Ratelists: Separate rate or supplement for skilled work?
A Staff leader earns more than a regular Staff member. You can set this up in two ways. Both give the same total, but they look and behave differently.
Option 1: Separate rate
The Staff leader has their own hourly rate.
- Rule 1: Role = Staff leader → €23 per hour, Worked hours. Component used is "Basic Hour Wage".
- Else rule: Always apply (or Role = Staff member) → €20 per hour, Worked hours. Component used is "Basic Hour Wage".
Result for 8 hours: the Staff leader gets one line, 8 × €23 = €184.
Option 2: Base rate + supplement
Everybody gets the base rate. The leader gets an extra amount on top.
- Rule 1: Always apply → €20 per hour, Worked hours. Component "Basic Hour Wage".
- Nested rule: Role = Staff leader → €3 per hour, Worked hours. Component "Leader Bonus".
Result for 8 hours: the crew boss gets two lines, 8 × €20 = €160 and 8 × €3 = €24. Total €184.
What is different?
What staff and clients see
- Separate rate: one line, a higher hourly rate.
- Supplement: the base and the bonus are shown as separate components on payslips, in the wallet, in exports and on invoices.
Changing your rates later
- Separate rate: if the base rate goes up, you change every rate that is based on it (staff member, staff leader, and so on).
- Supplement: you change the base rate once. The supplement stays the same.
Percentage bonuses (for example night 50% of base)
- Separate rate: the leader gets 50% of €23. Their night bonus is higher.
- Supplement: the night bonus is counted from the base component only, so everybody gets 50% of €20. If the leader should get more, give the supplement its own percentage rule too.
Minimum hours
- The minimum is set per rule. With a supplement, decide if the supplement also needs the minimum, or only the base rate.
- Use Override actual worked time option to apply all connected rule to set minimum.
Priorities
- A supplement without a priority is always added on top. If you give it a priority, it can lose against another priority unit and not be paid for those hours.
Which one to choose?
Choose a separate rate when:
- The role is a different job with its own agreed price or wage.
- You want one simple line on payslips and invoices.
Choose a supplement when:
- You want to see the extra pay separately in exports, payroll or accounting.
- The extra amount is the same for everybody and you do not want to repeat it in every rate.
- You change your base rates often.
You can use different approaches for wages and prices - keep a separate rate to keep client-facing calculations simple and a supplement approach for wages setup to keep fully detailed payroll data.
Use clear component names for supplements (for example "Leader Bonus"). Clients and staff see them on invoices and payslips.