FMLA Eligibility Calculation Using Payroll Hours Forecasts of Hours in Some Situations
(Doc ID 611334.1)
Last updated on OCTOBER 02, 2018
Applies to:PeopleSoft Enterprise HRMS Human Resources - Version 8.3 SP1 and later
PeopleSoft Enterprise HRMS Absence Management - Version 9.2 to 9.2 [Release 9]
Information in this document applies to any platform.
Currently the FMLA Eligible Hours field is populated by PeopleCode. If the customer has the FMLA plan set-up with the source of hours from Payroll therefore using a special accumulator, the eligible hours does a forecast if the request is future dated or if the employee has not had earned hours in the payroll prior to their current leave request.
If a special accumulator is used then only want the hours worked to date should be used to determine eligibility.
Example 1) The employee makes two requests. One is before the pay end date of the last payroll ran and the second is after:
First request is dated 01/15/2001 and ends 01/25/2001. When clicking the Eligibility and Entitlement button, it gives a total of 77 hours. This is amount which is approximately half of what is in the special accumulator (176). This is calculating correctly based upon the number of days worked.
The first request is then marked as completed. A second request for 2/15/2001 and ending 4/30/2001 is opened. When clicking on the Entitlement button, it shows the employee as having accumulated 259 hours. This is not correct being that the employee has not added any more hours to the Special Accumulator, being that there were no payrolls ran after 01/31/2001. Therefore, it appears to be projecting a number of hours.
Example 2) Employee did not work for a few months and then requested a personal leave.
As the calculation uses the payroll tables to review the hours for the special accumulator and does not see a paycheck created for this employee a few pay periods prior to the leave request, the code would see this as a future dated leave request and as designed will incorrectly forecast the hours and show the employee as eligible.
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