Our organization has several instances where a group of employees are managed by someone that is not an employee of the company. The managers are contractors and we pay them through A/P. We do have the supervisor code set up but we leave the employee field blank on HR07.

Assuming these individuals will continue to be considered contractors and not employees, we have been tasked with a way to get them into Lawson. The reason for getting them into Lawson is because some other systems are driven by our HR data (time entry, for one) and we have been hardcoding or otherwise doing a workaround to get the (nonemployee) managers access to do approvals, etc online.

So I'd like to hear from anyone else that has been faced with tracking non-employees in Lawson and what sorts of pitfalls they're willing to share. We can't put them in a separate company because they are managers of employees in our company. I was thinking a separate process level and/or emp_status would do it. Any thoughts or recommendations? TIA.

-GW

We are are tracking non-employees under the same circumstances you described. We set up a status code (AO) that is a no pay no benefits status code. It works great! We also use our HR data to feed other systems (including security).

ValPenn:

Thanks. Do you manage them with just a status, or do you also place them in a separate proc lev? I can see advantages to keeping them in the same proclev as their employees, but also to keeping them separate.

-GW

We assign them to the same dept/GL Acctg unit as their employees and use a contractor status with no pay/no benes. Works well for us too. HR data feeds Kronos, etc.