So, there should be some provision to define the exception rule where HR should be able to define certain Leave type where the Working time Calendar and Holiday calendar can be excluded as a rule.
For example, the working calendar consists of working days as Monday to Friday.
Say, 25 May is Memorable day.
You are applying for Maternity leave for 180 days (as per entitlement) starting from 1 January.
System will consider the end of leave as 9th September as it excludes Saturdays, Sundays, and Memorable day.
So it's practically 8 months 9 days (i.e. 253 days) whereas entitlement is 180 days.
But, it had to be 28th June which is 180th day of entitlement.
Comments
I have seen this requirement for the Philipines. There is a need for some leave types to use calendar days and some to use work days. One suggesttion would be to have one new parameters on a leave type, to ignore Holidays and Closures when deducting time from balances.
Category: Leave and Absence
This also crucial to the standard requirement in AU. Other than paid parental Leave, They also have Annual Leave, Personal Leave etc.
Category: Leave and Absence
Please consider holidays or weekly off-days as non-working days.
So, Maternity kind of leave should consider non-working days and this is a very fundamental requirement.
Category: Leave and Absence
Administrator on 2/7/2023 9:35:59 PM
Thank you for your suggestion. This request is planned for 2022 Release Wave 2. For more information, visit the Flexible management of employee leave. This posting is provided “as is” with no warranties, and confers no rights.