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Guidelines to setup Mandatory Sick time / Paid Leave in Microsoft Dynamics GP

Terry R Heley Profile Picture Terry R Heley Microsoft Employee
Hello my Dynamics GP HRP lovers!
 
Over the last couple of years, many states require companies to adopt Mandatory Sick time or Paid Leave for their employees.
 
Paid sick leave is a crucial benefit for companies to adopt for employee well-being, employee engagement, legal compliance and attracting talent to your company.
 
As you review the policy in place you need to implement, for the Salary employees, usually it can be a fixed amount accrual, for your hourly employees more often than not the company will need to set up as an hour worked accrual.  The best way to set this up in Dynamics GP will be in Human Resources Attendance as it will give you the most flexibility for what you need to accommodate the leave accruals.
 
Use the below as a GUIDE to get started/ example.  Accruals, schedules and timecodes can be named specifically to what you are setting up and makes sense to you.
 
The Hours worked calculation, using the amounts entered in the Accrual Setup is as follows:
Hours worked * Accrual hours per year \ 2080 = accrue amount
  1. Set up an Accrual schedule to calculate 1 hour of sick time per 30 hours worked. To achieve this, I used the following calculation. (2080 hours per year / 30 hours worked = 69.33 hours accrued per year).
    However, since it looks like the maximum that you can hold/carry over per year is 64 hours I put that as the maximum.
    Attendance balances do not clear out at the end of the year.  Adjustments would need to be made to zero out any balance at end of year.
    1. (HR & Payroll >> Setup >> Human Resources >> Attendance >> Accruals)
    2. Entered 69.34 as the Maximum Hours per Year (rounded up because if you don’t you will get 0.99 accrued instead of 1.00 for 30 hours of work).
    3. 64 hours is my maximum available on the employee card at any time. (assuming no carry over in this example)
    4. 2080 hours worked per year. This is just your normal hours worked per year for the calculation. You could play with this number if you want instead of rounding the 69.33 to be 69.34 but that is up to you again.
    5. I assigned this to my HOURLY Timecode, which is linked to my HOUR Pay code, so GP knows which hours to track for accrual in the Based-on Timecodes section.
      If you want your accrual to be based on other time codes, mark them as well, such as OT, PTO, Vacation, Holiday etc.
                                                
  1. Then I created a basic Accrual Schedule.
    1. (HR & Payroll >> Setup >> Human Resources >> Attendance >> Accrual Schedule)
    2. Put your accrual setup from step 1 in here.
      I would recommend putting your end date way in the future, such as 2099 so the accrual does not stop.
           
 
  1. I created the following Sick Timecode and linked it to my sick pay code, and assigned it to my Accrual Schedule.
    1. (HR & Payroll >> Setup >> Human Resources >> Attendance >> Time Code)

 
  1. I then assigned the codes to my employee, so their Attendance Maintenance looks like this.
    1. (HR & Payroll >> Cards >> Human Resources >> Employee - Attendance >> Maintenance)
    2. I also did a pay run for 30 hours and you can see that it accrued my 1 hour which is available.
 
                            
 
Last, don't forget about the checks, if you are "new" to setting up Human Resource Attendance, you may need to drag out the HR arrays on the check, by default, the checks templates have the Payroll fields on them and your available balance will not print from Human Resources.
 
 
Enjoy!
Thanks
Terry Heley
Microsoft
 
 

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