Set Up Worker Compensation

SettingsCompensation is where the office says how every contractor and employee is paid. The ReportsWorker Compensation report, each worker's statement and My Pay in the mobile app read these rules, and once you activate, job costs use what workers actually earn instead of minutes × an hourly rate.

Configuring is open to Admin and Office Manager on any plan. Computing pay — the report, statements, exports and My Pay — needs Advanced Reporting.

What you are building

• Pay tiers — named rate cards such as Tech I, Tech II and Lead. A tier stacks components: Hourly base or Salary, Per-visit rates, Revenue share, Route stipend and Chemicals & parts policy.
• Workers — who is on which tier from which day, with optional overrides and per-site rates.
• Bonus rules and Commission rules — a library the office writes once and points at tiers, employment types and work types.
• Pay periods & rules — the cadence (weekly, every two weeks, twice a month or monthly), the overtime rule, how period-level pay reaches job costs, and whether employees see My Pay.

1. 1

   Create your first pay tier

   Open SettingsCompensationPay Tiers and click New tier. Name it, then tick the components it pays.

   Per-visit rates shows a grid of your enabled work types against the site types your industry uses — for a pool company that is In-Ground Pool, Above Ground Pool, Spa / Hot Tub and Commercial Pool. Fill Default $ per visit, then only the cells that differ. A blank cell inherits its row's Any site rate, then the default. Add-on extras pay a fixed amount for each add-on the worker marks completed on a visit.

   Revenue share is a percentage of what each visit is worth. On a contract visit that is the site's contract price divided by the visits the contract's schedule promises, so a flat monthly pool plan still pays per visit; a one-off job shares its invoice.

   Route stipend pays a fixed amount per period for each Saved Route the worker owns, optionally only when the route had visits, with a retention bonus when churn on the route stays under a threshold.

2. 2

   Assign workers

   Open SettingsCompensationWorkers. Every field crew member, field manager and contractor is listed with Terms today. Click Manage, pick the Pay tier and Effective from date, set Employment type and the payroll id column, then Assign from that day.

   Under Overrides, each component can be Use tier, Override or Remove for this worker. Per-site rates adds a custom dollar amount at one site — the big HOA pool that takes twice as long — which beats every tier rate.

   A promotion is a new assignment from a later date: click Promote / change from a date. The history stays under Assignment history.

3. 3

   Write bonus and commission rules

   Under SettingsCompensationBonus Rules, a rule is one of: Per event (dollars per customer rating at or above N stars, or per Google, Yelp or Facebook review the office logs), Threshold per period (a bonus when a KPI such as average rating, on-time %, checklist completion %, return trips to own visits or chemical cost per stop clears a bar over a minimum sample), or Tiered by count (a ladder by number of 5★ ratings or reviews).

   Under SettingsCompensationCommission Rules, pick what earns it — Quote sold, Repair found on a visit, Chemicals / products billed or Add-on completed — and pay a percent of the amount invoiced or a flat amount. Commissions are earned in the pay period the invoice is issued.

   Every rule can be limited to pay tiers, employment types and work types, and given a from and until date.

4. 4

   Set pay periods and the overtime rule

   Under Pay periods & rules (company admin), choose the Pay cadence and start weekday, the Overtime threshold, multiplier and week start, how period pay is spread to jobs (Time on site or Stop count), and whether Employees can see My Pay in the app (contractors always can).

5. 5

   Preview, then Activate

   Click Preview activation. The dialog Activate Worker Compensation? says which tier is the default, how many workers will be converted — each one's current terms from the old Worker Pay table become overrides on that tier — and which pay period opens first. It also says Visits already completed in it are re-priced from these pay terms right away, so Job Costs and Profitability switch over immediately. Click Activate. From then on the SettingsReporting Worker Pay card points here. Only a company admin can activate.

Retire a tier

Click the archive icon on a tier's row under SettingsCompensationPay Tiers and confirm Archive. An archived tier leaves the tier list and can no longer be picked for a new assignment or rule; anywhere it still shows — a rule already scoped to it, a worker still on it — it reads (archived). Workers already on it keep being paid by its rates until you move them to another tier from a date under Workers. Show archived lists archived tiers again, with Restore on each. The default tier cannot be archived; make another tier the default first.

Delete is for a tier that was never used for pay. Once a tier has priced an approved or paid pay period, the assignments that priced it have to stay as they were — moving them would make the next period's corrections claw back pay that was already approved — so the delete dialog says so up front and offers Archive instead. An archived tier in that state has no delete button at all.

When a worker leaves

Deactivating a worker under SettingsTeam does not take away pay they already earned. Their work in the period they left stays on the report, and they get a statement when that period is approved:

• Visit and hourly pay, revenue share, commissions, per-rating and per-review bonuses, chemicals and parts, and adjustments pay in full.
• Salary pays only for the days they were active, through the day they were deactivated.
• Route stipends, route retention and per-period bonuses (threshold and tiered-by-count rules) are not paid for a period whose last day came after they were deactivated. A worker deactivated on the period's last day still gets them.

They get no notification about that last statement because they can no longer sign in, so download the PDF from their row in the report and hand it over.

Reactivating the worker later does not pay them for the time they were away: salary starts again on the day they come back, and re-checking an earlier period for corrections still treats the days they were deactivated as days away.

Verify it worked

Open ReportsWorker Compensation. The current period is selected and every worker who had visits, hours or rules that paid appears with a Terms today label matching what you set. Expand a worker to see each pay line and the rate it used.