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Lay-off Configuration

Hi Guru's,

I got a client requirement to map lap-off for plant employee. During that lay-off period employee's are getting their salary's 50% for few components 100% reduction for few components.

Let's say for the month of April. 2014, total calendar days 30 and actual working days excluding weekly off is 26.Let's say he was in lay-off for 13 days so the salary implication will be on the basis of components are as follows

All are the part of IT8,

1. Basic 50% of the lay off days i.e 13 days 50%(half day) or 6.5 days full days salary deduction.

2. HRA 100% of the lay off days i.e. 13 days full days salary deduction.

3. DA 50% of the lay off days i.e 13 days 50%(half day) or 6.5 days full days salary deduction.

4. Attendance Allowance 50% of the lay off days i.e 13 days 50%(half day) or 6.5 days full days salary deduction.

5. Tiffin Allowance 50% of the lay off days i.e 13 days 50%(half day) or 6.5 days full days salary deduction.

6. Medical 100% of the lay off days i.e. 13 days full days salary deduction.

I'm able to map the scenario only for 50 % for all the six components. How can I proceed further for the HRA and Medical part?

Please guide me.

Thanks,

Santosh

Message was edited by: Sikindar A

Former Member replied

Hi Santosh,

Do this way create a two separate factoring. in one factoring call TASOLL and minusing LWP and Lay off absence and assign that into PC10 against Basic Pay to other four components (Except HRA & Medical).

In Second factoring call Lay Off absence and check it's present or not? If it's present then make it double and again following the same procedure same like 1st factoring. Assign this factoring to HRA and Medical PC10.

Check and let me know. It will work.

Regards,

Sankarsan

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