The hours / position split is set from the supervisor tier on the event — 90 normally, 85 when a supervisor oversees 16 or more staff. State rules require 10% of the tip to be retained for tax, so payout stays at 90 unless the rate changes.

1. On Overview, under Pay period window, enter the Monday the pay period starts. The pay period number is calculated from it and cannot be typed: the period is paid on the Thursday 4 days after it ends, and the number is that pay date’s ISO week divided by two (Apr 27 – May 10 pays 5/14, week 20, so PP10). A date that is not a Monday, or a Monday that is not the start of a period, is flagged as an error and not used. Until you enter a date it is read from the first file you load. It drives every batch ID (PP10W2, PP10SE, PP10OT, PP10TPS).
2. Follow the four steps under Pay period documents: the timecard report and the Nowsta event file first (they are checked against the period you entered, and flagged if they belong to another one), then the event earnings and overtime files, then the tips, and finally the earnings register for the zero-gross cancellations.
3. Zero gross pay — check the count, download CXL_AutoPay.csv, import to ADP.
4. Event history — top up tblDatabase with this period's shifts, so the tips step can find them when the invoices are paid.
5. Event earnings — download EPI3Y702.csv (hourly) and EPI3Y703.csv (salaried) and import both.
6. Overtime — review the flagged weeks, download EPI3Y708.csv. Keep the reconciliation file with the pay period papers.
7. Tips — drop in the signed tip sheets, read each amount off the page, review the split, add to batch. Download EPI3Y705.csv when the batch is complete.

Each week of the period is tested on its own, per employee, against one 40-hour threshold that both jobs share. What changes is which department pays the premium.

1. The regular job was already over 40. ADP pays that overtime itself on the timecard, so it never reaches EPI3Y708. But the employee was past 40 before the first event shift, so every event hour that week is overtime and every one of them is charged to events.
2. The regular job stayed under 40. Only the hours past the 40 mark are overtime. If someone worked 34.5 regular hours and 28.75 event hours, the first 5.5 event hours finish filling the 40 and the remaining 23.25 are event overtime.
3. No regular job at all. Event staff with no ADP timecard get the whole 40 to themselves, so overtime starts once event hours alone pass 40. This is the case your EventOTCalculation workbook already handles.

The premium is half rate — half the employee's weighted average event rate for that week, times the overtime hours. Straight time for those same hours is already going in through EPI3Y702, so only the extra half belongs in EPI3Y708.

On reading the timecard: rows coded OVERTIME, PTO and SICK carry zero in the Hours column, and REGULAR stops at exactly 40.00 per week. That turns out not to matter. When the regular hours are under 40 the reported figure is exact, and when they sit at 40 with overtime rows present the exact figure is irrelevant — every event hour is overtime either way. Paid leave is not hours worked, so it is left out of the test.

1. The sheet gives you the amount. Tip sheets are scans with the figure written on by hand, so the tool shows you the page and you type what it says. The event number and date come from the file name, which is why the YYYYMMDD Name EventID.pdf convention matters.
2. The roster comes from the event history. Tips are paid when the invoice clears, so the event is usually weeks older than the period being run and is not in this period's Nowsta file. Export tblDatabase from the Tips workbook and drop it on the Overview tab.
3. You decide who shares. Every person on the event has a tick box. Sales, management, training, mentor and mashgiach start unticked; anyone can be ticked in or out.
4. The pool divides two ways. The larger share is spread across everyone by hours worked. The smaller share is a position premium that goes to captains and to chefs and supervisors.
5. The ratio depends on the supervisor tier. A supervisor overseeing up to 15 staff (SPV, SPW, SP2) keeps the split at 90 / 10. Sixteen or more (SP3, SP4) moves it to 85 / 15, because a larger event is materially more coordination work. The tool reads the tier off the event's own position types and sets the split for you — it says which tier it found, and you can type over it.
6. The position share splits 30 / 70. Group 2 (captains, mixologists, wedding valets) takes 30%, Group 3 (chefs and supervisors) takes 70%. If there is no Group 2 on the event, Group 3 takes all of it.
7. Group 4 is excluded. Sales, management, training, mentor and mashgiach share nothing, and their hours are left out of the hours-weighted share.
8. 10% is retained for state tax. Employees receive 90% of what they are allocated. The tool applies it to every line and forces the rounded cents to add back to exactly 90% of the pool.

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