Service Titan Knowledge Base

Approve payroll for processingLast updated on 03/22/2022

After technicians and office employees sign off on payroll for a pay period, you can approve payroll for processing.

Things to know

  • Payroll is ready for manager approval when the employee signs off and the payroll’s Employee Status is Approved.

  • The Manager Approved tab of the Payroll Dashboard lists the employees whose payroll is approved by a manager or administrator.

  • After payroll is manager approved, you can run the Master Pay File report and export the report for use with a third-party payroll processor.

  • After payroll is Manager Approved, payroll adjustments and timesheet edits made do not move the payroll back to the Pending tab. Before you make any payroll changes after payroll, first undo payroll approvals.

Approve payroll

  1. In the right corner of the navigation bar, click your Profile icon and click Payroll Approval.

    The Payroll Dashboard opens listing the employees you manage.

  2. Use the dropdown to select the pay period you want to view.

  3. From the Payroll Dashboard, select the employees whose payroll you want to approve. Tip: Click the checkbox in the top corner of the table to select all listed employees whose Employee Status is Approved.

  4. Click Manager Approved.

On the Payroll Dashboard, the selected employees’ payroll moves from the Pending tab to the Manager Approved tab.

Undo payroll approvals

To make changes to manager approved payroll, undo payroll approvals:

  1. On the Payroll Dashboard, click the Manager Approved tab.

  2. Select the employees whose payroll approvals you want to undo.

  3. Click Undo Approval.

The employees’ payroll moves to the Pending tab, where you can create payroll adjustments and edit non-job timesheets.

Want to learn more?

Important note: Some features may not be currently included in your account and additional configuration may be required. Please contact technical support for details.

Disclaimer: Information provided in this article is for informational purposes only and it should not be construed to be legal advice. Information provided in this article may also not constitute the most up-to-date legal or other information. You should not act or refrain from acting on the basis of any information in this article to meet any compliance requirements without seeking independent legal or other professional advice.