = 1 hour.

Net Payable Hours = 9 total span – 1 = 8 hours.

Vacation Hours

Total vacation hours taken.

The total number of hours recorded in the Vacation Hours field within the Add Attendance section on the Manager Check-In page. These hours represent the employee's approved time off for vacation and are included in payroll reports for the selected pay period.

Example:

Employee: Anita

Scenario: Anita is on vacation for 3 consecutive days.

Her manager records her time off in the Manager Check-In > Add Attendance > Vacation Hours field as follows:

June 5: 8 hours

June 6: 8 hours

June 7: 8 hours

Calculation:

Total Vacation Hours = 8 + 8 + 8 = 24 hours

This 24 hours will appear under the Vacation Hours column in the payroll report for that pay period.

Vacation Payrate

Pay rate for vacation hours.

The hourly pay rate used to calculate vacation pay. The rate is configured at Employee > Employees > (Employee Name) > General > Compensation info.

This rate is used to compute the total vacation pay.

Vacation Pay

Pay received for vacation hours.

The total pay an employee receives for the vacation hours they have taken during a specific pay period. The rate is configured at Employee > Employees > (Employee Name) > General > Compensation info.

Example:

Employee: Anita

Hourly Rate for Vacation: $20/hour (configured in her employee profile).

Vacation Hours Taken: 24 hours.

Calculation:

Vacation Pay = 24 hours × $20/hour = $480

This $480 will be displayed under the Vacation Pay column in the payroll report for the selected pay period.

Holiday Payrate

Pay rate for holidays worked.

The hourly pay rate used to calculate pay for holiday hours.

The rate is configured at Employee > Employees > (Employee Name) > General > Compensation info.

Holiday Hours

Holiday hours worked.

The total number of hours recorded in Employee > Check-in > Add attendance > Holiday hours. These hours represent approved holiday time for the employee and are included in payroll reports for the selected pay period.

Example:

Employee: Anita

Scenario: Anita is on holiday for 3 consecutive days.

Her manager records her holiday hours in the Manager Check-In > Add Attendance > Holiday Hours field as follows:

June 5: 8 hours

June 6: 8 hours

June 7: 8 hours

Calculation:

Total Holiday Hours = 8 + 8 + 8 = 24 hours

This 24 hours will appear under the Holiday Hours column in the payroll report for that pay period.

Holiday Pay

Pay received for working holidays.

The total pay an employee receives for holiday hours recorded during a pay period. This is calculated using the Hourly Rate for Holiday defined in the employee’s profile.

Example:

Employee: Anita

Hourly Rate for Holiday: $20/hour (as set in her employee profile).

Holiday Hours Taken: 24 hours.

Calculation:

Holiday Pay = 24 hours × $20/hour = $480

This $480 will appear under the Holiday Pay column in the payroll report for that pay period.

Additional Payrate

Pay rate for extra hours.

The hourly rate configured for additional hours.

Defined in the employee profile under Hourly Rate for Additional Hours.

Additional Hours

Extra hours worked.

The total number of hours recorded in the Additional Hours field in Employee > Check-in > Add attendance > Additional hours.

These hours are manually added when employees work beyond their scheduled time but are not classified as overtime.

Example:

Employee: Anita

Scenario: Anita worked additional hours for 3 days. Her manager recorded the hours as follows:

June 5: 8 hours

June 6: 8 hours

June 7: 8 hours

Calculation:

Total Additional Hours = 8 + 8 + 8 = 24 hours

Result:

The 24 hours will appear under the Additional Hours column in the payroll report for that pay period.

Additional Pay

Pay for extra hours.

The total pay an employee earns for Additional Hours worked during the selected pay period.

Additional Hours are hours added manually in the Add Attendance section (beyond scheduled time) but not categorized as overtime.

Formula:

Additional Pay = Additional Hours × Additional Pay Rate

Example:

Employee: Anita

Hourly Rate for Additional Hours: $20/hour

Additional Hours Taken: 24 hours

Calculation:

Additional Pay = 24 × $20 = $480

Result:

This $480 will appear under the Additional Pay column in the payroll report for that period.

Declared Tips

Tips declared as cash.

The total amount of cash tips an employee declares at the end of their shift (during checkout).

To view this column, the following organization-level settings must be enabled:

Allow employees to declare tips

Restrict employee check-in and check-out to logged-in user

Example Use Case:

Business: Glow Beauty Salon

Employee: Maya

Date: June 10

Glow Beauty Salon has enabled Allow employees to declare tips and Restrict employee check-in and check-out to logged-in user.

Maya performs services for several guests.

Some guests tip her in cash directly.

At the end of her shift, during checkout, Maya declares:

Cash tips received: $45.

Result:

$45 is recorded under the "Cash Tips Declared" column in the payroll or daily report.

Leave Balance (Days)

Unused regular leaves.

The number of unused regular vacation days an employee has before considering the current month’s leave taken and newly accrued days.

Formula:

Leave Balance = Total Vacation Days Allocated – Regular Leave Days Taken (before current payroll period)

Note: Weekly Off and Special Leave are excluded.

Revised Leave Balance

Definition:

The updated leave balance after accounting for:

Leave accrued during the current payroll period.

Leave taken during the current payroll period.

Formula:

Revised Leave Balance = (Leave Balance – Leave Availed + Leaves Accrued)

Examples

Example 1: New Employee with Prorated Accrual

Employee joins: June 10

Allocated Vacation Days: 24 days/year

Monthly Accrual: 24 ÷ 12 = 2 days/month

Payroll Run: September

Leave Taken (before September): 0 days

Leaves Taken in September: 1 day

Step-by-Step Calculation:

Initial Leave Balance = 24 – 0 = 24 days

Leaves Accrued in September = 2 days

Leaves Availed in September = 1 day

Revised Leave Balance = 24 – 1 + 2 = 25 days remaining

Example 2: Existing Employee Using Regular Leave

Employee joined: January

Allocated Vacation Days: 24 days/year

Monthly Accrual: 24 ÷ 12 = 2 days/month

Payroll Run: September

Leaves Taken (before September): 6 days (excludes Weekly Off & Special Leave)

Leaves Taken in September: 2 days

Step-by-Step Calculation:

Initial Leave Balance = 24 – 6 = 18 days

Leaves Accrued in September = 2 days

Leaves Availed in September = 2 days

Revised Leave Balance = 18 – 2 + 2 = 18 days remaining

Special Leave Balance (Days)

Unused special leaves.

The number of unused special leave days an employee has left.

Formula:

Special Leave Balance = Total Special Leave Days Allocated – Special Leave Days Used (before current payroll period)

Additional Notes:

Attendance Rules: Organizations can configure attendance rules to automatically adjust special leave balances or apply leave penalties based on:

Working hours (e.g., under-time).

Early checkouts or late check-ins.

These rules help enforce attendance policies by automatically deducting leave for attendance violations.

Examples

Example 1: Existing Employee

Employee: Priya (staff member at a medical spa)

Allocated Special Leave Days: 5 days at the start of the year.

Special Leave Used: 2 days in March for a family emergency.

Payroll Run: June

Calculation:

Special Leave Balance = 5 (allocated) – 2 (used before June) = 3 days

Priya has 3 special leave days still available for future use.

Example 2: New Employee

Employee Joined: June

Allocated Special Leave Days: 24 days

Special Leave Used: 2 days in August

Payroll Run: September

Calculation:

Special Leave Balance = 24 (allocated) – 2 (used before September) = 22 days

The employee has 22 special leave days remaining.

Note:

Only leave taken before the start of the current payroll period is deducted. Leave taken during the current month is applied in the next payroll cycle.

Invoices

Total number of closed invoices with at least one sale.

The total number of closed invoices in which the employee sold at least one item — such as a service, product, membership, package, or gift card — during the selected pay period.

Example Use Case:

Pay Period: June 1–15

Employee: Alex

Alex was involved in the following transactions:

Invoice #1001 – Sold a haircut (service)

Invoice #1002 – Sold a shampoo (product)

Invoice #1003 – No sale by Alex (service performed by another employee)

Invoice #1004 – Sold a membership

Invoice #1005 – Sold a gift card

Invoice #1006 – Sold a facial (service) and a skincare product

Calculation:

Invoices where Alex sold at least one item: #1001, #1002, #1004, #1005, #1006

Total Invoices = 5

# of Service Invoices

Total number of closed invoices with at least one service.

The total number of closed invoices in which the employee performed at least one service during the selected pay period.

Example Use Case:

Pay Period: June 1–15

Employee: Priya

Priya’s activity during this pay period:

Invoice #201 – Performed a haircut

Invoice #202 – Sold a product (no service performed)

Invoice #203 – Performed a facial

Invoice #204 – Performed a hair color

Invoice #205 – Another employee performed the service

Invoice #206 – Performed a massage

Calculation:

Invoices where Priya performed at least one service: #201, #203, #204, #206

Total # of Service Invoices = 4

Requested

Number of times guests requested the employee.

The number of times guests specifically selected the employee to perform a service during the selected pay period.

Note: Only closed invoices are counted for this calculation.

Example Use Case:

Pay Period: June 1–15

Employee: Anita

Guest bookings involving Anita:

June 2: Guest booked Riya for a haircut – Invoice open (not counted)

June 4: Guest walked in and requested Riya for a facial – Invoice closed (counted)

June 6: Guest booked online with "Any Available" — Riya was auto-assigned (not guest-selected) – Invoice closed (not counted)

June 8: Guest requested Riya for a hair color service – Invoice closed (counted)

Calculation:

Closed invoices with guest-specific requests: 2 (#4 and #8).

Requested Count = 2

This count is displayed in the payroll report for the selected pay period.

Request Stylist Bonus

Total bonus earned when a guest requests the employee.

The total bonus amount an employee earns in a given pay period when guests specifically request that employee to perform a service, and the corresponding invoices are closed.

Formula:

Requested Therapist Bonus = Number of Guest Requests × Bonus Amount per Request

Configuration:

The per-request bonus is defined in the employee profile:

Employee > Employees > [Employee Name] > General > Request Therapist Bonus

To see this field navigate to Configuration > Employee > Payroll and commissions > Payroll controls. Enable Award bonus when a guest requests for a specific therapist (Request therapist bonus) .

Example Use Case:

Employee: Anita

Per-Request Bonus: $2 (configured in her profile)

Number of Guest Requests (closed invoices): 15

Calculation:

Requested Therapist Bonus = 15 requests × $2 = $30

Result:

Anita earns a $30 bonus for this pay period, which is displayed in the payroll report.

Service Revenue

Total service revenue earned. Considers closed invoices only.

The total revenue earned from all services performed by an employee during the selected pay period. This value considers package/membership/gift card redemptions and deducts applicable costs, refunds, and add-on deductions (if enabled).

Formula:

Service Revenue = 

Total Service Sale + Package Redemption + Membership Redemption + Gift Card Redemption

+ (Free Service Revenue, if enabled)

- (Costs, if enabled)

- (Service-level deductions)

- (Add-on deductions)

Examples

Example 1: Regular Service (No Package)

Employee: Anita

Service Performed: Facial

Original Price: $100

Discount Given: 10%

Price After Discount (Before Tax): $90

Calculation:

Service Revenue = $90(no deductions or refunds applied)

Example 2: Service Redeemed from Package

If the facial was part of a prepaid package and the organization has the “Apply weighted price” setting enabled:

Weighted Price: $80

Calculation:

Service Revenue = $80

Example 3: Revenue Deductions Applied

If revenue includes deductions:

Internal Cost: $5

Guest Cost: $3

Shop Cost: $2

Labor Cost: $10

Calculation:

Service Revenue = $90 – (5 + 3 + 2 + 10) = $70

Example 4: Refunded Service (With Refund Reversal)

If a $100 service (discounted to $90) is refunded and the “Reverse revenue on refunds” setting is enabled:

Service Revenue = $0(revenue reversed)

Example 5: Product-Service Ratio Split

Combo Service: $200 (includes $150 service + $50 product)

System Setting: Service Product Based on revenue = Enabled (split)

Calculation:

Service Revenue = 75% of $200 = $150

Example 6: Detailed Weekly Calculation

Employee: Sarah, Massage Therapist

1. Basic Service Sales:

Regular Massage Service: $100

Add-on Hot Stone: $30

Total Basic Service Sales = $130

2. Other Service Types:

Package Redemptions: $80

Gift Card Redemptions: $50

Membership Services: $75

Total Other Service Revenue = $205

3. Deductions:

Product Costs (COGS): -$10

Service Discounts: -$15

Total Deductions = -$25

4. Final Service Revenue:

Service Revenue = $130 + $205 - $25 = $310

Special Cases Affecting Revenue

Redo Services:

Original Service = $100

Redo Penalty = 10% = -$10

Adjusted Revenue = $90

Split Services:

Service Price = $100

If shared between 2 therapists → $50 each.

Free Services:

Value of free service = $100.

May or may not count towards revenue depending on system settings.

Weekly Example Summary for Sarah:

Service Type Quantity Unit Price Total Revenue

Regular Massages 10 $100 $1,000

Package Redemptions 5 $80 $400

Gift Card Redemptions 3 $60 $180

Membership Services 2 $75 $150

Add-on Services 10 $20 $200

Product Costs – – –$100

Total $1,830

Commission Example:

If Sarah’s commission rate is 40%, her payout =

1,830 × 40% = $732

Free Service Revenue

Total revenue earned from free services. Considers closed invoices only.

Free Service Revenue refers to the value of services provided to guests where the center does not earn direct revenue, but Zenoti still tracks the value to ensure the employee performing the service is credited and can be paid commissions.

Note: Payroll considers only closed invoices during the pay period.

When Is Service Counted as Free Service Revenue?

Zenoti treats a service as Free Service Revenue when the payment comes from non-cash or non-revenue-generating methods, meaning the center earns no direct revenue from the transaction. However, these services are still recorded to calculate employee commissions.

Scenarios that count as Free Service Revenue:

Loyalty Points

Guest redeems loyalty points to pay for the service.

Requires the setting Calculate commission on point redemption amount as a Free Service to be enabled.

Campaign Discounts

Service is discounted through a marketing campaign.

Requires the setting Campaign discount and redemptions contribute to free service amount to be set to Yes.

Membership Discounts

Discounts given to members count as Free Service Revenue (based on list price).

Requires Commission on Member Service Discount Amount to be enabled.

Membership Service Credits

Full list price of the service is counted when redeemed using membership credits.

$0 Priced Gift Cards

Services paid with promotional or goodwill gift cards.

$0 Priced Prepaid Cards

Amounts redeemed from prepaid cards issued during refunds (e.g., $50 refunded to a $0-value prepaid card).

Manual Discounts or Coupons

If enabled, manually discounted services count as Free Service Revenue.

Referral Discounts

Discounts from referral programs are tracked as Free Service Revenue.

Inclusion of $0 gift cards, $0 prepaid cards, manual discounts, and referral discounts is configurable at the center level under Payroll & Commissions.

What Is Not Counted as Free Service Revenue?

The following are treated as regular revenue, not free service revenue:

Membership credit balance (monetary).

Package discounts.

Gift cards with actual paid value.

Prepaid cards with actual paid value.

Coupons that don’t reduce the price to $0.

Example Use Case:

Employee: Sophia

Service Performed: Hydrating Facial

List Price: $100

Scenario 1: Loyalty Points Redemption

Guest uses $100 in loyalty points.

Organization setting Calculate commission on point redemption amount as a Free Service is enabled.

Free Service Revenue = $100.

Scenario 2: Membership Discount

Guest is a member and gets a $30 discount.

Commission on Member Service Discount Amount is enabled.

Free Service Revenue = $30.

Scenario 3: Refund via Prepaid Card

Previous refund of $50 issued on a $0 prepaid card is used for payment.

Include $0 priced prepaid cards issued during refund in free service revenue is enabled.

Free Service Revenue = $50.

Scenario 4: Manual Discount

Front desk applies a $20 discount.

Manual discount inclusion setting is enabled.

Free Service Revenue = $20.

Total Free Service Revenue for Sophia’s invoice:

$100 (Loyalty Points) + $30 (Membership Discount) + 

$50 (Refund Prepaid Card) + $20 (Manual Discount) = $200

Product Revenue

Total revenue from product sales. Considers closed invoices only.

The total revenue (after applying discounts but before tax) generated from all products sold by the employee during the selected pay period.

Special Case:

For products sold as part of a package, the product revenue is proportionally derived from the package price.

Example: If a $200 package includes $50 worth of products, the $50 is recorded as product revenue for the employee.

Exclusions from Product Revenue:

The following payments or redemptions are not counted when calculating product revenue:

Manual discounts.

$0 priced prepaid cards (PPC).

$0 priced gift cards (GC).

Membership discounts.

Loyalty point redemptions.

$0 priced prepaid cards issued during refunds.

These exclusions ensure that only genuine, revenue-generating transactions are considered.

Example Use Case:

Employee: James

Product Sales:

Shampoo: $20

Conditioner: $30

Skincare kit (part of a $200 package): $50 contribution

Total Product Revenue = $20 + $30 + $50 = $100 (after discounts, excluding tax and non-revenue items).

OT Hours

Total overtime hours worked.

The additional hours an employee works beyond the configured threshold (daily, weekly, or per pay period). These thresholds are defined in the employee profile:

Employee > Employees > [Employee Name] > General > Overtime.

Key Points:

Overtime rules are customizable — e.g., above 8 hours per day, above 40 hours per week, or above 80 hours per pay period.

OT Hours are recorded separately and are used to calculate OT Pay at enhanced rates (e.g., 1.5x or 2x).

Examples:

Example 1: Daily Overtime

Threshold: 8 hours/day.

Employee: Sarah works 10 hours in a single day.

Calculation:

Regular Hours = 8

OT Hours = 10 – 8 = 2 hours.

Example 2: Weekly Overtime

Threshold: 40 hours/week.

Employee: Alex works 46 hours in a week.

Calculation:

Regular Hours = 40

OT Hours = 46 – 40 = 6 hours.

Example 3: Pay Period Overtime

Threshold: 80 hours/bi-weekly pay period.

Employee: Emma works 90 hours during the 2-week period.

Calculation:

Regular Hours = 80

OT Hours = 90 – 80 = 10 hours.

OT Pay

Total pay earned from overtime.

The compensation paid for overtime (OT) hours — hours worked beyond the defined threshold (per day, per week, or per pay period). OT Pay is typically calculated at an enhanced rate, such as 1.5x or 2x the regular hourly rate.

Calculation Formula:

OT Pay = OT Hours × (Hourly Rate × OT Multiplier)

Where OT Multiplier is defined by company rules (e.g., 1.5x for standard overtime).

Examples

1. Overtime Per Day

Overtime Rule: Hours above 8 hours/day, multiplier = 1.5.

Hourly Rate: $20/hour.

Work Hours (Day 1): 10 hours.

Calculation:

Regular Pay = 8 × $20 = $160.

Overtime Pay = 2 × ($20 × 1.5) = $60.

Total Pay for Day 1 = $160 + $60 = $220.

2. Overtime Per Week

Overtime Rule: Hours above 40 hours/week, multiplier = 1.5.

Hourly Rate: $20/hour.

Total Hours Worked in Week: 46 hours.

Calculation:

Regular Pay = 40 × $20 = $800.

Overtime Pay = 6 × ($20 × 1.5) = $180.

Total Weekly Pay = $800 + $180 = $980.

3. Overtime Per Pay Period

Overtime Rule: Hours above 80 hours/bi-weekly pay period, multiplier = 1.5.

Hourly Rate: $20/hour.

Total Hours in Pay Period: 90 hours.

Calculation:

Regular Pay = 80 × $20 = $1,600.

Overtime Pay = 10 × ($20 × 1.5) = $300.

Total Pay for Pay Period = $1,600 + $300 = $1,900.

Regular Hours

Total hours worked on regular business days.

The total number of hours an employee works within the standard, non-overtime threshold for a specific period (e.g., per day, per week, or per pay period).

These are the hours for which the employee is paid at their base hourly rate (before any overtime rules apply).

The hourly rate is configured in the employee profile:

Employee > Employees > [Employee Name] > General.

Key Points:

Regular Hours are capped at the overtime threshold (e.g., 8 hours/day or 40 hours/week).

Hours beyond this threshold are considered Overtime (OT Hours) and paid at an enhanced rate.

Examples:

Example 1: Daily Calculation

Threshold: 8 hours/day.

Employee: Sarah works 7.5 hours in one day.

Result:

Regular Hours = 7.5 hours (no overtime).

Example 2: Weekly Calculation with Overtime

Threshold: 40 hours/week.

Employee: Alex works 46 hours in a week.

Result:

Regular Hours = 40 hours.

Extra 6 hours are classified as OT Hours.

Regular Hourly Pay

Hourly pay for regular hours.

The compensation an employee earns for their regular hours worked (within the non-overtime threshold), calculated at their base hourly rate.

This excludes overtime pay, commissions, or bonuses.

Formula:

Regular Hourly Pay = Regular Hours × Hourly Rate

Example:

Hourly Rate: $20

Regular Hours Worked: 40

Calculation:

Regular Hourly Pay = 40 × $20 = $800

Payroll ID

Unique payroll identifier.

A unique system-generated identifier assigned to each employee’s payroll entry for a specific pay period.

License #

Employee’s license number.

The professional or regulatory license number associated with the employee’s role, if applicable.

License Expiry Date

Date license expires.

The expiration date of the employee’s professional license as recorded in their profile.

Additional Date2

Daily OT hours type 1

Hours worked between 8–12 on one day.

The number of hours an employee works beyond 8 hours but up to 12 hours on a single workday.

These hours are classified as Type 1 Overtime.

Typically paid at an enhanced rate (e.g., 1.5x the regular hourly rate), based on your payroll configuration.

Example:

Employee: Sarah

Hourly Rate: $20

Workday Duration: 10 hours

Calculation:

Regular Hours = 8 hours.

Daily OT Hours – Type 1 = 10 – 8 = 2 hours.

OT Pay = 2 × ($20 × 1.5) = $60.

Regular Pay = 8 × $20 = $160.

Total Pay for the Day = $160 + $60 = $220.

Daily OT hours type 2

Hours worked beyond 12 on one day.

The number of hours an employee works beyond 12 hours on a single workday.

These additional hours are classified as Type 2 Overtime.

Type 2 OT is often paid at a higher multiplier than Type 1 OT (e.g., 2x the regular hourly rate), depending on the organization's payroll configuration.

Example:

Employee: David

Hourly Rate: $20

Workday Duration: 13.5 hours

Calculation:

Regular Hours = 8 hours.

Daily OT – Type 1 (8 to 12 hours) = 4 hours.

Daily OT – Type 2 (beyond 12 hours) = 1.5 hours.

Pay Breakdown:

Regular Pay = 8 × $20 = $160.

Type 1 OT Pay = 4 × ($20 × 1.5) = $120.

Type 2 OT Pay = 1.5 × ($20 × 2.0) = $60.

Total Pay for the Day = $160 + $120 + $60 = $340.

Weekly OT hours

Hours worked beyond 40 per week.

The total number of hours an employee works beyond 40 hours in a single workweek.

These extra hours are classified as overtime and are usually compensated at a higher rate (e.g., 1.5x the regular hourly rate), depending on payroll settings.

Example:

Employee: Alex

Hourly Rate: $18

Total Hours Worked (Week): 48 hours

Calculation:

Regular Hours = 40 hours.

Weekly OT Hours = 48 – 40 = 8 hours.

Pay Breakdown:

Regular Pay = 40 × $18 = $720.

OT Pay = 8 × ($18 × 1.5) = $216.

Total Weekly Pay = $720 + $216 = $936.

7th day OT hours type 1

Up to 8 hours on 7th workday.

The number of hours an employee works on the seventh consecutive day of work, provided the hours on that day are within 8 hours.

These hours are classified as Type 1 Overtime.

They are usually paid at an enhanced rate (e.g., 1.5x the regular hourly rate), as defined by the organization’s payroll rules.

Example:

Employee: Priya

Hourly Rate: $20

Work Pattern: Worked 6 days consecutively, then worked on the 7th day.

Hours Worked on Day 7: 6 hours.

Calculation:

All 6 hours are considered 7th Day OT – Type 1.

Pay Breakdown:

OT Pay = 6 × ($20 × 1.5) = $180.

Total Pay for Day 7 = $180.

7th day OT hours type 2

More than 8 hours on 7th workday.

The number of hours an employee works beyond 8 hours on the seventh consecutive workday.

These hours are classified as Type 2 Overtime.

Type 2 OT is typically paid at a higher rate (e.g., 2x the regular hourly rate), depending on your payroll configuration.

Example:

Employee: Rahul

Hourly Rate: $22

Work Pattern: Worked 6 consecutive days and also worked on the 7th day.

Hours Worked on Day 7: 11 hours.

Breakdown of Hours:

First 8 hours → 7th Day OT – Type 1.

Next 3 hours → 7th Day OT – Type 2.

Pay Calculation:

Type 1 OT Pay = 8 × ($22 × 1.5) = $264.

Type 2 OT Pay = 3 × ($22 × 2.0) = $132.

Total Pay for Day 7 = $264 + $132 = $396.