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Dear All,
Time has passed fast again, and here we are, at the end of the year with another release full of great new SAP Best Practices packages and enhancements
I am excited to share the new features that we are delivering as part of Best Practices package via the upgrade center. We have some new features (new country localizations) along with enhancements for existing countries
We now provide localized configuration for the Netherlands (NL) Time Off. By applying the country-specific configuration block, you will get sample configuration for various leave types like Vacations, Sickness, Special leave, Short term, and long-term care leave, etc.
Moreover, we also deliver both statutory and non-statutory vacation accounts for NL. The statutory leaves are based on the number of weekly working hours multiplied by 4. For example: If an employee works full time (40 hours per week), he/she would be entitled to 160 hours of statutory leave in a calendar year. Further, if the employee changes the working time to say 20 hours, the existing accruals are averaged out / recalculated based on the time of change.
Last but not the least, the non-statutory vacation accruals are based on seniority lookup tables.
This is the second localization which is being delivered as part of Best Practices in Time Off. We have just delivered a starter pack for Denmark to accelerate your implementation
As of 1 September 2020, the holiday scheme in Denmark will now conform to the concept of concurrent holidays. Employees in Denmark will accumulate 2.08 days of paid vacation each month (a total of five weeks each year) which, authorized by the new amendment, can be used immediately.
Employees will accumulate vacation days over 12 months (1 September – 31 August) and have 16 months (1 September – 31 December) to use at least four weeks of them. During the overlapping period (1Sep -1st Dec) where two accounts are valid, the oldest account can go negative to a certain extent (Say -12) in order to facilitate availing advances by employees. Any Negative balance would be moved to the new account as of Jan 1st (After the booking period ends for the old account). This would offset any positive balance in the new account with the Loan/Advance leave availed from the old account. This would be handled by Period End Processing Rule
Now coming to the third localization. It is like other countries that we have delivered. In a nutshell, we deliver sample time profile containing Vacation, Sickness, Sickness without Pay, Military leave and Maternity, etc
In Thailand, the vacation is based on the seniority look up table. Further, the accruals are prorated in the hire year based on the date of joining. Some special leave types like Military leave of 60 days are also considered in the sample as it is a normal practice in Thailand for employees to be sent on military duty.
Vacation accrual recalculation based on Parental and Sabbatical unpaid leave –
Applicable for Germany. The accruals should be recalculated or reduced by the number of months he is eligible. Only full LOA months should be taken into consideration when recalculating accruals.
Let’s take an example. Say a Regular Accrual = 25 days (full-time employee). Then let’s say the employee takes parental leave or LOA from the 15th of October until the 31st of December. But October needs to be fully considered (only full months with LOA count)
That means I should have 304 days from Jan 1st until the 31st of October.
(304 / 365) * 25 = 20,82 rounded = 21
Time Account Payout along with ESS for Australia –
Many customers especially in Australia have the requirement that employees are allowed to request for payout for vacation accounts. This will give your employees much more flexibility and ease your time administrators from lots of administrative and repetitive tasks and facilitate this whole business process in your company.
Alerts for Leave of Absence -
Alerts are sent out to managers 10 days before the employee returns from a Leave of absence. This helps managers to plan for their work or action items. This is a generic feature applicable to all Time Off best practice localizations.
For Germany as part of a country-specific feature, we deliver standard clock time-based recording along with dynamic breaks for flex time employees. Flextime along with dynamic breaks allows your employees to come/leave work in a more flexible manner rather than a fixed working model with fixed scheduled breaks. The tracking of the hours worked can be done against a working time account (to ensure an employee meets his/her contractual hours or regulations).
This feature comes with:
In some countries, it is a common business process to use recorded attendance time in order to use them for daily, weekly, or monthly time account vacation accruals. This means the time account accrual engine shall be fed by timesheet data. For example, in Australia for each worked day in a month, employees get an accrual of 0.416438356 hours annual leave.
Further, the recorded times are moved as daily accruals using the integration center job which can be scheduled as per customer requirements.
Looking at next year you can look forward to some more great enhancements.
Stay Safe and Healthy
Neelesh
Senior product specialist
SAP Best practices for Sucessfactors
Time has passed fast again, and here we are, at the end of the year with another release full of great new SAP Best Practices packages and enhancements
I am excited to share the new features that we are delivering as part of Best Practices package via the upgrade center. We have some new features (new country localizations) along with enhancements for existing countries
Highlights for Time Off
Netherlands Localization
We now provide localized configuration for the Netherlands (NL) Time Off. By applying the country-specific configuration block, you will get sample configuration for various leave types like Vacations, Sickness, Special leave, Short term, and long-term care leave, etc.
Moreover, we also deliver both statutory and non-statutory vacation accounts for NL. The statutory leaves are based on the number of weekly working hours multiplied by 4. For example: If an employee works full time (40 hours per week), he/she would be entitled to 160 hours of statutory leave in a calendar year. Further, if the employee changes the working time to say 20 hours, the existing accruals are averaged out / recalculated based on the time of change.
Last but not the least, the non-statutory vacation accruals are based on seniority lookup tables.
Denmark Localization
This is the second localization which is being delivered as part of Best Practices in Time Off. We have just delivered a starter pack for Denmark to accelerate your implementation
As of 1 September 2020, the holiday scheme in Denmark will now conform to the concept of concurrent holidays. Employees in Denmark will accumulate 2.08 days of paid vacation each month (a total of five weeks each year) which, authorized by the new amendment, can be used immediately.
Employees will accumulate vacation days over 12 months (1 September – 31 August) and have 16 months (1 September – 31 December) to use at least four weeks of them. During the overlapping period (1Sep -1st Dec) where two accounts are valid, the oldest account can go negative to a certain extent (Say -12) in order to facilitate availing advances by employees. Any Negative balance would be moved to the new account as of Jan 1st (After the booking period ends for the old account). This would offset any positive balance in the new account with the Loan/Advance leave availed from the old account. This would be handled by Period End Processing Rule
Thailand Localization
Now coming to the third localization. It is like other countries that we have delivered. In a nutshell, we deliver sample time profile containing Vacation, Sickness, Sickness without Pay, Military leave and Maternity, etc
In Thailand, the vacation is based on the seniority look up table. Further, the accruals are prorated in the hire year based on the date of joining. Some special leave types like Military leave of 60 days are also considered in the sample as it is a normal practice in Thailand for employees to be sent on military duty.
Other Enhancements
Vacation accrual recalculation based on Parental and Sabbatical unpaid leave –
Applicable for Germany. The accruals should be recalculated or reduced by the number of months he is eligible. Only full LOA months should be taken into consideration when recalculating accruals.
Let’s take an example. Say a Regular Accrual = 25 days (full-time employee). Then let’s say the employee takes parental leave or LOA from the 15th of October until the 31st of December. But October needs to be fully considered (only full months with LOA count)
That means I should have 304 days from Jan 1st until the 31st of October.
(304 / 365) * 25 = 20,82 rounded = 21
Time Account Payout along with ESS for Australia –
Many customers especially in Australia have the requirement that employees are allowed to request for payout for vacation accounts. This will give your employees much more flexibility and ease your time administrators from lots of administrative and repetitive tasks and facilitate this whole business process in your company.
Alerts for Leave of Absence -
Alerts are sent out to managers 10 days before the employee returns from a Leave of absence. This helps managers to plan for their work or action items. This is a generic feature applicable to all Time Off best practice localizations.
Highlights for Time Sheet
Flex Time Based Recording for Germany
For Germany as part of a country-specific feature, we deliver standard clock time-based recording along with dynamic breaks for flex time employees. Flextime along with dynamic breaks allows your employees to come/leave work in a more flexible manner rather than a fixed working model with fixed scheduled breaks. The tracking of the hours worked can be done against a working time account (to ensure an employee meets his/her contractual hours or regulations).
This feature comes with:
- Flextime bandwidth definition in work schedule for Germany which starts from 06:00 AM to 19:00 PM
- Dynamic Breaks which generates automatic breaks after 6 hours / 9 hours of worked time.
- Times outside flex bandwidth or range are cut out and are categorized as unpaid times.
- Alerts are sent to time administrators that times outside a bandwidth exists So that they can confirm the times performed outside a bandwidth as normal hours worked or as overtime/ fed to working time accounts. This is called “Allowed Flex Violation”.
- Automated periodical processing of Flextime / working time accounts to cut off or cap for example a balance of more than 40 hours before the new month start. This is to meet contractual regulations or laws.
Daily Accruals based on recorded times for Australia
In some countries, it is a common business process to use recorded attendance time in order to use them for daily, weekly, or monthly time account vacation accruals. This means the time account accrual engine shall be fed by timesheet data. For example, in Australia for each worked day in a month, employees get an accrual of 0.416438356 hours annual leave.
Further, the recorded times are moved as daily accruals using the integration center job which can be scheduled as per customer requirements.
Looking at next year you can look forward to some more great enhancements.
Stay Safe and Healthy
Neelesh
Senior product specialist
SAP Best practices for Sucessfactors
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