D365HR determination of benefits and its assignment to a position (1 worker with multiple positions)

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Posted on by F.Mogheth

We work with a scenario that many of you have not and will no face, however, due to local legislation a person can have more than one employment contract with the same entity (full time, part-time etc..) on various positions.

Now...

If I have 1 worker with more than one positions in the system under their profile & my question is connected to benefits and this statement below in red.

´Benefits: While determining if an employee is eligible for benefits, D365HR looks at the primary position. If one is not set as primary, then it is the position that they have been in the longest.´

My point is whether the filter would really apply to the position with the longest duration if none is specified as the default.
I am not certain as there could be situations, where a person can work for a year as a cleaner (for example, a part-time job), but has a valid position for only several months as an employee (main employment), then I would assume then, of course, the benefits could not work.

Is it possible that D365HR filters or looks at all positions and you can select benefits according to all positions individually?

Thank you

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C. Shenk Microsoft Employee on at

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Hello F.Mogheth,

Thank you for the question - from what I have seen, the system needs to identify one position in order to properly determine eligibility, as in my experiences the eligibility processing works by the valid to/valid from dates of employment within the entity.

In other words, if we have a benefit setup starting on Jan 1, 2021 regarding eligibility, then regarding employee it is going to look for an employment record at that date and time, and which positions are valid at that point in time (and if more than one, which is primary). In the example above where one person only has a full time position for the period of three months, typically there would be a policy rule in place requiring full time employment for over 90 days, etc. that may catch that situation.

I guess the next question would be whether these employment contracts would be within the same legal entity, different legal entities, and a specific example we would need to look at in regards to position to see the behavior - do you have one where you are seeing something unexpected?

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F.Mogheth 95 on at

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Thank you Shenk and yes, we are facing a rather peculiar situation locally as legislation allows multiple valid contracts for the same worker at the same time for the same legal entity. Besides benefits, we are trying to reconstruct the process in order to ensure D365HR is able to capture all the info + offer a simple as possible one-stop access to handling everything that ought to be connected (compensation, benefits and time off/leave. The hierarchy etc. is a bit of a headache but this scenario is the one we are dealing with at the moment.

What I am trying to test is how the system would behave in case it seems 2 valid contracts (none set as primary) under the same legal entity for the same person = Which contract or position will it apply the benefits to (or let's say, where will the benefits be visible in their self-service) as benefits are not assigned to a position but to a worker...

It is assumed that in cases, where it is not clear which position is primary, the system will capture the ValidFrom - ValidTo dates and apply the benefits to the one with the first position it can see regardless of the duration (i.e. even if the second position is longer in duration)

Worker

position 1 - not classified as primary - fulltime - valid from 01JAN21 - 31DEC22

Position 2 - not classified as primary - fulltime - valid from 15Jan21 - 31DEC22

I need to test this as I was told by an MS person, that the system will capture the position that has a longer duration and not the first date that the system can capture when assigning the benefits.

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C. Shenk Microsoft Employee on at

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Hello F.Mogheth,

Just wanted to follow up to ask how the testing went - did you find that it did choose the longer duration regardless of initial ValidFrom? If they are both technically active contracts at the point in time when the benefit would be considered active as well, then it would make sense that duration would be the mitigating factor, although ValidFrom / ValidTo dates in relation to employment can be tricky. I often direct customers to verify through the Employment History > Date Manager through their testing, as sometimes there will be the lone record sitting there that can cause varying results as well.

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