Clock in , clock out and absence issue

Question

Hi friends,
In our company, planned working time is 7:00 to 16:00.
I have an approved absence request from 8:00 to 10:00, but instead of 8:00 I left company at 8:20.
So my time events are as below:
clock in = 7:00
clock out = 8:20 (instead of 8:00)
clock in = 10:00
clock out = 16:00
approved absence request = 8:00 to 10:00
my expectation from system:
delimit my absence from 8:20 to 10:00.
Which customization are necessary in which table or PCR or Schema?
I really appreciate any help you can provide.
Best Regards,
Leila

Answer 1

Hi Leila,
In your positive time schema, you will have to ensure that functions P2011 and P2001 don't have any parameters maintained. First call in function P2011, then function P2001 and then the custom function. The function P2002 will come in after P2001.
The input and output of your custom function will be Table TIP. You should ask your ABAPer to compare time pairs of pair type 1 (IT2011) with time pairs of pair type 2 (IT2001) in Table TIP.
Whenever there is an overlap between time pairs of IT2011 and IT2001, it means that the absence record would need to be adjusted. You should determine whether the start time or end time of the absence needs to be adjusted.
Based on that, you should pass an entry in a staging table with the details of the absence type to be replaced.
In your case, you will pass an entry in your staging table to adjust your absence type from 8:00 - 10:00 to 8:20 - 10:00. We are using the staging table because during time evaluation run, master data is locked and the custom function won't be able to update IT2001.
You also need to create a posting program which will read data from staging table and update IT2001. You should schedule this posting program as a background job at 1 hour frequency to update IT2001. In some cases, master data will be locked and hence, the posting program will leave the record in staging table. Once the record is successfully posted in IT2001, it should delete the record from staging table.
You can keep an option that the program should try to post a max of 10 times and if it is unable to post in 10 attempts, it should an email notification to the HR team regarding this.
I hope this information is helpful for you and will help you design the solution.
Thanks and regards,
Vivek Barnwal