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

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Hi,
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Dear All,
I am generation absence quota Annual leave = 50 through PT60- ZM04. Its daily calculation and transfered at the month end.
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Hello Experts.
need your help in this issue, i am running time evaluation with schema ZM00 where annual leave quota is generated with TE.
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Hi,
TE is running on a daily basis.
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we have paid time off for employees 6 weeks ( 240 hrs) for employees who have worked more than 5 years.
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We use TM00 schema. Can i call TS15 and TS 12 rules into TM00 acheieve my issue of quota entilements?
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Hi:
Currently, I am referencing date type 'SD' in IT0041 using feature HDATE (determining entry date) for calculating seniority in generating absence quotas. A customer is requesting a new date type, 'AL', to be created and we begin generating their absence quotas based off the 'AL' date type in IT0041.
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Hi Slavi,
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Time Management - Work Schedule /Absence Quota / Part-time quota generation

Hi Experts,
Need your help!
We have a requirement where we need to create distinct work schedules for each irregular / part-time work pattern and the number of work patterns we have identified is more than 1000. We are using report RPTQTA00 to generate quota. We have used work contract, employee sub-group & employee payscale group in the QUOMO feature to get the base entitlement picked up. We have defined base entitlement for the full time workschedules with 37.0 / 38.5 hours and there is a reduction rule which reduce the absence entitlement for part time employees as per the employement percentage in IT0007. Now we have a scenario where we have created a work schedule with different no of hours for each day of week (M-4, T-6, W-4, TH-6, F-4, S-OFF, SU - OFF); this work schedule is treated as full time work pattern by the system and quota is generated as full time work schedule refering to the QUOMO settings, but as per my client employees with this work schedule have reduced hours of working hours (24 hours, not 37.0 or 38.5 hours)and hence it should be treated as part-time employees, and the quota generated should be proportionately reduced. I have very limited scope to create any ESG or PSG as we do not have any distinct emplyee sub-groups maintained for full-time and part-time employees and the project has already gone-live with payroll/time. It is worth mentioning over here that we are recording absence through ESS and it takes into account the daily planned working time maintained in IT0007, so we are very particular to keep it as accurate as possible.
I would really appreciate if somebody can please suggest any possible solution for the above issue, or guide me on what would be the best way to tackle it. I can give more details in case anybody need to have a better understanding of the issue to suggest a solution.
Thanks in advance
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Hi Kathy,
Yes, i have found the solution to it. I do not know whether it will fit into your situation or not, but i got two solutions for my issue mentioned above, please check it may help:
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2) There are three user exits available in the standard report RPTQTA00, i have used one of them to write my own rules for the calculations (deduction rule)
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Sujit

Advice needed for using date type in leave quota generation.

Requirement: Seniority for quota generation of long service leave must be based on date "02" in IT0041.
Although all the relevant config has been done using the date type 02, the quota is still being generated based on date type 01.
My Question: What is required to make this scenario work?
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Maureen.

Validity/Deduction
Validity: Valid From = Date type 02 -1Days; Valid To = Date Type 02 999Months
Deduction: From = Start of Val +1Day, To = End of Val +999 Months
Base Entitlement:
Rule: 002
Sequence 001; Seniority = 0 - 5 years; Constant= 5 days; Related to = Accrual period
Sequence 002; Seniority = 5 - 999 years; Constant=10 days; Related to = Accrual period
Selection Rules:
Applicability: default values
Accrual Period: Rel to date type = 02; Length = 60 Months
Base Entitlement: Rule = 002; Key for seniority = For exact day
Accrual Entitlement: No pro-rata calc
Transfer time: Upon accrual
All fields not mentioned are standard defaults.
Employee:
IT0041
Date Type 01 = 01/09/2005
Date Type 02 = 06/04/1995
IT0000
Current position: Begda: 01/02/2009 - 31/12/9999
Previous position: Begda: 01/03/2008 = 31/01/2009
Testing by running Time Evaluation till 31/09/2012
Result:
5 days accrued on 05/04/2010
IT2006: Deduction from = 06/04/2009 To 31/12/9999; Validity from = 05/04/2009 To 31/12/9999
Please note I've used different dates in an attempt to clearly illustrate the problem. Hope it doesn't serve to confuse.
Thanks for the help.

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
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Hi Raju,
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Swati

Quota generation after organizational reassignment

Hi all:
Has anyone come across the issue below? If so, what steps did you take to remedy this?
We generate quotas via RPTIME00. The main issue is that after an org. change, once time evaluation processes on the day of the accrual (in the new PSG), the employee errors out in time evaluation with the following error, "Error entry no.83 Error when creating absence quota. A complex application error has occurred".
This is because in the old PSG the employee had absence quota types 01, 02, 03, 04. Under the new PSG, the employee has different absence quotas types because their entitlements are different based on seniority.
For example, in the old PSG, the quota 01 will be used for service years 1 - 3. In the new PSG, quota 01 will be used for service year 1, quota 2 for service year 2, and so on. Because they are still in the
same service year when the org. change takes place, the system errors out in the new PSG because it is reading quota 01 (old PSG) and it should be generating accrual for quota 02 in the new PSG.
Any help would be greatly appreciated!
Regards,
Brian

Hi:
Upon the assignment to the new PSA, the system recognizes the change and processes the new quota selection rules. However, because the validity period still exists prior to the date of the transfer the error message in time evaluation occurs because technically it cannot create the new quota type with those groupings for the employee prior to them transferring to the new PSA.
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Brian

Quota Generation with different base entitlements

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