UK flex Holidays/PTO paid benefits

Has anyone done worked with sap Benefits on configuring where EE can sell and buy certain number of the days? requirement is An employee with 25 days holiday will be eligible now for 33 days holiday (25 + 8). they can buy up to a total of 40 days off or sell down to 32, but they have to take 32 days as holiday, and canu2019t take more than 40, total. They can either buy 8 or have 40 days off. OR they can sell 8 days but not lower than 32 days off. Payroll is in ADP and time management is in sap. We have quota types and absence type configuired for this benefit plan....any information onactual configuration will be valuable as I have already started the configuration....Thanks already

Similar Messages

Issue with PTO (Paid Time Off) quota generation

Hi All,
We have an issue with quota generation of PTO for our employees.
The issue goes like this:
We have a Paid time off for employees 5weeks( 200 hrs) for employees who have worked less than 5 years.
we have paid time off for employees 6 weeks ( 240 hrs) for employees who have worked more than 5 years.
we have the following logic that has to go in this config:
-- Our fiscal year starts on Feb 1st and ends on Jan end or Feb starts which has a full week of working days. ( ex: if 01/31/2012 falls on a Thursday the following Monday which has full 5 day working week would be the end of the fiscal year).
-- Depending on the working hours of the employees and the date of joining for the first year ( for new hires)0041 info type the eligibility gets varied and reduced. Ex( employees who joins on start of fiscal year and works 40hrs per week schedules is eligible for 200hrs of PTO. Employees who join in the month of august and works for 35 hrs per week ( i.e mid of fiscal year) would get 91 hrs of PTO.
I need to put this in the system. I am thinking this could be done with out tweaking PCR.I need help in configuring this in Absence quotas as to what are the things i need change in system config and how do i do it. Please help with some screen shots if possible. I really need this to get it done ASAP. Looking forward for help.
Thanks,
Chowdary.

We use TM00 schema. Can i call TS15 and TS 12 rules into TM00 acheieve my issue of quota entilements?
Iam doing this because my businees needs to see if an employee chages his work schedule from 40 to 30 or 20 etc.. the PTO has to vary accordingly.
As the minimum eligibility is to work for 20 hrs to avail the PTO days. If at any point the employee drops it under 20 he will not be eligible till he work any this >= 20hrs per month so the evaluation has to check periodically to update the quota availability.... I need help plz suggest ...

PTO ( Paid Time Off ) Quota Correction

Hi,
Can someone tell me how to make quota corrections to PTO for all the EE's to 40 hours beginning on 10/01/2007 .
Thanks,
Swarna.

Hi,
You can use the Quota Corrections infotype (2013) to influence how these accrual entitlements are generated and transferred from the table:
· You can increase, decrease, or replace an accrual entitlement (set to a fixed value).
· You can make the accrual entitlements available for deduction immediately in the Absence Quotas infotype (2006).
An employee has joined your company from another company. His or her contract has guaranteed a one-off entitlement of ten days of leave when the employee joins your company. You therefore want to increase the employees leave quota by 10 days. You want the entitlement to be immediately available in the Absence Quotas infotype (2006) so that the employee can take the ten days of leave.
Structure
You can only use the infotype to change absence quotas that are accrued in time evaluation. The changes are taken into account the next time that time evaluation is run. Time evaluation carries out a recalculation starting on the day for which you have entered the quota correction. You can view the results of the quota correction in the Quota Overview (transaction PT50).
Transfer time
The Absence Quotas infotype (2006) does not take account of quota corrections immediately. The infotype is updated at a specific transfer time that is determined in Customizing.
If you want to make the corrected accrual entitlements available directly in the Absence Quotas infotype (2006), you can also immediately transfer the accrual entitlements accumulated in time evaluation and the quota number specified in the infotype. You do this by setting the Transfer field to Transfer collected entitlement immediately.
Replace and increase
In the case of automatic accrual, time evaluation can either replace or increase the existing accrual entitlements in the Absence Quotas infotype (2006). You will generally want to use the Quota Corrections infotype (2013) to change only accrual entitlements that are increased by time evaluation.
If the accrual entitlement is replaced by the quota correction, you can only choose the Transfer collected entitlement immediately function for quotas that are to be replaced. If the entitlement were not transferred immediately, time evaluation would overwrite the correction immediately.
If an accrual entitlement is replaced by the quota correction, you can only enter one record for each day. This is because a second quota correction would overwrite the first one, thereby making it void.
Customizing
To check whether a quota is replaced or increased, choose the Customizing step:
Personnel Time Management --> Time Data Recording and Administration -->Managing Time Accounts Using Attendance/Absence Quotas --> Calculating Absence Entitlements --> Automatic Accrual of Absence Quotas --> Permit Generation of Quotas in Time Evaluation.
Cheers
Prasanth

Query-Paid Time Off (PTO)

Hi,
I am working on Time Management. I have a query. I need to set the PTO (Paid Time Off) right wherein the Details given as under:-
Scenario:-
1) Length of Service=0-0.99
Accrual hours per pay period=4.01
Yearly Equivalent= 96 Hours
Maximum Hours of Accrual=96
2) Length of Service=1-1.99
Accrual hours per pay period=4.01
Yearly Equivalent= 96 Hours
Maximum Hours of Accrual=144
Here the query is that the Maximum number of Hours to be accrued should be 96+96=192 but the client wants it to be 144 and not 192 but clients wants to add the Scenario 1 and 2 for maximum number of hours but the total should not exceed 144. Same is the case with other scenarios given wherein I need to add maximum number of hours but there is limit set for total.
I went to T559L but unable to understand how to incorporate the above stated.
Kindly help.
Regards,
Garima

Hi,
Kindly go give a reply.
I need to solve the query.
It will be suitably rewarded.
Regards,
Garima

PTO Conversion in Time management

Hi All,
I'm trying to convert PTO(Paid Time Off) from Legacy to SAP .
My question is that in which infotype I should run the conversion program
is that in 2006(Abscence Quotas) or 2013(Quota Correction).
Could any body help me on this.
Thanks,
Raji

Hai
If its a separate quota in ur system, u can give directly in 2006. If u want to update a quota which is already generated then u can go for 2013.
Manohar

Paidhalf holiday

Hi,
i have a scenario on time mgt,which is related to half day paid holiday.this paid holiday is on rotation wise,if for Employee is eligible on sunday and another Employee is Eligible on Monday.
Can u pls help in these scenario
Thanks in Advance

Hai,
You can do your requirement with help of daily work schedule selection rule entry.
Regards
Devi.

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

Calling custom pl/sql package on termination of Employee

Hi,
I want to call a custom pl/sql package that will create an element entry for employees, with their outstanding holiday entitlement upon termination.
One way I have tried to do this is by personalizing the end employment form, but I get this error - ORA-00923: FROM keyword not found where expected
from this code:
<h5> ='declare
l_element_entry_id NUMBER;
l_object_version_number NUMBER;
l_create_warning BOOLEAN;
begin
pay_element_entry_api.create_element_entry(p_validate => FALSE
,p_effective_date => (${item.period_of_service.actual_termination_date.value})
,p_business_group_id => 106
,p_assignment_id => (select assignment_id from per_all_assignments_f where person_id = ${item.period_of_service.person_id}
and primary_flag = 'Y')
,p_element_link_id => 3499
,p_entry_type => 'E'
,p_input_value_id1 => 7318
,p_entry_value1 => (XX_PERSNS_UTILS.GetLeaveAccrual(${item.period_of_service.person_id}))
--,p_cost_allocation_keyflex_id => ee_asg_api_rec.cost_allocation_keyflex_id
,p_effective_start_date => ((${item.period_of_service.actual_termination_date.value})-1)
,p_effective_end_date => ${item.period_of_service.actual_termination_date.value}
,p_element_entry_id => l_element_entry_id
,p_object_version_number => l_object_version_number
,p_create_warning => l_create_warning
end'
</h5>
I also thought another way to accomplish this would be using business events but under Workflow Administrator I can see the Business Events and subscriptions but I can only search for existing set-up, I can't create my own.
Does anyone have any ideas why this personalisation isn't working or has any other ideas of how to go about this?
Thanks

This is a tough solution to implement. The drawbacks of Forms Personalization, if you get it working, are that it won't be called from other areas (People Management templates, Self Service Termination etc). The drawbacks of API User Hooks are that they're not used in all places either. Finally, as mentioned, reverse termination means that you need to then backout such holiday payout entries.
The most reliable way to do this is with an batch process, eg, concurrent program, that runs, say, daily:
1) Find all employees physically terminated yesterday (regardless of their actual termination date)
2) Calculate and create the holiday payout entry (if it's not already there)
3) Find all employees who were updated yesterday and HAVE the holiday payout entry (this is the way to detect those who have been reverse terminated)
4) Date-track purge the holiday payout entry.
5) Consider API User Hooks to pick up late changes to absence records or anything that might affect any holiday already paid out so that you can update the holiday payout entry
6) Configure retro to handle holiday payout for retrospective terminations, deductions for those who were paid holiday payout and later reverse terminated, and subsequent changes to the amount paid out (eg, because of late changes to absence records)

A person can have multiple assignments as an employee.

I'm interested for the architecture using 2 PERNR.
A person can have multiple assignments as an employee. To make a distinction between employment relationships (employees = 0EMPLOYEE) and real people (0PERSON), the person is an attribute of the employee.
Why "multiple assignments"? for what?

Hi Konstantin,
This may be the case in concurrent employment.
Please check:
http://help.sap.com/saphelp_47x200/helpdata/en/31/39de77c15c5043b0b420b60a89e4db/content.htm
In general, when an employee has two personnel assignments, we generally create two separate positions and assign the same personnel numbers to these positions, percentage of which assignment not be more than 100%.
However, if according to customer policy, a real person is to be paid/benefits are arranged differently based on the personel assignment he/she is holding, then you will need two separate employee numbers. In the end, however, there is only one physical person so you will maintain this information using 0PERSON characteristic.
Regards,
Dilek

SAP HR Time management

Dear All,
Plz. anybody tell me, I want to prepare Time Management questionnaire and Standatd as is document for system configuration. what are all the questions to be asked to client.
Thanks
Shyli

Hi,
To add more on above reply,
Positive time or Negative Time. with or without time evaluation. How many PSA whether all have same type of work schedules, quotas and time management aspects.
Holiday Calendar: Query on Holiday characteristics like, floating holiday, distance to Easter, Movable holiday, Etc.
Holiday class:
Day type: whether particular holiday is paid, unpaid.
Breaks: Variable breaks, fixed breaks, dynamic breaks or overtime breaks.
Daily work schedule: start and end time, core timing.
Period work schedule: rotating shift - how many weeks, daily work schedule for 2nd week. , normal shift
Quota: How many Quotas, Base entitlements, how it has to get deducted?
when it has to get accrued. is there any condition for getting accrued.
How they want to generate the Quota manually or through report.
Please let us know incase you require any further clarification.
Regards,
M Bharath

Where are my movies on my iPad...they are sync'd according to iTunes...I just can't find them!!! Help...I'm going on holiday in a few days and want to watch the movies I paid for and thought I downloaded!!! :-}

Where are my movies on my iPad...they are sync'd according to iTunes...I just can't find them!!! Help...I'm going on holiday in a few days and want to watch the movies I paid for and thought I downloaded!!! :-}

They should be in the Videos app :
If they aren't in there then have you got a film age rating set in Settings > General > Restrictions that is hiding them ?

Real benefits of Flex 4?

I have read lots of articles on how to ugrade from Flex 3 to Flex 4, but I haven't seen too many testimonials on why I should upgrade my code from MX to spark components.
Can anyone answer this for me?
Why should I not use viewstacks anymore? Why are s:Groups better than H:Boxes? How can I minimize the number of framework files DL-ed to support my app?
I can see where Flex 4 is greatly improved over Flex 3 in terms of CSS, skinning, data visualization, but as for changing the mx to spark controls I'm not really seeing much on this.
Please advise, thanks.

I think Alex gave a bit of an over-simplified answer as to the benefits of Flex 4.
If the major benefits are the more consistent skinning model, right-to-left text support, and smooth scrolling in Lists, then because most people don't use the rtl text model (think Arabic, Hebrew, etc.), Flex 4 does not have much to offer.
In reality, Flex 4 offers a better skinning model, a better states model, and a more flexible layout model. Group used properly has its place.
Design mode has always had its problems, I never use it, and Flex 4 didn't seem to fix many of the complaints people had about it, though it does have some improvements.
Flex in general is great, really great, and I just don't think HTML 5 will beat it, but that's another discussion.

HRMS:PTO : Special Holiday Accruals

Hell Gurus,
We have a Accrual Special Holiday Setup which will give all the employees 32 hours at the anniversary date. If the Employee is a new hire it will be prorated.
This is working as expected. The Users have the ability to add the Special Holidays by adding a adhoc Special Holiday Element at the element entries.
This will enable the Employee to take the special holiday prior to actual accrual. This adhoc special holiday hours are added to the Accrual Plan.
If the user enters more element entries by using the element entry form, the employee is getting more special holidays that he is entitled.
I have added the Annual Rate,ceiling to the accrual Plan. In spite of that its allowing to accumulate more than what the employee is entitled.
I want know if anybody has this problem and the steps to correct it.
Thanks,
A

Hi,
I think the better design for this requirment would have been to handle it as part of the accrual formula rather than giving the option to user to add an element entry.
But in you case if the logis is already based on element entry then you can write a simple form personalization on element entry winow which checks if there is alreay an element entry existing in a particular calander year and throws an error. In this way you would be able to restrict the user from making multiple entries for that element.
Hope it helps.
Thanks,
Sanjay

I have been a Lightroom subscriber for years and feel I am being pushed to upgrade to CC without clear benefits. Is it posssible to keep using LR5 which I have already paid for

Can I remain a LR5 owner and go on using the older content

Thank you very much. Lots of cool features but as a older guy, wondering what I can use and need.

Benefits- FLEX

We have a Dependent Care Spending Account in our compnay. When I try to claim an amount the system throughs an error saying Entry not maintained in V_t5ub1. I went to the table I see my benefit paln.
Any idea what went wrong?

I am getting same error for Healthcare Spending Account too. Benefit paln not found in V_t5BU1. I have my benefit plan in this table and I have saved this plan for employee in IT170.
When I go to Easy Access and try claiming an amount on the Benefit paln I get this error.

UK flex Holidays/PTO paid benefits

Similar Messages

Maybe you are looking for