Hi Vamshi,
What you're asking is possible. Just to serve as an example lets say that 20 days of PTO will be generated for employees regardless of experience on 01/01/yyyy. This would mean that if they have 0-5 years experience they can roll over up to 10 days of PTO, 5-10 years would roll over up to 17.5 days, and 10+ years would roll over up to 10 days. Your PCR would look something like this, mind you I'm only using pseudo code.
- Check for the current date to be 12/31/yyyy. (You can use VARSTCURMO and BCURDY)
- Check the employee's "years of experience" using HRS=YSSY## (## is adjusted service date in infotype 41)
- Based on years of experience (i.e. 0-5yrs) using the GCY operation process the employees in different ESGgroupings in the PCR (i.e. GCY ZPTO1)
- *Once you have determined the employee's years of experience you can determine how much PTO carry over they will get. We already know how much PTO they will accrue on 01/01.
- Check the employee's remaining balance using the HRS function(lets say the employee has 18 days left and has 3 years of experience). HRS will be equal to the amount of remaining balance.
- Add the remaining balance to a time type. (lets call this ZPTO)
- Compare ZPTO to 10.
- If its greater than 10, set ZPTO to 10. If its less or equal to 10 then leave ZPTO at its current value. (Using our example ZPTO would be set to 10).
- On 01/01 generate the quota entitlement of the amount of ZPTO. This should leave you with 20 days generated via selection rules that all employees will receive and 10 days generated from the amount of ZPTO. 20+10 = 30 days.
Hope this helps.
Thanks,
Kory