Base Entitlement

Hi,
Are we going to use Base Entitlement only if we use AGE and SENIORITY into consideration for creating quotas.  if we don't use as age and seniority  for quota generation can we skip doing configaration in Base entitlement screen.(T559E)
---AKhil

Hi,
The main use of Base Entitlement is determining the total entitlement (base entitlement) to an absence quota type. The base entitlement forms the basis for calculating the prorated leave or absence entitlement for each accrual period.
If you determine the base entitlement according to the employee's age or seniority, you enter a constant expressed in days or hours.
Ex: I say sick leave of 20 days so 20 days is a constant and this needs to be defined here and then assigned further to my Quota.And employee's age or seniority is another way of assigning if ur business demands.
Let me know if u require any further info.
Thanks
Swati

Similar Messages

  • Causual Leave - Base Entitlement - Based on personal Area

    The client has requirement like Base Entitlement is based on personal area......
    Example:
    Casual Leave :
    Personal Area (1001) has Base Entitlement : 20 days
    Personal Area (1002) has Base Entitlement : 25 days
    Personal Area (1003) has Base Entitlement : 30 days
    In the Base Entitlement screen i can give the Entitlement based on seniority or age. how can i give different entitlements for different personal areas for the same quota type? can we input through a PCR? please help....

    Hi Raju,
    The requirement is quite generic and doesnt require any PCR .We can control it with normal Config.In SPRO> Time Management> Time data Recording and Administration--> Setting Groupings for Time Quota types -->Group Personnel SubArea for time Quota type (V_503_E)
    Please set a different grouping for ur Personnel Subareas and do the config.Your issue will be resolved.
    Let us know if u need any clarification.
    Thanks
    Swati

  • Quota Generation with different base entitlements

    Hi,
    I have a quota type PTO of 80 hrs which is applicable for all the associates who completed 90 days service.
    So, I configured the base entilements seniority as 004-999 months and given 80 hrs. While generating the quota for an associate who joined on Apr 1st, he is getting 60.5 hrs which is correct, but this quota is valid from July 1st ONLY.
    PTO (Paid Time Off)     60.50000     Hours     01.04.2009  31.03.2010  01.04.2009     31.03.2010
    Maternity Leave     336.00000     Hours     01.04.2009  31.03.2010  01.07.2009     31.03.2010
    How I can change that date to 01.07.2009? It should not be distrubed for other associates which are valid from 01.04.2009.
    Please help.
    Thanks & regards,
    Venkat

    Hi,
    Some issue here - I did the changes like that, but when I ran the report for an assocaite who joined on 5/5/2001 also getting the quota from 01.07.2009. This is incorrect. This 3 months condition is applicable only for the new joinees. The condition is the associate should be having 90 days of service in the company to get this quota.
    Please suggest.
    Regards,
    Venkat

  • Wrong Absence Quota generated for change of entitlement

    Hi experts,
    I have one employee joined somewhere in mid January 2008 (his IT000 start date, IT0001 start date, and IT0041 date is the same, i.e. mid Jan 2008).
    The Annual Leave Base Entitlement setting (V_T559E) for his particular grouping is based on seniority:
    Seniority  0 - 4 = 15 days
    Seniority 4 - 9 = 18 days
    Base period is : Calendar Years.
    At the Selection Rule (V_T559L) :
    - Accrual Period tab => Monthly (Take account of Change of WPBP is checked)
    - Base Entitlement => Key date for determining seniority = Date Type (from IT0041)
    - Accrual Entitl. => Pro rate calculation = selected
    Up to last year (2011), the AL entitlement generated for the emp is 15 days (12 * 1.25). Which is correct.
    When I create for next year (2013), 18 days is generated (12 * 1.5). Which is also correct.
    For this year, 2012, I expect to see 18 days (or 17.75?). However I'm seeing 19 days.
    After debugging, I found that for month of January, 2 entitlements are calculated.
    Take for example the employee joined on 21 January 2008.
    There were 2 records generated by HR_QTACC_QUOTAS_GENERATE:
    1. 20.01.2012 with 1.25 day
    2. 31.01.2012 with 1.25 day
    For Feb until Dec 2012, I'm seeing 1.5 day for each month (which is correct). I.e. :
    Feb: 28.02.2012 with 1.5 day
    Mar: 31.03.2012 with 1.5 day
    ... and so on until dec
    Dec: 31.12.2012 with 1.5 day
    They all add up to 19 days.
    Any advice on what should be corrected here?
    Thanks in advance!

    Hi, Yuki!
    In your example, can you tell us how should it accumulate if the seniority date is in june/2012?
    And another doubt, what is your accrual period?
    What Iu2019ve understood every seniority change youu2019ll have this problem, if the employee starts in the company during the middle of the month.
    Please answer that two questions, so I try to do some test here.
    Regards,

  • Leave Quota Reduction - Prorata basis (From Backdate)

    Hi Experts
    I have an issue same as yours.
    The scenario is that an employee (existing) is entitled for all the absence quota at the beginning of a year (i,e, on a calendar year).
    However, the employees who join in the mid of the year should get absence quota on a pro-rated basis.
    For example: If an employee (existing) is entitled for 12 days of Annual Leave in a calendar year.
    If a new employee joins the company in the month of Feb. He/she should get on a pro-rated basis i.e. he/she is eligible for 11 days of Annual Leave in all.
    I tried few changes in t559l table and set the base entitlement to accrual period , in accrual entitlement it is checked on pro-rated basis.
    Thanks
    Thiru

    So , What the issue Bala

  • Absence Quota to be generated on basis of Working Day

    Hi Experts,
    I have got a scenario in Time management ( negative time management, no time evaluation) where the client wants absence quota to be generated on the basis of working days of employee. I have checked the configuration for creating base entitlement V_t559E but the following options are available:
    Currently i have done the cofiguration on the basis of Accrual period, leave entitlement is 22 days in a year. Wherein entilement each month is coming to 1.83 leaves, but client wants that in case employee is come for only 5 working days in a month the leave generation should accordingly get prorated and in case of 0 working days in a month there should be no entitlement.
    Calendar year
    Accrual period
    Time evalution period
    Payroll period
    Other period
    Please help.
    Regard,
    Jyoti

    Firstly Update the Period Parameters as per ur dates this has to be done manually T549Q
    later generate the Pay Roll Periods useing this Period Paramter
    and Change the evaluation Period parameter  in T559L to the Period paratmeter  which you have generated
    a lot of threads has been raised on the same issue please check

  • Leave Entitlement defining using Exit

    Hello Gurus,
    I have a requirement according to which I need to redefine entitlement days depending on the probation period of employee.
    An employee can have 3 or 6 months as probation period.
    In probation period he is getting NIL pay.. and After probation period gets over for next 10 weeks he should get full pay and then NIL pay again..
    I am having a single sickness scheme for it. which I need to override depending on the above mentioned condition.
    I tried using 'EXIT_SAPLHRGPBS_OSP_OMP_ENT'  but here you only get P_ENTITLEMENT_IN_DAYS as return value.
    For example : If I have defaulted 3 months of probation period initially, but for current employee for whom I am creating absence is having 6 months as probation period. The initial 3 months should get replaced by 6 months. And the remaining time should also get reduced accordingly.
    Need suggestions to formulate this condition in system.
    Any kind of help is much appreciated..

    Hi,
    Your quota 11 is in the Calender year and in Selection Rule i have mentioned it as a monthly. Running RPTQTA00 monthly. I am correct?
    If i am correct then your configuration is littlebit wrong. Kindly check.
    See you want to generate quota on monthly basis then in the base entitlement you have to give the month value(11/12=....) and choose the Accrual Radio button.
    Then in the Selection rule Accrual Period would be Monthly and you want to use the rounding rule then use the rounding rule in Accrual entitlement tab. For base on quota variation with the joining date's in the month then you will tick on Pro Rata Calculation in Accrual Entitlement Tab and tick on Take account to change of Work center / Basic Pay in Base entitlement tab.
    Check and tell me.
    Regards,
    Sankarsan

  • Leave Entitlement accroding to Level

    Hi All
    Please suggest me anything for the below mentioned configuration.
    The Maximum Entitlement for my Employees has to be set according to the below table.
    In the Base Entitlement Tab, we can only set up through Seniority or Age, but how to configure the below mentioned data.
                                      GlobalLevel/EE Subgrp     SG
    Annual leave entitlement (days)          
      Managing Director                          0     25
      Director                                                     1     25
      Associate Director                                2     24
      Manager                                                     3     24
      Executive                                     4     21
      Non-Executive                                      5     Start at 18 increase to 21 after 5 yrs
      Non-Executive                                      6     Start at 15 increase to 18 aft 5 yrs
      Non-Executive                                      7     Start at 15 increase to 18 aft 5 yrs
    Contractor                                   No global level (or 99)     N/A
    Thanks & Regards

    than chekc T508T table and mentiond ESG according the table and set ur base entitlements
    but it is not a wise idea to have different quota based on their level

  • Time Management configuration on the basis of seniority

    Hi Gurus,
    I have a scenario in TM, wherein employees with 0-1 yr of tenure in the company is eligible for 10 days of leave....1-4 yrs, 20 days and Above 4 yrs they are eligible for 30 days.
    Pls help in the configuration of the above scenario.
    Thanks
    SS

    Hi,
    This can be achieved in base entitlement rule where there is a field you can mention the seniority from and to years and in constant field you can mention number of days.
    You need to mention base entitle for each criteria/you can create a sequence rule in base entitlement by mentioning the sequence nos for base entitlement.
    So when the quota is getting generated it checks the conditions first and then the quota will get generated.
    Let us know incase you require more clarification on this.
    Regards,
    M Bharath

  • Editing schema for leave entitlement

    Hi All,
    I am basically a abaper. We have a change in company policy for annual leave entitlement.
    I want to know how to make this change? I can see from my sytem that there are some customized rules available. But i don't know how to change it? can anyone help me out
    I basically don't know much about schema and how customized settings are done for HR.
    under set base entitlements i choose modify schema, how to proceed?
    Regards,
    Anu

    Hi Anuradha Ramanathan,
    If you are using the RPTQTA00 report to generate the absence quota then you can follow the foolowing steps.
    To increase the quota of Annual leave you need to change the Base entitlement of this Quota Type.
    First find the Quota type of Annual Leave. Also find the appropriate ESG Grouping and PSG Grouping for which you want increase the entitlement of annual leave.
    now go to SPRO->Time Management->Time Data Recording and Administration->Managing time Accounts Using Attendance/Absence Quotas->Calculating Absence Entitlement->Rules for generating Absence Quotas->Define Generation Rules for Quota type Selection.
    Here in selection rules select the appropriate ESG and PSG and check the rule for Base entitlement.
    Now go to Base entitlement and change the Constant in Entitlement.
    Just pay attention to dates while changing the entry.
    also check if the same rule of base entitlement is used else where then it will effect those entries as well.
    to see the effect you will have to genetrate Absence quota for that employee again using the report RPTQTA00.
    Regards,
    Umesh Chaudhari

  • Entitlement Management

    Hi,
    Please provide process knowledge regarding Entitlement management in crm service scenario.
    If possible guide me through the configuration steps in crm.
    Regards
    Ritesh

    Hello Sree,
    Quotas: It's the amount of absences or attendances that the employee is entitled to have. This can be generated automatically via Time Evaluation, via report RPTQTA00 or manually on Infotypes 2006 (absence quotas, connected to IT2001) and 2007 (attendance quotas, connected to IT2002).
    Accruals: It's the method that the quotas will be generated, or accrued. You have the three methods above to accrue quotas.
    Base Entitlement: It's the business rule on how (daily, monthly, yearly) and how much (how many days of vacation per month...) the quotas will be generated to the employee.
    Transfer Time: It's a concept on CATS that you transfer the entered times from the timesheet to the HR, CO or other components.
    Time Collision: whenever you have an absence for day 5 let's say. When you create another absence on day 5, an error message will be triggered as you have collided the times.
    hope I have clarified.
    KR,
    Bentow.

  • Accrual Entitlement Change Date

    Hi,
    We have Base entitlements configured for a Quota Group as following:
    0-5 yrs - 100 hrs
    5-10 yrs - 150 hrs
    10-15 yrs - 200 hrs and so on.
    The time schema reads a leave entry date in IT00041 - Date Specification to decide the seniority of the person.
    Now e.g. this date = 01.05.1999, therefore the person who is accruing 150 hrs should ideally start accruing 200 hrs from 01.05.2009.
    But currently he is starting to accrue 200 hrs from 01.01.2009 onwards i.e. start of calendar year in which he becomes 10 yrs Sr. in the company.
    How can we ensure that he starts accruing 200 hrs only from his anniversary date i.e. 01.05.2009 which is stored in IT0041.
    thanks,

    Please check the table V_T559L for your appropriate groupings, check the "Accrual Period" tab. Which radio button option have you selected?
    Try selecting the "Rel. to date type": Period is defined in relation to a date type from the Date Specifications infotype (0041). You determine the accrual period using the length fields (for example, the date the employee joined the company, with a period of one month).
    Hope this helps,

  • Use of Time Evaluation to generate Absence Quota

    Hi,
    We are planning to use time evaluation to generate absence quota. At the moment we are using RPTQTA00 report to generate Absence Quota. We have negative time management and since, the project has already gone live i have very limited scope to change the basic settings for example we do not have any employee subgroup to identify part time employees, PT & FT are in one employee sub-groups. We have only one ESG & PSG for time recording, time quota etc. The base entitlement is defined for the FT employees and it is reduced propertionately based on the employement percentage in IT0007. Now we are going to adopt a change in design, and planning to have specific work-schedule for PT employees. In that case, we will not have the scope to maintain %age in IT0007 for part time employees but exact no of working hours will be used. It means that system will treat the PT emploees as FT while generating absence quota and output the FT absence entitlement. As i said earlier we can not differentiate PT employees from FT employees based on ESG or PSG, i can not create a separate quota selection rule for part time employees. Hence, we are moving from running RPTQTA00 report to time evaluation for absence quota generation purpose.
    Now can anybody please help finding a alternate solution for the above, if it is possible to do it through report RPTQTA00 or we have to adopt the time evaluation. In case we are going to generate absence quota through time evaluation, can we only generate absence quota and skip anything that is related to payroll.
    Any comments/suggestion/advise will be very helpful to us.
    Thanks.
    Sujit

    We are not able to generate absence quota for part-time employees as when we do that, system is treating PT employees as FT employees and the FT base entitlement is referred while calculating absence quota. i can not define separate absence entitlement for PT employees as we have only one ESG and PSG, and based on this quota selection group is defined. The QUOMO feature is defined based on work contract - employee sub-group (there is no separate emp sub-group for PT employees) - Pay Scale Group. We are having this problem as we have specific work schedule for PT employees now (Ex. we create 3 days work schedule with 15 hours: 4.5,4.5, 6 hours) and we are not maintaining employement percentage for them. So system is treating PT employee as FT employee with 100% employement percentage. Please let me know if you need any specific info to understand my issue.
    Thank you so much for the response.

  • Generate Quota for New Hire and existing employee

    Hi Guru
    I need your help/suggestion in the enclosed issue.
    The scenrio is that an emaployee (exisiting) is entitled for all the absence quota at the beginning of a year(i,e, on a calendar year).I am using TM04
    However,the employees who join in the mid of the year should get absence quota on a pro-rated basis.
    For example: If an employee(exisiting) is entitled for 12 days of Annual Leave in a calendar year.
    If a new employee joins the company in the month of Feb.He/she should get on a pro-rated basis i.e. he/she is eligible for 11 days of Annual Leave in all.
    I tried few changes in t559l table and set the base entitlement to accural period,in selection rule the accural period is Daily,in accural entitlement it is checked on pro-rated basis,but this doesn't help.
    If you have a PCR/schema for this please share.
    Please suggest.
    With Regards,
    Shivani Singh

    In table T559L;Accrual period Tab, select relevant to Date type "hiring date"( from IT 0041)
    Hope this helps.

  • Quota updation upon accural in no time evalution(TMSTA=0)

    Dear Team,
    We went go live on one and half year back and  using no time evaluation for all employee in info type 7.
    At the time of financial year starting we will generate Absence quotas say CL, PL through RPTQTA00,
    Entitlement is 12 days,Hence April month it self, record will be created in info type 2006.
    In mid of month/year Joining employee, based on prorate base entitlement will be updated in info type 2006.
    Now Client/My requirement is:
    He does" t want to give total entitlement in april it self. every month 1 leave needs to updated. (12 days entitlement for CL, hence prorate base 1 day in April once we run in Payroll, 2 days (11) in May, 3 days (11+1) in june.. so on and so fourth...
    How we can configure this. Please help me on this.
    Regards,
    MVR

    Hi,
    Try the following setting.
    SPRO -> IMG -> Time Management -> Time Data Recording and Administration -> Managing Time Accounts Using Attendance/Absence Quotas -> Calculating Absence Entitlements -> Rules for Generating Absence Quotas -> Set Base Entitlements
    In this select your Quota type and give ENTITLEMENT CONSTANT as 1.
    RELATED TO PERIOD as Accrual Period
    SPRO -> IMG -> Time Management -> Time Data Recording and Administration -> Managing Time Accounts Using Attendance/Absence Quotas -> Calculating Absence Entitlements -> Rules for Generating Absence Quotas -> Define Generation Rules for Quota Type Selection
    In this, double click your Quota Type then Goto Accrual Period Tab and select Month
    Now, the  Program RPTQTA00 has to be run run every month with suitable Data Selection Period
    Thanks and Regards
    Kiran

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