Integration Betwwn Time and Benefits

Question

Hi all,
How can we integrate Time Management with Benefits is there any link to integrate it? pl. letme know this is urgent.
Regards,
Venu.

Answer 1

hi venu
i am sending the document
Holiday Buying/Selling
Use
In the UK, it is common practice that full time employees receive a minimum of 20 days holiday each year (including 8 public holidays). In most cases, the employer offers more than 20 days and may increase the number of days according to years of service up to a definable maximum level.
With Flexible Benefits, employees who are eligible can enroll their holiday plan, to buy more or sell some of their holiday entitlement within a definable maximum number of days.
As the employer, you provide standard holiday entitlement which is maintained in Customizing and will be pre-enrolled as a standard benefit in the Flexible Benefits system before employees make their selections during enrollment.
Integration
Holiday plans are integrated with the Absence Quotas infotype (2006) and the Miscellaneous Plans infotype (0377).
Prerequisites
As the employer, you need to maintain the employee's holiday quota in the Absence Quotas infotype (2006) before the actual enrollments in Flexible Benefits system.
An employee's individual absence entitlement is based on your Customizing settings. Usually, there are two types of time units for absence quota: by day or by hour. If the employee's absence quota time unit is by day, which is maintained in the infotype 2006, they can only buy or sell holiday in days and vice versa.
Features
·        Besides maintaining the infotype 2006, you must also define any limitations for holiday buying and selling in Customizing, before setting up the actual enrollments of holiday plan, such as:
¡        Maximum number of holidays the employee can buy
¡        Maximum number of holidays the employee can sell
¡        Maximum value of holiday quota the employee is entitled to
¡        Minimum value of holiday quota the employee is entitled to
·        Then, the employee enrolls themselves for the holiday plan options they are entitled to with the transaction HRFBN0001.
·        Once the employee finishes the enrollment, their leave quota in the infotype 2006 will be updated, and their option will automatically be saved in the infotype 0377.
In some cases, in order to keep the original leave quota, the HR administrator can maintain a “dummy” quota type with the same quota number as the original leave quota before the enrollment period opens. This “dummy” quota will not be used by the flexible benefits system, but only as a reference for the employee.
Example
One organization implements No Additional Funding Scheme and has implemented NI cost neutrality with the Class 1A NI contributions rate 12.8% for the tax year 2003-2004. This percentage of Class 1A NI contribution rate is defined in Customizing to suit your requirement. To calculate the cost of holiday buying/selling,
§         for the time unit “by day”, holiday cost per day = pre-flex salary / annual working days.
§         for the time unit “by hour”, holiday cost per hour = pre-flex  salary / factor (factor = 52 * weekly working hours).
·        An employee who has a basic salary of GBP 60,000 and is entitled to 20 days holiday as standard, buys 5 days, then pays GBP 85.24 for the option.
EE’s annual pre-flex salary
GBP 60,000
EE’s entitled holidays
20 days
Pre-enrollment holiday value for 20 days
60,000 / 260 * 20 / 12 = GBP 384.62 per month
Post-enrollment holiday value for 25 days
60,000 / 260 * 25 / 12 = GBP 480.77 per month
Value of adjustment before NI Cost Neutrality
- GBP 96.15
Value of NI cost neutrality
96.15 – (96.15 / (1 + 12.8%)) = GBP 10.91
Value paid by the EE
-96.15 + 10.91 = - GBP 85.24
In this example, the employee has overspent his holiday plan and bought more days, normally, he would be deducted GBP 96.15; due to cost neutrality, the employer will pay less National Insurance. Therefore, an adjustment of GBP 10.91, only GBP 85.24 is deducted from the employee.
·        An employee who has a basic salary of GBP 70,000 and is entitled to 25 days holiday as standard, sells 5 days, and eventually the employee is paid GBP 99.45 for the option.
EE’s annual pre-flex salary
GBP 70,000
EE’s entitled holidays
25 days
Pre-enrollment holiday value for 25 days
70,000 / 260 * 25 / 12 = GBP 560.90 per month
Post-enrollment holiday value for 20 days
70,000 / 260 * 20 / 12 = GBP 448.72 per month
Value of adjustment before NI Cost Neutrality
GBP 112,18
Value of NI cost neutrality
112.18 – (112.18 / (1 + 12.8%)) = GBP 12.73
Value paid to the EE
112.18 – 12.73 = GBP 99.45
In this example, the employee sells holiday, and as a result the employer will pay more National Insurance. Due to cost neutrality, the increase in National Insurance is deducted from the amount paid to the employee. The employee will therefore receive a reduced amount GBP 99.45, instead of GBP 112.18.
Hello venu
you know where to absence quota img-time management-time data recording -time management accounts-time quota types-define absence quotas
bye
naveen