Industries
Manufacturing payroll for shop and office teams
Production records explain output, but the payroll calculation also needs time, pay instructions and authorized exceptions. Tidwell helps manufacturers organize those inputs across shop departments and office employees.
Last reviewed:
General information, not legal advice.
Capture the shift before allocating the cost
Record actual hours and approved department assignments, including transfers during a shift. Keep overtime review separate from management’s labor-cost allocation. A production target or standard-cost schedule should not replace the employee’s actual payroll records.
Bring production incentives into the rate calculation
California guidance includes shift differentials in the regular rate and addresses production bonuses. Preserve the bonus period, approved amount and related hours so the calculation can be reviewed. The employment adviser determines the applicable rules when an arrangement needs interpretation.
Sources: DLSE FAQ - Overtime
Preserve separate detail for piece work
If piece-rate rules apply, California requires separate compensation for rest and recovery periods and addresses other nonproductive time. Wage statements must identify specified hours, rates and wages for those categories. Keep production units and the supporting time categories available together.
Sources: DIR - AB 1513 FAQs
Close the pay period with an exception register
Use the established payday and an earlier supervisor cutoff to organize submissions. Record missing approvals, rework adjustments and changes to prior runs. Before posting payroll to the ledger, resolve or clearly assign each exception and retain the calculation that was actually paid.
Sources for production earnings and piece work
Factory bookkeeping and labor records
Review one shift’s path through payroll
Tell us which records need attention and who approves the next steps.
Payroll service starts at $125 a month. See pricing