ACCUMULATION OF p/l & s/l leave of gradeless employees

Hi,
As per ED`s Notice dated 2/1/2008 p/l. can be accumulated upto 300 days. But we have noticed that p/l. balance is appearing more than 300 days e.g. Mr. A.Roy, Ch.No.2107 u2013 300.5 days and Mr. S.G.S.Prasad, Ch.No.2425 u2013 307.5 days
Can u please mention the steps how to a check for all.
Regards
AM.

Hi,
Put the max entitlement in the tab "Total Entitlement" of view V_T559L. However, this will only work if your quota record in IT 2006 has validity end date as 31.12.9999.
If your quota record in IT 2006 is created for each validity period (i.e. one record for one period), then you can not limit the max entitlement with standard settings. In this case you will need to use User Exit.
VK

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Change infotypes end date when delete leaving action for employee

Hello,
I created new infotype and when employee leaves its end date is changed for leaving date.
When leaving action is deleted ther is some least of infotypes that user can sign so the end date of selected infotypes will be changed to 31.12.9999. How can i add my infotipe to this list?
Thank you,
Paulina

Hi,
Maintain IT 0041 where in that table maintain employee start date of hiring and leaving date of employee bze in IT 0000 the dates will change as per action lets say if employee hire that date will be in IT 0000 action and if employee gets promotion date or leaving date that will store in IT 0000 by delimiting other actions
So maintain IT 0041 where you can pull dates from there if you maintain
End date will always be 31.12.9999 so check action start date you will get in sequence
Thanks
Edited by: Vibinsap on Mar 9, 2012 7:12 AM

To see the number of working days and leave of an employee for year

HI SAP GURUS,
I want to see the the number of working days and leave of all employees of the organisation for a year. Please tell me is there any report or any transaction code in sap to see the working days and leave for all employees.
Thanks & Regards
Surupa

Hi,
call transaction PT64.
Best Regards
Bernd

Manager not able to approve leave of the employee on the MSS

Hi There,
When the manager execute the work item on the portal, a run time error occurs on SAP and as discribed on ST22, is caused by function module HR_HK_DIFF_BT_2_DATES which returns a CX_SY_ARITHMETIC_OVERFLOW exception. I Think that this function is supposed to return the difference between the start date of the leave and the end date of the leave. but on the trace, it looks like it is not receiving the end date of the leave. I cannot manage to simmulate the problem in development.
Some managers are able to approve and some can't however they have the same roles and their recored are same on HR.
Can you help me to track the real cause of this problem?
Best regards,
Flubert

The oss note that you recomended was applied as we are runing ECC6.
I addition, the problem is pointing at the following statment:
years = ( l_date3+0(4) + ( l_total_number_days / days_in_year ) ).
I want to think that the end date2 is not supplied to the function, that is the reason why it is failling.
But why would date2 not be passed to the function???
Even if it is one day leave, date2 is supposed to be passed to the function with the same value as date1 !!!
What can be the next point of investigation????
Thanks a millon!
Flubert.

Manager Applies leave for his employee!!

Hi All,
We are planning to implement ESS, and instead of giving all the employes access to portal, have thought of using 'ESS in MSS' or in latest version its in 'Related Activities' of General Information Page.
Its a standard process to achieve this, but implementing this requires more work for the manager , as he has to apply leave for all of his team members(Sub ordinates); Is there any possibility that this task of applying leaves can be delegated to a member of the department/org unit??( i.e., a person who is not cheif/head of the org unit).
How can this be acheived?

Dear Sravanthi
You can try giving the MSS role in the portal. But I am not sure if this will fetch the subordinate information because in the standard the organisational structure views MSS_LTV_EE_ALL and MSS_LTV_EE_DIR are used to fetch the pernr of the employees. Check in the view cluster VC_TWPC_ORGVWGRP. (T-Code SM34)
To fetch data from the organizational structure, the system first get the root objects. As start object, the evaluation path always contains the user (manager) who is logged on.
Starting from each individual root object, the system uses the evaluation path in the Evaluation Path field to determine
organizational objects that lie below the root object.
I am not sure if there is a standard organisational view for your requirement. I think you need to tweak the code a little bit get the
subordinate of the manager when the delegated employee is logged on.
Hope this helps.
Regards
Roy

How to configure a sick leave setup

Hello All,
I need your help that how I can do the following sick leave process setup in Oracle Payroll using Accrual Plan as some of the sick leaves are being carried over to the next years sick leave entitlement balances.
1- Employee Sick Leaves are being maintained and carried over on the basis of employee hire date anniversary year
2- The Sick Leaves entitlement per year is 90 Days but the days and their respective deduction is logically broken into three following categories
- Full Paid Time Off - 15 Days
- Half Paid Time Off - 30 Days
- Unpaid/No Pay - 45 Days
Note: We must only have one absence type - sick leave and its corresponding element
3- The Sick Leaves Carry Forward at the end of employee respective hire date anniversary should be per the following breakdown
- Full Paid Time Off - 0 to 15 Days - depending on the available balance
- Half Paid Time Off - 0 to 15 Days - depending on the available balance
- Unpaid/No Pay - 0 Days
All Carry Forward Sick is accumulated to next year’s Full Pay segment of Sick Leaves that is in every year the full pay leaves can only increase while the other two logical segments would refresh to its entitlement values
Sick Leaves Ceiling
Full Pay - 90 Days + 15 Days
Half Pay - 30 Days
No Pay - 45 Days
This means that total sick leaves balance any employee can have is (90+15+30+45) 180 Days
I need your help to setup this like
Sick Leave Accrual Plan & fastformulas for balance maintenance
Sick Leave Carry Over FastFaromulas
Sick Leave Deductions
Sick Leave deduction for employee final settlement processes
Waiting for your responses and help
Regards,
Usher

Hello Avinash,
Thanks for your input dear, it was a great help. Now when I have created these following elements and balances:
Sick Leave - Information
Sick Leave Half Paid - Deduction - Indirect Element
Sick Leave No Paid - Deduction - Indirect Element
Sick Leave Half Paid Days - Balance
Sick Leave No Paid Days - Balance
The deduction is now happening correctly, but only when there is only one sick leave entry in the current payroll period. When we enter two or more sick leaves entries in a single payroll period it is doing repeated deductions for the same paryoll period, in the first deduction it takes into account all the sick leave days but then from the second entry onwards it is also doing deduction for the respective sick leave element only.
Please tell me that how can we have only one deduction per element (llike one sick leave half pay deduction) for all entered sick leaves in a single payroll period.
Awaiting your response,
Regards,
Usher

AFTER 60 DAYS THE PL SHOULD NOT ACCUMULATED

DEAR ALL,
MONTHLY PL ELIGIBILITY IS 30 DAYS ,AFTER 60 DAYS THE PL SHOULD NOT ACCUMULATED, IF IT IS ABOVE THE LEAVE WILL LAPSE, IF THEY WANT TO DO THE LEAVE ENCASHMENT, HOW TO DO THE CONFIGURATION CAN U SEND IT TO MY PERSONNEL ID [email protected]

Application is retired, deployments removed, no references. Manual deletion of the applications is not the problem, this works as it should.
However SCCM documentation says "If an application that has no deployments is retired, it will be deleted from the Configuration Manager console after 60 days."
http://technet.microsoft.com/en-us/library/gg682031.aspx
This does not work
Steven Mudde

Leave quotas

Hi ,
How to creat the folowing senario:
An employee is eligible for 6 leaves per year.
In case of any new joining, the leaves shall be credited on pro-rata basis based on Date of Joining.
In case, the joining is on or before 15th of calendar month , the pro-rata calculation would be for complete month and
in case the date of joining is after 15th of calendar month, the pro-rata calculation shall start from the succeeding
Month.
For ex:
If the employee joins on 1st jan he will get all 6 leaves
if the employee joins in between 1 to 15 for ex: if he joins on 1st july he will get 3 leaves
if the employee joins after 15 for ex if the joining date is 16th july he will get 2.5 leaves.
THx
Jinnu

Hi,
You may check the apply the concept by checking a Re: Quota generation depending on the Joining date
Or you create the Time Type under table T555a and for counting no. of day in period, and checking true/false. Then you write the condition to check no. of day whether fulfill the condition or not according to each particular month
For example, calendar day in July is 31 day, joining on 16 onward is equal or less than 16 days. Check the end of period and check the no. of days from created time type. In this case put 0 to time type true/fale. Then the condition whether on that month will be generate quota or not. Standard function "QUOTA" will take the configuration from table T559L to generate the quota based on tab "Accural period" and tab "Transfer time".
Note that, be careful on the rounding rule. If accural as monly, the rouding rule should be rounded at the latest period and rounding the results.
It would give you a clue.
Cheers!..

Date change in leaving action

Dear Experts,
I have a scenario where in SAP Master data employee's leaving action start date is 01.04.2011 and end date as 31.12.9999 where as in IDOC its start date of leaving action is 20.03.2011 and end date is 31.04.2011
Now user want me to maintain the IDoc record in sap, both start date and end date of the leaving action in that case how can i change bath the dates, as in PA41 if i will go only start date will be active but how can i maintain the end date.
or
as we have 2 actions for a person i.e. hiring and leaving
so the start date shall is change in the Hiring action start date place?? and
and end date shall i change in the start date of the leaving action??
please confirm me i am very much confisud
Replay ASAP, its very urgent
Thanks a ton in advance,

Hi,
Maintain IT 0041 where in that table maintain employee start date of hiring and leaving date of employee bze in IT 0000 the dates will change as per action lets say if employee hire that date will be in IT 0000 action and if employee gets promotion date or leaving date that will store in IT 0000 by delimiting other actions
So maintain IT 0041 where you can pull dates from there if you maintain
End date will always be 31.12.9999 so check action start date you will get in sequence
Thanks
Edited by: Vibinsap on Mar 9, 2012 7:12 AM

Leave Quota generation with diifferent rules for different countries

Hi,
I have the following requirement need help in achieving this.
Employers must grant 10 days paid leave to employees that worked for six consecutive months from the time of hiring and who worked on not less than 80 per cent of all schedule work days. This paid leave may be taken consecutively or separately. Where an employee's application to take paid leave will hinder the normal business operations, the employer may require the employee to take such paid leave at a different time.
The number of days of paid leave available to employees increases in proportion to employees' length of service as set forth in the below table.
Years of Service 0.5 1.5 2.5 3.5 4.5 5.5 6.5+
Paid Holidays 10 11 12 14 16 18 20
The right to annual paid leave expires after two years. In other words, annual paid leave left over from one year may be carried over and taken the next year only. For example, if an employee is awarded 10 days paid leave after their first 6 months of employment; those paid holidays will become invalid after 2.5 years of employment. Use them or lose them.
Simply put, holidays from one year can be carried over to the next year, but not to the third year. So, if you don't take your leave from one particular year within 12 months of that year ending, you will lose that first year's allowance.
Employee can take leave encashment of holiday leave only when leaving their employer. It is not legal for companies to buy up the holiday leave of those still working for the firm.
In my organization one PSG grouping has been used for all countries, it wont be possible to change the grouping now. In such a case how can we provide different rule for different country without customizing the Leave module.
Do we have to use any PCR for this, if yes which??
Regards,
Jailakshmi
Edited by: Jailakshmi on Aug 3, 2011 7:16 AM

Hi,
Use QUOMO Feature to give different entitilement to employees.
Leave entitlement as per seniority can be configured in base entitlement.
Keep validity and deduction period for 2 years by using :Relative postion" option in validity and deduction period table.
Rgds,
Lata
Rgds,

You are not a receiver of the work item in ESS Leave

Hi,
We are using standard ESS leave application in our portal, where employee can raise leave and his manager can approve/reject his leave. But I want in case manager rejects the leave, the rejected leave should not come into MSS UWL of employee, we will send a mail to employee and he can again login to ESS leave application and where he will see the rejected leave and he can re apply/change/delete the rejected leave. We do not want rejected leave to come in UWL of employee as a work item.
As of now when manager rejects the leave rejected leave of an employee , it is coming in UWL of the employee which we do not want, so what we did, we went to standard leave work flow template WS12300111, in that we double clicked on Task (TS12300116, Process Request by Employee) and in that we clicked on agent assignment icon and than we clicked on attribute and we selected General forwarding not allowed radio button, by default general task radio button was selected.
After selecting General forwarding not allowed radio button, even when manager rejects employee leave, rejected leave is not coming in UWL of employee which we want exactly, but another error is coming when employee goes to ESS leave application again and change or delete this rejected leave he is getting the error You are not a receiver of the work item .
But if we select general task radio button in agent assignment in work flow , than eveything is working fine but employee is getting rejected leave in his UWL, that we do not want at all, so why after selecting different radio button this error is coming ?
Why employee is getting this error, why employee can not reapply/change his rejected leave. Is this portal error OR workflow error OR HR configuration error and what is the solution for this..

If you need this option then you need to change the WF Task.
General Forwarding Not Allowed
This indicator enables you to determine that work items for this task can only be forwarded to users who are agents for the task.
If this indicator is not set, a work item for this task can be forwarded to all users.
The best way to take care of User
Forwaring authorization is the Task Classification (PFTC -> Additional
Data -> Classification). Classify tasks with General Forwarding Not
allowed, will give you the oppotunity to let the user allow to forward
items JUST to the Possible Agents Assigned to the task
(Additional Data -> Agent Assingment -> Maintain)...
Clear that everything depends on How you have developed your workflows
definitions. In that cases the best think to do is
create Different Tasks definition (TSxxxxxx) and let they start
depending on Company Code (That can be driven via Conditions steps in
the workjflow definition, for example). This will allow you to define
Just the responsible Agents per each task, depending on the Companny
Code. This definitively Resolve the Forwarding frelated Question.

WS12300111: Leave Request Approval - Multiple Approvals

Hello.
I am part of a project, trying to implement ESS/MSS at a large international NPO Customer, and have encountered a problem.
I plan to use the WS12300111 Workflow for the approval process of Leave Requests, but since the customer in some situations require more than one approval, I have to enhance the workflow. At first glance it seems simple just to repeat the approval process, but since the request will be marked as approved at the first approval step, that will not work.
We are required to keep the implementation as close to SAP Standard as possible, so the portal guys tell me, that it is not really an option to make changes to the approval functions.
I have considered making the first approval a simple workflow task, that doesn't update the request itself, but since a rejection should update the request and trigger the Process Leave Request by Employee task, I really don't see that working either.
Any thoughts on the subject, or maybe even a solution, will be greatly appreciated.
Best regards
Poul Steen Hansen
Denmark

Hi dude,
Well, I might not be able to give you the coding, but I can explain it how to do this. Check the procedure.
Create a new BOR and create a new method - CHANGESTATUS.
Add one and only IMPORT parameter REQUEST of type PTREQ_HEADER-REQUEST_ID.
In the coding part, firstly lock your request using the FM - ENQUEUE_EPTREQ.
Then create an instance using the static method ca_pt_req_header=>agent->get_request which takes the REQUEST number as input and gives us the instance as OUTPUT.
Having the instance in hand, we can use the method initiate_state_transition to change the status of this method. Pass the SEND status as INPUT and get the new updated status as OUTPUT.
Unlock the leave request using the FM - DEQUEUE_EPTREQ.
Implement and release this method in your BOR.
And please make sure that your method is INSTANCE INDEPENDENT METHOD.
In your template create a Standard background task after your first approval step which calls this method.
Regards
<i><b>Raja Sekhar</b></i>

Leave request projection EP 7.0 ECC 6.0

Hello experts,
we are using standard java webdynpro leave application, we have a requirement to project a future leave on end date of leave and allow employee to submit the leave if by the end date of leave they have accrued enough quota for the leave type.
we have been able to get rid of standard message " not enough quota.." for future leaves by making use of badi calculate_quota, where i have projected the quotas based on the end date of leave and hence in turn allowing the employee to submit leave if enough have been accrued.
when manager tries to approve such future leave, the system again goes to the same badi and hence projection happens which ensures manager can approve/reject it but manager actually can not see the projected quota amount as time account service displays quota as on current date.
now we have a requirement to display the projected quota on time accounts service when manager is approving the leave request.
is there any way by which we can display the projected quota in the time account service on approver screen so that approver is not confused when approving future leaves, which are allowed even if employee dont have enough quota today but will have enough at the end date of the leave( as out code in said badi will ensure it)?
thanks in advance for your inputs.

Hi Siddharth,
thanks for reply.
I have already changed that badi method so that the fm gets called with the mode suitable to my requirements. so projection is happening for me on quota overview service(which is date driven) and for leave request screen i have used badi PT_QUOTA_DEDUCTION to do projection as on end date of leave and thus getting rid of "not enough quota message" if employee has accrued enough as on end date. problem is we can not make the projection quota balance displayed on the time acc service on leave screen as system makes call to PTaccount with default date as sy-datum, so even though you change mode to 'E' , the results will be based on current date.
so what we want is to display the quotas on leave approval screen when approver is approving the leave as on the end date of leave. we do not need this display on employee screen but approver needs to see the projected amount as currently quota may not be enough bt in future he has enough thats why employee was able to apply the particular leave.
now i am not sure how to make the call to Ptaccount fm date driven by the end date of leave as i am not able to find any relation between the call and end date of leave.
thanks

Employee leave details tables

I'm new to HRMS and Payroll.
Can any one help me with the employee leave detail tables
In which table I can find the below details in R12
Allowed sick / vacation / comp leave for each employee?
How many days/hours remaining in sick / vacation / comp for each employee?
Thanks in advance.

Leave Balance is not stored directly in tables but derived using a formula. You have to create accrual plans to create leave accrual balances. Check HRMS guide to find out how you can set up accrual plans

Leave for employee without approver is auto-approved.

Hi,
I'm trying to customize the HR_APPROVAL_CUSTOM pkg whereby I would want the leave for an employee without an approver not to auto-approve and instead raise an error message to sysadmin. Currently, when an employee who applies for leave has no approver, the leave will be auto-approved.
We are using position hierarchy in our system and also AME rules.
Appreciate if anyone can guide as to what would need to be done so that the leave does not get auto-approved.
Thanks in advanced.
Rgds.

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ACCUMULATION OF p/l & s/l leave of gradeless employees

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