Managing TOIL with Contracted hours is widely adopted and particularly suited for salaried staff with fixed schedules.

To utilise this method, employees must have their schedules aligned with their Contracted hours, established through Contract rules. As deviations are generated based on scheduled hours, managers can easily transfer any excess or deficit hours to the employee's TOIL account from the Contracted hours page after approval.
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You would primarily need to set up your employees’ Contract rules under Settings > People > Contract rules.

In this example, a 40hr contract rule is set up.
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This rule is then applied to an employee by going to People > Employees > select the employee you wish to apply and press Edit > Personal details > Payroll > Contract rule.

If you’re using the contracted hours, compensation leave can be managed in two ways:

Then you can transfer the difference from the Contracted hours page like an undertime manually. The advantage is that there is full discretion over the overtime management since TOIL is not visible in the schedule.

If you want to transfer hours as an undertime, you can use a Shift type but you shouldn’t map this Shift type with the overtime policy as this will cause a double transfer of the hours.
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Then you need to make sure that this Shift type doesn’t count like worked hours in the contract rules, otherwise the hours with this Shift type won’t be deducted from the TOIL account. To check this, go to Settings > People > Contract Rules > Edit the rule and untick the shift types that shouldn’t count as hours worked.
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For example, ShiftType_TimeOff is unchecked here. This means that these hours are not counted as hours worked and therefore, hours as undertime can be transferred into the overtime account.

The advantage is that compensation leave is visible on the schedule so the information is clear to the admins and schedule admins.
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