**How is Time Rendered?**

In Gradience Attendance and TimeClock and FMLA Tracker, you will find that Hours Worked, Time Earned, Time Used and Balances are rendered in decimals. This is because all major payroll providers use a decimal format for time rather than hours and minutes. Gradience uses decimals whether your Display Mode is set to Days or Hours. You set your Display Mode by clicking **Settings** > **Global Settings** > **Attendance**.

**With respect to having your Display Mode set to Hours:**

An hour is divided into 10 equal parts of 6 minutes each. Each **6 minute increment** is **0.1 hour**.

**EXAMPLE:**

*1 hour and 15 minutes* is **1.25 hours**.

The **2** in this example would be **two tenths of an hour**. - One tenth of an hour (.1) = 6 minutes. - **Two tenths of an hour (.2) = 12 minutes.**

The 5 following the 2 is 5 hundredths or an hour or *half of one tenth of an hour*. **.05 hour = 3 minutes.**

(**Two tenths of an hour (.2) = 12 minutes**) + (**.05 hour = 3 minutes**) = (**.25 hour **= 15 minutes)

**How should I calculate Time-Off when someone is absent?**

So if someone is out for any number of minutes, you would do **backwards division**. That is, you would divide the number of minutes that the person is absent by 60.

**EXAMPLE 1:**

Someone is out for 22 minutes.

Divide 22 by 60. Remember, this is backwards division. *Don't divide 60 by 22.*

22 divided by 60 =** .366**, which is slightly larger than one third of an hour. You may round this to **.37 hours**.

**EXAMPLE 2:**

If someone is out for 17 minutes, you would divide 17 by 60, which would equal **.283 hours**. You may round this to **.28 hours**.

When you multiply .28 times 60 you get 16.8 minutes, which rounds to 17 minutes.

**EXAMPLE 3: **

1 hour and 17 minutes would be rendered 1.28 hours.

The number of complete hours that someone is absent is obvious. So the key here is to divide the number of minutes of any partial hour that the person is absent by 60. This will give you the decimal you should enter for the absence.

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