How to create a reward preset

Set reward presets to automatically allocate time, leave balance or allowance to employees when certain conditions are met

Marie Claire Saliba avatar
Written by Marie Claire Saliba
Updated over a week ago

Creating a Reward Preset

Indigo Attendance enables you to create rewards and penalties for shift exceptions, such as excess time or leave, in your system.

To create a reward preset:

  1. Go to Attendance > Setup > Rewards.

  2. Click New Reward in the top right, then give the new reward a name.

  3. Choose 'Type' and 'Based On', Set conditions and rules; choose whether to assign to groups, shift presets or none; and choose if approval is needed.

  4. Click Save.

The reward is given to employees automatically when the reward’s set conditions are met.

Any shift that has been previously allocated, amended, or finalised for payroll calculations will not be affected by any new rewards created and assigned to an employee group or shift preset.

It is recommended to create rewards (and penalties) while creating shifts and before allocating shifts to your employees in your Scheduler

If you need to create a new penalty, it is best to do so after making all allocations and amendments to shifts and finalising a payroll period

To edit an existing reward, after opening the Rewards Presets page, click Cancel in the top-right corner of the page, then click on a reward in the left sidebar and make your changes. Click Save to commit those edits.

Create dual conditions for rewards

Create and/or conditions by clicking the + button in the Conditions section of the Rewards Presets page. The two screenshots below are examples of and/or conditions*.

Use AND to create rewards where two conditions must be met. An example of this double condition is rewarding an employee for working on specific days of the week and working excess time (overtime).

Use OR to create rewards where one out of two conditions must be met. An example of this dual condition is rewarding an employee who for working after hours or working on the weekends. 

*DISCLAIMER: The above examples are for informational purposes only and are not intended to convey or constitute legal or any other advice. They are not substitutes for advice from a qualified professional. Please consult your company's legal agency or human resource department before applying rewards.

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