Tiers define the organizational structure of an organization for employee assignments. Tiers are static. Tier levels should be determined by a company's organizational chart and defined during implementation or when a new tier unit is formed. Often defined for Human Resource purposes, tiers also can further define general ledger accounts for financial reporting.
A Company Code is the highest level of the organizational structure and rolls-up Locations, Departments, and other tiers. Most tier codes tables include a Supervisor to define the organizational unit's leader.
Hierarchy
Tier codes can interact between levels. Linking tiers in a hierarchical way will help filter records when an employee's organizational assignment is changed.
Define each tier on the validation table for the appropriate level. With a hierarchical setup, if a particular Department (level 2) is selected on an employee's Organization, the tier selection may limit the available Tier 3 Code selections. However, on the Tier 3 Codes Table, the Tier 2 level (Department Code) field is optional. Use Tiers 3 up to 7 to represent additional organizational levels within a company as needed.
Employees are associated with the organization's structure on the Organization tab within Employee Master records. Levels of tiers within a company help build the structure for the Drill Down search function that allows the System Administrator to locate one employee or a group of employees according to the organizational chart.
Instead of tiers, the Labor Segments are primarily used for payroll, budget distribution, and general ledger distributions in financial reporting.