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One Big Beautiful Bill-Qualified Overtime Solution When Organization OT Definition Differs from FSLA

in Payroll and Global Payroll Interface (GPI)

Hi all,

Our organization's definition of overtime differs from the FSLA definition of overtime. We allow workers to count absence time toward overtime, for example. Workers who work more than 40 hours in a week, even if those hours include absence time, receive overtime pay for hours worked beyond 40 within one week. What are the steps like to feed the appropriate values to Oracle's seeded W2 Qualified Overtime balance to be reported on the W-2?

I am unsure of the relationship between our time calculation rules in Time and Labor and how the values calculated by these rules are used in Payroll. I see that the Time Category used in our weekly overtime time calculation rule includes absence time. Our organization's overtime policy isn't changing, so this calculation rule has to stay the same, but will our time calculation rules be involved in the solution getting only FLSA overtime hours?

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