| AssignmentEntryReasonCode | |
 Communication | |
| DeploymentActionCode | A code classifying the type of personnel action that triggered the assignment or deployment within a position or assignment.
|
| DeploymentOrganization | |
| EmploymentTermCode | A code classifying whether employment is "regular" status (i.e., without a
scheduled or known end date) or temporary (employment with a known or scheduled to end). Two optional attributes are available to further classify temporary status employments. |
| EPMPosition | |
| FreeFormEffectivePeriod | |
| FullTimeEquivalentRatio | A ratio (a decimal value) expressing the level of the position as a full-time equivalent employee. For example, 0.5 would be a half-time position or represent one-half of a full-time employee. This presumes trading partners know the base from which an FTE is computed. For example, 40 hours a week might be a particular employer's standard for full-time.
|
| Job | |
| ResourceRelationshipCode | A code indicating whether a person resource is an employee or an employee of a vendor. |
| UserArea | Allows the implementer to extend the base HR-XML specification.
This is done by defining the additional information in XML Schema and referencing the new schema in the xml instance document throught the use of namespaces. Once this is done the additional information defined there can be carried in the BOD XML instance document.
Allows the implementer to extend the base HR-XML specification.
This is done by defining the additional information in XML Schema and referencing the new schema in the xml instance document throught the use of namespaces. Once this is done the additional information defined there can be carried in the BOD XML instance document.
|
| WageHourLawCoverageCode |
A code indicating whether the work or position is covered under applicable
labor law relating to working hours, overtime, and similar protections.
Within the United States, this would refer to coverage under the
U.S. Fair Labor Standards Act (FLSA) and implementing regulations.
Enumerated values are: "exempt" and "non-exempt." Under FLSA
requirements, non-exempt positions are due overtime at a rate of one
and a half times the employee's regular rate of pay for all hours
worked over 40 in a workweek. Non-exempt positions also are subject to
certain recordkeeping and certain other provisions. While this
element can accommodate requirements within the U.S. market, the
optional typeCode and countryCode attributes allow it to be applied
within other jurisdictions as well.
NOTE: In the U.S., while it is common to classify a position as exempt or
non-exempt, actual coverage under the FLSA usually is determined on the basis of
an employee's actual performance or engagement within a workweek and not on
whether an employee is assigned to or associated with a position that an employer
has classified as "exempt" or "nonexempt."
Consult competent legal counsel on all matters of employment law
compliance.
|
| WorkLevelCode | A code classifying the position or engagement as full-time or part-time. Such
determination typically would be made under policies or rules set by the employer
or under any applicable collective bargaining agreement. For example, an employer policy might set a weekly threshold of 35 hours, 37.5 hours, or
other number of regularly scheduled working hours as determinative of "full-time" status. Such status may be used to indicate eligibility under certain
employer pay and benefit programs.
A code classifying the position or engagement as full-time or part-time. Such
determination typically would be made under policies or rules set by the employer
or under any applicable collective bargaining agreement. For example, an employer policy might set a weekly threshold of 35 hours, 37.5 hours, or
other number of regularly scheduled working hours as determinative of "full-time" status. Such status may be used to indicate eligibility under certain
employer pay and benefit programs.
|
| WorkLocation | |