SFEC Time Off - Handle contract-end-date with FTE and entitlement basing on calendar year

[Woody_Nguyen1]

Dear All,

I have a requirement from client to handle contract employee. Normally they have 14 days per calendar year.

However if FTE < 1 and contract-end-date (CED) in mid-year, the entitlement must be prorated and only able to apply until this CED.

Assuming employee joins from 1st Apr 24 and CED is 31 Mar 25.

• (1) First, system should only generate 4 days and it valids until 31 Mar 25.
• (2) Second, HR extends CED to 31 Mar 26, then system should generate 11 days but ONLY valids from 1st Apr 25 to 31 Dec 25.
• The 4 days generated (1) should not extend, should still 4 days and valids until 31 Mar 25 only.

Similar if emp is on 2 year contract then extend.

I have proposed 2 solutions for them.

Solution 1 (simple one): first geneates 4 days, then when CED is extended, system will regenerate 14 days for WHOLE calendar year.

Solution 2 (complex one): follow exactly what they expect. 

- With solution 2, you know it is complex, because we need to adjust the bookable period as well as how to post entitlement correctly, calculate entitlent is complex too because need to take care FTE as well as CED, and in case emp resigns after CED is extended, etc. 

=> It is the reason why i quote this solution 2 quite high with many mandays required.

=> There are more scenarios will comes and issues will face when coming to implement and testing phase for sure.

They are asking to check with sap furum whether someone has covered quite similar requirement and how much efforts you have charged to customers or you may have a better solution, (but must exactly meet the requirement they expect, for my case, the Option 1, they dont want, they want Option 2 but asking why so much efforts required).

Please see the below screenshot to see the exactly requirements they mentioned.

Hope you guys have handled similar requirements and have a reasonable efforts charged to client. 

Thanks a lot for your help.

Best regards,

Woody Nguyen

[ANKUR2]

Hi,

We implemented a similar requirement for a Core Engineering consulting organization where there was a lot of hiring of Contractual employees, fixed term contractual employees and Consultants (also on contract)

The following breakdown was provided along with effort hours

Option - 1: 

1.Creation of a new time type - 8 hours

2.Create the necessary take rules like avoid backdated applications before a specific date and other validations - 12 hours

3.Create a field on job information and handle it's permissions- 2 hours

4.Create a new event reason under data change for job information and handle it's permissions - 4 hours

5.Create a business rule on job information that will auto populate the field created with the required accrual amount or zero - 25 hours

6.Create an off cycle event process or integration on Integration center that will upsert the record on employees job information with event date as contract end date and event as data change as created in point 4 at start of the calendar year - 20 hours

7. Creation of hire rule - 8 hours

8.Creation of accrual rule - 15 hours

9.Creation of PEP rule  - 10 hours

10.Internal testing, documentation and fixes - 40 hours

11.Migration and Sanity check  - 30 hours.

Total is coming out to be 174 effort hours (Approx, 22 working days)

Limitaton : The above mentioned solution will not fullfil the requirement of after CED is extended, there is another entitlement generated with value as 11 days and ONLY valid from 1st Apr - 31 Dec

Instead, after CED is extended, it will re-generate for WHOLE year as 14 days.

Option 2: This will work in a similar way like option 1, however to dynamically change the entitlement validity a CPI integration will be required along with the modifications and further complexity in the accrual rules.

This will easily add approximately 250 efforts for the interface creation, rules creation and testing with the interface for various scenarios.

Total effort hours : 424 (approx - 53 mandays)