Absence Evaluation Config

Version: 1.
A0
Date: 46B onwards
Release: 46B onwards
Author: Gordon Rennie
Absence Evaluation
Configuration
OxP Configuration Explained
History
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf
Version
Status
(starting with 1.0)
(Draft/Review
Released)
[1.0]
[Draft]
Date
copy/
Version: 46B onwards

Date: 46B onwards
Storage location:
/var/www/apps/conversion/tmp/scratch_4/259882582.doc
(DD.MM.YY)
[08.09.03]
Page 1 of 60
Specification - Absence Evaluation Configuration Confidential
Contents
1
Organisation..................................................................................6
1.1
1.2
1.3
Project Team/Development Team............................................................6

Project Plan.............................................................................................6
Development Requests...........................................................................6
Absence Evaluation Terminology................................................7
2.1
2.2
2.3
2.4
Absence Evaluation................................................................................7
Absence Evaluation Schemes.................................................................7
The Reference Period.............................................................................8
The Payroll Structure COVER.................................................................8
Absence Evaluation Configuration (The Basics).......................9
3.1
3.2
3.3
Legislative Rules.....................................................................................9
Employers Rules....................................................................................9
SAP Rules...............................................................................................9
Absence Evaluation Configuration (The Detail).......................10
4.1
4.1.1
4.1.2
4.1.3
4.1.4
4.2
4.2.1
4.2.2
4.2.3
4.3
4.3.1
4.3.2
4.4
4.4.1
Scheme Definition.................................................................................11
Planning the number of schemes that you will need..............................11
When an employees scheme is derived...............................................11
Moving Between Schemes....................................................................11
Defining your schemes..........................................................................12
Scheme Attachment..............................................................................15
Feature COVER....................................................................................15
Customer Exit (EXIT_SAPLHRGPBS_OSP_OMP_CVR)....................15
Absence Scheme Override Infotype (IT0572)......................................15
Scheme Rules based on Age & Seniority..............................................16
Age Calculation.....................................................................................16
Seniority Calculation..............................................................................16
Defining your Scheme Rules.................................................................18
Scheme Rules.......................................................................................18
4.4.1.1 Minimise the number of schemes..........................................................18

4.4.1.2 No Gaps and No Overlaps....................................................................19
4.4.1.3 Exclusive Range Ends..........................................................................19
4.4.1.4 Period of Validity....................................................................................19
4.4.2
Entitlement Bands.................................................................................20
4.4.2.1 Entitlement Amount...............................................................................20
4.4.2.1.1 Entitlement Time Units......................................................................20
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 2 of 60
4.4.2.2 Absence Grouping................................................................................22

4.4.2.2.1 What does Exact Absence Grouping Only mean............................23
4.4.2.2.2 How is an Absence Grouping attached to absence subtype..............23
4.4.2.3 Payment Band.......................................................................................23
4.4.2.3.1 Ordering Payment Bands..................................................................24
4.4.2.4 Reference Period..................................................................................24
4.4.2.5 Non-Qualifying Days.............................................................................24
4.4.2.6 Warning Period......................................................................................25
4.5
Checking your Scheme Rules...............................................................26
Absence Evaluation Configuration (Part Days).......................27
5.1
5.1.1
5.2
5.2.1
5.2.2
5.3
5.3.1
5.3.2
5.3.3
Activating Scheme Part Day processing................................................27

Customer Exit (EXIT_SAPLHRGPBS_OSP_OMP_MIN)......................27
Activating Absence Subtype Part Day processing.................................27
GPNAB.................................................................................................27
XNAB....................................................................................................28
Part Day Payroll Processing..................................................................28
XNAB....................................................................................................28
GPNAB.................................................................................................28
Complete & Part Day Payment Bands..................................................28
Absence Evaluation Configuration (Activation)......................30
6.1.1
6.1.2
6.1.3
6.2
6.2.1
6.2.2
6.2.3
6.2.4
6.2.5
Absence Evaluation via XNAB..............................................................30

Absence Evaluation via GPNAB............................................................30
Why should I use GPNAB, when XNAB is available?............................31
Absence Evaluation simulation..............................................................31
Absence Evaluation during payroll........................................................31
Absence Evaluation during reporting.....................................................31
Absence Evaluation during Master Data...............................................31
MP200000 Screen 2008........................................................................32
Testing your implementation..................................................................32
Absence Evaluation Configuration (Payment).........................33
7.1
7.2
7.3
Updating Counting Classes...................................................................33

Creating Wage Types............................................................................33
Part Period Factoring............................................................................33
Absence Evaluation Configuration (Complexities).................34
8.1
8.2
8.2.1
8.2.2
Linking Absences..................................................................................34
Reference Periods................................................................................35
Normal Definitions.................................................................................35
From Where Rules................................................................................36
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 3 of 60
8.2.2.1 Actual Absence.....................................................................................36

8.2.2.2 Employee Anniversary...........................................................................37
8.2.2.3 Calendar Anniversary............................................................................37
8.2.2.4 Absence Recording...............................................................................38
8.2.2.5
8.2.3
8.3
8.4
8.4.1
8.4.2
8.5
8.5.1
8.5.2
8.5.3
Customer Specific.................................................................................38
How Far Back/Forward Rules................................................................38
Waiting Days.........................................................................................39
Non-Qualifying Rules............................................................................40
By Default.............................................................................................40
Employee Based...................................................................................40
Entitlement Limits..................................................................................42
Using the Entitlement Limit Fields.........................................................42
Defining an Entitlement Limit.................................................................43
Overriding an Entitlement Limit.............................................................43
Appendix 1...................................................................................44
9.1
9.2
9.2.1
9.2.2
9.3
9.4
9.5
9.6
9.7
Non-payment Days...............................................................................44
Public Holidays......................................................................................44
Public Holidays that reduce entitlement.................................................44
Public Holidays that do not reduce entitlement......................................44
OxP processed and held in hours.........................................................45
Customer Specific Time Units...............................................................45
Customer Specific Rollback Methods....................................................45
Customer Specific Linking.....................................................................45
Customer Specific Entitlements.............................................................45
10
Appendix 2...................................................................................47
10.1
OxP Messages......................................................................................47
11
Appendix 3...................................................................................48
11.1
11.1.1
11.1.2
11.1.3
11.1.4
11.1.5
11.1.6
11.1.7
11.1.8
11.1.9
11.2
Dependencies between OxP delivered table entries.............................48

Payment Bands.....................................................................................48
Time Units.............................................................................................48
Absence Groupings...............................................................................48
Non-qualifying Rules.............................................................................48
Schemes...............................................................................................49
Scheme Rules.......................................................................................49
Non-Payment Rules..............................................................................49
Entitlement Limit Rules..........................................................................49
Dependencies between OxP delivered table entries.............................49
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 4 of 60
11.2.1
11.2.2
11.2.3
11.2.4
11.2.5
11.2.6
11.2.7
Payment Bands.....................................................................................49
Time Units.............................................................................................52
Absence Groupings...............................................................................54
Non-qualifying Rules.............................................................................55
Schemes...............................................................................................55
Scheme Rules.......................................................................................56
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 5 of 60
Organisation
1.1
Project Team/Development Team
Name
Company
Project Role(s) / Comments
Gordon Rennie
SAP AG
[Author]
Maureen Gregory
SAP UK
[Product Manager]
Gordon Rennie
SAP AG
[Software Developer]
1.2
Project Plan
OxP solution has been delivered in 46B onwards
1.3
Development Requests
There have been no particular Development Requests regarding Absence Payment

documentation or guidance for customising Absence Payments. However, there are an
increasingly substantial number of OSS messages as more customers try to use the new
functionality that made the creation of this document desirable.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 6 of 60
Absence Evaluation Terminology
2.1
Absence Evaluation
Absence Evaluation is SAP terminology for a customer that is operating an Occupational

Sickness/Maternity/Adoption/Paternity Scheme (collectively known as OxP) to control the
payment of their employees while they are absent from work due to Sickness, Maternity,
Adoption or Paternity.
2.2
Absence Evaluation Schemes
Absence Evaluation Scheme is SAP terminology for a customers rule set that governs how
an Occupational Sickness/Maternity/Adoption/Paternity Scheme is operated.
In most cases, customers will have similar rules determining how these schemes operate.
Example A
Sickness Absence Rule
An employee is entitled to three months full sick pay and three months half sick pay in any one
year.
This normally implies that, if an employee is sick the previous 12 months are checked to see
whether the employee has already had three months at full and three months at half. If they
have, then the employee has exhausted the entitlements to Sick Pay and will move to Nil Pay. If
the employee has had no sickness is the last 12 months, then the employee will receive the
FULL entitlement.
Example B
Maternity Absence Rule
An employee is entitled to two months full maternity pay and then three months half maternity
pay for any period of maternity leave related to the same pregnancy.
This normally implies that, if an employee takes maternity leave, then only the period related to
their current pregnancy is checked to see whether the employee has already had two months at
full and three months at half. If they have, then the employee has exhausted the entitlements to
Maternity Pay and will move to Nil Pay. If the employee has had no maternity leave related to
their current pregnancy, then the employee will receive the FULL entitlement.
Example C
Adoption Absence Rule
An employee is entitled to three months full adoption pay and then three months half adoption
pay for any period of adoption leave related to the same matching certificate.
This normally implies that, if an employee takes adoption leave, then only the period related to
their current adoption is checked to see whether the employee has already had three months at
full and three months at half. If they have, then the employee has exhausted the entitlements to
Adoption Pay and will move to Nil Pay. If the employee has had no adoption leave related to
their current adoption, then the employee will receive the FULL entitlement.
Example D
Paternity Absence Rule
An employee is entitled to one weeks full paternity pay for any period of paternity leave related
to the same pregnancy.
This normally implies that, if an employee take paternity leave, then only the period related to
their current pregnancy is checked to see whether the employee has already had one weeks full
pay. If they have, then the employee has exhausted the entitlements to Paternity Pay and will
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 7 of 60
move to Nil Pay. If the employee has had no paternity leave related to the current pregnancy,
then the employee will receive the FULL entitlement.
2.3
The Reference Period
All the examples above relate to checking a period of history for used entitlements to some
degree. This Reference Period can be absence specific or employee-group-specific, but will
very strongly dictate the nature of a customers approach to Absence Evaluation configuration.
2.4
The Payroll Structure COVER
The data that is checked during the Reference Period is located on the Payroll Structure
COVER, which is part of the Payroll Cluster PCL2, which itself is based on, and stored in,
annual calendars.
Therefore, customers must fill the Payroll Structure COVER with the correct information in the
correct manner in the Reference Period. This would be a complex and difficult task, unless
SAP provided some sort of tool and methodology to fill the Payroll Structure COVER in the
Reference Period. This is covered in the Absence Evaluation DTO document.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 8 of 60
Absence Evaluation Configuration (The Basics)
3.1
Legislative Rules
There are no legislative rules that govern OxP.

OxP is a collection of business rules that govern the additional amount that the employee will
receive in excess of SxP.
SxP is mandatory, customers cannot choose to pay less than this. It is rare that customers can
categorically say that their OxP solution pays in excess of SxP in all possible scenarios. The
complex rules of SSP linking mean that OSP rules cannot easily immitate SSP and so it is
sensible for all customers to operate both solutions at the same time even though SSP is not
recoverable for most of SAP customer-base, as the Percentage Threshold Scheme is only for
small employers.
3.2
Employers Rules
An employers rules that govern OxP can be very complex. The one year in four rule is a good
example of complex rules for OSP (Note 451821).
183 Full Pay in a year - as long as they have not had 365 days Full or Half pay in the last 4
years.
182 Half Pay in a year - as long as they have not had 365 days Full or Half pay in the last 4
years.
This means that the solution has not just one set of entitlements to check, but in fact two.
Currently, the OxP solution can support up to two sets of complex entitlement limits for every
Payment Band.
For this reason, the OxP customising solution can be quite involved. To make this process
simpler the IMG is ordered in a Top-Down approach.
a) Most customers will only need to customise the very highest level (Scheme & Scheme
Rules).
b) Some customers will need to go to the next level of complexity (Reference Periods &
Payment Bands).
c) Very few customers should need to should need to start from the very base of the
solution (Time Units & Part Days)
3.3
SAP Rules
SAP will always calculate the SxP payments due to an employee by operating the SxP
legislation via the payroll function GBSXP. Even if customers were to opt for SSP Easement
then the system will still calculated SSP, so that if the employer were under audit by the Inland
Revenue, at any time in the future, then the SSP payment information would be readily
available.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 9 of 60
Absence Evaluation Configuration (The Detail)
The only complex part of OxP configuration is finding out the business rules so that they can be
applied. If you dont have the business rules then you cannot apply them in the OxP
configuration.
The business rules breakdown as follows;
1) Employee Group Specific
i. Employee Groups (Company Code, Location)
ii. Pay Frequency (Calendar days, Working Days, Working Hours)
iii. Contract Type (Permanent, Fixed Term Contracts, Casuals)
2) Employee Specific
i. Age
ii. Seniority
3) Absence Specific
i. Sickness
1. Monthly, Weekly, Daily or Hourly entitlements
2. Part Day absences are allowed
ii. Maternity
1. Weekly Entitlements
2. Part Day absences not allowed
iii. Paternity
iv. Adoption
It is important to realise that your business rules will normally breakdown into these three levels,
but it does not mean that your schemes should be broken down to this level. For instance,
scheme rules will tend to vary as above, but there is no reason to create 4 different schemes for
the four absences that you wish to cater for one specific employee group. Normally, one
scheme per employee group will suffice.
The rules that are age or seniority specific are always catered for within a scheme there is no
need an no sense in differentiating at scheme level when this is possible within a scheme.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 10 of 60
4.1
Scheme Definition
4.1.1
Planning the number of schemes that you will need
It is important that you flesh out your scheme rules so that you can get a feel for how many
employee groupings that you have and how the different types of employees in those employee
groupings will be handled.
For example, you may have two areas of your business that were historically distinct and so
have radically different rules (they may even have different company codes). This will
immediately mean that you will need two separate schemes.
Inside those two schemes you may have many different types of employees, Monthly, Weekly
and Hourly paid staff (i.e. Permanent, Fixed Term, Casual). This will normally mean that you will
need a total of six separate schemes.
Then on a technical level it may be necessary to split those six schemes even further if there is
the need to attach different settings within those schemes (i.e. within one group of employees
there maybe two distinct groups of employees; one that should have pro-ration for part timers
and one that shouldnt).
4.1.2
When an employees scheme is derived
An employees scheme is derived on the start date on the absence record that is being
processed.
This is not from the IT2001 record, but from the payroll table AB that is subject to WPBP splits.
If there is a change in an employees scheme (from scheme A to scheme B), due to an
organization change, then this change will take effect part way through an absence as the
WPBP split will cause and AB split. But if there is no split in IT2001 and WPBP then the
employees scheme will remain constant for the duration of the payroll period that is being
processed. The only way to make sure that this does not happen is to use the Absence Scheme
Override infotype (0572) to ensure that the employee gets the old scheme for the duration of
their absence.
4.1.3
Moving Between Schemes
If an employee has to move from one scheme to another scheme, then whether or not the
system will be able to handle the move automatically, depends on how similar the two schemes
are.
a) If the new scheme gives the employee new entitlements to a new absence type then
this will be handled correctly.
b) If the new scheme gives more entitlements for a specific payment band that was used
in the old scheme for a specific absence type and the employee has not already moved
to a lower payment band, then this will be handled correctly.
c) For all other cases, it is unlikely that the solution will automatically handle the migration.
The reason for this is that the reference period that is checked for used entitlement was
generated under an incompatible rule set. The new rule set will not take this into account and
the reference period cannot be re-generated using the new rule set because that would mean
that the employee would be paid differently during retroactive payroll.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 11 of 60
There is no simple solution to this problem.

The only way to ensure that migration between schemes is handled correctly is to use the
Absence Scheme Override infotype (0572), so that the employee gets the correct new
entitlements for the duration of their absence. This will have to continue until enough history
have been used on the new entitlements to complete a whole reference period.
4.1.4
Defining your schemes
Define you scheme identifiers and your scheme names (up to 30 characters). The scheme
name is very important as it will be the main way that users will identify the scheme in IT2001
and IT0572.
As explained above, the schemes should be identifiable with a specific employee grouping.
Absence specific schemes should not be necessary.
Scheme Definition (T556E) is an international table.
Scheme Constants (T5GPBS29) is an multi-national table (i.e. GB & IE currently).
The additional Scheme Constants (T5GPBS29) provided for a specific scheme are as follows;
1) Nil Pay Default
This should be used by ALL customers.
This is the default payment band that will be used when an employee has run out of
all their entitlements. Normally, an employee will move to Nil Pay when this
happens and so the field has been called Nil Pay Default, but any payment band
can be used - as long as it has been customized to be used as a Nil Pay Default
payment band in table T5GPBS27.
If a Nil Pay Default payment band is not specified then when the employee does run
out of entitlement the remainder of the absence will receive the absence payment
that was defined by the absence subtype (T554S)
2) Part Day Processing
If an employee is absent for less than a whole day then how should the absence be
treated?
There are several solutions available, but generally there are only two that are
widely used;
a) That part days are not processed.
In this way the absence will be completely ignored. The part day
absence will simply not be processed and will retain the absence
payment that was defined by the absence subtype (T554S).
b) That part days are processed and will reduce entitlement by half a day if the
absence is for more than or equal to half the employees planned working
time for that day.
In this way the absence will be either be completely ignored (i.e. The
part day absence will simply not be processed and will retain the
absence payment that was defined by the absence subtype (T554S).)
or the absence will reduce the employees entitlements by a half a day.
3) Entitlement Weeks Processing
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 12 of 60

If you have employees that receive payment based on working days (i.e. not
salaried), then their payment rates will be based on working days and their part
period factoring will be based on working days.
In which case, their entitlements should only be reduced on working days, which
can easily be achieved via a Non-qualifying rule (see below). However, the problem
arises when one group of employees have the same entitlements, based on
working days, but have different working days.
i.e. Two employees are entitled to 2 weeks at full pay. However, the two employees
have different working days. One works one day per week and the other works 5
days per week. If both are sick for seven days consecutively then it stands to
reason that both should have 1 week left at full pay.
To help with this, we have delivered an entitlement unit called Entweek (E11). For
the employees above, if they had been given 2 weeks entitlement then both would
receive 14 days payment, but if they had received 2 Entweeks entitlement then one
would receive 2 days and the other would receive 10 days.
But how much entitlement does an employee with one Entweek actually have? This
is defined by the options in this table.
There are several solutions available, but generally there are only three that are
widely used;
a) Entitlement Weeks are not used in the scheme.
b) Entitlement Weeks are defined based on the employees Planned Working
Time (IT0007) and specifically on their working days (WKWDY).
c) Entitlement Weeks are defined based on the employees Planned Working
Time (IT0007) and specifically on their working hours (WOSTD).
In this way, the number of hours entitlement is defined by the weekly
working hours multiplied by the number of Entweeks entitlement.
This option will be used for employees that are paid on an hourly basis
and that will record absences on an hourly basis. If you use this option
then you should also use the feature GENTT to activate holding and
calculating an employees entitlements in hours (rather than days a
would be done normally).
If you use Entitlement Weeks then changes in the definition of an Entweek at
employee level will imply that the employees entitlements will need to be pro-rated,
this will happen automatically.
4) Part Time Processing
This should be used by VERY FEW customers.
If two employees have the same terms and conditions, but one works part time and
the other full time, then it is possible to reduce the Full Time entitlement to get to the
part timers entitlement equivalent.
The reason that this is normally not necessary is that most employees that are part
time will work a reduced number of days or hours and so can be handled using the
Entweeks options that are detailed in the previous section.
However, some customers will have additional needs that can be resolved by the
use of this field. The entitlements of a Full Time employees are those that are
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 13 of 60
specified in the main scheme rules. The Part Time employees are then identified
and have their entitlements pro-rated based on this field.
So, this field has two functions identifying Part Timers & pro-rating the Full Time
entitlements to get to the Part Time entitlements.
There are several solutions available, but generally there are only two that are ever
used;
a) Compare in Days and Factor in Days.
b) Compare in Hours and Factor in Hours.
The base hours/days are taken from T510I and the employees hours/days are
taken from their Planned Working Time (IT0007).
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 14 of 60
4.2
Scheme Attachment
After you have defined all your schemes at the highest level it is necessary to attach them to
those employees for which they were created.
4.2.1
Feature COVER
For the majority of employees this will be possible using the decision fields of the Feature
COVER to correctly identify a scheme with a particular employee.
BUKRS
Company Code
WERKS
Personnel Area
BTRTL
Personnel Subarea
PERSG
Employee Group
PERSK
Employee Subgroup
MOLGA
Country Grouping
TRFAR
Pay Scale Type
TRFGB
Pay Scale Area
TRFGR
Pay Scale Group
TRFST
Pay Scale Level
4.2.2
Customer Exit (EXIT_SAPLHRGPBS_OSP_OMP_CVR)
However, unfortunately, it is also likely that it will be necessary to use the customer exit
provided, due to incomplete Personnel Administration groupings that you defined during your
implementation.
The customer exit overwrites the definition of the feature.
So if you have 1000 employees that should be split equally between two schemes, but they are
in the same employee group as far as your Personnel Administration groupings are concerned
then you can use the feature COVER to give all 1000 the same scheme and the customer exit
will only have to overwrite that definition for the 500 employees that should go into the other
scheme.
4.2.3
Absence Scheme Override Infotype (IT0572)
The infotype overwrites the definition of the customer exit.

As a very last resort you can use the Absence Scheme Override infotype (0572) to dictate which
scheme an employee has on the start of an absence.
But it is far better to not use IT0572 if you possibly can.
This solution is meant to be automatic - without manual intervention. Defining employee rules
based on an infotype is contradictory to the whole design principle on why the solution was
developed!
4.3
Scheme Rules based on Age & Seniority
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 15 of 60
The majority of customers will positively discriminate on the basis of how long an employee has
been employed with them (i.e. their entitlements will increase with increased seniority).
Some customers will positively discriminate on the basis of an employees age (i.e. their
entitlements will increase as the employee gets older).
Both these kinds of rules require that the employees age and seniority can be derived
accurately as at a given date, normally the absence start date.
However, there are multitude of customer specific rules that can be related to choosing this
given date and what period of time is considered in the calculation.
4.3.1
Age Calculation
How an employees age is calculated is normally quite simple.

The start date of the time period is always taken from the employees birth date on IT0002.
The end date of the time period can be taken from
1) the absence day being processed
2) the absence start date
3) an anniversary date in the calendar year derived using the absence
start date
4) an anniversary date in the calendar year derived using the absence
day being processed
These four options are defined using the feature GAGES, but nearly ALL customers should use
the pre-delivered setting of 2 regardless of whether their rules positively discriminate by age
or not.
4.3.2
Seniority Calculation
How an employees seniority is calculated is not normally so simple.

Some customers will have a seniority calculation that is based on type of absence and the type
of employee. There may be special rules for career breaks, suspension/industrial action or reemployment.
The International Seniority Calculation functionality has been incorporated into this solution to
provide a complete and total solution for all cases, but that has not been covered here. Instead
this document covers the simpler scenarios of which there are many!
The start date of the time period can be taken from
a) The first hiring action
b) The most recent hiring action
c) The hire date according to the International Function Module HR_ENTRY_DATE.
d) A specific date type on IT0041
The end date of the time period can be taken from
a) The day of the absence being processed.
b) The absence start date.
c) The start of the MPP (GB Maternity)
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 16 of 60
d) The Expected Date of Birth (GB Maternity)

e) The EWC (GB Maternity)
f)
The QW (GB Maternity)
g) A calendar date (DD.MM)
(Absence start date)
h) A calendar date (DD.MM)
(Absence day being processed)
i)
The absence start date
(exclusive continuous linking)
j)
The absence start date
(continuous linking)
k) The 11th Week before the EWC (GB Maternity)

l)
The start of the APP (GB Adoption)
m) The MW (GB Adoption)

n) The start of the PPP (GB Paternity)
o) The QW/MW (GB Paternity)
The type of calculation used between these two dates can be a simple duration or can be a fullblown Seniority Calculation (See the IMG section under Personnel Administration under Evaluation
Basis -> Calculation of Employment Period.)
These three sets of options are defined using the feature GLOSS, but most commonly used
setting will be CBE.
C: The start date is defined by the international functionality of the feature ENTRY to derive the
employees hire date.
B: The end date is defined by the absence start date
E: The calculation is simply the number of days, weeks, months & years between the start and
end date.
Example
=======
An employee was hired on 01.06.2003 and went sick on 24.08.2003. If CBE has been
customized then the employees seniority will be
0
Years
Months
12
Weeks
84
Days
Please note that the 23 days beyond the 2 month anniversary in August have no effect. The
employee has only been employee for 2 whole months not 3 months. (i.e. The 2.74 months is
not rounded up).
So seniority ranges (and age ranges) must be defined as inclusive for the start and exclusive for
the end. So this employee would fall into a 0 2 month seniority range and not the following 3
6 month range.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 17 of 60
4.4
Defining your Scheme Rules
The View Cluster provided to maintain your scheme rules is V_T5GPBS23_CL and can be
accessed via transaction SM34.
The rules are attached to a scheme at two levels;
1) Scheme Rule
i. Age Range
ii. Seniority Range
iii. Date Range
2) Entitlement Bands
i. Entitlement Amount,
ii. Absence Grouping,
iii. Payment Band
iv. Reference Period
v. Non-qualifying Days
4.4.1
Scheme Rules
The first and higher level for attaching rules to your schemes is based on a one to many
relationship. The rule number field just supports the one to many relationship it does not imply
an order in which the scheme rules will be applied. All the rules will be applied, but only the rule
that has the matching Age, Seniority and Date Range will be processed.
Each scheme can have many ranges of seniority and age.
4.4.1.1
Minimise the number of schemes
It is important to realise that these scheme rules will need to incorporate all your various
seniority (and age) ranges for the entire scheme.
So if your Maternity rules are based on
0 11 months Mat 1
12 999 months Mat 2,
but your sickness rules are based on
0 5 months Sick 1
6 23 months Sick 2
24 35 months Sick 3
36 999 months Sick 4
Then you can define one scheme broken down as follows;
0 5 months Sick 1 & Mat 1
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 18 of 60

There is NO need to have two separate schemes.
4.4.1.2
No Gaps and No Overlaps
The available time units are DAYS, WEEKS, MONTHS and YEARS. You can only mix time units
DAYS and WEEKS. You cannot mix MONTHS and YEARS because there are situations where
gaps and overlaps will appear. So choose one time unit for all your ranges. If you do have
overlapping ranges then an employee that has an overlap and goes absent during that
overlapping period will receive the following error message during IT2001 and payroll.
Absence Collision: &1 has more than 1 day's entitlement, check absences
This message can also occur if you have overlapping absences, though this will be a much rarer
cause of the problem. The message implies that more than one whole days worth of entitlement
is being used due to overlapping rules or overlapping absences.
4.4.1.3
Exclusive Range Ends
The seniority and age ranges have a start and end. The start is very simple to understand, the
end is not so simple.
Due to the nature of the seniority/age calculations, the ranges cannot overlap and should not
include the upper limit.
Example
If your rules state in the first 12 months of employment an employee will receive.
Then most people would translate this to a range of 0 12 months and probably the next range
would run from 12 - ??? months. But these two ranges overlap! An employee with 12 months
seniority will receive both sets of entitlements. The range should be defined as
0 11 months and
12 - ??? months
This will mean that in the first year of service the employee will be in the first range and from
then on they will be in the second range.
4.4.1.4
Period of Validity
The start date and end date of a scheme rule will define exactly when a rule comes into effect.
This will not depend on an absence start date or any other customer specific definition of when
a rule should come into effect.
If the date range split is 01.01.1990 05.04.2003 and 06.04.2003 31.12.9999 then an
absence that overlaps the 5th and 6th of April 2003 will have a different set of rules part way
through that absence.
This may not be how customers may wish the solution to react, but it how all of SAPs date
ranges are designed to react.
The only way that the entire absence can continue to receive the old set of rules for the duration
of the absence is to define an Absence Scheme Override infotype for the period of the absence
for every employee that has an absence that overlaps the changeover date and so make sure
that the correct entitlements are used.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 19 of 60
4.4.2
Entitlement Bands
The second and lower level for attaching rules to your schemes is also based on a one to
many relationship. The sequence number field just supports the one to many relationship it
does not imply an order in which the Entitlement Band will be processed.
Each seniority, age and date range can have many entitlement bands. An entitlement band is
an amount of entitlement for a specific type of absence (i.e. Maternity) that will be paid at a
specific payment rate (i.e. Full Pay), that will have a specific reference period that checked for
already used entitlements and may have non-qualifying days. Optionally, a warning period can
also be assigned to each Entitlement Band.
There is also one other type of rule that can be attached to an entitlement band (Entitlement
Limit rules), but this is not widely used and so is discussed in Appendix 1.
4.4.2.1
Entitlement Amount
The Entitlement Amount defines the maximum amount of entitlement that can be received
during the reference period.
The amount field is very simple to understand. The time units are not so simple.
4.4.2.1.1
Entitlement Time Units
In some cases, just because your business rules state that entitlements should be defined in
one time unit that does not mean that you should actually use that time unit! Some time units
look great on paper, but are impractical.
The time units used in OxP configuration are defined in T538A, but are filtered for specific use
during the OxP configuration in T5GPBS28.
The uses available are;
a) Entitlement
Scheme Rules (V_T5GPBS23_CL)
b) Rollback
How Far Bck/Fwd Rules (V_T5GPBS21)
c) Multiplier
Multipliers (V_T5GPBS24)
The recommended time units used for entitlement are Weeks (011) and Entweeks (E11).
Weeks (011)
The number of calendar days in a week is a mathematical certainty. This makes comprehension
very simple for the business as whole.
It is important that Weeks (011) are used
1) without a Non-Qualifying Rule.
2) for employees that are paid on a calendar day basis.
If weeks are used with a Non-Qualifying Rule then whole principle of what a week stands for
has been changed. A week will become employee specific depending on which days qualify or
do not qualify.
EXAMPLE
An employee is given 5 weeks entitlement and their 5 working days per week reduce that
entitlement. If a colleague has the same entitlement, as they do a very similar task, but only
works 4 days a week the either their entitlement will have to adjusted using the Part Timer
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 20 of 60
rules in T5GPBS29 or they will need a separate scheme to give then 4 weeks entitlement were
only their working days reduce that entitlement.
So using a Non-Qualifying rule with Weeks (011) will naturally imply that more schemes need to
be defined to cater for all the different varieties of Non-Qualifying Days for your employees. This
increases the overhead for initial configuration and on-going maintenance.
Entitlement Weeks (E11) defined as the number of working days (IT0007-WKWDY)
The number of entitlement days in an Entweek is dependent on the number of working days in
the employees Work Schedule. This makes comprehension rather complex for the business as
whole, but once the initial idea has sunk in the concept is very easy to understand and adapt to
the daily processes of the business far better than any other Entitlement Unit.
It is important that Entweeks are used
1) with a Non-Qualifying Rule based on the employees non-working days
2) for employees that are paid on a working-days basis.
EXAMPLE
An employee is given 5 Entweeks and their 5 working days per week reduce that entitlement.
So in total they have 25 working days worth of entitlement. If a colleague has the same 5
Entweeks, as they do a very similar job, but only works 4 days per week then there is no extra
configuration necessary as that 5 Entweeks will only entitle them to 20 working days
entitlement.
The additional benefit of Entweeks is that they are automatically pro-rated if an employee
changes their work schedule!
Entitlement Weeks (E11) defined as the number of working hours (IT0007-WOSTD)
The number of entitlement hours in an Entweek is dependent on the number of working hours in
the employees Work Schedule. This makes comprehension rather complex for the business as
whole, but once the initial idea has sunk in the concept is very easy to understand and adapt
to the daily processes of the business far better than any other Entitlement Unit.
It is important that Entweeks are used
1) with a Non-Qualifying Rule based on the employees non-working days
2) for employees that are paid on a working-hours basis.
EXAMPLE
An employee is given 5 Entweeks and their 35 working hours per week reduce that entitlement.
So in total they have 175 working hours worth of entitlement. If a colleague has the same 5
Entweeks, as they do a very similar job, but only works 25 hours per week then there is no extra
configuration necessary as that 5 Entweeks will only entitle them to 125 working hours
entitlement.
The additional benefit of Entweeks is that they are automatically pro-rated if an employee
changes their work schedule!
Days (010)
Days (010) can be used with minimal side effects as long as you are using Calendar Days for
part period factoring and absence payment for this group of employees in payroll. If you are
using working days for part period factoring and absence payment for this group of employees
in payroll, then Days (010) has exactly the same problem as Weeks (011) (see above).
It is important that Days (010) are used
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 21 of 60
1) without a Non-Qualifying Rule

Hours (001)
Hours (001) can be used in conjunction with feature GENTT set to X and the multiplier set to
0.041666, to give a close approximation to an accurate solution, but even this will produce
problems;
a) minor rounding issues will appear as really the multiplier should be 0.041666 recurring
not 0.041666 exactly.
b) using hours necessarily implies that you must set up scheme rules for groups of
employees based on the number of hours that they do in a week. This will make the
number of schemes huge as you will have to cater for all the different work schedules
that an employee may have.
c) Employees being substituted for other colleagues with a different work pattern or an
employee changing their work schedule will imply a complete recalculation of their
entitlements.
Also, hourly entitlements can be catered for accurately giving employees Entweeks configured
to be defined as a multiple of the number of Planned Working Hours.
Months (012)
Months (012) can be used with the multiplier set to 30.00000 or 31.00000, but even this will
produce problems. The definition of 30 or 31 days in a month isnt practical.
How does someone without any technical business knowledge know how many days there are
in a month?
Months (012) can be used with minimal side effects as long as you are using Calendar Days for
part period factoring and absence payment in payroll. If you are using working days for part
period factoring and absence payment in payroll, then Months (012) has exactly the same
problem as Weeks (011) (see above).
It is important that Months (012) are used
1) without a Non-Qualifying Rule
4.4.2.2
Absence Grouping
An Absence Grouping defines which absence subtypes will reduce this entitlement band.
The absence groupings are defined in T5A4P. The delivered ones are GG, .M, MM, PP, .S and
SS. The first character is used for SxP and the second character is used for OxP. For an
absence to reduce the entitlement of the same absence grouping the second character must
exactly match. The Exact Absence Grouping Only checkbox deals with whether or not the first
character has to match as well as the second and that is discussed in the next section.
If you need to create your own then make sure that you do not use G, M, P or S as the first
character as this will imply that the absence is subject to SAP, SMP, SPP or SSP respectively.
The simplest way to check that the Absence Groupings have been set consistently across all
your rules is to use the Scheme Overview pushbutton.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 22 of 60
4.4.2.2.1
What does Exact Absence Grouping Only mean
SAP are trying to get to the point where the GBSXP solution will cater for not only all the SxP
legislation, but also the business requirements surrounding part day absences and DTO. At that
point, the differentiation of absence subtypes as being non-sspable or non-smpable will
become obsolete.
Currently, however, customers have to load absences using subtypes with .S and .M attached to
stop problems occurring in the first few live payrolls. This will mean that the Sickness Absence
grouping should not only include SS absences, but also .S absences used for DTO. In this case,
the Exact Absence Grouping Only checkbox should be left blank because an exact match
checks both characters and inexact match just checks the second character.
4.4.2.2.2
How is an Absence Grouping attached to absence subtype
Absence Groupings are attached to absence subtypes as the absence subtype is created (or
copied) in Table T554S. The field ABSTY defines the Absence Grouping.
The view V_T554S_GB_PS can be used to display and change the Absence Groupings of your
absence subtypes.
It is incredibly important that the correct Absence Grouping is attached to the correct absence
subtype.
The OxP solution will ignore any absence subtypes without an absence grouping or with an
absence grouping that has a space or a full stop (i.e. or .) as the second character or the
grouping.
4.4.2.3
Payment Band
The payment band defines what kind of payment the employee will receive if they receive that
Entitlement Band.
The payment bands are defined in T554L, but are filtered for specific use during the OxP
configuration in T5GPBS27.
The uses available are;
c) Complete Payment Day
Scheme Rules V_T5GPBS23_CL
d) Part Payment Day
Part Day Rules V_T5GPBS25
d) Non Qualifying Day
Non-Qualifying Rules V_T5GPBS22
e) Waiting Days
From Where Rules V_T5GPBS20
f)
Non-payment Rules V_T5GPBS26
Non Payment Days
g) Nil Pay Day
Scheme Constants V_T5GPBS29
How the payment bands will actually effect payroll is defined in T554C.
It is important that you realise that one Payment Band can be used for many employee groups
(i.e. Weeklies & Monthlies). The Absence Modifier (Modifier 0A in table MODIF) can vary the
payroll customising for each specific grouping. The payment band should only be broken down
into Absence type and Payment type.
The simplest way to check that the Payment Bands have been set consistently across all your
rules is to use the Scheme Overview pushbutton.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 23 of 60
4.4.2.3.1
Ordering Payment Bands
The payment bands must be ordered, if an absence grouping contains more than one payment
band.
If Sickness is paid at 100% and 50% then the sequence number is not used to chose which
payment band will take priority, the Order of Priority field decides which is first; where the lowest
is first. In this case 100% should have Order of Priority 1 and 50% should have Order of
Priority 2.
If you get this wrong then the payment bands will be processed out of sequence at best or in a
random sequence (if you use the same Order of Priority for all the payment bands in an
absence grouping.
This order restriction does not extend to other Scheme Rules, just the one that is being
maintained currently.
The simplest way to check that the Order of Priority has been set consistently across all your
4.4.2.4
Reference Period
The reference period defines what the period of absence history that will be checked for used
entitlements.
The reference period is defined by a From Where rule (T5GPBS20) and a How Far Bck/Fwd
rule (T5GPBS21). The combination of these two will define a window of history that is checked
for used entitlements.
RECOMMENDATIONS
Sickness will normally have a period of 12 months reference period ending on the day before
the absence starts, but also include the days of the absence that are being processed.
So the From Where rule defines the point in history as being the absence start date and the
How Far Bck/Fwd rule defines one calendar year. The reference period will include the current
absence and the previous twelve months.
Maternity, Paternity and Adoption will normally only check the current absence as the reference
period.
So the From Where rule defines the point in history as being the absence start date and the
How Far Bck/Fwd rule defines no calendar years. The reference period will just include the
current absence.
The simplest way to check that the Reference Periods have been set consistently across all
4.4.2.5
Non-Qualifying Days
The Non-Qualifying Day Rules defines which days during an absence will not reduce
entitlement. None of the days that are identified as non-qualifying days will reduce the
employees entitlement.
However, Non-Qualifying Day Rules can also be used to manipulate the breakdown of the
absence into working and non-working days to make your specific payroll configuration needs
easier to apply.
EXAMPLE
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 24 of 60
A group of employees may receive maternity pay based on their working days, not the calendar
days in the absence. So their part period factoring and absence payment will work on the
working days in the payroll period and the working days during the absence.
Normally, maternity would receive entitlements in weeks (011) and every day would qualify for
reducing entitlement. However, in this case, it would be simpler if maternity would receive
entitlements in Entitlement weeks (E11) and only working days would qualify for reducing
entitlement. In this way, the absence would be split into working and non-working days and the
working days can receive a payment rate based on working days.
It is very important to realise that the SAP recommended use of Non-qualifying Days and
Entitlement Units is that
Maternity, Paternity and Adoption should be configured to use weeks (011) and not to have a
Non-Qualifying Day Rule. In this way the OxP configuration mimics the SxP rules.
Sickness should be configured to use entitlement weeks (E11) and to have a Non-Qualifying
Day Rule that means on working days qualify to reduce entitlement. In this way the OSP
configuration mimics the SSP rules as normally an employees SSP QDP will be derived from
their working days.
It is important that you should ALWAYS try to keep the OSP and SSP qualifying day patterns in
synchronisation.
1) This means that SSP is only received when OSP is being paid too and
2) the amount of OSP is not lessened by being paid over more days and therefore leading to
the potential situation for low earners where OSP is less than SSP but shouldnt be! (i.e.
1/7th of the OxP weekly rate is less than 1/5th of the SSP weekly rate, whereas 1/5 th of and
OxP weekly rate is actually more than 1/5th of the SSP weekly rate.)
However, the use of these will depend on how this group of employees will be paid when they
are absent.
Part Period Factoring & Absence Payment based on Calendar Days still implies that all four
absences can be paid exactly as described above, but it is important to make sure that the nonqualifying sick pay days also receive payment even though they do not reduce entitlements, by
correctly customising the relevant payment band (valuation class) used for non-qualifying sick
pay days.
Part Period Factoring & Absence Payment based on Working Days/Hours implies that all four
absences must be paid in the same was as Sickness as above by extending that practice to
Maternity, Paternity and Adoption.
So your payroll configuration will dictate you OxP configuration.
The Non-Qualifying Days are defined in T5GPBS22 and are covered in more detail in a later
section.
The simplest way to check that the Non-Qualifying Days have been set consistently across all
4.4.2.6
Warning Period
A Warning Period is just a number of days (up to 99) that will be used to decide whether or not
an employee is about to move to the next Entitlement Band and therefore a message should be
issued.
EXAMPLE
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 25 of 60
So if an employee has 20 days 100% sick entitlement left (from their 50 day full entitlement) and
their current absence will use 10 of those days, then normally the administrator will be unaware
that the employee only has ten days of entitlement left. The Change of Band message that is
automatically generated if an employee will change band during an absence will not be
generated because the employee will not change their band during this absence.
However, if the scheme has a 10 day warning period set up against the entitlement band then a
warning message will be issued. As soon as the warning period is less than or equal to the
remaining entitlement left in an Entitlement Band the warning will be issued.
Warning Periods are only ever displayed during Master Data if the date at which the warning is
issued has not been payrolled. So if the warning has not been taken account of by the time that
the payroll has been run in live mode and updated the payroll cluster, then there is little point
repeating the warning. Warning Periods are always displayed when the payroll is processed as
the warning may only have been triggered by absences entered in arrears.
The simplest way to check that the Warning Periods have been set consistently across all your
4.5
Checking your Scheme Rules
After each of the options in the previous section, you will have noticed that I have stressed the
following;
The simplest way to check that the ??????????? have been set consistently across all your
This cannot be stressed strongly enough!
There is no point spending weeks/months getting the business rules, if they are then
customised inconsistently. The view cluster (V_T5GPBS23_CL) is not a useful tool for this
purpose. The view cluster only lets the user view the detail of one line at a time.
The Scheme Overview push button (or report RPLABSG0_SCHEME_OVERVIEW) is the best
and the only way to review all your customising at the same time.
In the delivered ALV view variant only a small proportion of the available fields are actually
displayed. All the rest are hidden to make the screen more useable. The hidden fields can be
accessed by changing the view variant, using one of the three available pushbuttons;
1) Change Layout
2) Select Layout
3) Save Layout
Select a) Change Layout and b) Position then all the hidden fields are displayed for you to
select. Select the specific field(s) that you wish to check and include them into the display
variant. If you wish you can save your settings to make the process easier next time.
After you have checked the consistency of your schemes and are happy that they reflect your
business rules, transfer each of the schemes, one by one, from the ALV display to an Excel
Spreadsheet or an HTML file and make sure that each responsible HR department agrees with
your customising, but getting them to sign them off.
This will not only ensure that the customising meets the businesss needs, but will also get the
business used to seeing the OxP rules defined in that manner. This will make the Scheme
Overview pushbutton/report and the Entitlements Left pushbutton/report more understandable.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 26 of 60
Absence Evaluation Configuration (Part Days)
5.1
Activating Scheme Part Day processing
In the GPNAB and XNAB solutions, a Part Day absence will ONLY be processed if a Part Day
processing has been activated for that employees scheme (V_T5GPBS29).
Part Days Not Allowed
1
Half Day if AB [Inc. Breaks] >= (PSP [Inc. Breaks] / 2)
Half Day if AB [Inc. Breaks] >= (PSP [Exc. Breaks] / 2)
Half Day if AB [Exc. Breaks] >= (PSP [Inc. Breaks] / 2)
Half Day if AB [Exc. Breaks] >= (PSP [Exc. Breaks] / 2)
Elapsed Hours AB [Inc. Breaks]
Elapsed Hours AB [Exc. Breaks]
Customer Specific
Part Days Not Allowed will be the option selected by most customers. This will imply that the
absence will not get processed by GPNAB or XNAB. So the absence will be paid according to
the valuation rule that is attached in T554S. It is important that you decide as a default how
these days should be paid in these cases. Normally, they will not reduce Part Period Factoring
or generate any Payment Wage Types and so will, in fact, be ignored by the payroll for the most
part.
The next four are a variation on the same theme. If you are absent for more than a half day, but
less than a whole day then you will reduce your entitlements by a day and receive a day
payment.
The next two are for customers that wish to process absences in exact hours. Generally,
choosing the second fo the two is more sensible as this option would only be used for employee
that are paid on an hourly basis and this would normally be a working hours basis (i.e. excluding
breaks).
The last option is covered in the next section
5.1.1
Customer Exit (EXIT_SAPLHRGPBS_OSP_OMP_MIN)
In the GPNAB and XNAB solutions, it is possible to define how a Part Day should be treated.
There are 6 pre-delivered options, but a customer exit has also been provided to allow
customers to provide any solution they wish. If you wish to use the customer exit provided then
use the option C and code the exit as you require.
5.2
Activating Absence Subtype Part Day processing
5.2.1
GPNAB
In the GPNAB solution, any absence subtype will be processed if a Part Day absence has been
entered using that absence subtype. The Maximum and Minimum duration fields on T554S
already control whether or not a Part Day absence can be entered using a specific subtype.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 27 of 60
5.2.2
XNAB
In the XNAB solution, only absence subtypes that are defined on T556M will be processed if a
Part Day absence has been entered using that absence subtype.
5.3
Part Day Payroll Processing
In the GPNAB and XNAB solutions, a Part Day absence can be processed by any of the normal
customising solutions available. The customising table T554C, used by payroll function PAB, to
process absences, has 5 possible settings for generating Wage Types;
1) KT Calendar Days,
2) AT Working Days,
3) AH Working Hours,
4) RT Calculated Days and
5) RH Calculated Hours
But PAB only supports three of those for updating Counting Classes;
1) KT Calendar Days,
2) AT Working Days and
3) AH Working Hours
This really implies that if you want to use the Absence Payment solution then you have to use
KT, AT or AH for updating Counting Classes and making Absence Payments via wage types.
Unfortunately, the most commonly used option, KT Calendar Days, does not support Part Days
absences. As far as PAB is concerned, KT Calendar Days will always be 0.00 or 1.00. It cannot
be anything in between. So for a Part Day absence KT Calendar Days is always set to 0.00.
This implies that if a customer has to use KT for his Part Period Factoring and Absence
Payment, but also wants to process Part Days absences, then he is out of luck, unless the
processing of PAB can be by-passed and calculated correctly as part of a work-around.
5.3.1
XNAB
In the XNAB solution, you cannot use KT Calendar Days and expect Part Days to be paid
correctly.
5.3.2
GPNAB
In the GPNAB solution, you can use KT Calendar Days and expect Part Days to be paid
correctly. But the GPNAB work-around implies that some customising has to be duplicated.
5.3.3
Complete & Part Day Payment Bands
On a Part Day (or when a Complete Day is split into two Part Day entries) the GPNAB solution
changes the standard Complete Day Payment Band in table COVER, to a Part Day Payment
Band on table AB. Then the standard processing of PAB ignores the Part Day Payment Band
(as the Part Day Payment Band has no customising against it in T554C except that it calls the
PCR GORD, which performs the GPNAB work-around).
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 28 of 60
The GPNAB work-around involves reading the Complete to Part Day cross-reference table
(T5GPBS25) to find the Complete Day Payment Band for the Part Day Payment Band that is
being processed by PAB. Then the correct customising is read from the Complete Day Payment
Band (T554C) and then all the rules from the Complete Day Payment Band (T554C) entry are
used to derive the values for the Part Day Payment Band.
Therefore, the only difference between a complete day and a part day are that the values are
factored by the proportion of a Part Day that is held against the entry in table COVER.
In addition (since the introduction of note 681624) the clock times of the part day are also
updated to correctly reflect the Part Day fraction.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 29 of 60
Absence Evaluation Configuration (Activation)
The absence evaluation solution is available in release 46B and above.

It is identical in all the releases that it is available.
However, implementing your OxP rules and actually paying OxP are two different things.
Actually paying OxP implies that you need to have a solution that pays SxP and OxP, but does
not overpay the employee. The offsetting required to be able to do this is provided in standard
via the payroll function GBSXP and is identical in release 46B and above but has been made
mandatory in release 4.7 where as it is optional in release 46B and release 46C.
This document does not deal with the offsetting solution as that is dealt with in a separate
document. So as far as this document is concerned the activation of the Absence Evaluation
solution is identical on release 46B and above.
6.1.1
Absence Evaluation via XNAB
XNAB is the international Absence Evaluation payroll function that was created in 1999 and
redesigned in 2002. As part of the re-design, XNAB caters for Data-Take-On and Part Day
absences.
To make sure that the new 2002 version of XNAB was available to customers that had
previously been using GPNAB, a switch was delivered to de-activate the GPNAB and activate
XNAB in T77S0. (The switch was not necessary inside the payroll, but was outside the payroll.
For example in the infotype Absence (2001) and OxP reports.)
1) HRPSG
GPNAB
X = Activate GPNAB and Deactivate XNAB
2) Insert XNAB to your copy of payroll subschema GT00 directly before PAB.
3) Make sure that you have followed the Absence Evaluation DTO guide to ensure that XNAB is
active according to the Go-Live Date held in feature COVGL.
6.1.2
Absence Evaluation via GPNAB
GPNAB is a copy of XNAB as at 1999. The copy was taken to add functionality that was missing
in XNAB. In 2002, XNAB was re-designed to include the GPNAB requirements and so now
customers can choose which to use.
To make sure that the new 2002 version of XNAB was available to customers that had
previously been using GPNAB, a switch was delivered to activate the GPNAB and de-activate
XNAB in T77S0. (The switch was not necessary inside the payroll, but was outside the payroll,
for example in the infotype Absence (2001) and OxP reports.)
1) HRPSG
GPNAB
X = Activate GPNAB and Deactivate XNAB
2) Insert GPNAB to your copy of payroll subschema GT00 directly before PAB.
3) Make sure that you have followed the Absence Evaluation DTO guide to ensure that GPNAB
is active according to the Go-Live Date held in feature GLIVE.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 30 of 60
6.1.3
Why should I use GPNAB, when XNAB is available?
As explained above, GPNAB was developed, in 1999, specifically for the UK market.
1) GPNAB handles Part Day absences in calendar days, by by-passing the international
processing in PAB that does not correctly handle Part Day absences in calendar days.
Although XNAB can handle Part Day absences correctly, PAB doesnt if you wish to
process Part Day absences in calendar days.
2) GPNAB only creates as many splits in table AB as are strictly necessary. As XNAB
creates splits in table AB on a daily basis, this can lead to rounding issues.
If you intend to use the Absence Payment solution, where OxP payments are actually made to
the employee, then GPNAB should be used to reduce the risk of rounding issues in those
payments.
If you intend to process absences in calendar days and your employees reduce entitlement
when they are absent for less than a whole day, then GPNAB should be used to make sure that
the offsetting wage types and part period factoring are handled correctly.
6.2
Absence Evaluation simulation
The absence evaluation solution uses payroll cluster buffering techniques that mean the
solution can be identical when used as part of
1) Payroll,
2) Reporting,
3) Master Data (PA30)
6.2.1
Absence Evaluation during payroll
The absence evaluation solution works on a payroll period-by-payroll period basis that uses
Start Date and End Date of the Payroll Period to decide how much absence history needs to be
re-processed. This means that the employees Master Data Change (RRDAT) date on their
infotype Payroll Control Record (0003) can be used to drive how much absence history will be
re-calculated.
6.2.2
Absence Evaluation during reporting
The absence evaluation solution processes the specific amount of history that is necessary
based on the selection parameters input by the user.
This period of absence history may or may not already exist on the payroll cluster. This fact is
derived from the employees Master Data Change (RRDAT) date and Payroll Accounted To
(ABRDT) on their infotype Payroll Control Record (0003). Only data that is not static on the
payroll cluster (i.e. will be re-calculated during the next payroll) is simulated.
6.2.3
Absence Evaluation during Master Data
The absence evaluation solution processes the specific amount of history that is necessary
based on the absence record that is being processed by the user.
This period of absence history may or may not already exist on the payroll cluster. This fact is
derived from the employees Master Data Change (RRDAT) date and Payroll Accounted To
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 31 of 60
(ABRDT) on their infotype Payroll Control Record (0003). Only data that is not static on the
payroll cluster (i.e. data that will be re-calculated during the next payroll) is simulated.
6.2.4
MP200000 Screen 2008
The international screen for absences is screen 2008. This screen has country exits available to
implement additional country specific functionality.
1) The Absence Scheme is displayed
2) The Entitlements Left push button shows the entitlements left as at the start of the
absence
3) The Absence Breakdown push button shows how the absence will be processed during
payroll.
4) The Band Change & Warning Period messages can be displayed as the absence is
entered.
The exits are not processed in Display Mode, so a user without Change access will not be
able to access this additional functionality directly and instead will have to use the reports
available (RPLABSG0_ABSENCE_HISTORY, RPLABSG0_ENTITLEMENT_DETAILS &
RPLABSG0_SCHEME_OVERVIEW).
1), 2) & 3) can be controlled by either displaying the fields or not by the settings of T588M. But
the kind of Absence Breakdown provided in option 3) can be controlled via a T77S0 constant.
HRPSG
ABSRP
F = Full, C = Condensed & S = Summary Report
4) can be activated or de-activated by a T77S0 constant.

HRPSG
ABSCH
X = Errors & Band Changes (W = X + Warnings)
As part of GBSXP phase II, open-ended absences will be possible. However, during the
processing of OxP is it sensible that an open-ended absence is not processed indefinitely. For
this reason, a limit to the processing (in months) can be defined by a T77S0 constant.
HRPSG
6.2.5
ABSMN
12
N = Processing limit in months
Testing your implementation
During testing, if the absence evaluation solution derives that no history needs to be generated
then subsequent changes in customizing will not be reflected in Master Data or Reporting,
unless RRDAT has been set to ensure that the entire period of history is generated.
So, once the payroll has been run for a period, that that period will be deemed as static by the
solution (i.e. not regenerated automatically during Master Data or Reporting) unless RRDAT is
set to include that payroll period. This will mean that your customizing changes may seem to
have no affect on a specific employee, but this is only due to the fact that the employees
ABRDT and RRDAT dates imply that no history needs re-generating.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 32 of 60
Absence Evaluation Configuration (Payment)
The OxP payment solution is based on the international customizing that is available in T554C.
Using this table, customers can choose how different groups of employees can be paid
differently using the SAME Payment Bands (absence valuation classes T554L). The first key
field MODIF is defined during payroll by the PCR CMOD (or GMOD in 4.7). The simplest and
most obvious interpretation is to use the same definition as you use for your Employee
Subgroup Groupings for Payroll (ABART) (i.e. 3 for monthlies, 2 for weeklies and 1 for hourlies).
7.1
Updating Counting Classes
The settings in T554C will imply that absence counting classes will be updated. Regardless of
the settings the Calendar Days, Working Days and Working Hours counting classes are all
updated.
If you are using the new payment solution, then ALL your counting classes will be 100%
unpaid. (i.e. 100% OxP will be 100% unpaid and 50% OxP will be 100% unpaid). So that the
employee receives no basic pay when they are absent. The only payments they will receive will
be the payments generated from the wage types in the second half of the T554C customizing.
If you are using the old notional solution, then ALL (except for your Nil Pay valuation classes)
your counting classes will be partly or wholly paid (i.e. 100% OxP will be 100% paid and 50%
OxP will be 50% paid). So that the employee receives basic pay when they are absent and not
OxP. The payments they will receive that have been generated from the wage types in the
second half of the T554C customizing will be treated as notional.
7.2
Creating Wage Types
The settings in T554C will imply that absence payment wage types (notional) will be generated
based on the employee group that the employee belongs to. So the number and unit field
against the wage type will be decided by the customizing in T554C.
Make sure that the Basic Pay Split checkbox is ticked, so that each wage types is identifiable
with a specific WPBP split.
The rate and amount fields will be left empty. During the valuation of PCR G015 the valuation
base for that wage type will be identified (10, 11, 12 or 13) and the payment rate will be derived
from the corresponding wage type (/010, /011, /012 or /013).
The payment rates in used (/010, /011, /012 or /013) will directly correspond to how that
employee should be paid. The payment rates are derived during the processing of G010 and
G013. During the processing of G013, the payment rates can be factored up by the payroll
constant GENAU (T511K) and also have the Time Unit field added using the operation GBZNH
(001 for hourly, 010 for daily and 011 for weekly).
7.3
Part Period Factoring
The counting classes that have been updated during the processing of PAB are processed
during the PCR GPPF. The part period factors (/801 - /810) are generated as fractions of a
whole pay period (factored up by GENAU). The PCR GVAL then applies the part period factors
(/801 - /810) to any payment wage types that should be affected during part period factoring.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 33 of 60
Absence Evaluation Configuration (Complexities)
8.1
Linking Absences
The OxP solution supports many kinds of linking. Where it can be specified as a field on a table
then the full range of options can be applied, (i.e. T5GPBS20 and T5GPBS21) but where the
linking option has to be specified as part of another option (i.e. feature GLOSS) the options
have been split to include the various options that were thought sensible. If these do not include
your required linking option then raise a development request stating the kind of linking you wish
to use and in which circumstances.

No Linking
00
Continuous Linking
01 99
Interval of 1 99 days allowed
GM
GB Maternity: Link if from the same MATB1
Exclude Absence.
The first 3 options are self-explanatory.

GM is to make sure that OMP entitlements do not get re-newed if the woman is called in to do
some work for her employer and so has a break in her maternity absence. This type of linking
must only be used for Where From rules. This rule has not been extended to Adoption and
Paternity as linking via IT0088 is under discussion at the moment. Linking by a number of a
arbitrary number days (i.e. 60) is just as affective.
X This is a very unusual type of linking rule. If the start of the reference period overlaps a related
absence then the whole of that related absence should be excluded from the reference period.
This type of linking must only be used for How Far Bck/Fwd rules. It implies that absences that
overlap the start of a reference period will not be included in that reference period. This can help
customers to implement an Entitlement Year as used for Public Sector Teachers (01.04.YYYY
31.03.YYYY). But this can be handled by using a very specific Where From method, see the
next section.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 34 of 60
8.2
Reference Periods
A reference period is the period that is checked for used entitlements. If an absence didnt have
a reference period, then the employee would never run out of entitlement.
In SAP terms, this is defined by a window of history that is checked for used entitlement. So
there is a start and an end to the check window.
The end of the check window is defined in T5GPBS20 and is known as a Where From rule
as it specifies a point in time where the window should start.
The start of the check window is defined in T5GPBS21 and is known as a How far Bck/Fwd
rule as it specifies how big the window is.
8.2.1
Normal Definitions
For Maternity, Paternity and Adoption the reference period is normally very simple. It is simply
the absence itself.
So the From Where rule defines the start of the window to be the absence start date and the
How far Bck/Fwd rule says that the window is empty, because no additional history is checked
further back into history, so only the current absence is checked.
The only exception to this rule will depend on your business rules that cover an employee
returning to work part way through Maternity, Paternity or Adoption Leave.
1) They are not entitled to further OMP, OAP, OPP payments after the first time that they
return to work of their own choice. The Maternity, Paternity or Adoption Leave stops as
soon as they return to work and a separate subtype would be used if the employee
were to choose to go back on Maternity, Paternity or Adoption Leave to ensure that they
employee did not receive additional entitlements or the employee would be changed to
a scheme without entitlements (0572).
2) They are entitled to further OMP, OAP, OPP payments after the first time that they
return to work if they have been asked to do so by the business. The Maternity,
Paternity or Adoption Leave continues uninterrupted by the period that they work. This
would normally be handled by using a linking rule on the From Where rule so that
absences that are linked by 60 day interval (or whatever the business chooses as
suitable) will be included in the reference period.
3) They are entitled to further OMP, OAP, OPP payments after the first time that they
return to work as long as the separate absence pertain to the same MPP, APP, PPP.
The Maternity, Paternity or Adoption Leave continues uninterrupted by any period that
they work. This would normally be handled by using a linking rule on the From Where
rule so that absences that overlap the same IT0088 records will be included in the
reference period.
This final option needs to be reviewed as part of GBSXP Phase II as the end date of
IT0088 is not suitable as the end date cannot be modified by the user. When this has
been delivered and can actually replace option 2, then the GM (Maternity) option will be
extended to GG (Adoption) and GP (Paternity) too.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 35 of 60
8.2.2
From Where Rules
There are 10 methods that are supported for defining Where From rules. Each can have a
parameter set that will further define how the method will actually define the end of the check
window.
1) Actual Absence
a. 1
Absence Start
b. 2
Day By Day Through Absence
2) Employee Anniversary (Public Sector)

a. EH
Earliest Hire
b. LH
Latest Hire (before absence)
c.
01 ... 12. Employee Date Infotype 0041
3) Calendar Anniversary (Public Sector 1)

a. DD.MM
(Day.Month)
4) Absence Recording
a. DD.MM.YYYY (Day.Month.Year)
5) Employee Start Date
a. EH
Earliest Hire
b. LH
c.
6) Calendar Anniversary
a. DD.MM
(Day.Month)
7) Employee Anniversary
a. EH
Earliest Hire
b. LH
c.
8) Calendar Anniversary (Public Sector 2)

a. DD.MM
(Day.Month)
There are major differences between these options, but the most widely used option is 1/1.
8.2.2.1
Actual Absence
The check window is defined by the current absence that is being processed.
Parameter set to 1
The check window will include all the days in the current absence up to the day that is currently
being processed. . In this way the check window is a fixed length on the first day of the absence
(defined by the How Far Bck/Fwd rule), but increases one day at a time as the next day is
processed.
Parameter set to 2
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 36 of 60
The check window will only include the days in the current absence up to the day (if a How Far
Bck/Fwd rule goes back that far). In this way the check window is a fixed length, but moves
forward one day at a time as the next day is processed. (This option should only be used in your
rules require a moving/rolling checkwindow, where the employee will receive additional
entitlements as earlier absences drop out of the check window as it moves forward.)
8.2.2.2
Employee Anniversary
The employee anniversary date (DD.MM.YYYY) can be defined for the employee by being
based on their first hiring action, their most recent hiring action or by a specific date type on their
IT0041. This will mean that the DD.MM can be defined quite simply, but the YYYY still needs to
be defined.
Normally, there is no need to have a How Far Bck/Fwd rule that extends the check window as
the window will start on the anniversary date and end on the day of the absence that is being
processed. So this is the simplest way to define an Entitlement Year that is based on the
employees specific hire date to define when the Entitlement Year starts and ends.
There are two ways in which to choose the anniversary date to use.
1) Use the start date of the absence: The entitlement year is fixed using the start date of
the absence, (i.e. if an absence starts on 01.01.2003 and the employee anniversary is
on 01.05.2003 then even if the absence lasts for 5 months the entitlement year will still
start from 01.05.2002 and run until the end of the absence.)
2) Use the day of the absence that is being processed: The entitlement year is fixed using
the day of the absence that is being processed, (i.e. if an absence starts on 01.01.2003
and the employee anniversary is on 01.05.2003 then for the days of the absence before
01.05.2003 then the entitlement year will still start from 01.05.2002, but if the absence
lasts for 5 months then for the days of the absence on or after 01.05.2003 the
entitlement year will still start from 01.05.2003 and run until the end of the absence.)
8.2.2.3
Calendar Anniversary
The calendar anniversary date (DD.MM.YYYY) is defined using the parameter, so the DD.MM
can be decided quite simply, but the YYYY still needs to be decided.
Normally, there is no need to have a How Far Bck/Fwd rule that extends the check window as
the window will start on the anniversary date and end on the day of the absence that is being
processed. So this is the simplest way to define an Entitlement Year that is based a specific
calendar date to define when the Entitlement Year starts and ends.
There are two ways in which to choose the anniversary date to use.
the absence, (i.e. if an absence starts on 01.01.2003 and the calendar anniversary is on
01.05.2003 then even if the absence lasts for 5 months the entitlement year will still
start from 01.05.2002 and run until the end of the absence.)
2) Use the day of the absence that is being processed: The entitlement year is fixed using
the day of the absence that is being processed, (i.e. if an absence starts on 01.01.2003
and the calendar anniversary is on 01.05.2003 then for the days of the absence before
01.05.2003 then the entitlement year will still start from 01.05.2002, but if the absence
lasts for 5 months then for the days of the absence on or after 01.05.2003 the
entitlement year will still start from 01.05.2003 and run until the end of the absence.)
the absence, (i.e. if an absence starts on 01.01.2003 and the calendar anniversary is on
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 37 of 60
01.05.2003 then even if the absence lasts for 5 months the entitlement year will still
start from 01.05.2002 and run until the end of the absence.) The only difference with 1)
and 3) is that in 1) the absence days that overlap the entitlement year start date and are
in the new year will not only reduce the old entitlement, but will reduce the new
entitlement year as well. This option will not include those days in the new year. In this
way this definition is identical to the linking option for the How Far Bck/Fwd rule that
excluded the days that overlap the start of the reference period!
8.2.2.4
Absence Recording
Some kinds of illness may have a fixed amount of entitlement regardless of when they are taken
during the employees time with their employer. In this way the reference period is unlimited and
includes any historical data that is in the system
8.2.2.5
Customer Specific
There are two customer specific methods provided and these can be stretched even further as
there is no check on the parameter field for these methods. The Customer Exit
EXIT_SAPLHRGPBS_OSP_OMP_MTD allows any definition.
8.2.3
How Far Back/Forward Rules
The How Far Bck/Fwd rules are defined in T5GPBS21.

The only complex part of this solution is defining the How Far Bck/Fwd Time Unit for how far
back/forward should be checked.
There are 3 pre-delivered Time Units that are based on calendar dates not calendar days.
EXAMPLE
1) Calendar Years (R13)
One year before 01.04.XXXX is 01.04.YYYY regardless of whether YYYY is a leap year or not)
2) Calendar Months (R12)
One month before 31.03.YYYY is 28.02.YYYY, if YYYY is not a leap year
One month before 31.03.YYYY is 29.02.YYYY, if YYYY is a leap year
3) Calendar Days (R10)
30 days before 11.03.YYYY is 09.02.YYYY, if YYYY is not a leap year
30 days before 11.03.YYYY is 10.02.YYYY, if YYYY is a leap year
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 38 of 60
8.3
Waiting Days
Waiting Days are designed in exactly the same way as SSP waiting days.
Waiting Days are defined in T5GPBS20.
So waiting days in the OxP solution do not reduce entitlement. Effectively, they are similar to a
type of non-qualifying day except that they can have their own payment band and have their
own linking rules.
WAITING DAYS THAT REDUCE ENTITLEMENT
If your scheme rules are such that there are a number of days at the start of every absence that
are known as waiting days, but reduce entitlement, then these cannot be handled using
waiting days in T5GPBS20.
SOLUTION
This rare requirement would be better handled using a separate payment band that provides
entitlement for the waiting days and has the required reference period (with linking if
necessary), then the following main entitlement should have an entitlement limit rule attached
that includes the waiting days and the main entitlement in the total of its entitlements. In this
way, the total amount of entitlement will not be exceeded.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 39 of 60
8.4
Non-Qualifying Rules
Non-Qualifying Days do not reduce entitlement.

If you intend to use a Non-qualifying rule and process those Non-Qualifying days as actually
receiving payment, then you will need a non-qualifying rule per payment band to ensure that the
employees payment changes when their band changes.
EXAMPLE
If your business rules are such that Public Holidays do not reduce entitlement, but do receive
payment then the By Default option can be used to implement exactly these rules. It is
important to have a rule per entitlement payment band (i.e. 100% & 50%).
Non-Qualifying Days are defined at two possible levels (T5GPBS22);
1) By Default: non-qualifying days for all employees in the scheme
2) Employee Based: non-qualifying days for just one employee
8.4.1
By Default
These Non-Qualifying Days are based on a Period Work Schedule rule.

The Period Work Schedule rule should not be attached to any employee via IT0007, although
obviously it could be, but it is designed to be used by the scheme and not any individual
employee.
1) Any Public Holiday will be a non-qualifying day
2) Any Non-Public Holiday will be a non-qualifying day if it is a non-working day (i.e. there
are no planned start or end times.)
8.4.2
Employee Based
These Non-Qualifying Days can be based on any of the following options;

1) Non-Working Days
2) Days before MMP Start Date
3) Non-Working Days or Holidays (All Classes)
4) Non-Working Days or Holidays (Class 1)
9) Days before APP Start Date
0) Days before PPP Start Date
A) MatWeek 1: Non-Payment days in OMP week
B) MatWeek 2: Non-Payment days in SMP week
C) AdpWeek 1: Non-Payment days in OAP week
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 40 of 60
D) AdpWeek 2: Non-Payment days in SAP week

E) PatWeek 1: Non-Payment days in OPP week
F) PatWeek 2: Non-Payment days in SPP week
Option 1 must be used in conjunction with Entitlement Weeks.
Option 3 8 can be used to help implement the Teachers OSP solutions for Local Authorities
to define the Teachers Non-Termtime that does not reduce entitlement. But which one you use
depends on how you have customised your Holiday Classes and Employee Work Schedule
Rules.
An alternative is to use the By Default grouping above, but that may become difficult to control
as it will probably mean implementing one scheme per school. Where as, if school holidays
have been customised using a separate Holiday Class from the one used for Public Holidays,
then options 4 8 are a much simpler solution.
Option 2, 9 and 0 can be used to keep OxP weekly payments in line with SxP payments if an
employee chooses to start their absence before the start of the relevant SxP week. Obviously,
these can only be used for Maternity, Paternity and Adoption and cannot be used in conjunction
with Entitlement Weeks as Option 1 must be used in conjunction with Entitlement Weeks.
Options A, B, C, D, E and F are used to ensure that only one day per week will reduce
entitlement and therefore receive the weekly payment amount.
The difference between A & B is that A is based on a seven day rotating pattern that starts from
the continuously linked absence start date from IT2001, (so A will be affected by employees
returning to work part way through the absence) and B is based on a seven day rotating pattern
that starts from the start of the MPP, (so B will not be affected by employees returning to work
part way through the absence). There are similar differences between C & D and E & F.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 41 of 60
8.5
Entitlement Limits
The Entitlement Bands (View Cluster V_T5GPBS23_CL) customising includes two other options
The Entitlement Bands (View Cluster V_T5GPBS23_CL) customising includes two other options
that allow complex interdependencies to exist between the current Entitlement Band that is
being customised and other Entitlement Bands or even groups of Entitlement Bands.
These additional fields have been provided to help customers cater for their own peculiar
requirements.
EXAMPLE
The one year in four rule
The one year in four rule is most evident in customers that have (or had) some affiliation with
Central Government (i.e. Public Utilities or Services).
183 Full Pay in a year - as long as they have not had 365 days Full or
Half pay in the last 4 years.
182 Half Pay in a year - as long as they have not had 365 days Full or
Half pay in the last 4 years.
Interpretation 1
183 Full Pay in a year
1) if they have not had any days Half or Nil pay in the current absence AND
2) if they have not had 365 days Full or Half pay in the last 4 years.
182 Half Pay in a year
1) if they have not had any days Nil pay in the current absence AND
2) if they have not had 365 days Full or Half pay in the last 4 years.
For both Full and Half pay, the interpretation of the one year in four rule is that an employee
cannot return to a higher level of pay part way through an absence -even if according to the
implicit rules they would be allowed to.
Interpretation 2
183 Full Pay in a year - if they have not had 365 days Full or Half pay in the last 4 years.
182 Half Pay in a year - if they have not had 365 days Full or Half pay in the last 4 years.
For both Full and Half pay, the interpretation of the one year in four rule is that an employee
can return to a higher level of pay part way through an absence - if according to the implicit
rules they would be allowed to.
Under interpretation 1 there are two sets of complex interdependencies for each Entitlement
Band.
Under interpretation 2 there is only one set of complex interdependencies for each Entitlement
Band.
8.5.1
Using the Entitlement Limit Fields
The two Entitlement Limit rules available for each band allow for both interpretations of the One
Year in Four rule.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 42 of 60
Under interpretations 1, the first Entitlement Limit field is used to define the lesser rule about
not returning to a higher payment band during an absence. This is going to be
The first Entitlement Limit field will cause an Entitlement Band to be limited far more regularly
than the second and so if a limit is hit using this rule then no message is issued.
Under interpretations 1 and 2, the second Entitlement Limit field is used to define the main
rule.
The second Entitlement Limit field will cause an Entitlement Band to be limited far more rarely
and so if a limit is hit using this rule then a warning message is issued.
8.5.2
Defining an Entitlement Limit
Entitlement Limit rules are defined in T5GPBS30. The limit has to be for the SAME Absence
Grouping as the Entitlement Band that it will be attached to.
8.5.3
Overriding an Entitlement Limit
Although Entitlement Limit rules override an employees normal entitlement bands, it still has to
be possible to use a manual override to change their entitlements in any circumstance.
Therefore if an extension or reduction to entitlement exists on the Absence Scheme Override
infotype (0572) then the Entitlement Limits rules are by-passed.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 43 of 60
Appendix 1
This first appendix covers all the additional features that have been added into the OXP
functionality. In most cases, it will be possible to implement any customer specific requirements
you may have, but this sections the slightly more rare requirements.
9.1
Non-payment Days
The Non-Payment Day rules do not affect the way that an employees entitlement is calculated
and stored in COVER. The Non-Payment Day rules are an ad-hoc variation that only occurs in
table AB, which will mean that the payment rules can be bended/broken a group of employees
for a specific absence.
The idea is that specific days in the calendar year can receive an alternative payment solution
from others, but still reduce entitlement in exact the same way (i.e. Employees that are sick on a
public holiday reduce entitlement and receive their normal OSP Full/Half Pay payment, but
receive an additional one-off payment to compensate for the loss of a public holiday, instead of
giving Time Off In Lieu).
Another idea to provide this functionality is for customers that wish to keep OMP/OAP/OPP
weeks in line with the employees SMP/SAP/SPP weeks. In this way, the payments for OxP are
always made in the period where the SxP payment is made. So the days after the last SxP
payment date in the period do not receive OxP, do get offset, but are recognised as not actually
being paid yet.
This requirement can also be satisfied by the introduction of the use for Matweeks (M11),
Patweeks (P11) and Adoption Weeks (A11) and only paying OMP, OPP & OAP one day per
week, but always on the same day as the SxP payment.
9.2
Public Holidays
Public Holidays can be handled in various ways throughout the whole range of OxP
configuration.
The first and most important factor is whether the Public Holidays will reduce entitlements or
not.
9.2.1
Public Holidays that reduce entitlement
If they will reduce entitlements then they cannot be handled via a non-qualifying rule (using the
By Default options). Instead the Public Holidays will simply need special processing during
payroll. This can either be achieved using a specific Non-payment rule that will allow you to
differentiate Bank Holidays from normal days in table AB or you can use the same entry in table
AB, but have separate processing using Day Rules attached to your T554C rules.
If you do use Day Rules then they must be mutually exclusive and attached to each counting
class/wage type.
9.2.2
Public Holidays that do not reduce entitlement
If they will not reduce entitlements then they can be handled via a non-qualifying rule (using the
By Default options).
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 44 of 60
9.3
OxP processed and held in hours
The feature GENTT can be activated to ensure that the history of used entitlements is not held
on a the basis of a 24 hour clock (i.e. 1440 minutes per day), but instead is held on the basis of
the employees working hours (i.e. PSP-STDAZ).
Non-Qualifying days will still be processed using a 24 hour clock, but days that reduce
entitlement hold the number of minutes that would normally be worked (i.e. PSP-STDAZ x 60).
9.4
Customer Specific Time Units
The use of customer specific Time Units is not very advisable. The section on Entitlement Units
outlines the strengths and weaknesses of the Time Units that we already provide.
So creating your own will probably not be as successful as you may hope, but can be useful in
some areas.
For some customers, the reference period will not be a simple 12 month period (or similar), it
may be a very complex period depending on previous absences etc etc. In this case, a
customer specific rollback time unit may be very useful.
1) Define the time unit in T538A
2) Make the time unit applicable to rollback units only in T5GPBS28
3) Do not give it a time unit multiplier (i.e. it must not exist as an entry in T5GPBS24)
4) Code and Activate the Customer Exit (EXIT_SAPLHRGPBS_OSP_OMP_LEN) to
derive how the Time Unit should be used.
9.5
Customer Specific Rollback Methods
The use of customer specific Rollback Methods can be very useful. So creating your own will
probably allow any customer specific requirement to be provided for.
For some customers, the reference period will not be a simple 12 month period (or similar), it
may be a very complex period depending on previous absences etc etc. In this case, a
customer specific rollback method may be very useful.
1) Use one of the two available customer specific rollback methods (i.e. Y or Z).
2) Code and Activate the Customer Exit (EXIT_SAPLHRGPBS_OSP_OMP_MTD) to
derive how the Rollback Method should be used.
9.6
Customer Specific Linking
Currently, customer specific linking of absences is not supported. If you have any requirements
for customer specific linking options then please raise a development request.
9.7
Customer Specific Entitlements
The use of customer specific Entitlement Rules should be very rarely handled by the Customer
Exit provided.
Any customer specific attachment rules can be handled in the Customer Exit provided
(EXIT_SAPLHRGPBS_OSP_OMP_CVR).
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 45 of 60
But for some customers, the only solution will be to apply customer specific rules in the
Customer Exit provided. However, even then, it may be simpler to use the Absence Scheme
Override infotype (0572) rather than use this exit as the infotype provides complete flexibility
and clarity, where as the rules of the Customer Exit are inflexible and hidden to the user.
If the OxP Entitlement Rules for one group of employee are not definitively customisable using
the Schemes and Scheme Rules.
1) Code and Activate the Customer Exit (EXIT_SAPLHRGPBS_OSP_OMP_ENT) to
derive how an employees Entitlements should be defined.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 46 of 60
10
10.1
Appendix 2
OxP Messages
The payroll function GPNAB will issue message for the following reasons;
a) GPNAB will issue an error message if it cannot correctly process an employees
absence evaluation.
This accounts for the bulk of the 130 different messages. These are created due to
missing Master Data or incorrect customizing.
b) GPNAB will issue warning messages if it finds a situation that should not really
occur, but is not critical to paying the employee.
For instance, non-qualifying days for a maternity Entitlement Band have been
customised based on excluding the days before the MPP, but the employee does
have an IT0088 from the start of the MPP, so the days before the MPP will issue the
following warning and be processed as non-qualifying days, but that is not
necessarily a problem as this could be completely correct.
Employee has no Maternity Details between &1 and &2 (Infotype 0088)
c) GPNAB will issue warning messages when the employee moves from one
entitlement band to another.
Payment Band Changed from '&1' to '&2' on &3 for '&4' absence
d) GPNAB will issue warning messages when entitlements are going to be used
within the customized warning period.
Entitlement Used (issued on &1): &2 of '&3' for '&4' absence
The payroll function XNAB issues most of these messages too as there is very little difference
between the two solutions and most of the messages are issued during the GB country exits
which are identical in both solutions.
Only one message comes up time and time again.
This message will be issued for one of two reasons;
either overlapping absences have forced the solution to try to process more that one days
entitlement on a day
or overlapping scheme rules (via overlapping seniority/age bands) have forced the solution to
try to process more that one days entitlement on a day.
The rest of the messages come up during an implementation phase but rarely during the normal
day-to-day processing as they are mostly created for customizing inconsistencies.
10.2
Message Class HRPSGB_ABS
001
Rollback Method 1 only supports Parameters 1, 2
002
Rollback Methods 2 and 5 only support Parameters EH, LH and IT0041 Dates
003
Rollback Method 3 only supports Parameters for the format DD.MM
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 47 of 60
004
Rollback Method 4 only supports Parameters for the format DD.MM.YYYY
005
Checking Linking for 'Related Absences Only' MUST have a Linking Method
006
Waiting Days to 'serve' must have a Valuation Rule for Waiting Days
007
Valuation Rule for Waiting Days must have Waiting Days to 'serve'
008
Linking Method for Waiting Days must have Waiting Days to 'serve'
009
Enter all four fields to attach a Period Work Schedule Rule (or none)
010
Specify Non-Qualifying Days with a 'PWS rule' OR 'Emp Rel days' NOT both
011
Valuation rule is required, if Non-Qualifying days are specified
012
Valuation rule is NOT allowed, if Non-Qualifying days are NOT specified
013
Waiting Day val. rule does not exist in customising (Table T5GPBS27)
014
Absence evaluation scheme does not exist in customising (Table T556E)
015
Absence subtype category does not exist in customising (Table T5A4P)
016
Enter BOTH absence subtype category and valuation rule (or neither)
017
Fill whole line correctly (absence category and valuation class empty).
018
Fill only one of 'extension in days' or 'reduction in days'.
019
Fill either of 'extension in days' or 'reduction in days'.
020
Valuation rule is required, if Non-Payment days are specified
021
Valuation rule is NOT allowed, if Non-Payment days are NOT specified
022
Personnel Work Schedule rule does not exist in customising (Table T508A)
023
Abs. Eval. Scheme rule does not exist in customising (Table T556G)
024
Time Unit/Measurement does not exist in customising (Table T538A)
025
How Far Bck/Fwd rule does not exist in customising (Table T5GPBS21)
026
From Where rule does not exist in customising (Table T5GPBS20)
027
Non-qualifying Days rule does not exist in customising (Table T5GPBS22)
028
Rollback Time Unit does not exist in customising (Table T5GPBS28)
029
Entitlement Time Unit does not exist in customising (Table T5GPBS28)
030
Multiplier Time Unit does not exist in customising (Table T5GPBS28)
031
First character of an absence grouping must be an 'S', 'M', or '.'
032
Offsetting Wage Type is ONLY for SMP'able or SSP'able abs. grouping
034
Valuation rule does not exist in customising (Table T554L)
035
Complete Day val. rule does not exist in customising (Table T5GPBS27)
036
Part Day val. rule does not exist in customising (Table T5GPBS27)
037
Non-Qualifying val. rule doesn't exist in customising (Table T5GPBS27)
038
Non-Payment val. rule does not exist in customising (Table T5GPBS27)
039
Nil Pay Day val. rule doesn't exist in customising (Table T5GPBS27)
040
Lieu Days processing is NOT allowed unless 'Working Days Only' qualify
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 48 of 60
041
Enter both fields for Lieu Days processing or neither.
042
Limiting rule does not exist in customising (Table T5GPBS30)
043
Override the Scheme or an extend/reduce an Absence Payment Band.
050
Part Day Valuation Rule &2 not in customising (T5GPBS25) ( &1 )
051
Error in Customer Exit 'LEN' for Time Unit &1
052
Non-Qualifying Day Rule &2 not in customising (T5GPBS22) ( &1 / &3 )
053
Non-Qualifying Day Rule &2 customising incomplete (T5GPBS22) ( &1 / &3 )
054
Personnel Work Schedule Rule not valid during absence ( &1 &2 &3 &4 )
055
Employee's Personnel Shift Plan is invalid on &1
056
Check Window End Rule &2 not in customising (T5GPBS20) ( &1 / &3 )
057
Unsupported Combination Of Rollback Method &1 and Parameter &2
058
Insufficient Employee Data for Rollback Method &1 with Parameter &2
059
Check Window Start Rule &2 not in customising (T5GPBS21) ( &1 / &3 )
060
061
Error in Customer Exit 'ENT' for Check Period &1 to &2 on &3
062
Valuation Rule &1 has no offsetting Wage Type at &2 (Table T554C)
063
Error in Customer Exit 'NIL' for Absence Subtype &1
064
Part Day processing failed. Absence record '&1' missing from table AB
065
Part Day processing failed. NOT a part day Valuation Rule &2 ( AB &1 )
066
Part Day Valuation Rule &2 not in customising (T5GPBS25) (AB &1 )
067
Non-Payment Day Rule customising incomplete (T5GPBS26) ( &1 &2 &3 &4 )
068
Rollback Period Units 'R??' are reserved by SAP, use 'Z??' instead of &1
069
Entitlement Units 'E??' are reserved by SAP, use 'Z??' instead of &1
070
Error in Customer Exit 'MTH' for Rollback Method &1 & Parameter &2
071
No record exists for &1 and &2 in Personnel Area/Subarea (Table T001P)
072
No record exists for &1 and &2 in Employee Groups/Subgroups (Table T503)
073
No record exists for &1 &2 and &3 in Attendance and Absence Types (T554S)
074
Employee has no Org. Assignment on &1 (Infotype 0001)
075
Employee has no Planned Working Time on &1 (Infotype 0007)
076
No customising exists for End Rules (T5GPBS20)
077
No customising exists for Start Rules (T5GPBS21)
078
No customising exists for Non-Qualifying Day Rules (T5GPBS22)
079
No customising exists for Absence Evaluation Scheme Rules (T5GPBS23)
080
Maximum part day absence splits exceeded on &1 ( caused by Part Day &2 )
081
Maximum part day absence splits reach on &1 ( data lost for Part Day &2 )
082
Entitlement Used (issued on &1): &2 of '&3' for '&4' absence
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 49 of 60
083
The feature GLOSS passes back &1 which is not supported (1-8 only)
084
Checking AUTOMATIC absence splitting in Payroll (Re: Abs. Eval. Scheme)
085
Checking MANUAL absence splitting in Absence Entry (Re:Abs. Eval. Scheme)
086
Checking MANUAL absence splitting in Absence Entry (Re: Bespoke Report)
087
No AUTOMATIC splitting of this absence will occur in Payroll
088
No MANUAL splitting of this absence is necessary (Re: Abs. Eval. Scheme)
089
No MANUAL splitting of this absence is necessary (Re: Bespoke Report)
090
Employee &1 is not attached to a scheme.
091
Employee has no Basic Payments on &1 (Infotype 0008)
092
No Employee Group/Subgroup exist for &1 &2 (Table T503)
093
No Standard Working Hours exist for &1 &2 &3 &4 (Table T510I)
094
No Scheme Switches exist for &1 &2 &3 (Table T5GPBS29)
095
Employee has no Maternity Details between &1 and &2 (Infotype 0088)
096
Shift Worker requires EntWeek Time Unit indicator set (Table T5GPBS29)
097
Seniority Time Unit &1 is NOT defined in customising (Table T5GPBS24)
098
Previous Service from Date Specifications (IT041) requires a Date Type.
099
Date Type &1, to calculate Previous Service, does not exist (Table T548Y)
100
Employee has no Date Specification in Infotype 0041 for Date Type &1
101
Limit Rule &2 not in customising (T5GPBS30) ( &1 / &3 )
102
Payment Band Changed from '&1' to '&2' on &3 for '&4' absence
103
Val. Rule &1 ( &2 / &3 ) is not allowed a Counting Class or a Wage Type
104
The employee's PS Grouping changes from &1 to &2 on &3.
105
Seniority/Age "As At Date" is missing. Feature GLOSS or GAGES incorrect
106
Seniority/Age "As At Date" &1 must be in the format "DD.MM"
107
Employee has no Date of Birth at &1 (Infotype 0002)
108
Age Calculation Type &1 is NOT supported (Check FEATURE GAGES)
109
Employee changes Absence Scheme during absence (on &1 from &2 to &3)
110
Offsetting wage type &1 not in payroll table &2, check customising in IMG
111
Offsetting Wage Type &1 does not have the correct valuation basis on &2
112
Employee has many Go Live dates. The Latest &1 will be used.
113
Employee has absences overlapping their LATEST Go Live date &1.
114
Go Live date &1 is NOT in the date range selected &2 - &3
115
BOTH Absence Grouping & Payment Band are MANDATORY (T5GPBS31 &1 &2 &3 )
116
Non-Payment Rule has no UNPAID Valuation Cls for &1 on &2. (&3)
117
Activate Unpaid OMP Dates to enter Paid Payment Band/Unpaid Payment Band
118
Enter BOTH Paid Payment Band 1 and Unpaid Payment Band 1
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 50 of 60
119
Enter BOTH Paid Payment Band &1 and Unpaid Payment Band &1 (or neither)
120
Fill earlier gaps before Paid Payment Band &1 and Unpaid Payment Band &1
121
Entitlement Amount, &1 days, exceeds possible expected life span!
122
Entitlement Limit rules 1 and 2 cannot be the same.
123
Go Live Date &1 is not in the format YYYYMMDD (Feature GLIVE)
124
Conversion not possible. GPNAB still active (T77S0: HRPSG/GPNAB)
125
Conversion not necessary. Part Day processing is not active (T5GPBS29)
126
MPP Start Date not entered yet, Earliest MPP Start Date used (IT0088)
127
Internal Error: During generation of payroll structure COVER on &1
128
ENTWEEKS must have a rule specified in T5GPBS29 (See Note 541144)
129
EXACT Part Day Processing is obsolete T5GPBS29 (See Note 541144)
130
Scheme &1 has overlapping scheme rules (View Cluster V_T5GPBS23_CL)
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 51 of 60
11
Appendix 3
The pre-delivered OxP customising is only delivered to client 000 as most of the tables involved
as C tables.
11.1
Dependencies between OxP delivered table entries
This section describes the order in which tables should be copied from client 000 to avoid
interdepencies and it is also the order that they need to be created if you wish to create your
own entries.
11.1.1 Payment Bands

Via transaction SM31, copy payment bands from client 000 in the following order;
T554L
T5GPBS27
T5GPBS25 (if necessary for Part Day processing)
T554E
T554R (if necessary for Public Holiday processing)
T554C
11.1.2
Time Units
Via transaction SM31, copy time units from client 000 in the following order;
T538A
T5GPBS28
T5GPBS24
11.1.3 Absence Groupings

Via transaction SM31, copy absence groupings from client 000 in the following order;
T5A4P
T554S
11.1.4 Reference Periods

Via transaction SM31, copy reference periods from client 000 in the following order;
T5GPBS20
T5GPBS21
11.1.5 Non-qualifying Rules

Via transaction SM31, copy non-qualifying rules from client 000;
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 52 of 60
T5GPBS22
11.1.6 Schemes
Via transaction SM31, copy schemes from client 000 in the following order;
T556E
T5GPBS29
11.1.7 Scheme Rules

Via transaction SM34, copy scheme rules from client 000 in the following order;
T556G & T5GPBS23
11.1.8 Non-Payment Rules

There are no pre-delivered Non-Payment rules.
11.1.9 Entitlement Limit Rules

There are no pre-delivered Entitlement Limit Rules.
11.2
OxP delivered table entries
This section describes the actual entries that should exist in client 000. These entries are only
based on release 4.7 where the entries used in earlier releases were consolidated and
organised in a slightly different manner.
11.2.1 Payment Bands

Via transaction SM31, copy payment bands from client 000 in the following order;
T554L
11
100% Sickness
12
50% Sickness
13
100% Maternity
14
50% Maternity
15
100% Paternity
16
100% Adoption
17
100% Ind. Injury
18
Non Qual Sickness
19
Non Qual Maternity
20
Non Qual Ind. Injury
21
Non Pay Sickness
22
Non Pay Maternity
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 53 of 60
23
Non Pay Ind. Injury
24
Waiting Sickness
25
Nil Pay (Default)
26
100% Sickness
PRT
27
50% Sickness
PRT
28
100% Ind. Injury PRT
29
Nil Pay (Default)PRT
T5GPBS27
11
100% Sickness
1 Complete Payment Day
12
50% Sickness
13
100% Maternity
14
50% Maternity
15
100% Paternity
16
100% Adoption
17
100% Ind. Injury
18
Non Qual Sickness
2 Non Qualifying Day
19
Non Qual Maternity
20
21
Non Pay Sickness
5 Non Payment Day
22
Non Pay Maternity
5 Non Payment Day
23
Non Pay Ind. Injury
5 Non Payment Day
24
Waiting Sickness
3 Waiting Day
25
Nil Pay (Default)
25
Nil Pay (Default)
6 Nil Pay Day
26
100% Sickness
PRT 4 Part Payment Day
27
50% Sickness
PRT
4 Part Payment Day
28
4 Part Payment Day
29
4 Part Payment Day
T5GPBS25 (if necessary for Part Day processing)

11 100% Sickness
26 100% Sickness
PRT
12 50% Sickness
27 50% Sickness
17 100% Ind. Injury
28 100% Ind. Injury PRT
25 Nil Pay (Default)
29 Nil Pay (Default)PRT
PRT
T554E
10
Paid Absences
20
Unpaid Absences
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 54 of 60
21
Unpaid Sickness
22
Unpaid Maternity
23
Unpaid Industrial Injury
T554R (none pre-delivered for OxP)

T554C
MODIF 03 (Monthlies) as MODIF 01 (Hourlies) but defined in KT
MODIF 02 (Weeklies) as MODIF 01 (Hourlies) but defined in AT
MODIF 01 (Hourlies) defined in AH
11
100% Sickness
10
Paid Absences
OSFL OSP 100%

12
Paid Absences
Unpaid 50,00
21
Unpaid Sickness
Unpaid 50,00
Paid Absences
100,00 AH BPsplit
Unpaid 50,00
22
Unpaid Maternity
Unpaid 50,00
100,00 AH BPsplit
100% Paternity
Paid Absences
Unpaid 100,00
I
100,00 AH BPsplit
100% Adoption
10
Paid Absences
OAFL OAP 100%
19
Paid Absences
OPFL OPP 100%
18
Unpaid 100,00
10
10
17
100,00 AH BPsplit
50% Maternity
OMHF OMP 50%
16
100% Maternity
OMFL OMP 100%
15
100,00 AH BPsplit
10
10
14
50% Sickness
OSHF OSP 50%

13
Unpaid 100,00
Unpaid 100,00
I
100,00 AH BPsplit
100% Ind. Injury

10
Paid Absences
OIFL
OIP 100%
Unpaid 100,00
I
100,00 AH Bpsplit
Non Qual Sickness

21
Unpaid Sickness
Unpaid 100,00
ONIL
Nil Pay
100,00 AH BPsplit
Non Qual Maternity

22
Unpaid Maternity
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf
Unpaid 100,00

Date: 46B onwards
Storage location:
Page 55 of 60
ONIL
20
Unpaid Sickness
Unpaid Maternity
Unpaid Industrial Injury Unpaid 100,00

Unpaid Sickness
OSWT OSP Waiting Day
26
Unpaid 100,00
ONIL
Nil Pay
100,00 AH BPsplit
100% Sickness
PRT
Time I
50% Sickness
PRT
Time I

Time I

PCR GORD
11.2.2
100,00 AH BPsplit
Unpaid Absences
PCR GORD
29
20
PCR GORD
28
Unpaid 100,00
Nil Pay (Default)
PCR GORD
27
Unpaid 100,00
Waiting Sickness
21
25
Unpaid 100,00
Non Pay Ind. Injury

23
24
Unpaid Industrial Injury Unpaid 100,00
Non Pay Maternity

22
23
100,00 AH BPsplit
Non Pay Sickness

21
22

23
21
Nil Pay
Time I
Time Units
Via transaction SM31, copy time units from client 000 in the following order;
T538A
001
Hours
010
Days
011
Weeks
012
Months
013
Years
A11
Ado week
E11
Ent week
M11
Mat week
P11
Pat week
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 56 of 60
R10
Cal Day
R12
Cal Mth
R13
Cal Year
S10
Sen Day
S11
Sen Week
S12
Sen Mth
S13
Sen Year
T5GPBS28
001
Hours
Entitlement
Multiplier
010
Days
Entitlement
Multiplier
011
Weeks
Entitlement
Multiplier
012
Months
Entitlement
Multiplier
013
Years
Entitlement
Multiplier
A11
Ado week
Entitlement
Multiplier
E11
Ent week
Entitlement
M11
Mat week
Entitlement
Multiplier
P11
Pat week
Entitlement
Multiplier
R10
Cal Day
Rollback
R12
Cal Mth
Rollback
R13
Cal Year
Rollback
S10
Sen Day
Multiplier
S11
Sen Week
Multiplier
S12
Sen Mth
Multiplier
S13
Sen Year
Multiplier
T5GPBS24
001
Hours
1/8 of a day in an "Hour"
0.125000
010
Days
1 day in an "Day"
1.000000
011
Weeks
7 days in a "Week"
7.000000
012
Months
30 Days in a "Month"
30.000000
013
Years
365 Days in a "Year"
365.000000
A11
Ado week
Payment Days in a "Adp Week"
1.000000
M11
Mat week
Payment Days in a "Mat Week"
1.000000
P11
Pat week
Payment Days in a "Pat Week"
1.000000
S10
Sen Day
Seniority Band for "Days"
1.000000
S11
Sen Week
Seniority Band for "Weeks"
7.000000
S12
Sen Mth
Seniority Band for "Months"
30.000000
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 57 of 60
S13
Sen Year
Seniority Band for "Years"
365.000000
11.2.3 Absence Groupings

Via transaction SM31, copy absence groupings from client 000 in the following order;
T5A4P
08
GG
SAP & OAP
08
MM
SMP & OMP
08
PP
SPP & OPP
08
SI
SSP & IIP
08
SS
SSP & OSP
0200
Illness
T554S
08
Screen 2008
08
0250
Industrial accident
Screen 2008
08
0600
0610
0620
Valuation Rule 02
Absence Category MM Valuation Rule 02
Paternity leave
Screen 2008
08
Absence Category SI
Maternity leave
Screen 2008
08
Absence Category SS Valuation Rule 02
Absence Category PP Valuation Rule 02
Adoption leave
Screen 2008
Absence Category GG Valuation Rule 02
11.2.4 Reference Periods

Via transaction SM31, copy reference periods from client 000 in the following order;
T5GPBS20
1
Absence Start Date

Method 1
2
3
Parameter EH
Parameter LH
Calendar Date Jan 1st (No Lnk)

Method 3
Parameter 2
Anniversary:Last Hire(No Lnk)

Method 2
(No Lnk)
Anniversary:First Hire(No Lnk)

Method 2
Parameter 1
Absence Day-By-Day
Method 1
(No Lnk)
Parameter 01.01
Go Live Date 1989
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf
(No Lnk)

Date: 46B onwards
Storage location:
Page 58 of 60
Method 4
7
Parameter 01.01.1990
Start Date:First Hire (No Lnk)

Method 5
Parameter EH
Start Date:Last Hire (No Lnk)

Method 5
Parameter LH
T5GPBS21
1
1 Calendar Year
Amount 1
Rollback Unit
2 Calendar Years
Amount 2
3 Calendar Years
Amount 4
5
Amount 5
6
Amount 6
7
Calendar Years
(No Lnk)
Rollback Unit
6 Calendar Years
Calendar Years
(No Lnk)
Rollback Unit
5 Calendar Years
Calendar Years
(No Lnk)
Rollback Unit
4 Calendar Years
Calendar Years
(No Lnk)
Rollback Unit
Amount 3
4
(No Lnk)
Calendar Years
(No Lnk)
Rollback Unit
Calendar Years
Period Not Extended (No Lnk)

Amount 0
Rollback Unit
Calendar Days
11.2.5 Non-qualifying Rules

Via transaction SM31, copy non-qualifying rules from client 000;
T5GPBS22
1
Non-Working(Sick)
Employee
Before MPP(Mat.)
Employee
Payment Band 18
Payment Band 19
Non-Working(Ind.)
Employee
Payment Band 20
11.2.6 Schemes
Via transaction SM31, copy schemes from client 000 in the following order;
T556E
08CASUAL
Employees paid casual payments
08NOSCHEME No Entitlements
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 59 of 60
08SALARY
Employees paid salaries
08WAGES
Employees paid wages
T5GPBS29
08CASUAL
Employees paid casual payments
Entweeks
Nil Pay 25
No Part Days or Part Timers
Nil Pay 25
08NOSCHEME No Entitlements
Entweeks
08SALARY
Employees paid salaries
Entweeks
08WAGES
Nil Pay 25
Employees paid wages
Entweeks
Nil Pay 25
11.2.7 Scheme Rules

Via transaction SM34, copy scheme rules from client 000 in the following order;
T556G & T5GPBS23
The following has been taken from the Scheme Overview push button, but split into four to
make the files more managable and then amalamated again.
2000 SAP AG
Neurottstr. 16
D-69190 Walldorf

Date: 46B onwards
Storage location:
Page 60 of 60

Absence Evaluation Config

Uploaded by

Document Information

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Absence Evaluation Config

Uploaded by

Copyright:

Available Formats

Version: 1.

(starting with 1.0)

Version: 46B onwards

Specification - Absence Evaluation Configuration Confidential

Project Team/Development Team............................................................6

Absence Evaluation Terminology................................................7