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Payroll workflow catalog

a payroll professional who collects employee time, applies pay rules and processes accurate paychecks, taxes and deductions every pay period

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107
workflows in this catalog
3
industriesManufacturing 38 · Construction 38 · Property Management 31
3
areas of workLargest: HR, Payroll & EHS (38)
92k
hrs/yr across these workflowsPlanning estimates from the Process Atlas

Payroll

Industry
Area

107 workflows

Payroll · 1 area · about 31k hrs/yr

Manufacturing (38 workflows)

HR, Payroll & EHS (38)

about 30,508 hrs/yr

  1. Timecard collection (Daily, about 2,250 hrs/yr) Payroll collects hours from time clocks, paper timecards, and supervisor entries each pay period, making sure every hourly employee has a timecard.
  2. Timecard exception correction (Daily, about 2,250 hrs/yr) Missed punches, unapproved overtime, and unusual hours on time clock reports are corrected by supervisors or payroll, with a documented reason, before the payroll cutoff.
  3. Job requisition approval (Daily / Biweekly, about 806 hrs/yr) A manager requests a new or replacement hire with position, department, pay range, and justification; HR and finance approve it against budget before the posting opens.
  4. Applicant screening (Daily / Biweekly, about 806 hrs/yr) Recruiters review applications against the job's minimum requirements, such as experience, certifications, and shift availability, and move qualified candidates to interviews.
  5. Interview scheduling (Daily / Biweekly, about 806 hrs/yr) HR coordinates interview times between candidates and hiring managers, books rooms or video calls in Outlook or Teams, and sends confirmations.
  6. Offer preparation (Daily / Biweekly, about 806 hrs/yr) HR prepares the offer letter with position, pay, shift, start date, and contingencies, gets approval, and sends it to the candidate.
  7. Pre-employment checks (Daily / Biweekly, about 806 hrs/yr) After acceptance, HR runs background checks, drug screens, and reference checks per policy, and tracks results before confirming the start date.
  8. Badge/access request (Daily / Biweekly, about 806 hrs/yr) New or changed employees need building badges, system access, and area permissions; HR or supervisors request them and security or IT fulfills them.
  9. Training assignment (Daily / Biweekly, about 806 hrs/yr) HR or supervisors assign required training by role, such as safety, equipment, or quality procedures, in the LMS with due dates.
  10. Skills matrix maintenance (Daily / Biweekly, about 806 hrs/yr) Supervisors track which employees are qualified on which machines and processes, updating the skills matrix in Excel or the HRIS after each training completion and trainer signoff.
  11. Certification expiration tracking (Daily / Biweekly, about 806 hrs/yr) Certifications such as forklift, welding, or first aid expire; HR tracks each expiry and schedules renewals before employees lose qualification.
  12. Supervisor time approval (Daily / Biweekly, about 806 hrs/yr) Before each payroll cutoff, supervisors review their teams' hours in the time system, confirming attendance, overtime, and leave codes, and approve the timecards for processing.
  13. Shift differential calculation (Daily / Biweekly, about 806 hrs/yr) Employees working evening, night, or weekend shifts earn a differential; payroll confirms hours by shift and applies the right rate to each.
  14. Payroll preprocessing (Daily / Biweekly, about 806 hrs/yr) Before payroll runs, payroll staff enter changes such as new hires, rate changes, deductions, and bonuses, and check totals against the prior period.
  15. Payroll submission (Daily / Biweekly, about 806 hrs/yr) Payroll submits the final pay data to the payroll provider or bank portal before cutoff, with approval, and confirms receipt.
  16. Payroll GL posting (Daily / Biweekly, about 806 hrs/yr) Payroll costs, taxes, and deductions are posted to the GL by department and account, including accruals for unpaid days at period end.
  17. PTO request/approval (Daily / Biweekly, about 806 hrs/yr) Employees request time off through the HRIS or a form, supervisors approve against staffing needs and available balance, and HR records the absence code for payroll.
  18. Leave administration (Daily / Biweekly, about 806 hrs/yr) HR manages extended leaves such as FMLA, disability, or military leave, tracking eligibility, medical certifications, leave dates, intermittent hours, and return-to-work paperwork in the HRIS.
  19. Compensation change (Daily / Biweekly, about 806 hrs/yr) Pay changes for merit, promotion, or market adjustment are approved and entered in the HRIS and payroll with effective dates.
  20. Termination/offboarding (Daily / Biweekly, about 806 hrs/yr) When an employee leaves, HR processes final pay, ends benefits, collects badges, tools, and equipment, requests removal of system access, and documents the separation in the HRIS.
  21. Safety incident reporting (Daily / Biweekly, about 806 hrs/yr) Supervisors report injuries and incidents with what happened, who was involved, and immediate actions taken, and EHS investigates each one.
  22. Near-miss reporting (Daily / Biweekly, about 806 hrs/yr) Employees report near misses on paper or digital forms so EHS can find hazards before anyone is hurt, recording location, description, equipment involved, and suggested corrections.
  23. OSHA recordkeeping (Daily / Biweekly, about 806 hrs/yr) EHS decides whether each injury is recordable, enters it on the OSHA 300 log with a 301 incident report within seven calendar days, and prepares the annual 300A summary.
  24. Safety inspection (Daily / Biweekly, about 806 hrs/yr) EHS or supervisors walk areas, equipment, and work practices with a scheduled checklist, record findings with photos, and assign a corrective action and owner to each hazard found.
  25. Corrective safety action (Daily / Biweekly, about 806 hrs/yr) Safety findings from incidents, inspections, and near misses become corrective actions with owners and due dates, tracked to verified completion.
  26. Safety training acknowledgement (Daily / Biweekly, about 806 hrs/yr) Employees must complete and acknowledge required safety training, such as lockout/tagout or hazard communication, in the LMS, and EHS tracks completion by department and due date.
  27. PPE issuance tracking (Daily / Biweekly, about 806 hrs/yr) EHS or supervisors record issued PPE, such as safety glasses, gloves, or respirators, by employee, with sizes and replacement dates.
  28. Environmental permit reporting (Daily / Biweekly, about 806 hrs/yr) Plants with air, water, or waste permits collect monitoring data and submit periodic reports to regulators by each permit's deadlines.
  29. Waste manifest tracking (Daily / Biweekly, about 806 hrs/yr) Hazardous waste shipments travel on a uniform manifest; EHS tracks each one until the signed copy returns from the receiving facility and follows up on late returns.
  30. Chemical/SDS management (Daily / Biweekly, about 806 hrs/yr) EHS maintains an inventory of chemicals on site and a current safety data sheet for each, available to employees where the chemical is used.
  31. EHS audit preparation (Daily / Biweekly, about 806 hrs/yr) Before internal or regulatory audits, EHS gathers permits, training records, inspection logs, incident records, and written safety and environmental programs into one organized evidence set.
  32. Overtime review (Daily / Weekly, about 546 hrs/yr) Managers and HR review overtime by department and employee, check that it was approved and calculated correctly, and look for patterns.
  33. Payroll reconciliation (Daily / Weekly, about 546 hrs/yr) After each payroll run, staff reconcile gross-to-net pay, employer and employee taxes, deductions, and bank transfers between the payroll register, the provider's reports, and the GL.
  34. Benefit deduction reconciliation (Daily / Weekly, about 546 hrs/yr) HR reconciles payroll benefit deductions for medical, dental, and retirement plans with carrier invoices and enrollment records, finding employees who were missed, overcharged, or still billed after leaving.
  35. Performance review (Daily / Weekly, about 546 hrs/yr) Supervisors complete periodic performance reviews in the HRIS with ratings, goals, and comments, while HR tracks completion by department and links outcomes to pay changes.
  36. Employee onboarding (Per event / project, about 150 hrs/yr) New hires complete forms, I-9 verification, tax withholding, benefits enrollment, and orientation, while IT, safety, and supervisors prepare system access, PPE, and training.
  37. Employee master setup (Per event / project, about 150 hrs/yr) HR creates the employee record in the HRIS and payroll with pay rate, department, shift, tax setup, and direct deposit, and links it to the time clocks.
  38. JSA/JHA creation (Per event / project, about 150 hrs/yr) For a task, EHS and supervisors break the job into steps, identify hazards, set controls, and document the job safety analysis.

Payroll · 1 area · about 35k hrs/yr

Construction (38 workflows)

Payroll, HR & Labor Compliance (38)

about 35,372 hrs/yr

  1. Field timecard collection (Daily, about 2,250 hrs/yr) Foremen submit crew timecards daily or weekly from paper sheets, time apps, or mobile field apps, listing each worker's hours by job, cost code, and pay class.
  2. Timecard import (Daily, about 2,250 hrs/yr) Time from the field app or timekeeping system is imported into payroll, with employees, jobs, cost codes, and pay types mapped to the ERP's values.
  3. Timecard exception correction (Daily, about 2,250 hrs/yr) Timecard exceptions such as missing cost codes, inactive jobs, overlapping entries, and excessive daily hours are corrected with the foreman before payroll processes.
  4. Union assignment (Weekly / Biweekly, about 988 hrs/yr) Union members are assigned to their local and collective bargaining agreement, which sets wage rates, fringe contributions, dues, and reporting obligations for every hour worked.
  5. Supervisor time approval (Weekly / Biweekly, about 988 hrs/yr) Supervisors approve their crews' weekly time before payroll runs, confirming hours, jobs, and cost codes are accurate and signing off in the time system.
  6. Overtime calculation (Weekly / Biweekly, about 988 hrs/yr) Overtime is calculated under the FLSA weekly rule, any state daily overtime rules, and union agreement terms, which may pay premium after a set daily hour count or on weekends.
  7. Shift differential (Weekly / Biweekly, about 988 hrs/yr) Workers on night, swing, or weekend shifts earn a differential set by union agreement or company policy, applied as a rate adder or percentage on qualifying hours.
  8. Per diem processing (Weekly / Biweekly, about 988 hrs/yr) Traveling crews receive per diem for lodging and meals under company or union rules, paid per qualifying day, with taxability depending on how the plan is structured.
  9. Travel pay processing (Weekly / Biweekly, about 988 hrs/yr) Travel time and travel pay between the shop and remote jobs are paid under union agreement or company policy, often by zone or mileage band.
  10. Union fringe calculation (Weekly / Biweekly, about 988 hrs/yr) Union fringe benefits, such as health and welfare, pension, annuity, vacation, and training funds, are calculated per hour worked using each local's rate sheet.
  11. Union dues deduction (Weekly / Biweekly, about 988 hrs/yr) Union working dues are withheld from members' pay as a percentage of gross or a rate per hour under the agreement, supported by signed dues authorizations.
  12. Payroll preprocessing (Weekly / Biweekly, about 988 hrs/yr) Before each payroll, payroll checks imported time, rates, deductions, garnishments, and new hires or terminations, and fixes errors while changes are still cheap.
  13. Payroll run (Weekly / Biweekly, about 988 hrs/yr) Payroll is run weekly for most field crews, calculating gross pay, taxes, deductions, fringes, and net pay, then producing checks, deposits, and the payroll register.
  14. Direct deposit file (Weekly / Biweekly, about 988 hrs/yr) Direct deposit payments are sent as an ACH file to the bank, matching net pay by employee and uploaded before the bank's cutoff for payday.
  15. Payroll tax filing (Weekly / Biweekly, about 988 hrs/yr) Payroll tax deposits and returns, including federal Form 941, state withholding, and unemployment, are filed on their schedules across every state where crews work.
  16. Payroll GL posting (Weekly / Biweekly, about 988 hrs/yr) Payroll costs are posted to the GL and job cost, including wages by job and code, burden, taxes, and fringes, with totals tied to the register.
  17. Certified payroll report (Weekly / Biweekly, about 988 hrs/yr) For public jobs, a certified payroll report goes to the owner each week, listing each worker's classification, hours, rates, deductions, and fringes, signed with a statement of compliance.
  18. LCPtracker upload (Weekly / Biweekly, about 988 hrs/yr) Many public owners require weekly certified payroll data uploaded to LCPtracker or a similar compliance portal, with worker identity, classification, hours, rates, and fringes for each project.
  19. Union report preparation (Weekly / Biweekly, about 988 hrs/yr) Monthly union reports list each member's hours and contributions by fund for each local, submitted to the trust fund administrators by their due dates.
  20. Union benefit remittance (Weekly / Biweekly, about 988 hrs/yr) Union benefit contributions are remitted to each trust fund with the monthly report by the fund's due date; late or short payments can bring interest, liquidated damages, and fund audits.
  21. New hire reporting (Weekly / Biweekly, about 988 hrs/yr) Each new hire is reported to the state directory of new hires within that state's deadline, with the employee's identifiers and the employer's federal and state account numbers.
  22. Benefit enrollment (Weekly / Biweekly, about 988 hrs/yr) Eligible employees enroll in health, dental, retirement, and other benefits during their eligibility window or open enrollment, and elections are entered in payroll and carrier portals.
  23. PTO processing (Weekly / Biweekly, about 988 hrs/yr) PTO requests are approved by supervisors, recorded in timekeeping, and paid through payroll, with balances accrued and capped under company policy or the union agreement.
  24. Leave administration (Weekly / Biweekly, about 988 hrs/yr) Leave under FMLA, state family and medical leave laws, or company policy is tracked for eligibility, required notices, leave dates, and return to work in the HR file.
  25. Employee transfer between jobs (Weekly / Biweekly, about 988 hrs/yr) When workers move between jobs, their job assignment, pay rate, union, workers comp class, and tax state may change and must be updated before time posts.
  26. Termination/offboarding (Weekly / Biweekly, about 988 hrs/yr) When employees leave, payroll processes final pay within the state's deadline, benefits end, company equipment and tools are returned, and system access is removed.
  27. Training assignment (Weekly / Biweekly, about 988 hrs/yr) Required safety and job training, such as OSHA 10 or 30, fall protection, and equipment operation, is assigned to employees by role and tracked to completion.
  28. License/certification expiration tracking (Weekly / Biweekly, about 988 hrs/yr) Licenses and certifications such as CDLs, crane operator certifications, welding certs, and first aid cards are tracked for expiration so no worker performs work uncertified.
  29. Drug test/background check administration (Weekly / Biweekly, about 988 hrs/yr) Pre-employment, random, post-incident, and reasonable-suspicion drug tests and background checks are ordered and recorded under company policy and owner site requirements.
  30. Cost code/job allocation review (Daily / Weekly, about 546 hrs/yr) Project accountants review labor hours charged by job and cost code for misallocation, such as hours posted to closed codes or to jobs where the crew was not working.
  31. Payroll reconciliation (Daily / Weekly, about 546 hrs/yr) Payroll registers are reconciled with approved timecards, GL postings, tax liabilities, and bank debits, so every dollar of gross, net, tax, and fringe is accounted for.
  32. Davis-Bacon compliance review (Daily / Weekly, about 546 hrs/yr) Payroll reviews certified jobs for Davis-Bacon compliance: rates at or above the wage determination, correct classifications, registered apprentice ratios, and overtime under the Contract Work Hours and Safety Standards Act.
  33. Workers compensation class review (Daily / Weekly, about 546 hrs/yr) Workers compensation class codes are reviewed for each employee and job, since misclassification changes premium and triggers findings at the carrier's payroll audit.
  34. Employee onboarding (Per event / project, about 150 hrs/yr) A new hire starts the onboarding packet: offer letter, W-4, state withholding form, direct deposit form, and Form I-9, whose Section 2 is due within three business days of the start date.
  35. Employee craft/class setup (Per event / project, about 150 hrs/yr) Each craft employee is set up with a craft and class, such as carpenter foreman or third-period apprentice, which drives pay rate, union fringes, workers compensation class, and certified payroll classification.
  36. Pay rate setup (Per event / project, about 150 hrs/yr) Pay rates are entered for each employee by craft, class, and shift, and updated when agreements, prevailing wage determinations, or promotions change them on a set effective date.
  37. Prevailing wage setup (Per event / project, about 150 hrs/yr) For public projects, payroll loads the applicable Davis-Bacon or state prevailing wage determination, with each classification's base rate and fringe, onto the job before labor posts.
  38. Certified payroll setup (Per event / project, about 150 hrs/yr) Jobs that require certified payroll are flagged, with the report format, submission method, owner contact, project number, and weekly deadline recorded so no week is missed.

Payroll · 1 area · about 26k hrs/yr

Property Management (31 workflows)

HR, Payroll & Workforce (31)

about 25,782 hrs/yr

  1. Timecard collection (Daily, about 2,250 hrs/yr) Timecard collection gathers hours from timekeeping systems, mobile punches, and paper timesheets for every hourly employee, site by site, each pay period.
  2. Timecard correction (Daily, about 2,250 hrs/yr) Timecard correction fixes missed punches, wrong job codes, or wrong properties, with both the employee's and the manager's approval on record.
  3. Position requisition (Weekly / Biweekly, about 806 hrs/yr) A position requisition requests approval to fill an opening at a property, stating title, pay range, schedule, budget line, and whether the role is a replacement or new.
  4. Applicant screening (Weekly / Biweekly, about 806 hrs/yr) Applicant screening reviews candidates for leasing, maintenance, and office roles against minimum qualifications such as licenses, experience, and schedule availability.
  5. Interview scheduling (Weekly / Biweekly, about 806 hrs/yr) Interview scheduling books candidates with hiring managers across properties, sending calendar invitations and reminders by email or SMS and rescheduling when plans change.
  6. Offer (Weekly / Biweekly, about 806 hrs/yr) The offer letter states position, pay, schedule, start date, and contingencies such as a background check, and is approved before it reaches the candidate.
  7. Background check (Weekly / Biweekly, about 806 hrs/yr) Employment background checks run after an offer with the candidate's standalone FCRA disclosure and authorization, and require pre-adverse and adverse action notices before any withdrawal.
  8. Property assignment (Weekly / Biweekly, about 806 hrs/yr) Property assignment links an employee to the properties they serve, which drives payroll allocation, property system access, and reporting lines to regional managers.
  9. Manager time approval (Weekly / Biweekly, about 806 hrs/yr) Manager time approval has each supervisor review and approve the team's hours, overtime, and job coding before the payroll processing deadline.
  10. On-call pay calculation (Weekly / Biweekly, about 806 hrs/yr) On-call pay calculation applies the company's on-call stipend and pays for time spent responding to calls, which may count as hours worked under wage rules.
  11. Bonus/commission calculation (Weekly / Biweekly, about 806 hrs/yr) Bonus and commission calculation pays leasing agents per lease or renewal and managers on performance targets, exactly as the written plan states.
  12. Payroll preprocessing (Weekly / Biweekly, about 806 hrs/yr) Payroll preprocessing gathers approved hours, pay changes, bonuses, deductions, and new hires into the payroll system before the processing deadline.
  13. Payroll submission (Weekly / Biweekly, about 806 hrs/yr) Payroll submission finalizes and sends the run to the payroll provider or processing engine, with funding confirmed in the bank account beforehand.
  14. Payroll allocation to properties (Weekly / Biweekly, about 806 hrs/yr) On the HR side, payroll allocation assigns each employee's wages and burden to properties by assignment or hours worked, feeding owner billing and property financials.
  15. Benefits administration (Weekly / Biweekly, about 806 hrs/yr) Benefits administration handles open and new-hire enrollment, qualifying life events, carrier updates, and COBRA notices for health, dental, and retirement plans.
  16. PTO request (Weekly / Biweekly, about 806 hrs/yr) PTO requests record the time off requested, the balance available, and the manager's approval, with coverage planned so the property stays staffed.
  17. Leave administration (Weekly / Biweekly, about 806 hrs/yr) Leave administration handles FMLA, state family leave, disability, and other protected leave: eligibility, notices, medical certification, and return to work.
  18. Training assignment (Weekly / Biweekly, about 806 hrs/yr) Training assignment enrolls employees in required courses (fair housing, safety, software, harassment prevention) by role and deadline in the LMS.
  19. Fair housing training tracking (Weekly / Biweekly, about 806 hrs/yr) Fair housing training tracking confirms leasing, management, and maintenance staff complete fair housing courses at hire and on the schedule policy or state rules require.
  20. Maintenance certification tracking (Weekly / Biweekly, about 806 hrs/yr) Certification tracking records technicians' EPA Section 608, pool operator, electrical, and other trade credentials, with issuing body and any expiration or renewal dates.
  21. Compensation change (Weekly / Biweekly, about 806 hrs/yr) Compensation changes record raises, promotions, and adjustments with effective date, reason, and approval chain, updating the HRIS and payroll together.
  22. Employee transfer (Weekly / Biweekly, about 806 hrs/yr) Employee transfer moves staff between properties or roles, updating assignment, manager, system access, and payroll allocation on the effective date.
  23. Termination/offboarding (Weekly / Biweekly, about 806 hrs/yr) Offboarding ends employment: final pay under state timing rules, access removal, key and equipment return, benefits notices, and exit documentation.
  24. Uniform/tool issuance (Weekly / Biweekly, about 806 hrs/yr) Uniform and tool issuance records items given to maintenance staff, such as uniforms, hand tools, radios, and phones, and tracks their return.
  25. On-call schedule (Weekly / Biweekly, about 806 hrs/yr) The on-call schedule assigns technicians to after-hours coverage by week and shares it with the answering service and the residents' emergency line.
  26. Temporary staffing request (Weekly / Biweekly, about 806 hrs/yr) Temporary staffing requests order temp leasing or maintenance staff from agencies to cover vacancies, leave, or peak turn season, within an approved budget.
  27. Overtime review (Daily / Weekly, about 546 hrs/yr) Overtime review checks hours over 40 in a workweek for non-exempt employees, plus any daily overtime a state requires, and whether the overtime was approved in advance.
  28. Payroll reconciliation (Daily / Weekly, about 546 hrs/yr) After each payroll run, the register must agree with bank debits, tax deposits, benefit deductions, and GL entries.
  29. Performance review (Daily / Weekly, about 546 hrs/yr) Performance reviews rate employees on goals and competencies on a set schedule, with manager and employee input stored in the HRIS.
  30. Employee onboarding (Per event / project, about 150 hrs/yr) Onboarding gets a new hire ready: Form I-9 within three business days of starting, tax forms, direct deposit, policies, system access, uniforms, and training.
  31. Employee master setup (Per event / project, about 150 hrs/yr) Employee master setup creates the employee record in the HRIS and payroll: position, pay rate, property, tax setup, benefits eligibility, and manager.

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