Thank you for supporting the Cloud Customer Connect Community in 2024. It's a gift to work with you!

Look back
You're almost there! Please answer a few more questions for access to the Applications content. Complete registration
Interested in joining? Complete your registration by providing Areas of Interest here. Register
Get Started with Redwood for Oracle Cloud HCM   Begin Now
To ensure that questions get required attention from community members and are NOT left unanswered, it’s important for the author to indicate (by selecting “Yes” or “No” when prompted) whether the question was answered. (newly added) Please note that it is also important to respond to EACH comment your question receives. Your Yes or No response ensures an accurate status for your question.

For more information, please refer to this announcement explaining best practices for getting answers to questions.

When to have UOM Days or Calendar Days for generic Absences

in Workforce Management 3 comments

Summary:

We have some generic absences which does it have any statutory requirements. Something which the company can give in their discretion and which can be paid or unpaid or even not linked with any payroll elements.

So for these which type of UOM should we have - should it be Days or (Working) Days?

Content (required):

If we configure as Days, then employees working on part time or compressed hours would be able to take more leaves (if counted in calendar days) than someone who is working full time as the working schedule will be less.

If we configure it as Calendar Days then the Employees might think that it is working days as weekends & holidays ideally should not be considered. Moreover if an Employee applies from Monday to Friday and then again Monday to Friday, that employee would get more absences(only 10 Calendar days used) than someone who applies all these in one stretch(12 Calendar days used).

Tagged:

Howdy, Stranger!

Log In

To view full details, sign in.

Register

Don't have an account? Click here to get started!