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How to Config Earned Leave Without Time Eval For Probation Staff

Dear Experts,

Our client use standard programme RPTQTA00 to generate leave quota. We are not using time eval. The issue is they want to remove the current config which is earned leave. User will get full leave starting the date they confirmation. For staff in probation period, they will still get the earned leave.

How to config for this without time eval.For example entitlement leave for staff for the whole year is 15 days

01/01/2014 -31/03/2014 Staff get 5 days of anual leave(earned leave) because of probation period/

After confirmation date, system will re-calculate back the total annual leave quota .

Thanks in advance.

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    author's profile photo Former Member
    Former Member
    Posted on Jan 03, 2014 at 05:17 AM

    Hi Ahmed,

    As per my understanding i assume that the scenario is like the Earned leave quota has two different quota values before the confirmation and after confirmation,

    Before confirmation 5 days and after that 15 days. Regarding the recalculation of total leave quota from start can be handled through the deduction period let the end date of deduction for Earned leave be 31.12.9999 so that it would cumulate and show the remaining quota this you can do it in table V_T559D.

    Since you are using the same quota it is quite difficult here when you are maintaining the base entitlement in table V_T559E here you can mention the constant value as only one value either 5 or 15. So create two rules here one with 5 and the applicability as calendar year and then the next rule be 15 where the applicability will be from date of confirmation and also differentiation between two rules can be based upon the seniority also.

    But the applicability of these two rules must be controlled while generation of quota through transaction Pt_QTA00 so i suggest you to use the Enhancement - HRPTIM03 where you can control the applicability of quota .The above method is quite complex.

    Also the other simple way to move ahead is that you can create separate employee group for probation staff and regular staff and so that you can separate quota types and rules which is quite simple.

    Hope this solves the issue.


    Mithun k

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    • Former Member Former Member

      Hi Ahmad ,

      Then i think can be handled easily through the base entitlements configuration in the table V_T559E and maintain the constant value as 15 for the calendar year. Then maintain the settings in the table table V_T559D as shown below,

      Then maintain the settings in T559M where select the option as Proportionate reduction for the reduction rule and assign this rule to the generation rule of Earned leave quota.

      Then while generation of the quota through the T.code make use of the exit Enhancement - HRPTIM03 (Functional module - EXIT_SAPLHRLV_001) where you check whether the employee has been confirmed or not.

      Hope this solves the issue.


      Mithun K

      probation.jpg (77.6 kB)

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