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I am unable however to have the system calculate how much allowance is granted depending on the employment length:
- Annual prorated leave allowance is 20 working days (12mnths)
- If an employee is actively registered e.g. only 3 months, then I have the system show me the full 20 days eligibility (possible to apply and approve) from the get go and not the 3 months´ worth
Thank you for the assistance
If the accrual was once calculated, it would not be re-calculated until next accrual start date.
Please confirm if this is your scenario: the employee was awarded the accrual of 20 days, then a termination date after 3 months was added?
The Leave Plan setup would also help, so if you can provide a screenshot, it would bring useful information.
Thank you Ana for your assistance...
The Dovolená or vacation is created with validity of 01.01.2019 / Annual / Then added 3 people to the fund afterwards...
The annual leave details:
accural frequency: Annual
Accural period basis: Employee specific date
Employee specific date: Workers start date
Accural award date: Accural period end date
Accural policy on enrollment: prorated
Accural policy on unenrollment: prorated
The lspecific leave accural types details
Leave Type: Dovolená ČR (or vacation CZ)
Months of service: 0
Accural amount: 0
Minimum balance: 0
Maximum carry on-forward: 5
Grant amount: 20
The leave and absence types details + workflow (automatic)
Johny Walker (abstaining from drinking in the workplace) started to work 31.08.2020
His assigned leave plan - standard view
Plan: Dovolená (vacation)
Enrollment date: 31.08.2020
End date: Never
Accural period basis: Workers start date
Tier basis: Employment start date
Tier basis date: 31.08.2020
Accural start date: 31.08.2020
Accural date basis: 31.08.2020
Turn off accural: No
.First accural details: 31.08.2020
Accural period end: 31.08.2021
Award date: 31.08.2020
I can see that although the employment started 31.08.2020 (annual plan), the date seems to extend validity to 31.08.2021. The periods are set peoperly for 2019, 2020, 2021
I can see that the system gave Johny the full 20 days and full 5 sick days while I would like to see the system recognising employment start in September and now that we are in November, the elegibility is not for the full 20 days.
The subtraction is OK and works fine...
I understand the scenario now, thank you for sharing Johny Walker's details.Nice name coincidence, and I do appreciate the little joke between the lines :-)What happens in your case, is that the Grant is given to the employee entirely (20 days), as per the Leave Plan setup.
According to our Leave and absence concepts
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~Grant amountThe grant amount is the initial number of hours or days that employees are granted when they first enroll in the leave plan.The amount doesn't accrue for each accrual period.~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
This is an extract from -->
I fear you must try a new setup, otherwise, the next year, when accrual should happen again, at the end of August, there would be no Leave days accrued to the employees - cause there is no accrual in the setup, it's zero. You only have the grant set, but that is given only once.
Can you also please click on the 15 here and let us know the balance?
I expect to see there a row with a Grant of 20, and possibly 5 days requests?
Please confirm. Regards,
Thank you Ann,...
I regards to the 15days, yes... A grant of 20 days was given and 5 days taken off (leave)
So If I understand correctly... The grant is a SET amount given, however for the system to calculate and accrue, then I deal with accrue amount field...
I will redo the settings and see how it goes..
Much obliged Ann...
Now I made the distinction between the grants (lump sum) and the accrual that is added depending on the chosen frequency (monthly,annual, etc.) Thanks for the clarification.
Thanks again and appreciate the earlier replies...
In a previous note, you showed me this setup
Which means that the 20 days will be awarded at the END of the accrual period. Based on the excel where you see the accrual for each month, I'd suggest you test a Leave Plan to accrue 1.5 days leave Monthly.Otherwise, if it's annual, then all 20 days will be awarded either on the first day of the Leave Plan, either at the end - depending on what you set. But with monthly frequency, you will no longer see the 20 days. Accruals are set Annually, or Monthly. You cannot see a "mixed result" here.
Depends now also on how you "allow" the employee to take leave. If for example, employee is hired 01.Jan, and he/ she is not allowed to take more than 1.5 days each month, then you surely have to set a monthly accrual. Instead, if the same employee would not have such restriction, then in February he/she can take 15 days. In that case, the accrual should be 20 days annual, given from the very beginning.
The combination of setup depends a lot o the business requirements (when employees are entitled to receive the accrual, frequency, carry forward rules, etc)
However, reminding once more, you cannot mix them, and see a monthly accrual of 1.5 days, AND an accrual of 20, annually. It's one, or the other.
Hope I clarified this now. Let me know in case of more questions.
That helps a lot... I am looking on various solutions and in general we grant the minimum allowed paid leave of 20 days per year to any employee, however you build your fund month on month, thus if working 3 months then the allowance would only show 5 days... and the numbers grow month on month by the avg. 1,5 days
Appreciate the help
Have a great (almost weekend) ahead
In that case, the monthly accrual would be a good choice.
Kindly suggesting that you run more tests before making a final decision, cause once created, a Leave Plan setup can no longer be changed, if Requests are already made.
Happy to help ;)
Thank you, and wishing you too a lovely weekend as well !
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