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SAP ERP HCM, localization for Saudi Arabia and United ArabEmirates

Product InformationOverview Details

Product SAP ERP HCM, localization for Saudi Arabia and United ArabEmirates

Release 605, Support Package 27Based On SAP enhancement package 5 and higher for SAP ERP 6.0Documentation Published September, 2013

The localization of SAP ERP HCM for Saudi Arabia and the United Arab Emirates allows you to meet legal requirements and run payrollaccording to common practices in those countries.For information about the core functions of SAP Payroll Other Countries (PY-XX), search for Payroll Other Countries (PY-XX).

Features

Saudi Arabia

The localization for Saudi Arabia comprises the following enhancements in the Payroll (PY) component:Payroll Kingdom of Saudi Arabia (PY-SA).Payroll Kingdom of Saudi Arabia Public Sector (PY-SA-PS).

United Arab Emirates

The localization for the United Arab Emirates comprises the following enhancements in the Payroll (PY) component:Payroll United Arab Emirates (PY-AE).Payroll United Arab Emirates Public Sector (PY-AE-PS).

Saudi Arabia This sections contains information about the functionalities that have been developed for Saudi Arabia. Functions are offered for thefollowing areas:

Country-specific and Private SectorPublic Sector

Product News and UpdatesAuthorized customers can keep up-to-date about product news and support packages by going to the SAP Service Marketplacehomepage and navigating to Globalization: Country and Language Information Country Information Middle East and Africa SaudiArabia Human Capital Management .

Private Sector and Country-Specific Functions You use this component PY-SA to run payroll for employees in Saudi Arabia. In addition to the international processes that apply to allcountries, this component provides the following features for Saudi Arabia and its legal environment:

Saudi Arabia-specific HCM user roles. For more information, see HCM User Roles for Saudi Arabia.Unique infotypes and enhanced standard infotypes that allow you to store specific employee-related information, such as addressdetails. For more information, see Infotypes.An Islamic Hijri calendar that you can map to the Gregorian calendar. For more information, see Islamic Hijri Calendar.Functions for adjusting leave payment and provisioning settings according to your requirements. For more information, see Leaves.Functions for configuring and determining the air ticket entitlement of an employee and his or her dependents. For more information,see Leave Passage (Ticket Entitlement).Functions for paying vacation entitlements to employees before their vacations begin. For more information, see Advance LeavePayment.Functions for customizing how different types of absence affect employee remuneration. For more information, see AbsenceDistribution.Functions for providing financial compensation to an employee or his or her dependents in the event of a work-related injury, sickness,

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or death. For more information, see Occupational Hazard.Functions deducting social insurance from the salaries of eligible employees and make the necessary reports for the GOSI socialinsurance authority. For more information, see Social Insurance (GOSI).Functions for provisioning and calculating the end of service entitlements of your employees. For more information, see End ofService.Reports and forms for managing employee entitlements, social insurance contributions, and documentation. For more information,see Reporting and Forms for Saudi Arabia.

HCM User Roles for Saudi Arabia The following localized HCM user roles are available for the Saudi Arabia payroll solution:

HR Manager Saudi ArabiaHR Administrator Saudi ArabiaHuman Resources Analyst Saudi ArabiaPayroll Process Administrator Saudi ArabiaPayroll Administrator Saudi ArabiaPayroll Loan Administrator Saudi ArabiaPayroll Manager Saudi Arabia

HR Manager Saudi Arabia Technical Name: SAP_HR_PA_KSA_HR-MANAGER

Tasks

The HR Manager role for Saudi Arabia includes all of the tasks performed by an HR manager in the Personnel Administration area.The following list shows some of the tasks that are associated with this role:

Task-oriented administration of staff in accordance with enterprise structure.Monitoring master data administration.Monitoring headcount changes.

Activities in Personnel Administration Saudi Arabia

The activities that the role of HR Manager Personnel Administration can perform correspond to the transactions that are contained inthe role menu. In the case of HR Manager Personnel Administration, these include the following activities:

Displaying master data.Using standard reports to evaluate information about master data and the organizational unit.

HR Administrator Saudi Arabia Technical Name: SAP_HR_PA_KSA_HR-ADMINISTRATOR

Tasks

This role includes all of the tasks that are performed by a HR Administrator in the Personnel Administration area for Saudi Arabia. Thesetasks might include:

Administrating personnel master data.Processing changes made to personnel master data.Being the contact person for questions relating to employee data.Creating required lists and statistics

Activities in Personnel Administration Saudi Arabia

The activities that the HR Administrator Personnel Administration can perform correspond to the transactions that are contained in therole menu. In the case of HR Administrator Personnel Administration, these include:

Processing personnel master data.Executing personnel actions.Evaluating personnel master data and executing all standard reports.

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Human Resources Analyst Saudi Arabia Technical Name: SAP_HR_KSA_REPORTING

Tasks

The Human Resources Analyst for Saudi Arabia provides data that facilitates the monitoring of HR data in accordance with strategiccorporate objectives. For example, the Human Resources Analyst generates monthly personnel turnover statistics or the annualpersonnel and social report. This information is the basis for personnel planning activities and enables the enterprise to satisfy statutoryreporting requirements.The following list shows the typical tasks of a Human Resources Analyst:

Creating, executing, and formatting numerous reports as the main information retrieval instrument.Processing and timely retrieval of relevant HR data to help HR managers and the managing directors of the enterprise to deviseplans and make decisions.Processing and timely retrieval of HR statistics that are required by law.

Activities

The Human Resources Analyst Saudi Arabia role is associated with the following activities:Executing the standard reports from all HR components.Creating reports with InfoSet Query or SAP Query.Running reports using ABAP Program Execution.Maintaining master data, for example, to correct individual data.Payroll accounts for Saudi Arabia.Final Report for GOSI Return and Settlement.Generation of GOSI form 2 to show the number of Saudi and non-Saudi nationals who are employed in an organization.

More InformationPersonnel Administration Reports and FormsSocial Insurance (GOSI) Reports and FormsReporting for Saudi Arabia Public Sector

Payroll Process Administrator Saudi Arabia Technical Name: SAP_HR_PY_KSA_PAYROLL-PROC-ADM

Tasks

The Payroll Process Administrator is responsible for all Saudi Arabia tasks that are related to the control of the payroll process. Ifnecessary, the Payroll Process Administrator repeats time evaluation to ensure that all time data is up-to-date for payroll. He or sheadministrates the payroll runs for each payroll area and checks posting to Accounting. The Payroll Process Administrator also runsreports at the employee level, for example, he or she creates the wage type statement.

Activities in Personnel Time Management

Starts time evaluation

Activities in Payroll Saudi Arabia

The role includes the following activities:Simulation payrollReleasing payrollChecking, correcting if necessary, and exiting the payroll runManaging the data medium for wage and salary paymentsPosting payroll results to AccountingDisplaying payroll resultsMaintaining the payroll control recordStarting payroll processes using the HR Process WorkbenchTransferring data from Human Resources to external systems using the Interface ToolboxProcessing of off-cycle paymentsPerforming end-of-year processing

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Payroll Administrator Saudi Arabia Technical Name: SAP_HR_PY_KSA_PAYROLL-ADM

Tasks

The Payroll Administrator role for Saudi Arabia is a country-specific role for Payroll Administrator Saudi Arabia. The Payroll Administratorperforms the country-specific payroll tasks at the employee level. The Payroll Administrator simulates payroll to check that all data hasbeen entered correctly, checks the remuneration statement and payroll account for individual employee and, if required, prints theseout.

Activities in Payroll

This role includes the following activities:Simulating payrollChecking remuneration statements for individual employeesChecking the payroll account for individual employees

Payroll Loan Administrator Saudi Arabia Technical Name: SAP_HR_PY_KSA_PAYROLL-LOAN-ADM

Tasks

The payroll administrator loans role for Saudi Arabia runs reports for employer loans. These reports include, for example, the accountstatement, which shows all transactions and the current loan balances, and the loan overview, which creates a list of all loans for eachemployee.

Activities

The role includes the following activities:Displaying an overview of employer loans.Displaying an account statement of employer loans.

Payroll Manager Saudi Arabia Technical Name: SAP_HR_PY_KSA_PAYROLL-MANAGER

Tasks

The Payroll Manager Saudi Arabia role is a country-specific role for Saudi Arabia. The Payroll Manager is responsible for the correctexecution of the payroll run. As the decision-maker, the Payroll Manager gains an overview of the results of the payroll run. To do this, heor she runs reports for all employees.

Activities in Payroll Saudi Arabia

The role includes the following activities:Displaying the remuneration statement.Displaying the payroll account.Displaying the payroll journal.

Infotypes for Payroll Saudi Arabia In addition to the international infotypes, the system offers the following country-specific infotypes:

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Data Type Infotype

Employee-specific data Personal Data (Infotype 0002): Specific Features for Saudi ArabiaFamily Member/Dependents (Infotype 0021): Specific Featuresfor Saudi ArabiaAddresses Infotype (0006) Specific Features for Saudi ArabiaPersonal IDs (Infotype 0185): Specific Features for Saudi ArabiaPrevious Sponsor Infotype (3311) Specific Features for SaudiArabia

Social insurance-specific data Social Insurance (Infotype 3252)Contract-specific data Contract Elements (Infotype 0016): Country-Specific Features for

Saudi ArabiaLabor office-specific data Labor Office SA (Infotype 3310)Occupational hazards-specific data Occupational Hazard SA Infotype (3312) Specific Functions for

Private Sector

Personal Data (Infotype 0002): Features for Saudi Arabia In addition to the standard entry fields available on the Personal Data (0002) infotype, you can also maintain a selection of SaudiArabia-specific personal data.

To enter personal information in the Personal Data (0002) infotype, you have made the relevant settings in Customizing under Payroll: Saudi Arabia Personnel Management Personnel Administration .

You use these fields to maintain the following Saudi Arabia -specific personal data:Field Use

Names Record up to four Arabic names by which the employee is known.Religion If the employee is Muslim, more detailed entries are required.

Because Muslim employees are entitled to take Hajj leave, thesystem creates this leave automatically.

Second and Third Nationalities Records additional nationality details if the employee is a nationalof two or more countries.

Additional Information You must also maintain the additional information such as homeairport, blood group, visa profession, sponsor ID, and so on, forinformational and reporting purposes.

If you change user parameters to display Islamic dates, the system converts all dates into Hijri dates for display purposes. Muslimemployees are entitled to take Hajj leave. Consequently, when you hire a Muslim employee, a dynamic action creates absencequotas in the Absence (2006) infotype with the following information:

A Hajj leave quota typeA start date that equals the employee’s hire dateAn end date that equals the system high date (31 December, 9999)

More InformationPersonal Data Infotype (0002) - Specific Function for Public Sector

Family Member/Dependents (Infotype 0021): Country-SpecificFeatures for Saudi Arabia In addition to standard entry fields available in the Family Members/Dependents (0021) infotype, you can also maintain the Saudi

Note

Note

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Arabia specific dependent information. You use these group boxes to store Saudi Arabia-specific spouse information for an employee:

Group Box Use

Family Member/Dependents You can maintain the specific subtype (Subtype SA01: Spouse)for Saudi Arabia. Within this subtype, you use multiple records (upto four records) to store the spouse data for the same period.

Arabic Names You record up to four Arabic names of the dependents of theemployee.

Identification Documents You store detailed information about the travel documents of thedependents, for example, visa number and visa expiry date.

Other Date You store the information such as blood group, home airport, visaprofession code, Sponsor ID and so on.

To use this infotype, you must have defined the dependent types required by your company in the Customizing for Payroll SaudiArabia under Personnel Management Personnel Administration Define Types of Dependents .

IntegrationThis infotype is used in the following reports:

Document Expiry Report (HSAPTRDO)Request for Visa Visit Extension (HSAPVVE)Multipurpose Government Documents Request (HSAPMPG0)Leave Passage Calculation (HSAPLEAV0)

Addresses Infotype (0006) Specific Features for Saudi Arabia In addition to the standard entry fields available on the Addresses (0006) infotype, you can also maintain a selection of Saudi Arabia-specific address data. You use the Addresses (0006) infotype records to record various addresses for a given employee. Each type of address is recordedaccording to the selected subtype.Addresses in the Saudi Arabia adhere to a formatting convention, which is available in each of the standard subtypes. In addition,employees in the Saudi Arabia may need to record the specific address types such as camp address, ticket address and nextemployer address.

IntegrationTo enter data in Addresses (0006) infotype, you have defined the address types that the system uses as the subtype of infotype 0006in Customizing for Payroll Saudi Arabia under Personnel Management Personnel Administration Define Address Types .

Address types that begin with SA* are available for country grouping SA in theDefine Address Types (T582L) table.

Contract Elements (Infotype 0016): Features for Saudi Arabia In addition to the standard entry fields available on the Contract Elements (0016) infotype, you can enter a selection of leave passage(ticket entitlement) Saudi Arabia-specific data.The additional fields in the Leave Passage Details group box are as follows:

Note

Note

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Field or checkbox Use

Accrual Start Date Start date of the first entitlement period of leave passage.Cycle Frequency Length of each entitlement period, for example, bi-annual and

annual.Ticket Class Economy or business class.Maximum Dependants Maximum number of employee dependants which are entitled to

leave passage.EE Tickets per Cycle Number of tickets that an employee can have to in one

entitlement period.Dep Tickets p. Cycle Number of tickets that the dependant of an employee can have in

one entitlement period.Proposal values have been changed When you create a new record of the Contract Elements (0016)

infotype, the system populates the fields with default values. Thischeckbox records whether the fields were manually changed.

IntegrationTo enter leave passage (ticket entitlement) data in the Contract Elements (0016) infotype, you must have defined the default settings inCustomizing for Payroll under Payroll: Saudi Arabia Leave Passage (Ticket Entitlement) Calculation .

Personal IDs (Infotype 0185): Features for Saudi Arabia In addition to the standard entry fields available on the Personal ID (0185) infotype screen, you can maintain the specific ID informationthat is commonly used in Saudi Arabia. You use this infotype to store the personal number for selected ID types that is required by Saudi Arabia or the organization.

StructureIn accordance with the requirements of Saudi Arabia, the following subtypes are associated with the most commonly used IDdocuments in Saudi Arabia:

ID Type Explanation

Visa Self-explanatoryPassport Self-explanatoryIqama An Iqama is a document that the Saudi authorities require before

non-Saudi national employees begin employment. You store theIqama ID and lqama validity for expatriate employees.

Drivers license Self-explanatoryFinal Exit Visa The employee is provided with a visa to leave the country

permanently, without the intention to return. If an employee wantsto return, the employee must go through the entire visaapplication process again.

Exit-Reentry Visa (Multiple) The employee is provided with a visa to leave the country forexample for holiday, and to return to the country without having toapply for an entry visa. This visa is valid for more than oneexit/entry of the country, and the employee can use the samevisa for multiple exits and entries into the country.

Exit-Reentry Visa (Single) The employee is provided with a visa to leave the country forexample for holiday, and to return to the country without having toapply for an entry visa. This visa is valid for only one exit/entry ofthe country, and expires after one use.

IntegrationYou must define the personal ID types required by your organization in Customizing for Payroll: Saudi Arabia PersonnelManagement Personnel Administration Define ID Types .

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Labor Office Saudi Arabia (Infotype 3310) The Labor Office SA (3310) infotype stores the labor office with which an employee has registered and other related training andeducation information. The system processes the data stored in the infotype and generates a Work Permit Request (Form No. 2/4/1).

StructureIn this infotype you specify the following information for an employee:

Labor officeTraining certificationEducation institutionLength of profession experience

More InformationGovernment Forms.

Previous Employer SA Infotype (3311): Features for Saudi Arabia The Previous Employer SA (3311) infotype stores information about the previous sponsor (also known as previous employer) of anemployee and information about how long the employee worked for that sponsor. The system processes the stored data in the infotype and generates the Request of Worker Service Transfer (Form No. 2/3/1)(HSAPSPT0) form.

StructureIn this infotype, you specify the following information for an employee:

Previous sponsorLength of service

More InformationPrevious Employers SA (3311) Infotype - Specific Functions for Public Sector.Personnel Administration Reports and Forms Request for Worker Service Transfer (Sponsorship Transfer) (HSAPSPT0) .

Occupational Hazard SA Infotype (3312): Features for SaudiArabia Private Sector The Occupational Hazard SA (3312) infotype stores information about an employee injury or disease related to occupational hazard. You use this infotype to enter the following injury or disease information, which are represented as subtypes of this infotype:

New Injury (subtype 0001)Occupational Disease (subtype 0002)Setback for Previous Injury (subtype 0003)Complication of a Disease (subtype 0004)

If you want to enter a setback for a previous injury or any complication to a previous disease, the infotype automatically provides a listof the existing injury or disease information. You can select one entry from the list so that the records are interrelated.Based on the assigned compensation model on the Compensation tab of the infotype, the system calculates how much thecompensation is and carries out the payment based on the method specified by the compensation model. To define detailed settingsfor a compensation model, see Customizing for Payroll: Saudi Arabia under Occupational Hazard Define Compensation Models .

GOSI Form 10

You use the stored data in this infotype and generate General Organization of Social Insurance (GOSI) Form No. 10. by using the GOSIForm 10 pushbutton. You submit this form to the GOSI office to notify the office of the occupational hazard case. GOSI reviews thesubmitted form and proposes an applicable compensation for the affected employee.

Note

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All fields that start with a numeric ID, for example, 6-Accident Time, feed data to GOSI Form 10. The number in the field namecorresponds to the row number in the form.

StructureIn this infotype you specify the following information for an employee:

Injury informationRecurrenceTreatmentFinal treatmentCompensation

More InformationOccupational HazardCompensation Models for Occupational HazardCalculation of Compensation for Occupational HazardOccupational Hazards SA (3312) Infotype - Specific Functions for Public Sector

Social Insurance (Infotype 3252): Features for Saudi Arabia This infotype enables you to store General Organization for Social Insurance (GOSI) data for employees. GOSI is the social insuranceauthority in the Kingdom of Saudi Arabia and defines a set of social insurance contributions to be made by both the employer and theemployee.

Prerequisites

You have made the settings in Customizing for Payroll: Saudi Arabia Social Insurance . In this infotype, you specify whether an employee is subject to GOSI contributions and the employee grouping that the employeebelongs to. Payroll functions read the data and calculate the GOSI contributions for the employees who are subject to GOSIcontributions during the payroll processing You must create the Social Insurance record when you hire an employee.

More InformationSocial Insurance (GOSI)

Payroll Schema The payroll schema specific to Saudi Arabia, Payroll Schema (Kingdom of Saudi Arabia) (SA00), contains the following subschemasthat are specific to Saudi Arabia:

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Technical Name Description Use

SAD0 Basic Data Saudi Arabia This subschema reads the basic data(master data) required for gross wagecalculation.

SAT0 Process Time Data in Payroll Saudi Arabia This subschema processes the timemanagement information used for workingtime calculation and monetary valuation.

SAP9 Import Additional Payments/Deductions(KSA)

This subschema adds recurringpayments/deductions or additionalpayments to the basic pay.

SADA Social Insurance GOSI This subschema calculates GOSIcontributions for employers andemployees.

SAL9 Factoring and Storage This subschema handles the pro-ratedvaluation of monthly wage/salary bymultiplying it by a partial period factor fromthe personal work schedule (includingabsences).

SAA9 Cumulation of Net Amount / PaymentAmount

A copy of schema XNA0, this subschemahas been enhanced for processingarrears.

SAEO EOSC: End of Service Calculation This subschema calculates the End ofService (EOS) payment upon thetermination of employment.

SAL9 Monthly Factoring and Storage(Cumulation of Gross Amount) KSA

This subschema evaluates monthlyfactoring and storage.

SAND Final Processing This subschema performs Saudi Arabia-specific checks to determine whether theinternal processing table has finishedprocessing.

SIAC Cumulate Social Insurance-applicableEarnings

This subschema computes the socialinsurance-applicable earning from thebasic pay and housing allowance.

Islamic Hijri Calendar This section addresses the following topics:

Map Gregorian Date with Hijri Date (I18N_MAINTAIN_TISLCAL)Generation of Hijri Payroll Periods (RPCISL00)Generate Calendar for Cumulations and Deductions (Hijri) (RPCISL

Map Gregorian Date with Hijri Date (I18N_MAINTAIN_TISLCAL) Maintain the Islamic calendars in the SAP system.

Features

Selection

You can maintain two different Islamic calendars. The two corresponding date formats are A and B. On the selection screen, you canselect the date format and the range of years you want to maintain.On the next screen, you can customize the selected Islamic calendar. The database table TISLCAL contains the mapping informationbetween the Islamic and Gregorian calendars. The beginning date of each Islamic month (the Islamic Date column) is defined by itscorresponding Gregorian date (the Gregorian Date column) in the table. As a default, the Gregorian Date (default) column contains dateinformation which are calculated from a formula, the Islamic Tabular Calendar.To customize the mapping information:1. Select a row you want to modify and select the Edit pushbutton.2. In the Edit entry window, type the date in the Gregorian Date (YYYYMMDD) field.

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3. Select the Continue pushbutton.4. Select the Save to database pushbutton.5. Select the Check consistency pushbutton to check the consistency of the newly entered date with other rows.

All Islamic months must have a length of either 29 or 30 days. The length is indicated in the column Days.

To remove the customized mapping information:1. Select one or more rows which contain customized information you want to remove.2. Select the Remove customization pushbutton.3. Select the Check consistency pushbutton to check the consistency of the newly entered date with other rows.4. Select the Save to database pushbutton. This will open a dialog window for a correction request.

Generation of Hijri Payroll Periods (RPCISL00) This report creates the following Islamic Hijri date specifications for each period parameter that is assigned to a payroll area:

The Hijri year of the payroll periodsPayment dates for each Hijri payroll period

You need to run this report for each combination of payroll period parameters and date modifiers.

PrerequisitesYou have mapped dates between the Gregorian and Hijri calendars in the Map Gregorian Date with Hijri Date Customizing activity.You have assigned a period parameter for all payroll areas in the Check Payroll Area Customizing activity.

Features

Output

The report enters the new periods with a period number as well as the start and end date in the Payroll Periods (T549Q) table. Thepayment date is created for every period in the Personnel Date Specifications Per Payroll Period (T549S) table.

Generate Calendar for Cumulations and Deductions (Hijri)(RPCISL10) This report assigns Islamic Hijri payroll periods to time intervals for cumulations and deductions, for example, monthly, quarterly, half-yearly, and yearly. The system uses this assignment to accurately calculate cumulations and distribute deductions amongst payrollperiods.The Hijri payroll periods are assigned to a time interval if one of the following dates falls into that interval:

Start date of the payroll periodsEnd date of the payroll periodsPayment date

You can specify any one of the three dates as the determinant.

PrerequisitesYou have generated Islamic Hijri payroll periods in the Generate Islamic Hijri Payroll Periods Customizing activity.

Features

Selection

Determine period numberEnter the same value that you have used to generate Hijri payroll periods

Output

The report enters the new periods with a period number as well as the start and end date in the Payroll Periods (T549Q) table. Thepayment day is created for every period in the Personnel Date Specifications Per Payroll Period (T549S) table.

Note

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Leaves In addition to standard and country-specific leave types, the system provides a flexible functionality for the following leave-related area:

Preventing Leave Provisioning During Employee Probation

Preventing Leave Provisioning During Employee Probation You can prevent the system from provisioning leave for employees who are in a period of probation.

ProcedureTo prevent the system from provisioning leave for employees who are in a period of probation, complete the following steps:1. In the Date Specifications (0041) infotype, specify the data type and date for the End Probationary Period field.2. In constant ALPPR, change the default value (0) to the value that you specified for the data type in step 1.

If you want to enable leave provisioning during the probationary period, maintain the value of constant ALPPR at 0.

More InformationSAP Note 1888728

Advance Leave Payment In Saudi Arabia, employees take leave that occurs either within a payroll period or over multiple payroll periods. You can pay anemployee before the leave begins. This situation is called “advance leave payment”. Typically, advance leave payments are madeoutside of the regular payroll run by using the off-cycle workbench.The payroll solution for Saudi Arabia covers the following advance leave payment scenarios:

Payment For Scenario

Leave Days Only Paying in Advance for Leave that Occurs in One Payroll PeriodPaying in Advance for Leave that Spans Multiple Payroll PeriodsPaying in Advance for Leave that Spans Multiple Payroll PeriodsPaying in Advance for Leave that Occurs in a Future PayrollPeriod

Leave Days and Worked Days Paying in Advance for Leave Days Plus Worked Days, with Pro-rated Monthly DeductionsPaying in Advance for Leave Days Plus Worked Days, with FullDeductions

For leave that is taken without an advance leave payment, you use the regular payroll run.

Configuration

Detailed information about configuring this functionality can be found in Customizing, under Payroll: Saudi Arabia Off-Cycle Activities Advance Leave Payment .

ConstraintsThis functionality supports employees who receive a monthly salary only.This functionality supports fully paid leave types only, for example, annual leave.This functionality does not support leave types that use absence distribution or that are prorated, for example, sick leave.

Note

Note

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More InformationFor more information, see the following SAP Notes:

17220321696347167375116746231901467

Paying in Advance for Leave that Occurs in One Payroll Period You use this procedure when an employee wants to receive an advance leave payment and the leave begins and ends within thesame payroll period.

A payroll period is from 1 August to 31 August. The regular payroll runs on 31 August.An employee intends to take leave from 7 to 21 August and requests to receive an advance leave payment on 6 August. Theadvanced amount is recovered in the same payroll period during the regular payroll run on 31 August.

PrerequisitesYou have made the necessary settings in Customizing Payroll: Saudi Arabia Off-Cycle Activities Off-Cycle Absence Valuation Assign Absences to an Off-Cycle Reason .You have made the necessary settings in Customizing Payroll: Saudi Arabia Off-Cycle Activities Advance Leave Payment .You have recorded an absence for the employee in the Absences (2001) infotype.The requested advance payment must be made in the same period before the leave begins.

Activities1. Run the off-cycle workbench by using transaction PUOC_24.2. On the Payroll tab, in the Reason field, select 0801 Advance Leave Payment (w/o Working Days).3. In the Payment date field, enter the desired payment date.4. In the Select absences group box, select the relevant annual leave.5. Choose the Start payroll pushbutton and save the result.

More InformationAdvance Leave Payment

Paying in Advance for Leave that Spans Multiple Payroll Periodswith Recovery in Leave Period You use this procedure in the following situation:

An employee wants to receive an advance leave payment for leave that occurs over multiple payroll periods.You want to recover the advanced amount while the employee is on leave.

The payroll period is from the beginning to the end of a Gregorian month. An employee requests an advance leave payment forleave that runs from 15 August to 15 September. The employee requests and is granted an advance leave payment on 14 August.The regular payroll runs on the twenty-fifth day of each Gregorian month. On 25 August, the advanced amount is recovered in full.

PrerequisitesYou have made the necessary settings in Customizing for Payroll: Saudi Arabia Off-Cycle Activities Off-Cycle Absence Valuation Assign Absences to an Off-Cycle Reason .

You have made the necessary settings in Customizing Payroll: Saudi Arabia Off-Cycle Activities Advance Leave Payment .You have recorded an absence for the employee in the Absences (2001) infotype.The requested advance payment must be made in the same period before the leave begins.

Example

Example

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Activities1. Run the off-cycle workbench by using transaction PUOC_24.2. On the Payroll tab, in the Reason field, select 0801 Advance Leave Payment (w/o Working Days).3. In the Payment date field, enter the desired payment date.4. In the Select absences group box, select the relevant annual leave.5. Choose the Start payroll pushbutton and save the result.

More InformationAdvance Leave Payment

Paying in Advance for Leave that Spans Multiple Payroll Periodswith Recovery When Employee Returns You use this procedure in the following situation:

An employee wants to receive an advance leave payment for leave that occurs over multiple payroll periods.You want to recover the advanced amount when the employee returns from leave.

The payroll period is from the beginning to the end of a Gregorian month. An employee requests an advance leave payment forleave that runs from 15 August to 15 September. The employee requests and is granted an advance leave payment on 14 August.The regular payroll runs on the twenty-fifth day of each Gregorian month. On 25 September the advanced amount is recovered in full.

PrerequisitesYou have made the necessary settings in Customizing for Payroll: Saudi Arabia Off-Cycle Activities Off-Cycle Absence Valuation Assign Absences to an Off-Cycle Reason .

You have made the necessary settings in Customizing Payroll: Saudi Arabia Off-Cycle Activities Advance Leave Payment .You have recorded an absence for the employee in the Absences (2001) infotype.The requested advance payment must be made in the same period before the leave begins.

Activities1. Run the off-cycle workbench by using transaction PUOC_24.2. On the Payroll tab, in the Reason field, select 0801 Advance Leave Payment (w/o Working Days).3. In the Payment date field, enter the desired payment date.4. In the Select absences group box, select the relevant annual leave.5. Choose the Start payroll pushbutton and save the result.6. In the Payroll Status (0003) infotype, lock the employee by selecting the Pers.no.locked checkbox to exclude the employee from the

regular payroll run.7. When the employee returns, in the Payroll Status (0003) infotype, unlock the employee by deselecting the Pers.no.locked checkbox.

More InformationAdvance Leave Payment

Paying in Advance for Leave that Occurs in a Future PayrollPeriod You use this procedure when an employee wants to receive an advance leave payment for leave that is to start in a future payrollperiod.

In payroll period 3, an employee requests an advance leave payment for leave that he or she intends to take in payroll period 5. Theemployee is granted an advance leave payment for the future leave period in period 3.The advanced amount is recovered in full during period 5.

Example

Example

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PrerequisitesYou have made the necessary settings in Customizing Payroll: Saudi Arabia Off-Cycle Activities Off-Cycle Absence Valuation Assign Absences to an Off-Cycle Reason .You have made the necessary settings in Customizing Payroll: Saudi Arabia Off-Cycle Activities Advance Leave Payment .You have recorded a future absence for the employee in the Absences (2001) infotype.

Activities1. Run the off-cycle workbench by using transaction PUOC_24.2. On the Payroll tab, in the Reason field, select 0803 Advance Leave Payment Future Period.3. In the Payment date field, enter the desired payment date.4. In the Select absences group box, select the relevant annual leave.5. Choose the Start payroll pushbutton and save the result.6. Optional: To exclude the employee from the regular payroll run during the period of his or her absence, in the Payroll Status (0003)

infotype, select the Pers.no.locked checkbox.

If you want to exclude the employee from the regular payroll run, you must do so manually during the period of employeeabsence. For example, if an advance leave payment is made in payroll period 3 for leave that is to occur in period 5, you mustexclude the employee in period 5.

7. If you completed step 6, when the employee returns, you must unlock the employee in the Payroll Status (0003) infotype bydeselecting the Pers.no.locked checkbox.

More InformationAdvance Leave Payment

Paying in Advance for Leave Days Plus Worked Days, with Pro-rated Monthly Deductions You use this procedure in the following situation:

You want to pay an employee in advance for leave days and worked days.You want to deduct money from the advanced amount, for example, for social insurance contributions or loan repayments.You want the deductions to be made in a proportional way for each period when the employee is absent.

The payroll period is from the beginning to the end of a Gregorian month. An employee requests an advance leave payment forleave that runs from 15 August to 10 September. An advance leave payment is made on 14 August.The employee’s salary is as follows:

Breakdown Amount

Monthly Salary 3000Deduction 900

In this scenario, the employee receives the following advanced amounts:Breakdown Dates Amount

Payment for 14 worked days August 1 to August 14 3000 ÷ 31 * 14 = 1354.84Payment for 27 leave days August 15 to September 10 (3000 ÷ 31 * 17) + (3000 ÷ 30 * 10) =

2645.16Deduction for August August 1 to August 31 900Deduction for September September 1 to September 10 900 ÷ 30 * 10 = 300Total Advanced Amount (sum of earnings minus sum of deductions) (1354.84 + 2645.16) − (900 + 300) =

4000 − 1200 = 2800 SR

The regular payroll runs on the twenty-fifth day of each Gregorian month. On 25 August the advanced amount is recovered in full.

PrerequisitesYou have made the necessary settings in Customizing Payroll: Saudi Arabia Off-Cycle Activities Off-Cycle Absence Valuation Assign Absences to an Off-Cycle Reason .You have made the necessary settings in Customizing Payroll: Saudi Arabia Off-Cycle Activities Advance Leave Payment .You have recorded an absence for the employee in the Absences (2001) infotype.

Note

Example

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The advanced amount must be paid in the same period before the leave begins.

Activities1. Run the off-cycle workbench by using transaction PUOC_24.2. On the Payroll tab, in the Reason field, select 0802 Advance Leave Payment (with Working Days).3. In the Payment date field, enter the desired payment date.4. In the Select absences group box, select the relevant annual leave.5. Choose the Start payroll pushbutton and save the result.

More InformationAdvance Leave Payment

Paying in Advance for Leave Days Plus Worked Days, with FullDeductions You use this procedure in the following situation:

You want to pay an employee in advance for leave days and worked days.You want to deduct money from the advanced amount, for example, for social insurance contributions or loan repayments.You want the deductions to be made in full regardless of the absence duration.

The payroll period is from the beginning to the end of a Gregorian month. An employee requests an advance leave payment forleave that runs from 15 August to 10 September. An advance leave payment is made on 14 August.The employee’s salary is as follows:

Breakdown Amount

Monthly Salary 3000Deduction 900

In this scenario, the employee receives the following advanced amounts:Breakdown Dates Amount

Payment for 14 worked days August 1 to August 14 3000 ÷ 31 * 14 = 1354.84Payment for 27 leave days August 15 to September 10 (3000 ÷ 31 * 17) + (3000 ÷ 30 * 10) =

2645.16Deduction for August August 1 to August 31 900Deduction for September September 1 to September 30 900Total Advanced Amount (sum of earnings minus sum of deductions) (1354.84 + 2645.16) − (900 + 900) =

4000 − 1800 = 2200 SR

The regular payroll runs on the twenty-fifth day of each Gregorian month. On 25 August, the advanced amount is recovered in full.

PrerequisitesYou have made the necessary settings in Customizing Payroll: Saudi Arabia Off-Cycle Activities Off-Cycle Absence Valuation Assign Absences to an Off-Cycle Reason .You have made the necessary settings in Customizing Payroll: Saudi Arabia Off-Cycle Activities Advance Leave Payment .You have recorded an absence for the employee in the Absences (2001) infotype.The advanced amount must be paid in the same period before the leave begins.

Activities1. Run the off-cycle workbench by using transaction PUOC_24.2. On the Payroll tab, in the Reason field, select 0802 Advance Leave Payment (with Working Days).3. In the Payment date field, enter the desired payment date.4. In the Select absences group box, select the relevant annual leave.5. Choose the Start payroll pushbutton and save the result.

More InformationAdvance Leave Payment

Example

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Leave Passage (Ticket Entitlement) Employees and their dependents in Saudi Arabia may be eligible for leave passage, also known as ticket entitlement, to a specifiedhome airport.

FeaturesThe leave passage functionality for Saudi Arabia is based on the standard absence quota generation functionality.

The system provides four quotas of leave passage:One for the employeeThree for different dependents

You can create additional leave passage quota types in Customizing under Time Management .

A leave passage calculation report (HSACLEAV0) allows you to determine the ticket entitlements of employees.To access the report, on the SAP Easy Access screen, choose Human Resources Payroll Asia/Pacific Saudi Arabia Information System Employee PY_AE_HSACLEAV0 - Leave Passage Calculation .

Object List

The following objects are used for leave passage calculation, provisioning, and encashment:Object Type Technical Name

Feature 24APD24LQA24CAD

Subschema for Time Driver SAPPPersonnel Calculation Rule SA43Operation 24LPRReport HSACLEAV0Constant NACHK

More InformationLeave Passage Quota Generation, Provisioning, Encashment, and Ticket IssueFor information about the leave passage calculation report (HSAPLEAV0), see Personnel Administration Reports and Forms.

See also:Personal Data (Infotype 0002)Contract Elements (Infotype 0016)Family Member/Dependents (Infotype 0021)

Leave Passage Quota Generation, Provisioning, Encashment,and Ticket Issue

PrerequisitesYou have completed the activities in Customizing for Payroll: Saudi Arabia under Leave Passage (Ticket Entitlement) Calculation .You have maintained the following master data:

Infotype Master Data

Personal Data Infotype (0002) Specify the home airport.Contract Elements Infotype (0016) Specify whether the employee and the employee’s dependents

are eligible for leave passage (ticket entitlement).Family Members/Dependents Infotype (0021) Specify the dependents who are eligible for leave passage

(ticket entitlement).Specify the quota type that is to be used for each eligibledependent.

Note

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You can create additional leave passage quota types in Customizing under Time Management .If you created a new quota type for ticket entitlement, ensure that all of the relevant configurations are made in Customizing under Time Management .

ActivitiesActivity Explanation Steps

Generating and provisioning leavepassage (ticket entitlement) quota

You must generate and provision leavepassage quotas for employees.

The leave passage functionality for theUAE is based on the standard absencequota generation functionality.

1. Run the Time Evaluation RPTIME00report (transaction PT60_NON_CE) togenerate the eligible leave passagequota.

2. Run the regular payroll so that thesystem reads the generated quotafrom the Time Evaluation RPTIME00report and calculates the ticketentitlement provision amount.

In a current payroll run, the systemreverses the provisioned ticketentitlement amount that wascalculated in the previous periodand calculates the current provisionbased on the year-to-date.

Encashing the leave passage (ticketentitlement) quota

Instead of allocating a ticket to anemployee, you can pay a cash equivalentto the employee. Encashment can bemade in either of two ways:

Off-cycle payrollRegular payroll

When you want to pay an encashment,you must go to the Time QuotaCompensation infotype (0416) and specifythe required details, including thecompensation method.

The specified compensation methoddetermines whether the ticketentitlement is encashed in the regular oroff-cycle payroll run.You maintain off-cycle compensationmethods in Customizing for Payroll:United Arab Emirates under LeavePassage (Ticket Entitlement)Calculation Specify EncashmentMethods for Off-cycle TicketEncashment .For off-cycle ticket encashment, useReason 0002 Special Payment andensure that the entered date matchesthe Start date that is maintained in theTime Quota Compensation infotype(0416).

Issuing tickets If tickets are issued to an employee ratherthan encashed, the quota must bereduced accordingly.

To adjust the quota, use the relevantcompensation method in Time QuotaCompensation infotype (0416).

More InformationLeave Passage (Ticket Entitlement)

Absence Distribution The solution for Saudi Arabia allows you to evaluate absences, sick leave, and maternity leave according to statutory requirements.

Note

Note

Note

Note

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You can distribute the valuation for absent days by defining up to three absence valuation rules. When the maximum number of daysyou set for the first valuation rule is exceeded, the system automatically applies the following valuation rule to the payroll calculation.You can define the distribution of absence in Customizing for Payroll: Saudi Arabia under Absences Valuation of Absences Refinement of Absences Define Absence Distribution .

Occupational Hazard When an employee (Saudi or non-Saudi) gets sick or injured, or dies due to a work accident, he or she is entitled to financialcompensation, either as a lump sum payment or monthly benefits. The compensation is granted from the Occupational Hazards branchof General Organization of Social Insurance (GOSI). The amount and payment method vary according to the age and injury degree ofthe employee.In the system, you calculate compensation for occupational hazard and the system makes the payment in the payroll of the injuredemployee. After the GOSI office reviews and approves the case, it remunerates the prepaid compensation.The occupational hazard function covers the following monetary compensation for occupational hazard:

Daily allowanceMonthly benefit for total disability that is permanentMonthly benefit for partial disability that is permanentLump sum compensation for permanent disabilityAdditional allowance

Points to Note

Occupational hazard leave is intended for employee sickness that is due to workplace activities. Regular sick leave is not used foroccupational hazard.The Occupational Hazards Infotype (3312) is used to record instances of occupational hazard compensation.In transaction PA40, you use the Leaving for Occupa. Hazard action to record the employee absence. This action prompts theOccupational Hazards Infotype (3312) to open.Employee absence during occupational hazard leave types is included when the system calculates the service duration of anemployee.

More InformationCompensation Models for Occupational HazardCalculation of Compensation for Occupational HazardOccupational Hazard SA (3312) Infotype - Specific Functions for Private SectorOccupational Hazards SA (3312) Infotype - Specific Functions for Public Sector

Compensation Models for Occupational Hazard Compensation models categorize different ways of compensation calculation and compensation payment in the payroll of anemployee. You define compensation models by specifying an applicable employee group (age and injury degree), payment method (lump sum,monthly benefit, or daily allowance), and how the system calculates the compensation. You define these settings for a compensationmodel in Customizing for Payroll: Saudi Arabia under Occupational Hazard Define Compensation Models .The defined compensation models are available as the selection options of the Compensation Model field in the Occupational HazardSA (3312) infotype. You assign one model to the employee, and the Calculate Compensation for Occupational Hazard (KSA) (SAOH)payroll function calculates the compensation based on this model.

StructureA compensation model consists of the following factors that affect calculation:

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Factor Use

Injury degree Specify whether the model applies to a temporary injury,permanent injury, or death resulting from the injury.

Nationality Specify to whom the compensation model applies, Saudi, non-Saudi, or both.

Payment method Define how the compensation is paid to the employee, forexample, a lump sum payment, monthly benefits, or dailyallowances.

Employees valid to compensation Specify the age group and the disability group of the applicableemployees.

Compensation amount How the lump sum, monthly, or daily compensation iscalculated.Maximum and minimum limits.Wage type that the system uses to get the monthly or dailypayment of an employee.Additional allowances to be included in compensation.Wage type that stores the calculated compensation amount.The currency that the compensation is paid in.

More InformationOccupational HazardOccupational Hazard SA Infotype (3312)Calculation of Compensation for Occupational Hazard

Calculation of Compensation for Occupational Hazard When an employee gets sick or injured, or dies due to a work accident, he or she is entitled to a financial compensation, either as alump sum payment or monthly benefits. This function enables you to calculate the compensation and additional allowances that theemployee is entitled to.

PrerequisitesYou have specified whether the system uses the Gregorian or Islamic calendar to calculate the age of an employee. To specify acalendar, see Customizing for Payroll: Saudi Arabia under Social Insurance Determine Calendar for GOSI Age Calculation .You have defined additional allowances and how the system determines their amounts in Customizing for Payroll: Saudi Arabia under Occupational Hazard :

Define Additional AllowancesSpecify Amount of Additional Allowances

You have defined compensation models in Customizing for Payroll: Saudi Arabia under Occupational Hazard Define CompensationModels .

FeaturesThe system carries out the calculation of compensation based on the settings in compensation models:

Applicable employees (injury degree and age)Calculate base amountWhether additional allowances are includedMaximum and minimum limits for compensation

To carry out the calculation, the system triggers the following payroll functions:Process Compensation Data for Occupational Hazard (P3312)This function prepares data used for calculation.Calculate Compensation for Occupational Hazard (KSA) (SAOH)This function calculates amount of compensation and allowances.

ActivitiesIn the system, the two functions calculate an employee-specific compensation for occupational hazard as follows:1. The P3312 function reads which compensation model the employee is assigned to from the Occupational Hazard SA (3312)

infotype, and then retrieves the corresponding model definition from Customizing settings (see Prerequisites).2. The SAOH function processes the collected data and makes the calculation according to the specified compensation method:

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Compensation Method Calculation Base Calculation Formula

Daily allowance The daily payment of an employee compensation amount = calculation basex allowance percentage x number of daysthat the employee is temporarily disabled

Monthly benefit The average monthly payment of anemployee three months before the injuryor disease happens

compensation amount = calculation basex disability degree

Lump sum payment The average monthly payment of anemployee three months before the injuryor disease happens

compensation amount = calculation basex disability degree x relevant number ofmonths

3. The SAOH function stores the calculated compensation amount in the wage type for compensation amount that you have specified inCustomizing for Payroll: Saudi Arabia under Occupational Hazard Define Compensation Models .

4. If the compensation model of the employee includes additional allowances, the SAOH function calculates the amount of additionalallowances based on the settings in the Occupational Hazard Compensation Allowance (T7SA36) table. The function then saves theallowance amount in the wage type you have specified in Customizing for Payroll: Saudi Arabia under Occupational Hazard Specify Amounts for Additional Allowances .

More InformationOccupational HazardOccupational Hazard SA Infotype (3312)Compensation Model for Occupational Hazard

Social Insurance (GOSI) The following topics relate to social insurance contributions in Saudi Arabia:

GOSI ContributionsCalculation of GOSI Contributions: ProcessSocial Insurance (GOSI) Reports and Forms

GOSI Contributions The General Organization for Social Insurance (GOSI) is a state agency in Saudi Arabia that has responsibility for social insurance.GOSI implements social insurance rules, collects contributions from employees and employers, and pays benefits to entitled insuredpersons and eligible family members. You use this component to record all the information required for calculating GOSI contributions tobe paid by an employee and employer.

Conditions

To be eligible to make GOSI contributions, receive social insurance benefits, or both, the following conditions must be met:The employee must be on the payroll of an organization within Saudi Arabia.The sponsorship of an employee by an employer must be effective.The employee should hold an Iqama (resident permit) under the sponsorship of the Saudi company.

Contribution Types

Contributions are made separately towards two types of insurance: occupational hazard and retirement.

Occupational Hazard

The following list provides the key points about occupational hazard from a social insurance perspective:Occupational hazard contributions are intended to cover employees in the case of work injury, disability, or death.Occupational hazard benefits apply to Saudi nationals, GCC nationals, and expatriate employees.Occupational hazard contributions are made exclusively by the employer.The employer can serve as an intermediary between GOSI and an employee when a benefit is to be paid for injury or disability.If an employee dies as a result of a work accident or injury, the occupational hazard benefit is issued by GOSI directly to thedesignated beneficiary.

Retirement

The following list provides the key points about retirement from a social insurance perspective:Applies to Saudi nationals and other GCC nationals only, based on the “Extending Social Insurance Coverage for GCC Nationals” law.An eligible employee receives the benefit upon retirement, which normally occurs at age 60 for both men and women.

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If an employee dies before retirement, the benefit is issued by GOSI directly to the designated beneficiary.

The amount of the contributions depends on the nationality of the employee.

IntegrationTo calculate GOSI contributions, you must make the settings in Customizing for Payroll: Saudi Arabia Social Insurance and enterGOSI master data in Social Insurance (3252) infotype.

More InformationFor information about the reporting and forms that are available for Saudi Arabia, see Social Insurance (GOSI) Reports and Forms.For information about the GOSI calculation process, see Calculation of GOSI Contributions: Process.For information about the social insurance infotype, see Social Insurance (Infotype 3252).

Calculation of GOSI Contributions: Process The system calculates the GOSI contribution based on January basic salary and housing allowance earnings.

ActivitiesDetermine GOSI contribution base. GOSI is calculated based on January basic salary and housing allowance earnings. If the employerprovides the housing accommodation, the annual assessment basic salary is determined according to the marital status of theemployee. The following table provides the calculation formula based on basic monthly pay (BMP):

Unmarried Employee Married Employee

BMP + (BMP * 2) ÷ 12 BMP + (BMP * 3) ÷ 12

In the case of mid-year hire, the employees’ initial basic salary and housing allowance earnings are used for GOSI calculation. If themonthly GOSI applicable earning of an employee exceeds the maximum limit or is less than the minimum limit, the system then uses themaximum or minimum amount as the contribution base to calculate GOSI contribution.Before the system can calculate the GOSI contribution, you must have defined the relevant data in Customizing for Payroll for SaudiArabia Social Insurance Define GOSI Contribution Parameters (table V_T7SA13). The system then reads the maximum andminimum limits.

The system stores the GOSI basic salary in the GOSI Applicable Earnings (/370) wage type. The system cumulates GOSIapplicable earnings in cumulation class 02 and the annual cumulated amount for GOSI applicable earnings is stored in thecumulation table (CRT).

By law, an employee’s GOSI contribution rate depends on the employee’s nationality and whether they work in the public or privatesector. Saudi Arabia has the following types of social insurance contribution categories, each with unique contribution rates:

Category I: Saudi nationals, private and public sector

Both the employee and employer contribute a percentage towards the annuity branch. The employer contributes an additionalpercentage for occupational hazards. The total contribution is the sum of these three inputs.

The following table for Saudi nationals provides sample contribution rates only.

Nationals Annuity BranchRetirement:EmployerShare

Annuity BranchRetirement:EmployeeShare

OccupationalHazards:Employershare

Total Minimum Base Maximum Base

Saudi 9% 9% 2% 20% SR 1,500 SR 45,000

Category II: GCC nationals

The following table for GCC nationals provides sample contribution rates only.

Note

Note

Caution

Caution

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Nationals AnnuityBranch:EmployerShare

AnnuityBranch:EmployeeShare

OccupationalHazards:EmployerShare

Total MinimumContributoryWage

MaximumContributoryWage

Bahraini PrivateSector: 9%Public Sector:9%

PrivateSector: 6%Public Sector:15%

2% PrivateSector: 17%Public Sector:26%

Not specifiedunder law

PrivateSector: BHD4,000Public Sector:Not specifiedunder law

Emirati Private Sector:9%

Private Sector:11%

2% PrivateSector: 22%Public Sector:Not specifiedunder law

Not specifiedunder law

Not specifiedunder law

Omani PrivateSector: 9%Public Sector:9%

PrivateSector: 7%Public Sector:13%

2% PrivateSector: 18%Public Sector:25%

Not specifiedunder law

PrivateSector: OMR3,000Public Sector:Not provided

Kuwaiti PrivateSector: 9%Public Sector:9%

PrivateSector: 9.5%Public Sector:9.5%

2% PrivateSector: 20.5%Public Sector:20.5%

KWD 230 KWD 2,750

Qatari PrivateSector: 9%Public Sector:9%

PrivateSector: 6%Public Sector:6%

2% 17% Not specifiedunder law

Not specifiedunder law

Category III: Expatriates (non-GCC nationals)

Non-GCC expatriates only have an employer contribution percentage for occupational hazard.

The following table for non-GCC expatriate nationals provides sample contribution rates only.

Demographic Annuity Branch:Employer Share

Annuity Branch:Employee Share

OccupationalHazards:Employer Share

Total MaximumContributoryWage

Foreign Employees(Expatriates) otherthan GCC Nationals

Not Applicable Not Applicable 2% 2% SR 400

ExampleYour employee is an unmarried Saudi National.

Basic Salary: 12,000 plus the housing that is provided by the company.GOSI monthly contribution base: basic salary per month and housing allowance per month. Because the employee is staying in thecompany housing, then housing allowance is the basic salary multiplied by 2 and divided by 12:12000 = 24000 ÷ 12 = 2000 12000 + 2000 = 14000 (GOSI basic salary)If the GOSI maximum contributory wage for Saudi National is SAR 45,000 and the minimum contributory wage is SAR 1,500, you payfor the employee to GOSI = 2800 (20% * 14000)This 2800 is detailed:Company share for Annuity Brunch = 1260 (14000*9%)Employee share for Annuity Brunch = 1260 (14000*9%)Company share for Occupational Hazards 2% = 280 (14000*2%)

The system stores the monthly contribution amount in the wage type that you define in Customizing for Payroll: Saudi Arabia Social Insurance Define GOSI Contribution Parameters .Any retroactive change to an employee’s basic pay triggers a retroactive recalculation of the GOSI base if payroll constantGORTR is set to 1.

Caution

Note

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End of Service The following topics deal with end of service from the following perspectives:

End of Service ManagementEnd of Service Payment CalculationEnd of Service Objects

End of Service Management The employee is entitled to receive an economic compensation when the work relation is ended either by his own decision or bycompany decision.Those following benefits are included:

SAP Payroll Solution Benefit

Standard A payment of any pending vacations based on basic salaryA payment of the flight ticket to return to the home country forthe employee and his or her dependents. The amount iscalculated manually and entered later in the system since itdiffers from one company to another

Localized for Saudi Arabia A payment of an amount depending on service duration within thecompany

The EOS payment can be executed at anytime during the payroll period. Either employee or employer can see the final results in theemployee’s last pay slip which is available on the Employee Self Service (ESS).

IntegrationTo calculate end of service award, you have defined the EOS calculation parameters in Payroll Parameters (T511K) You havedetermined the employee entry date in Customizing for Payroll Saudi Arabia under Reporting Determine Entry Date of Employees .

End of Service Payment Calculation Saudi Labor law stipulates that End of Service (EOS) payments is calculated based on the number of years that an employee hasworked for an organization. The system calculates the EOS payment based on basic salary, housing allowance, transportationallowance and the annual leave days balance.

PrerequisitesYou have made the required settings in Customizing for Payroll: Saudi Arabia End of Service (EOS)

FeaturesIn the system, a technical wage type (/670) and a payroll feature (24EOS) calculate the service award.The system calculates the end of service award based on the last wage payments at the end of employment. The calculation logics areas follows:

The severance award is equal to the wages for half of one month at the end of employment for each of the first five years. One wholemonth for each subsequent year, prorated according to the time the employee worked.If the work relation ends due to the worker’s resignation, the worker may be entitled to the award based on these conditions:

Service Duration Payment Award

2 to 5 Years One-third of the awardMore than 5 successive years but less than 10 years Two-thirds of the award10 years or more Full award

As an exception, the employee may be entitled to the full award if he or she leaves the work due to a force majeure outside ofhis or her control.A female worker may be entitled to the full award if she ends her contract within six months from the date of her marriage orthree months from the date of giving birth.The employer may deduct any work-related debt due to him or her from the worker’s entitlements. Other deductions are done

Note

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according to the law.If the employee has not worked for a full year, a prorated amount is paid.There is no maximum number of years for EOS award.EOS does not include all or some of the commission, sales percentage and similar wage components that are subject toincrease and decrease.

ProcessThe system processes the EOS calculation as follows:1. The system reads the employee start date from the feature ENTRY.2. The employee EOS period is calculated by using the number of calendar days for which the employee was employed.3. The number of calendar days is divided by 365 to get the number of Gregorian years or 355 to get the number of Hijri years. The

number 365 is stored in table T511K in constant ANNUL. The calculations are as follows:Service Years Reckonable Income

Each of the first 5 years Monthly basic salary + housing allowance + transportationallowance ÷ 2 + available leave day balance x daily rate of pay

Each year after the first 5 years Monthly basic salary + housing allowance + transportationallowance + available leave day balance x daily rate of pay

If an employee resigns, the EOS resignation conditions are taken into consideration for EOS calculation. For more information, seethe example below.

4. Wage type /670 is the EOS payout wage type.

SAP provides the standard values for EOS calculation. You can change the values in the Payroll Parameters (T511K) table basedon your requirements.

ExampleAssume that the information for Employee X is as follows:

Criterion Value

Current Salary (basic salary + housing allowance + transportationallowance)

10,000

Service Years 8Annual Leave Days Balance 4Daily Rate of Pay 333.33

In Case of Resignation

Based on the above criteria, If Employee X resigns, the EOS and leave encashment calculation is made as follows:Years and Allowance Balances Reckonable Salary Payment Award

First 5 years Half salary for each year 5000 x 5 = 25000Each year thereafter Two-thirds of one month’s salary (10000 x 2/3) x 3 = 20000Annual Leave days balance pay out - 4 x 333.33 = 1333.32Total Payment 25000 + 20000 + 1333.32 = 46333.32

In Case of Termination

Based on his service years and remaining leave balance, if Employee X is terminated, the EOS and leave encashment calculation ismade as follows:

Years and Allowance Balances Reckonable Salary Payment Award

8 years Full salary for 8 years 10000 x 8 = 80000Annual Leave days balance pay out - 4 x 333.33 = 1333.32Total Payment 80000 + 1333.32 = 81333.32

Note

Note

Example

Example

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End of Service Objects

Country-Specific Object List

The following country-specific operations and constants are involved in the EOS calculation process:Object Type Name

Constant ANNHJANNULEOS01EOS02EOS03EOS05EOS06EOS10EOS11EOS12EOS13EOS14EOS15EOS16EOS17EOSYRUAGE1

Operation SAPRVSAESP

Wage Type /670/650/649

Personnel Calculation Rule SA19SA24SA25SA27SA28

Feature 24EOS

Reporting and Forms for Saudi Arabia The following topics relate to the reports and government forms that are used in payroll for Saudi Arabia:

Personnel Administration Reports and FormsSocial Insurance (GOSI) Reports and Forms

Personnel Administration Reports and Forms

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The following reports and forms are provided for personnel administration purposes in Saudi Arabia:

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Name Use Navigation

Change of Basic Civil Registry Information(Form No. 55) (HSAPICF0)

You use this report to generate Form No.55 for employees whose civil registryinformation has changed. You need tosubmit the forms to Saudi Ministry ofInterior to inform the ministry of the relevantchanges.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System Other

Government Forms PY_SA_HSAPICF0 -Change of Basic Civil Registry InformationForm No. 55 .

Document Expiry Report (HSAPTRD0) You use this report to list employees andtheir dependents who possess expiredtravel documentation or documentationthat expires in the near future. Using thegenerated information from the report, youcan initiate the travel document renewal orapplication process for the specifiedemployees.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System

Organizational Entity PY_SA_HSAPTRD0 - Document Expiry .

Labor Office: Transfer Employees AcrossCompanies (HSAPCMT0)

You use this report when you hireemployees who worked in another localcompany, which is registered with thesame labor office with your company. Youuse this report to generate a request inPDF format, and submit it to the laboroffice as basis of making changes to theseemployees’ records.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System Other

Government Forms PY_SA_HSAPCMT0- Labor Office: Transfer EmployeesAcross Companies .

Leave Passage Calculation (HSAPLEAV0) By law, employees are entitled to receivea paid flight to their home countries. Thisamount varies depending on the nationalityof the employee and the number of theemployee’s dependents. You use thereport to calculate the amount that is to bepaid as leave passage for an employeeand his or her applicable dependents.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System

Employee PY_SA_HSAPLEAV0 - LeavePassage Calculation .

Maintain Iqama Numbers in Labor OfficeSystem (HSAPIQE0)

You use this report to generate a form thatcontains the iqama numbers of expatriateemployees who have been registered in alabor office. After you submit the form tothe labor office, the employee files areupdated.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System Other

Government Forms PY_SA_HSAPIQE0 -Maintain Iqama Numbers in Labor OfficeSystem .

Multipurpose Government Form (Form 7)(HSAPMPG0)

You use this report to generate forms usedto request various types of officialdocuments for an employee in theKingdom of Saudi Arabia. The employersponsoring the employee sends this formto the government of the Kingdom of SaudiArabia.The report can generate forms to requestthe following services:

Issue, renewal, or replacement of anemployee IqamaIssue of a travel visa for single, multiple,or final exit from the countryTransfer the sponsorship of anemployee from the previous employerto the new oneAdd a new dependent to the employeeIqamaTransfer the Iqama data to theemployee’s new passport in case the

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Subsequent Activities

Period-Independent Official RequestForms PY_SA_HSAPMPG0 -Multipurpose Government Form .

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old one has been replacedFor more information, open the report andchoose the Program Documentationpushbutton.

Report Absent Employees to PassportOffice (HSAPNAW0)

When a non-Saudi employee is absentfrom work without informing the companyfor 15 days, the employer needs to reportthis fact to the passport office, adepartment in the Ministry of Interior.You use this report to generate thenotification.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System Other

Government Forms PY_SA_HSAPNAW0- Report Absent Employees to PassportOffice .

Report Employee Status Change to LaborOffice (HSAPEST0)

You use this report to generate a form forreporting the selected employees’ statuschange to the labor office. For example,when an employee is retired, or when thesponsorship for a non-Saudi employee istransferred. The labor office needs torecord such changes in their own computersystem.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System Other

Government Forms PY_SA_HSAPEST0- Report Employee Status Change toLabor Office .

Request for Visa Visit Extension(HSAPVVE0)

You use this report to generate the officialform used to request the extension of thevisit visa of an employee in the Kingdom ofSaudi Arabia.The employer sponsoring the employeesends this form to the authorities when thevisit visa of the employee is about toexpire.You can create the form for one personnelnumber.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Subsequent Activities

Period-Independent Official RequestForms PY_SA_HSAPVVE0 - Visit VisaExtension Request .

Request for Worker Service Transfer(Sponsorship Transfer) (HSAPSPT0)

You use this report to prepare the requestof worker service transfer, also known asForm No. 2/3/1, for a new non-Saudiemployee. This form is needed for thoseexpatriate employees whose previousemployer is also a Saudi entity. You submitthe form to the local labor office to requestfor a transfer of sponsorship from theprevious employer to you.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System Other

Government Forms PY_SA_HSAPSPT0- Request for Worker Service Transfer(Sponsorship Transfer) - Form No. 2/3/1 .

Saudization Report (Old) (HSAPSAZ0) Saudization refers to the national policy inSaudi Arabia to encourage employment ofSaudi nationals in the private sector. TheSaudi government has enacted policies topromote Saudization. You use this reportto measure the employment percentage ofSaudi nationals in respective jobs in theorganization.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System

Organizational Entity PY_SA_HSAPSAZ0- Saudization (old) .

Saudization Report (for Nitaqat Program)(HSAPSAZ4)

Saudization refers to the national policy inSaudi Arabia to encourage employment ofSaudi and GCC nationals in the privatesector. The Saudi government hasenacted policies to promote Saudization.You use this report to measure theemployment percentage of nationals andnon-nationals in respective jobs in theorganization, per the requirements of theNitaqat law.For more information, open the report and

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System

Organizational Entity PY_SA_HSAPSAZ4- Saudization Report (for Nitaqat Program).

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choose the Program Documentationpushbutton.

Transfer Non-Saudi Employees to LaborOffice (HSAPLOT0)

You use this report to generate a requestin PDF format. You submit the request tothe responsible labor office, asking fortransferring the files of the listedemployees from their current labor officesto the responsible labor office.The generated request only applies to anemployee whose nationality is not SaudiArabia, that is, the non-Saudi employees.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System Other

Government Forms PY_SA_HSAPLOT0- Transfer Non-Saudi Employees to LaborOffice .

Work Permit Request, Form No. 2/4/1(HSAPWPR0)

You use this report to generate Form No.2/4/1 work permit requests for expatriateemployees in Saudi Arabia. You need torequest a work permit when you hire a non-Saudi employee and submit the requestform to the labor office of Saudi Arabia.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System Other

Government Forms PY_SA_HSAPWPR0- Work Permit Request Form No. 2/4/1 .

Social Insurance (GOSI) Reports and Forms Payroll for Saudi Arabia provides the following report for social insurance purposes:

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Name Use Navigation

Changing Submitted GOSI-ApplicableEarnings (HSAPSAC0)

An employee’s GOSI-applicable earning issubmitted to the labor office at the start ofeach year. The submitted amountdetermines the monthly social insurancecontribution of this employee all throughthe year.You use this procedure to adjust thesubmitted amount in SAP system, and thengenerate a change request to inform thelabor office of your changes.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System Other

Government Forms PY_SA_HSAPSAC0Change Contributors Salary with GOSI .

Nationality Report (HSAPNAT0) You use this report to generate the detailsof employees in a company coderegistered with the GOSI authority on amonthly basis. You submit this form to theGOSI authorities to show the number ofSaudi and non-Saudi nationals employedin an organization.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Subsequent Activities Per

Payroll Period PY_SA_HSAPNAT0 -Nationality Report .

Monthly GOSI Return and Settlement(GOSI Form 4) (HSAPGOS0)

The General Organization for SocialInsurance (GOSI) is the social insurancebody of the Kingdom Saudi Arabia. GOSIdefines a set of contributions that must bemade by both the employer and theemployee.In accordance with GOSI regulations,employees are subject to GOSI under thefollowing conditions:

Employee should be on the payroll of aSaudi organizationExpatriate employees should holdIqama (resident permit) under thesponsorship of a Saudi organization

You use this report to generate theSettlement of GOSI Contributions form ona monthly basis. You print a form for eachGOSI office.You submit this form to GOSI authorities toreport on the number of new andterminated employees who are registeredat the given GOSI office and the monthlywages of these employees.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Subsequent Activities Per

Payroll Period PY_SA_HSAPGOS0 -GOSI Return and Settlement Report .

Retroactive Registration with GOSI(HSAPRRR0)

In order to receive more pensions afterretirement, an employee is allowed toextend the social insurance (SI)contribution periods by including extraperiods into consideration, which arebefore the official start date of his or her SIcontribution.You use this report to generate a requestin PDF format, which lists an employee’sstarting salary in each year of therequested extra periods. This request thenwill be submitted to GOSI for extendingemployee SI periods.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System Other

Government Forms PY_SA_HSAPRRR0- Retroactive Registration with GOSI .

Worker Movement, Form No. 3(HSAPWJE0)

You use this report to generate WorkerMovement forms or Form No. 3 for youremployees. You create the legal forms toregister new employees with GOSI orterminate employee social insuranceregistry at GOSI when they leave the

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Information System Other

Government Forms PY_SA_HSAPWJE0- Worker Movement - Form No. 3 .

PUBLIC© 2013 SAP AG or an SAP affiliate company. All rights reserved.

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company.For more information, open the report andchoose the Program Documentationpushbutton.

Public Sector To cater to special requirements in the public sector of Saudi Arabia, SAP provides the following specific functions and enhancementsfor Payroll Saudi Arabia Public Sector (component PY-SA-PS). The public sector solution is based on the solution for the privatesector (component PY-SA).

Unique infotypes and enhanced standard infotypes that allow you to store specific employee-related information, such as pensionpayment and sanction records. For more information, see Infotypes for Public Sector.A predefined job classification matrix that matches the public sector job classification system. For more information, see JobClassification.Various reports that enable the system to flexibly perform eligibility evaluation during the annual salary increase and periodic jobgrade promotion. For more information, see Promotion in Public Sector, and Reporting for Saudi Arabia Public Sector.Functions that monitor employee pension contribution period extensions and that make corresponding deductions during the payrollrun. For more information, see Pension in Public Sector.Functions that assist you in assigning employees to work in other organizations through schemes such as secondment and mandate,or pursue on-job education through scholarships. For more information, see Alternate Work Opportunities in Public Sector andScholarship.Online processes that enable both employees and HR administrators to perform regular personnel procedures with traceability. Formore information, see Processes and Forms.

Infotypes for Saudi Arabia Public Sector

FeaturesIn addition to the international infotypes, the system offers the following public sector-specific infotypes:

Data Type Infotype

Employee-specific data Personal Data (0002) Infotype - Specific Function for PublicSectorFamily Member/Dependents (0021) Infotype - Specific Functionfor Public SectorEducation (0022) Infotype - Specific Function for Public SectorPrevious Employers SA (3311) Infotype - Specific Function forPublic Sector

Retirement-specific data Pension KSA PS (3320) InfotypeEmployee reassignment-specific data Mandate KSA PS (3323) Infotype

Secondment KSA PS (3327) InfotypeEmployee sanction-specific data Sanction KSA PS (3329) InfotypeOccupational hazards-specific data Occupational Hazards SA (3312) Infotype - Specific Functions for

Public SectorScholarship-specific data Scholarship KSA PS (3321) InfotypeAdditional Assignment-specific data Additional Assignment SA (3343) InfotypeDeputation-specific data Deputation KSA PS (3342) Infotype

Personal Data Infotype (0002): Specific Function for Saudi ArabiaPublic Sector For an employee working in the public sector, you must maintain his or her language skill information in this infotype.

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When you change any nationality of an employee from Saudi Arabia to another country, the system triggers a dynamic action and leadsyou to make the following changes in the Pension Saudi Arabia Public Sector (3320) infotype:

Deselect the Enrolled in Pension checkboxFill out the Exemption Reason field with the default reason Non-Saudi Employee (0001)

When you save the changes, during the payroll calculation, the system first checks whether the employee is eligible for receivingpension and then calculates the corresponding pension amount or retirement bonus for the employee. For more information aboutpension calculation, see the following topics:

Pension in Public SectorPension KSA PS (3320) Infotype

More InformationFor more information about the country-specific features of this infotype, see Personal Data (Infotype 0002): Country-Specific FeaturesPrivate Sector.

Family Member/Dependents Infotype (0021) - Specific Functionfor Saudi Arabia Public Sector When an employee in the public sector studies abroad on a scholarship, a number of dependents are entitled to free flight tickets toenable them to visit the employee. You can use the Applicable for Scholarship Ticket checkbox to indicate whether a dependent canreceive the free tickets.For more information about entitlement to free tickets, see Scholarship.

More InformationFor more information about the country-specific features of this infotype, see Family Member/Dependents (Infotype 0021): Country-Specific Featu.

Education Infotype (0022) - Specific Function for Saudi ArabiaPublic Sector For employees who work in the public sector, educational records are used to determine eligibility for scholarship and promotion.

Scholarship You mark the Highest Education field in the infotype to record thedetails of the employee’s highest academic qualification. In doingso, when an employee applies for a scholarship, the system candetermine an appropriate degree that the employee can pursuebased on his or her highest education level.

Promotion You use the Job-Related Education group box to match theemployee’s educational details with the jobs that an .

For more information, see Scholarship KSA PS (3321) Infotype.You must have maintained all possible academic degrees in Customizing for Payroll Saudi Arabia, under Public Sector Master Data Maintain Academic Degrees .

Previous Employer SA (3311) Infotype: Specific Functions forPublic Sector This infotype saves information about the service period that an employee served with previous employers before the employee joinedthe current organization. When an employee retires, the duration of service with previous non-public sector employers can be accumulated into the serviceyears in the public sector to calculate the final pension amount.

Structure

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Information Type Use

Previous Employer SA This area is common for both the private and public sectors. Youspecify the sponsor ID of the previous employer and thecorresponding service period.

Pension Information and Pension Payment Status This area is specific to the public sector. You enter the nature ofthe specified previous employer and the pension payment.When you select the Pension Started or CompensationReceived radio button, you have the following options for thePension Service Amendment:

None: When you select this radio button, this service period isnot accumulated into the total service duration.Accumulate to Service Duration: When you select this radiobutton, this service period is directly accumulated into the totalservice duration for pension calculation.

When you select the No Previous Payment radio button, inaddition to the above-mentioned options, the Apply for ServiceAmendment option is available. When you select the Apply forService Amendment option, the application status is visible. Theinitial status is New.By saving these selections, you can then use the Request forAggregation of Contribution Period (HSAPPAG0) report togenerate a request for the employee.Once the request is approved by the Public Pension Agency(PPA), and the application status is changed to Approved in thesystem, this previous service period can be accumulated into thetotal service duration for pension calculation.For more information about this application process, see PensionContribution Period Amendment.

IntegrationThe pension calculation uses the previous service periods of employees as input to check employee pension eligibility and todetermine the calculation of pension payment. For more information, see Pension in Public Sector.

More InformationPrevious Sponsor Infotype (3311) Specific Functions for Saudi Arabia (Private Sector).

Occupational Hazards SA (3312) Infotype: Specific Functions forPublic Sector When you maintain this infotype for employees working in the public sector, the Compensation tab page is available to you. On this tabpage, you specify the completion date of medical treatment and the injury level of an employee after medical treatment.The following standard injury degrees are available:

Temporary disabilityPermanent disabilityHandicappedDeath

According to public sector regulations, employees with an injury degree other than temporary disability are eligible for compensation ofa fixed amount. You can define this fixed amount in Customizing for Payroll Saudi Arabia, under Public Sector DetermineCompensation Amount for Injuries .

More InformationOccupational Hazard SA Infotype (3312) Specific Functions for Private SectorOccupational Hazard.

Pension Infotype (3320): Saudi Arabia Public Sector This infotype records pension-related information for an employee who works in the public sector.

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Only employees who are Saudi Arabian nationals are eligible for enrollment in the Public Pension Agency (PPA) and to receive apension. When an employee retires or is withdrawn from the PPA, the system uses the information in this infotype to check whether theemployee is pension-eligible, and calculates the monthly pension amount or lump-sum retirement bonus if the employee is not eligible.

Structure

Pension KSA PS

You record the following information in this infotype:Information Description

Enrollment status and exemption reason If an employee is withdrawn from PPA, even when the employeeis still working in the public sector, the system still carries outcalculation of the pension or retirement bonus.

Responsible PPA organization, including the PPA branch andoffice

This information is required when an employee requests PPA forpension payment.

Sector where the employee works Calculation of the pension amount or retirement bonus variesdepending on the sector to which an employee belongs (eithercivilian or military sectors). For more information, see the systemdocumentation for the feature SAPSU.

Return Back to Service

You maintain this block when a retired employee is rehired and returns to work. You enter the previous service duration and currentpension amount of the employee. When the employee retires again in the future, the system calculates the pension amount andconsiders both previous and current service periods.

IntegrationWhen the nationality of an employee is changed from Saudi Arabia to another country, the employee cannot remain registered with thePPA. When you change the nationality in the Personal Data (0002) infotype, a dynamic action is triggered to make the following changesin the Pension (3320) infotype:

Deselect the Enrolled in Pension checkboxFill out the Exemption Reason with the default value 0001 (Non-Saudi Employee)

More InformationPension in Public Sector

Scholarship Infotype (3321): Saudi Arabia Public Sector This infotype saves employee information during the period when employees are scholarship holders. During a scholarship period, the payment items of an employee differ depending on the scholarship type. In addition, dependents of anemployee can be entitled to free flight tickets to enable them to visit the employee. When an employee retires, the total service durationof the employee is affected by whether the scholarship was completed. The total service duration is the calculation basis for pensionand end-of-service (EOS) payment.

Structure

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Information Type Use

Study Information You save the basic information about the education of theemployee resulting from the scholarship, such as the institutionaddress, major, academic degree, grade of the employee duringeach semester, and so on.

Application Information Employees use an online process to apply for scholarships. Onlywhen the application is approved by the authority is thescholarship granted to the employee. You record information ofthe online application process in this section. For moreinformation, see the following topics:

Internal Scholarship Application/Change/Termination ProcessExternal Scholarship Application/Change/Termination Process

Other Information When the scholarship type is external, you specify whichdependent can accompany the employee during theirscholarship period.When Eligibility for Travel Tickets is selected, during the TimeEvaluation, the system generates the ticket quota for theemployee. You specify the dependents that are eligible for freetickets in the Family Member/Dependents (0021) infotype.When the scholarship is terminated before the originalcompletion date, you execute the relevant personnel action toselect the Termination checkbox. The period of the record forwhich the Termination checkbox is selected is then excludedfrom the total service duration when the employee retires.

More InformationFamily Member/Dependents (0021) Infotype - Specific Function for Public SectorScholarship

Mandate Infotype (3323): Saudi Arabia Public Sector This infotype saves the mandate periods that employees spent in other organizations. During a mandate period, an employee is eligible for different mandate allowances depending on the location of the mandateorganization and the mandate type. When you save a record, a dynamic action is triggered and you can allocate a mandate allowanceto the employee in the Additional Payments (0015) infotype.You can also use the Benefits Entitlement Workbench to entitle mandate allowance to employees. The system checks their records inthis infotype to determine whether the employees are eligible for the specified allowances.

More InformationBenefits Entitlement Workbench.

Secondment Infotype (3327) Saudi Arabia Public Sector The infotype that saves employee information when the employee is working on secondment. According to regulations, the payment that an employee receives is different during a secondment period. The system selects the Paidby Original Org checkbox to determine whether the payment is to be made during a payroll run within the secondment period.

Sanction Infotype (3329): Saudi Arabia Public Sector This infotype saves information about imposed sanctions on an employee due to inappropriate behavior or code of conduct violations. Sanctions can apply to active, retired, and terminated employees. According to the predefined consequences for each sanction type,

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sanctioned employees can be affected as follows:Reduction of salary or financial penaltyLoss of promotion pointsDeprivation of periodic salary increaseTermination of labor contractImpossibility of rehiring

StructureInformation Type Use

Sanction KSA PS According to Customizing settings, when you specify a sanctiontype, you can maintain the deductible monetary amount orpromotion points. For information about the system action foreach sanction type, see Customizing for Payroll: Saudi Arabia Public Sector Set Up Sanctions .

Decision You maintain the person or organization that carries out thesanction.If a sanction decision is revoked, you maintain the reason and thedate when the revocation was made.

IntegrationWhen a change is made to the sanction record, retroactive payroll calculation is triggered. For the sanction type Salary Reduction(003), the employee receives the previously deducted amount when all of the following conditions are fulfilled:

The Override Original Decision checkbox is selected.The Override Date is later than the original sanction date.The Override Date is earlier than the pay date of the payroll period that includes the original sanction date.

More InformationSanction.

Deputation KSA PS (3342) Infotype: Saudi Arabia Public Sector You use this infotype to record when an employee is in a period of deputation.

IntegrationThis infotype is updated only when you use the Deputation and Deputation Update processes, through which all fields of the infotypeare dynamically populated.

More InformationDeputation ProcessDeputation Update Process

Additional Assignment SA (3343) Infotype: Saudi Arabia PublicSector You use this infotype to record additional work assignments that are undertaken by an employee. For example, if an employeetemporarily assumes the responsibilities of a colleague, you can store this information in the Additional Assignment SA (3343) infotype.

IntegrationThis infotype is updated only when you use the Additional Assignment and Additional Assignment Update processes, through which allfields of the infotype are dynamically populated. If the Allowance Indicator field is set to Yes, the employee is eligible for AdditionalAssignment Allowance.

More InformationAdditional Assignment Process

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Additional Assignment Update Process

Job Classification

Job Classification and Positions

In the public sector in Saudi Arabia, positions are defined and structured according to the job classification matrix. An entry in the matrixis linked to a position. Each position is assigned to a job title as an additional attribute. The following table shows how this matrix canwork in practice in an organization:

Attribute Use

Job Classification Type Specifies a specific sub-section in an industry or branch of thepublic sector.

General group Represents the primary sector or industry in the public sector, forexample, a particular ministry.

Cluster Represents the secondary organization in a certain sector.Category Series Describes the functioning of a position in the secondary

organization.Rank or Grade Relates mainly to the salary of a position.

To resemble the job classification matrix (that is the structuring of positions in the public sector) in the system, you make the followingsettings in Customizing for Payroll Saudi Arabia, under Public Sector Master Data Define Job Classification Matrix .SAP provides the Job Classification (1643) infotype in Organizational Management. In this infotype, you can specify the above outlineddimensions to specify an entry in the job classification matrix, and then map it to the object ID of a position.

Job Classification and Pay Structure

In the Planned Compensation (1005) infotype, you determine the level of compensation of a position by specifying its attributes in thepay structure.To simplify the infotype maintenance, you can map the job classification matrix with the pay structure in Customizing for Payroll SaudiArabia, under Public Sector Pay Structure Map Job Rank/Grade with Pay Scale Group . By doing so, when you maintain theinfotype 1005 for a position, the following attributes are filled out with default values as per the Customizing settings:

Pay Scale TypePay Scale AreaPay Scale Group

When you specify the pay scale level, the level of compensation for the position is determined. When you execute the BenefitsEntitlement Workbench, the system checks the position of an employee to get the related pay structure information, and thendetermines the available salary components.

Job Classification and Promotion

For each entry in the job classification matrix, you define a promotion path in Customizing, which indicates the job classification code ofthe next higher position that employees holding the current position can be promoted to, and specifies the conditions that must be met inorder to be eligible for promotion.

Job Classification and Appraisal

Employees holding positions in the same category series use the same appraisal template. After you upload the appraisal templates inthe system, you assign the appraisal templates to a category series in the job classification matrix.

More InformationBenefits Entitlement WorkbenchPromotion in Public Sector

Personnel Action Categories SAP provides the following standard categories for grouping personnel actions that require the same subsequent system actions:

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Action Category Triggered System Action

Early Retirement (EARE) When you start the action, the system compares the total serviceyears of the employee to the payroll constant UAGE5 andUAGE6, which save the required minimum service years beforeretirement depending on the job of the employee. Based on thecheck results, the system allows or prevents you from saving therecord.

Extended Retirement Age (EARN) Employees who have records of such action types are excludedwhen you execute the Labor Contract Termination Check(HSACTMT0) report.

Promotion (PROM) When you have executed the action, the system opens theemployee record in the Basic Pay (0008) infotype, and by defaultchange the pay scale level to the next higher level.

Rehiring (REHI) When you start this action, the system verifies the eligibility of theemployee for being rehired according to the settings inCustomizing for Payroll: Saudi Arabia, under Public Sector Master Data Define Lock Period for Rehiring .

Out of Pension Service Year (SOYP) If you save a record of this action type, when the employeeretires, the period between this action and the subsequentpersonnel action is excluded from the accumulation of the serviceduration for pension calculation in the termination payroll run.

Out of EOS Service Year (OSYE) Similar to the preceding row. The period is excluded from theaccumulation of the service duration for the end-of-servicepayment calculation in the termination payroll run.

Secondment (SECO)Suspension (SUSP)

When you categorize action types into these two categories, youmust make follow-up settings in Customizing to enable the systemto recognize these action types when detecting whether anemployee is in a period of secondment or suspension.

More InformationAlternate Work Opportunities in Public SectorReporting for Saudi Arabia Public Sector, Labor Contract Termination Report HSACTMT0 .

Leaves This section provides information about leaves for the Saudi Arabia public sector in the following topics:

Special Leaves for Saudi Arabia Public SectorCustomizing Special Leaves

Special Leaves for Saudi Arabia Public Sector The public sector payroll solution for Saudi Arabia provides the following leaves as absence types. You can access these absencetypes in the Absences (2001) infotype.

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Absence Type Paid or Unpaid Quota Explanation

Maternity Leave Non-SA PBS Paid and unpaid, depending onthe employee’s serviceduration.

No Leave type for femaleemployees who are not Saudinationals.

Maternity Leave PBS Paid No Leave type for femaleemployees who are Saudinationals.

Motherhood Leave PBS Paid at 25% of basic salary No Leave that is available to afemale employee to take careof her child, who must be agedthree years or lower.Motherhood leave is availablefor a maximum of three years.

Regular Vacation Leave PBS Paid Yes Standard vacation leave.Work Accident Leave PBS Paid No Leave for employees who

suffer a workplace accident.The leave is subject to amaximum duration of 540 days.

Extend Work Accident LeavePBS

Half paid No Leave for employees who aresuffering from a workplaceaccident injury for more than540 days after the accidentoccurred.Employees who are on thistype of leave are paid 50% oftheir basic salary for amaximum of 540 days.After this 540�day period, theemployee either resumes workor is terminated.

Escort Leave PBS Paid, half-paid, and unpaid,depending on the number ofdays taken.

No Leave that is granted to anemployee who is responsiblefor the following unwell relatives:

ChildSpouseParent (if living with theemployee)Sibling (if living with theemployee)

This type of leave is used whenthe employee’s regular leavedays have been used.

Female EE Escort Leave PBS Unpaid No Leave that is available tofemale employees who want toaccompany third parties,usually family members orclose relatives, on trips.

Exceptional Escort Leave PBS Unpaid No Exceptional leave that isgranted for escort purposes, forexample, so that a parent canattend a course for guidance onhow best to treat a disabledfamily member.

Exams Leave PBS Paid No Leave that is granted toemployees who must takeexaminations during workingtime. If the examinations areheld outside of Saudi Arabia,the days spent traveling areincluded in the leave allowance.

Emergency Leave PBS Paid Yes Leave that is granted to anemployee for personalemergencies. The maximumallowance is five days.

Study Leave PBS Unpaid No Leave that is available to thefollowing types of employees:

Holds second-level schoolcertificate or higherAchieved a good evaluationor higher for at least three

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yearsProposed program of studyis work-relevant

Exceptional Leave PBS Unpaid Yes Leave that is granted for amaximum of one year over afive-year period. The leave canbe taken consecutively orintermittently.This leave type is not includedin pension or promotioneligibility calculation. However,this leave type is consideredfor periodic bonus calculation.

Widow Observing Leave PBS Paid No Leave that is available only to afemale Muslim employee, uponthe death of her husband.

Athletes Leave (Inland) PBS Paid Yes Leave that is available toemployees who engage inathletic or sporting activitieswithin Saudi Arabia. This leavetype is available for amaximum of 30 days.

Athletes Leave (Foreign) PBS Paid Yes Leave that is available toemployees who engage inathletic or sporting activitiesoutside of Saudi Arabia. Thisleave type is available for amaximum of 60 days.

Athlete Leave Exceptional PBS Paid No Leave that is granted to anemployee who is on AthletesLeave so that the employeecan extend the duration of theirtime off work.

Foreign Relief Leave PBS Paid Yes Leave that is available toemployees who are Saudinationals and who engage inhumanitarian, cultural, orsporting activities.

Renal Failure Leave PBS Paid No Leave that is available toemployees who require kidneydialysis treatment.

Sick Leave PBS Paid, half-paid, and unpaid,depending on the number oftaken days.

No Self-explanatory. Time spent byan employee on sick leave isincluded in pension calculation.

Writers Leave PBS Paid Yes Leave that is available toemployees who are writers. Amaximum of 30 days can betaken for this leave type.

Serious Sick Leave PBS Paid, half-paid, quarter-paid,and unpaid, depending on thenumber of taken days.

No Leave type for employeessuffering from a seriousdisease as defined in theemployee’s medical report.

Admin Job Trans Leave PBS Paid Yes Leave type that is given toemployees who move from anacademic job to anadministrative job. The leaveentitlement is 36 paid days.

Marriage Leave PBS Unpaid Yes No specific leave for marriageexists in the public sector.Rather, marriage leave isavailable only for private sectoremployees, in accordance withlabor law. However; usuallygovernment employees applyfor exceptional leave when theywant to marry and enter“marriage” into the requestdescription by way ofexplanation.

Scholarship Ticket PBS Paid Yes Leave type for the use of the

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ticket entitlement quota ofemployees who are eligible toreceive free tickets for returningto their home country in aperiod of scholarship.

More InformationCustomizing Special Leaves

Customizing Special Leaves

IMG Activities

You can customize special leave types by completing the following activities in Customizing: Payroll: Saudi Arabia Public Sector Absence Valuation .

Customizing Leave Eligibility

You can customize leave type eligibility in Customizing under Payroll: Saudi Arabia Public Sector Absence Valuation DetermineConditions on Special Absence Types . You can specify eligibility for an absence type or an action according to the following criteria:

Criterion Use

Gender Specifies whether an absence type or action requires a gendervalidation, for example, Iddah leave.

Nationality Specifies whether an absence type or action requires anationality validation, for example, escort leave.

Religion Specifies whether an absence type or action requires a religionvalidation, for example, Hajj leave.

Maximum Number of Times in Service Duration (SD) Specifies the maximum number of times that a type of specialleave can be taken in an employee’s service duration.

Maximum Number of Times in a Service Year (SY) Specifies the maximum number of times that a type of specialleave can be taken by an employee in a service year.

Maximum Entitlement in a Service Duration (SD) Specifies the maximum leave entitlement for a special leave in anemployee’s service duration, for example, 1000 calendar daysfor sick leave. You specify the unit of measurement (for example,calendar days, payroll days, or absence days) (in the Unit field.

Minimum Service Duration in Months Specifies whether an absence type or action requires a minimumservice duration validation according to months worked, forexample, long study leave.

Customizing Absence Distribution

Absence distribution refers to the way in which an employee is paid during a period of absence. For example, if an employee is absentfor an extended period due to illness, for the first 15 days the employee might be entitled to full pay. For the next 15 days, the employeemight be entitled to 50% pay, and for the remaining period, the employee might receive no pay.For more information, refer to the system documentation in Customizing under Payroll: Saudi Arabia Public Sector AbsencesValuation Define Absence Valuation Refinement .

To customize absence distribution, you must first complete the following tasks in Customizing:1. Complete the activity under Payroll: Saudi Arabia Absences Valuation of Absences Refinement of Absences Create Rule

Group for Absence Refinement .2. Complete the activity under Payroll: Saudi Arabia Absences Valuation of Absences Refinement of Absences Define Rules

for Refining Absences .

More InformationSpecial Leaves for Saudi Arabia Public Sector.

Note

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Compensation and Benefits In the public sector, the allowances and benefits schemes vary in different sectors and industries. For example, the military sector offerscertain particular allowances. Even in the same sector, depending on the job grades, employees are entitled to different benefits.In addition, the payment that an employee receives changes with regard to different scenarios in his or her career, for example,probation and suspension; or when the employee takes on an alternate job, such as mandating or secondment.With this specific solution for the public sector in Saudi Arabia, you can manage employee compensation and benefits as follows:

Define flexible eligibility criteria, and match them to the applicable allowances or benefitsManage group required allowances and benefits for a specific pay scale level, which is matched with the job classification matrix, andtherefore provide complete allowance schemes for all jobsCreate a benefits package for each employee, and adjust the benefits entitlement when the employee has any change in his or herjobCheck and execute periodical salary increases for employees

More InformationBenefits Entitlement WorkbenchReporting Periodic Salary Increase .

Eligibility Checking Rules An eligibility checking rule is comprised of several eligibility criteria where each criterion is defined based on particular employeeinformation or sets a special restriction. By combining these criteria, you can flexibly define eligibilities for receiving allowances that varydepending on employees professions, or different scenarios in their career path, for example mandating or a probation period.By assigning an eligibility checking rule to a salary component, when you run the Benefits Entitlement Workbench and include the salarycomponent to the benefits package of an employee, the system checks the eligibility criteria that is contained in that checking rule anddetermines whether the employee is eligible for this benefit or allowance.

StructureA common eligibility checking rule can be composed of the following eligibility criteria:

Pay scaleThis is based on the employee pay scale information, for example their job grade, as entered in the Basic Pay (0008) infotype.Special date typeEmployees are eligible for certain allowances in a particular time period or on a specific day of a year, for example the SacrificeFeast. A special date type criterion sets a limit on the time span to entitle the allowances.MandateThe criteria define the agreement on how to make the payment to employees in the mandate period, such as food, commuting andaccommodation. According to the mandate type entered in the Mandate (3323) infotype, the system looks for the eligibility checkingrules assigned with the same mandate type, and then verifies the eligibility of employees.Country categoryWhen an employee travels or works overseas, the entitled allowances vary depending on the economic status of the destinationcountry or area.Job specialtySome special jobs require special benefits, for example a job that is subject to occupational hazards, and therefore employees areentitled to a profession allowance.

You can define each eligibility criterion individually in Customizing for Payroll Saudi Arabia, under Public Sector Allowances/Benefits Eligibility Checking ; and then combine them into eligibility checking rules.

In addition to the criteria outlined above, you can also include the following limitations in a common eligibility checking rule:Personal information, such as nationality and genderMaximum or minimum service time, which determines when an employee is eligible to request benefitsUpper or lower limit on the age of an employee. The limit determines the age scope for receiving benefits

A Business Add-on (BAdI) is also available. You can use it to define eligibility criteria to cater to special requirements in yourorganization. You can access the BAdI in Customizing for Payroll Saudi Arabia, under Public Sector Allowances/Benefits EligibilityChecking BAdI: Enhancement on Eligibility Checking Rules .

More InformationBenefits Entitlement Workbench

Benefits Entitlement Workbench

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In some circumstances, you need to determine or adjust the benefits that an employee receives. For example you adjust the benefitentitlement when an employee is a new hire, or when they are promoted or transferred. You can use this tool to make the benefitsentitlement for individual employees.

IntegrationChecking the eligibility of an employee is important for the entitlement of benefits and other company offerings, such as payment itemsand various allowances. You group the requirements to form the eligibility checking rules, and apply the rules in all requiredcircumstances.

PrerequisitesTo be eligible for each salary component, an employee must fulfill certain criteria. You must have clarified these criteria and definedthem in Customizing for Payroll Saudi Arabia, under Public Sector Allowances/Benefits Eligibility Checking .To differentiate benefits for employees with various backgrounds, employees are categorized into compensation groups. Forexample, benefits vary in groups defined by job grades, seniority, functional areas, and so on. You define the compensation groupsand the salary components in each group in Customizing for Payroll Saudi Arabia, under Public Sector Allowances/Benefits Benefits Entitlement . You can also define additional eligibility criteria using a Business Add-In (BAdI).

FeaturesWhen you start the tool, the eligible salary components of the compensation group are listed according to the Customizing settings.You choose components from the list, and generate a benefits package specifically for this employee.For each salary component, in addition to the amount, you can use the workbench to determine payment information, such as thepayment date, payment interval, bank transfer, and so on.After you determine the benefit entitlements, this tool enables you to create the relevant infotype records. Then, during payrollcalculation, the system reads these records to make the payment to the employees.

Activities1. Specify an employee by entering the personnel number.2. Determine the effective date.

When this tool updates the entitled benefits in master data, this effective date is used as the start date of the generated infotyperecords.

3. Generate the benefits package.You select the salary components applicable to the employee from the Components area, and choose the right-arrow button tomove them to the Package area. Only the components in the Package area will be assigned to the employee.

4. Determine the payment details for salary components.By default, the initial amount for each component is zero (0,00). When you choose the initial amount of a component, the systemdisplays the required fields in the Edit area. The information stored in these fields determines how this salary component is paid. Youupdate these fields, and choose the Accept pushbutton to upload the new amount to the package.You can choose the Reset pushbutton to clear the values in the fields, and re-enter the required values.

5. Update master data.When the payment details of each component in the package are finalized, you choose the Update pushbutton. The system createsnew infotype records for this employee according to the fields Infotype, Subtype, and Wage Type.The benefits entitlement for the specified employee is complete.

Promotion for Saudi Arabia Public Sector In the public sector, the promotion processes for employees in higher and lower positions are different.

Process

Promotion for Job Rank/Grade 2-10

For employees who hold have job ranks/grades between 2 and 10 in the job classification matrix, the promotion process is as follows:1. The HR user executes the Promotion Pre-Check for Job Grade 2-10 (HSAPEPP0) report to check the promotion possibilities for

certain nominated employees or for a particular organization. According to the pre-defined promotion path, an employee can havemore than one higher position to which it is possible to be promoted. The HR user generates a list containing all the possibilities andpresents the list to the manager of the employee for consideration in their decision-making.

2. On receiving the manager decision, the HR user executes the report HSAPEPP0 again. On the output screen, the HR user selectsthe record of the higher position, which is proposed by the manager, and generates a confirmation letter. The HR user sends theletter to the employee for agreement.

3. After the employee agrees with the manager proposal, the HR user initiates the online promotion process, which is based on theemployee’s agreement on the higher position. In the process, the employee needs to fill out and submit a formal application form;while the approvals from the line manager and HR responsible person are required to complete the process.

4. When the process is complete, the HR user executes the Promotion (PBS) personnel action. This leads to updates that are elated tothe new position in the master data of the employee, for example, changes to organizational information, pay scale level, and

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allowances and benefits.

Promotion for Job Rank/Grade 11-13

For employees who hold advanced positions with job ranks/grades that are between 11 and 13 in the job classification matrix, thepromotion process is as follows:1. Search for the right candidates2. Communicate with the candidate and get confirmation from the candidate of their acceptance of proposed promotion3. Based on the outcome from the communication phase, the HR user initiates the online promotion process Promotion Application

(Grade 11-13). The candidate needs to fill out the formal online application form, and approvals from the organization director orminister are required to complete the process.

4. When the process is complete, the HR user starts the process Promotion Decision (Grade 11-13) for senior positions. The approvalof the direct manager and candidate acceptance are required to complete the process. With the approval, the HR user executes thePromotion (PBS) personnel action to update the candidate master data relevant to the change to their new position.

More InformationReporting under Promotion Pre-Check for Job Grade 2-10 (HSAPEPP0) Standard Calculation of Promotion PointsProcess: Promotion Application (Grade 2–10)Process: Promotion Application (Grade 11-13)Process: Promotion Decision (Grade 11-13)Job Classification

Standard Calculation of Promotion Points When more than one employee can be promoted to the same higher position, the manager makes the final decision by referring to theirrespective promotion points.In the standard solution, employee promotion points are calculated when the HR user runs the Promotion Pre-Check for Job Grade 2-10 (HSAPEPP0) report and displays the result screen.The following attributes are considered when determining an employee’s promotion points:

Attribute Use

Seniority The report measures the length of the employee service period.Educational background The report checks employee records in the Education (0022)

infotype, and detects the highest academic level of the employee.On-the-job training experience The report checks the employee records in the Education (0022)

infotype in relation to on-the-job training or personal developmentactivities.

Only work-related training or development activities help theemployee gain more promotion points. You define work-related training for relevant positions in Customizing for PayrollSaudi Arabia, under Public Sector Promotion SpecifyWork-Related Educations and Trainings .

Results of previous appraisal reports Self-explanatory.Adherence to codes of conduct Punctuality is an important factor. The report calculates the points

based on employee time recording.Promotion points are subject to reduction due to sanctions thatmight have been imposed. The report checks the employeerecord in the Sanction Saudi Arabia Public Sector (3329) infotypeand makes the corresponding point reduction.

In addition, employees are granted extra points for outstanding achievements.For more information on how standard implementations evaluate employee promotion points, see the online documentation of theBusiness Add-In PBSSA_PROMOTION_CONDITION. You can access it in Customizing for Payroll Saudi Arabia, under Public SectorPromotion Business Add-Ins BAdI: Promotion Condition Check and Points Calculation .

More InformationSanctionReporting for the Saudi Arabia Public SectorSanction Infotype (3329) Saudi Arabia Public SectorEducation Infotype (0022) - Specific Function for Saudi Arabia Public Sector

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Alternate Work Opportunities in Public Sector The public sector in Saudi Arabia provides the following opportunities to employees during their period of public service:

Mandate

The mandated employees can work for another organizational unit for a fixed period of time without changing from their ownorganization unit.To serve a mandate period, employees must fulfill certain criteria in order to be eligible and their online application must be approvedby their current manager. You can check or change the standard criteria for an employee mandate period in Customizing for PayrollSaudi Arabia, under Public Sector Allowances/Benefits Eligibility Checking Define Eligibility Checking Rules .Additional allowances are entitled to mandated employees. Once you create a record in the Mandate KSA PS (3323) infotype, you candetermine the allowances. Because of restrictions on the length of the mandate period, a record of the infotype 3323 cannot exceed themaximum length. For more information, see Mandate KSA PS (3323) Infotype.

Secondment

Some organizations offer secondment opportunities which enable employees from other organizations to apply to work in a differentarea to their normal job.SAP provides the following standard restrictions that you can set for a secondment:

Maximum duration of a secondment record in the Secondment KSA PS (3327) infotypeMaximum total duration of a secondment periodMinimum interval between two adjacent secondmentsMaximum duration that equals the sum of all secondment periods in throughout the entire service of an employeeMinimum working period in the current position is required before an employee can apply for a secondmentThe highest job grade of employees who can apply for a secondment

Suspension

Employees can request to suspend their jobs for a period of time. During this time, their payments are reduced according to regulations.In general, for these alternative activities, employees need to submit their applications using a specific Employee Self-Serviceapplication. When employees fill out the online application forms, the system checks their eligibility for the specified activity based onCustomizing settings in the back-end system.For eligible employees, approvals from their managers and other responsible persons are required to complete the online applicationprocess. This prerequisite is required for HR users to execute the corresponding personnel action in the back-end system.For more information about the online application process, see

KSA Public Sector: Mandate ApplicationKSA Public Sector: Secondment ApplicationKSA Public Sector: Work Suspension Application

Scholarship Employees in the Saudi Arabia public sector can pursue higher academic degrees. In addition, during the period which they are off workpursuing education, employees can apply for scholarships which would support them financially during their education.To receive a scholarship, an employee must submit an online application. The system then checks if the employee fulfills the predefinedeligibility criteria for applying for a scholarship. The valid applications from eligible employees must then be approved by their managerand other responsible people.The payment items of an employee change when status of a scholarship period changes, such as start, completion or termination.Status changes are recorded in the system using corresponding action types in the Action (0000) infotype.During the scholarship period, the public sector provides additional benefits to employees, including:

Allowances to junior dependentsFree flight tickets to both employees and their dependents

When a scholarship period finishes, additional allowances are granted to employees who achieve an outstanding level of academicperformance.If a scholarship is terminated before its planned end date, when the employee retires, this terminated scholarship period will beexcluded from the employee pension contribution period and the service period for end-of-service payment calculation.

More InformationSaudi Arabia Public Sector: External Scholarship Application/ChaSaudi Arabia Public Sector: Internal Scholarship Application/Cha

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Sanction In the Saudi Arabia public sector, sanctions can apply both to employees who are still in service and also to employees whose laborcontracts have finished, for example retired employees. You record the sanctions imposed on an employee in the Sanction KSA PS(3329) infotype. You can define consequences and the applicable employees for each sanction type in Customizing.Depending on the consequence outlined in the sanction record, the system does the following:

Financial PenaltyDuring payroll calculation for the relevant period, the specified monetary amount will be deducted from the gross payment of theemployee.Deprived from Annual Salary IncreaseWhen you run the Periodical Salary Increase (KSA Public Sector) (HSAIPSR0) report, the system does not include employees whohave this sanction imposed. Therefore these employees are not eligible for consideration for a salary increase.Short-term Rehiring Not AllowedEmployees cannot be rehired for 5 years after the sanction is applied. This sanction applies to employees whose labor contractshave already terminated. Therefore, you cannot conduct the Rehiring personnel action for such employees for 5 years as of the dateof the sanction record.Contract TerminationSaving a sanction record with this consequence triggers a dynamic action which starts the Termination personnel action for theemployee.Impact on PromotionWhen you run the Promotion Pre-Check (Grade 2-10) - KSA Public Sector (HSAPEPP0) report, the system subtracts the promotionpoints specified on the screen of the infotype 3329 from the points gained by the employee from a disciplinary aspect.

For more information about use of the infotype 3329, see Sanction KSA PS (3329) Infotype.

Termination, Resignation, Retirement, and Pension

Rehiring

In the Saudi Arabia public sector, a previous employee can be rehired for service. However, a blocking period is imposed onemployees whose previous labor contracts were terminated. When you execute the Rehiring personnel action for such employees, thesystem checks whether or not the employees are in the blocking period, and determines whether to continue with or cancel the action.Other personnel actions can be processed in a similar way. You define the blocking period for a particular action reason and the actiontype in Customizing for Payroll Saudi Arabia, under Public Sector Master Data Define Lock Period for Rehiring .

Resignation

Resignation is a special type of contract termination. Regulations in the public sector require a notice period of 90 days prior to theactual execution of resignation.1. You execute the personnel action Submit Resignation for the employee who proposes to resign.2. When you save the record, a dynamic action is triggered, which leads you to create a new record in the Date Specification (0041)

infotype with the date type Apply Resignation (SZ).3. When the 90-day notice period is over, you execute the personnel action Termination (PBS) with the action reason Resignation. If

the notice period is not finished, the system does not allow you to carry out the termination action.

Early Retirement

Employees in the public sector can apply to retire before reaching the regulated retirement age as long as certain conditions are fulfilled.These conditions are based on the length of the total service period of an employee. The payroll constants UAGE5 and UAGE6 areused to save the required number of years. When you execute the Early Retirement personnel action, the system checks if theemployee has completed the required service period and then determines whether creating the action record is allowed.

Retirement Extension

If required by the organization, for example, there is a resources shortage, employees can postpone their retirement. For this purpose,SAP provides a standard personnel action Extend Retirement Age (PBS). Employees can postpone their retirement up to a maximumof 5 years after the regulated retirement age.

This action does not apply to employees working on the following positions:MinistersMembers of the judiciaryMembers of the bureau of investigation and prosecution

Integration

Employees with records of the Extend Retirement Age (PBS) action type will not be identified as the target by the Labor Contract

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Termination Checking (HSACTMT0) report until the extended period is over. .When such an employee retires, the extended service period of the employee is considered for neither the end-of-service paymentcalculation nor the pension amount calculation.

More InformationFor more information about the report, see Reporting for Saudi Arabia Public Sector, Labor Contract Termination Checking(HSACTMT0) .

Pension in Public Sector In the public sector of Saudi Arabia, employees who are Saudi nationals are enrolled in the Public Pension Agency (PPA) and canreceive a monthly pension when they retire at the required age or with enough years of service. In the system, you save employeepension-related information in the Pension KSA PS (3320) infotype. In the following scenarios, the system is triggered to start thepension calculation process for an employee during the payroll run:

The employee is withdrawn from the PPA; that is, in the employee record in the infotype 3320, the Enrolled in Pension checkbox isdeselected, and an exemption reason is entered.The employee is retired; that is, the employee has taken the personnel action Termination (PBS) with the action reason Retirement.

ProcessDuring the payroll run, the system first checks if the employee is eligible to receive a pension. For an eligible employee, the systemcalculates the pension amount; for a non-eligible employee, the system calculates the retirement bonus.With the calculation results, you use the Request Generation for Pension Payment (HSAPPPB0) report to generate payment requestsfor these employees, and submit to PPA, which will make the payment.Depending on the sector where the employee is working, the eligibility, pension calculation formula and retirement calculation formulaare different. The feature SAPSU determines the eligibility checking and amount calculation.The employee working period prior to joining the public sector can also be added to the total contribution period, that is, the basis usedto calculate the pension amount. You save employee previous service periods in the Previous Employer SA (3311) infotype. In somecircumstances, the service duration amendment needs approval from PPA. You manage the application status in the infotype 3311using the Request for Aggregation of Contribution Period (HSAPPAG0) report.

More InformationSystem documentation of feature SAPSU.Reporting for Saudi Arabia Public Sector:

Pension Reports Request Generation for Pension Payment (HSAPPPB0) . Pension Reports Request for Aggregation of Contribution Period (HSAPPAG0) .

Pension Contribution Period Amendment.

Pension Contribution Period Amendment The Saudi national employees in the public sector can receive a pension after retirement or when they withdraw from the Public PensionAgency (PPA). The pension amount is calculated based on the total contribution period.With approval from the PPA, employees, who have previous work period prior to joining the current organization, can amend theirpension contribution period by adding the previous service period. You use this process to control the application progress.

This process only applies to employees who have never received a pension or any other compensation from the PPA or otherorganizations.

PrerequisitesYou have maintained the branches and offices of the PPA in Customizing for Payroll Saudi Arabia, under Public Sector Pension Maintain Branches of Public Pension Agency , and Maintain Offices of Public Pension Agency. Such information is required whengenerating application requests.You have saved the pension information of the employee in the Pension KSA PS (3320) infotype.

Process1. Create records in the Previous Employer SA (3311) infotype

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On the infotype screen, make the following selections:In the Pension Payment Status area, select the No Previous Payment radio button.In the Pension Service Amendment area, select the Apply for Service Amendment radio button.

The initial application status is New.2. Generate a request for a pension contribution period amendment

You generate the request using the Request for Aggregation of Contribution Period (HSAPPAG0) report. When you choose the PrintPDF button on the output screen, the system changes the application status from New to Pending.

3. Update infotype with the PPA responseWhen you receive the PPA decision about the employee request, which can be approved or rejected, you still use the Request forAggregation of Contribution Period (HSAPPAG0) report to update the application status in the infotype 3311.

ResultWhen the employee retires, the records of the infotype 3311 with the application status are added to the total pension contributionperiod. In addition, the previous work periods also extend the total service duration of the employee, which is checked when verifyingthe eligibility of an employee for receiving pension.

More InformationPension KSA PS (3320) InfotypePrevious Sponsor Infotype (3311) Specific Functions for Saudi Arabia Private SectorPrevious Employers SA (3311) Infotype - Specific Functions for Public Sector

Reporting for Saudi Arabia Public Sector The following reports are provided for the Saudi Arabia public sector:

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Name Use Navigation

Employees Added/Deleted in PayrollSheet (HSAPEAD0)

You use this report to list the employeeswho are newly added into or deleted fromthe payroll sheet for a specific payrollperiod.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Area Menu screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector .

Employee List per Job Grade(HSAPELG0)

You use this report to list the employeeswithin certain job grade range.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Area Menu screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector .

Employee Information Card (HSAPEIC0) You use this report to show the details ofthe information card of an employee, suchas address, organizational assignment,education, and personal data.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Area Menu screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector .

Incomes and Deductions Summary(HSAPIDS0)

You use this report to display the incomesand deductions summary for a specificpayroll period.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Area Menu screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector .

Labor Contract Termination Check(HSACTMT0)

You use this report to generate a list ofemployees whose labor contracts shouldbe terminated because of certain reasons,but for whom the corresponding personnelactions have not yet been taken.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Area Menu screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector Tools

Labor Contract Termination Check .

List of Employees per Type and Status(HSAPETS0).

You use this report to generate a list ofemployees according to type and status.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Area Menu screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector .

List of Promoted Employees (HSAPLPE0) You use this report to list the employeeswho have been promoted during aselected period. Moving a position to ahigher job grade during selected period isconsidered as promotion.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Area Menu screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector .

List of Suspended Employees(HSAPLSE0)

You use this report to generate a list ofsuspended employees.For more information, open the report andchoose the Program Informationpushbutton.

On the SAP Area Menu screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector .

List of Terminated Employees(HSAPLTE0)

You use this report to list the dischargedemployees (terminated, resigned, retired,and so on) during the selected period.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Area Menu screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector .

Overtime Allowance Payroll Statement(HSAPOAP0)

You use this report to generate a list of theovertime allowance and other relevantinformation of specified employees.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Area Menu screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector .

Periodic Salary Increase (HSAIPSR0) You use this report to record employeeperiodic salary increase in the system. Bydefault, the report delimits the record in theBasic Pay (0008) infotype.For more information, open the report andchoose the Program Documentation

On the SAP Area Menu screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector Tools .

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pushbutton.Promotion Pre-Check for Job Grade 2-10(HSAPEPP0)

You use this report to do a pre-check todetermine the candidates who are eligiblefor promotion to higher ranks or positions.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Easy Access screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector Tools

Promotion Pre-Check (Grade 2 to 10) .

Salary and Allowance Payroll Statement(HSAPSAS0)

You use this report to list detailed salaryelements including incomes anddeductions, such as basic salary,transportation allowance, 9% retirementdeduction, an so on.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Area Menu screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector .

Pension Reports

Name Use Navigation

Request for Aggregation of ContributionPeriod (HSAPPAG0)

You use this report to generate the formRequest for Aggregation of ContributionPeriod to request the Public PensionAgency (PPA) to accumulate theemployee’s previous service periods alsoas pension contribution period, so as toamend the employee’s pension paymenton retirement.When you receive the verification result tothe request from PPA, you can use thisreport to update the correspondingapplication status in the PreviousEmployers SA (3311) infotype.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Area Menu screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector Pension .

Request Generation for Pension Payment(HSAPPPB0)

You use this report to generate a form forreporting the selected employees’ statuschange to the labor office. For example,when an employee is retired, or when thesponsorship for a non-Saudi employee istransferred. The labor office needs torecord such changes in their own computersystem.For more information, open the report andchoose the Program Documentationpushbutton.

On the SAP Area Menu screen, choose Human Resources Payroll Asia/PacificSaudi Arabia Public Sector Pension .

Processes and Forms To facilitate the special requirements of personnel management in the Saudi Arabia public sector, the localized solution providessample HR processes and forms. Employees and the responsible HR administrator can use these online services to get approvalsfrom the authorized managers, and update the relevant master data in the back-end system.

PrerequisitesYou have installed the latest version of Adobe Reader.You have installed an Adobe language pack that supports the Arabic language.You have installed Microsoft Internet Explorer 9 or higher.If you want to use the processes through transaction NWBC, you must have completed the following steps:1. Enter transaction PFCG.2. In the Role field, enter SAP_ASR_HRADMIN_HCM_CI_3 and choose the Change pushbutton.3. On the User tab, assign user IDs to the SAP_ASR_HRADMIN_HCM_CI_3 role.

FeaturesThe following list shows the available sample HR processes and forms:

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Business Area Process and Form

Additional Assignment Additional AssignmentAdditional Assignment Update

Appraisal Annual Salary IncreaseDeputation Deputation

Deputation UpdateEnd of Service (EOS) EOS Payment Application

Contract Termination (Wages Commitment Item)General Decision CancellationLeaves Leave Request (Education)

Leave Request (Exceptional)Leave Request (Maternity)Leave Request (Regular/Emergency/Exceptional)Leave Request (Sick)

Mandate Mandate Period ChangeOvertime Overtime (One Employee)

Overtime (Multiple Employees)Promotion Promotion Application (Grade 2-10)

Promotion Application (Grade 11-13)Promotion Decision (Grade 11-13)

Scholarship External Scholarship Application/Change/TerminationInternal Scholarship Application/Change/Termination

Secondment Secondment Application RequestSecondment ExtensionSecondment Return Application

Suspension Work Suspension ApplicationWork Suspension Termination

Training Training Request for One EmployeeTraining Request for Multiple Employees

Additional Assignment The HR department wants to temporarily assign additional duties to an employee. When a request is created, the HR administratoruses the resulting process to request approval from the authorized manager. When approval is received, the Additional Assignment SA(3343) infotype is updated automatically.

PrerequisitesYou have specified the managers who are authorized to approve requests. To do so, on the SAP Easy Access screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .

Object List

The following table shows the objects that are associated with this process:

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Object Type ID Name

Process S_HRPA_SA_ADDITIONAL_ASSIGNM KSA Public Sector: Additional Assignment

Workflow Template WS02400055 Addti. Assig

ISR Scenario SAAA KSA Public Sector: Additional Assignment

Interface ISR_IF_SAAA KSA Public Sector: Additional Assignment

Form S_HRPA_SA_ADDITIONAL_ASSIGNMEN

KSA Public Sector: Additional Assignment

Form Scenario S_HRPA_SA_ADDITIONAL_ASSIGNM KSA Public Sector: Additional Assignment

Scenario Steps FSS_1 Edit/Send Request

FSS_2 Approve/Reject Request

DEFAULT Assignment Update

Back-End Services SAP_PA Infotypes for Personnel Administration

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

S_PA_EE_FULLNAME KSA Public Sector Employee Full Name

S_PA_ADDITIONAL_ASSIGNMENT KSA Public Sector Additional Assignment

Process

Process flow for Additional Assignment1. The HR user starts the process, fills out request form S_HRPA_SA_ADDITIONAL_ASSIGNM for the employee, and submits it.2. The authorized manager receives the request, checks the data, and approves or rejects the request.3. When the authorized manager approves the request, the process creates a record in the Additional Assignment SA (3343) infotype

based on the approved request.

The position to which the employee is additionally assigned is displayed as a temporary position in organizational management.

More Information

Note

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Additional Assignment Update ProcessAdditional Assignment SA (3343) Infotype

Additional Assignment Update The HR department wants to update the additional duties that an employee is assigned to do. When a request is created, the HRadministrator uses the resulting process to request approval from the authorized manager. When approval is received, the AdditionalAssignment SA (3343) infotype is updated automatically.

PrerequisitesYou have specified the managers who are authorized to approve requests. To do so, on the SAP Easy Access screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .

Object List

The following table shows the objects that are associated with this process:Object Type ID Name

Form Scenario S_HRPA_SA_ASSIGNMENT_UPDATE KSA Public Sector Additional AssignmentUpdate

ISR Scenario SAAU KSA Public Sector Additional Assignment

Form S_HRPA_SA_ASSIGNMENT_UPDATE KSA Public Sector Additional AssignmentUpdate

Interface ISR_IF_SAAU Not applicable

Scenario Steps DEFAULT Assignment Update

Back-end Services SAP_PA Infotypes for Personnel Administration

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

S_PA_ASSIGNMENT_UPDATE KSA Public Sector Additional AssignmentUpdate

SAP_PD Infotypes for Organizational Management

Process

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Process for Additional Assignment Update1. The HR user starts the process, fills out request form S_HRPA_SA_ADDITIONAL_ASSIGNM_UPDATE for the employee, and

submits it.2. The authorized manager receives the request, checks the data, and approves or rejects the request.3. When the authorized manager approves the request, the process creates a record in the Additional Assignment SA (3343) infotype

based on the approved request.

The position to which the employee is additionally assigned is displayed as a temporary position in organizational management.

More InformationAdditional Assignment ProcessAdditional Assignment SA (3343) Infotype

Annual Salary Increase At the beginning of each Haji year, the HR department carries out the annual salary increase for employees. The annual salary increaseprocess allows HR staff to do the following activities:

Identify the employees who are eligible for salary increase.Identify the employees who are deprived of a salary increase due to sanctions.Begin the online request process for eligible employees.

In addition, the responsible managers can decide whether to proceed with salary increases for each eligible employee.

PrerequisitesOn the SAP Easy Access menu, you must register the managers who are authorized to give approval during the process. You accessthis tool by choosing Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employeesfor Process Approval .

Note

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Object List

Object Type ID Name

Process S_HRPD_SA_ANNUAL_INCREMENT KSA Public Sector: Annual Salary Increase

Workflow Template WS02400046 KSA Public Sector: Annual Salary Increase

ISR Scenario SAAI KSA Public Sector: Annual Salary Increase

Interface ISR_IF_SAAI KSA Public Sector: Annual Salary Increase

Form S_HRPD_SA_ANNUAL_INCREMENT KSA Public Sector: Annual Salary Increase

Form Scenario S_HRPD_SA_ANNUAL_INCREMENT KSA Public Sector: Annual Salary Increase

Scenario Steps FSS_1 Edit/Send Form

FSS_2 Approve Form

Back-End Services SAP_PA Infotypes for Personnel Administration

S_PD_ANNUAL_INCREMENT KSA Public Sector Annual Increment

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

Process

Process flow for Annual Salary Increase1. The HR user executes the List of Employees Excluded from Annual Salary Increase (HSAPEAI0) report to prepare a list of

employees who are ineligible for the salary increase.2. The HR user initiates the online process, fills out the required fields on the interactive PDF form, uploads the employee list that was

generated in step 1 to the PDF form S_HRPD_SA_ANNUAL_INCREMENT, and submits the form to the authorized manager.3. The manager evaluates the request and approves or rejects it.4. Based on manager approval, the HR user executes the Periodic Salary Increase (KSA Public Sector) (HSAIPSR0) report to update

the master data of affected employee master data in the back-end system.

ResultStarting from the new Haji year, records in the Basic Pay (0008) infotype for eligible employees are delimited with increased salary.

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Contract Termination Wages Commitment Item (WCI) When an organization decides to terminate the service of an employee, the contract termination process allows the HR department toprint the termination when the service termination note is available.The process also allows the HR department to process the application request and send at least one termination decision letter to anauthorized manager for approval.After the request is approved, the HR department must run the Leaving personnel action for the terminated employee in order to storethe correct end of service date and the reason for termination.

PrerequisitesYou must have specified the managers who have the authorization to approve requests. To do so, on the SAP Easy Access screen,select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for ProcessApproval .

Object List

The following tables show the types, IDs, and names of the objects that are associated with the Contract Termination (WCI) process.Object Type ID Name

Process S_HRPA_SA_EOS_WCI KSA Public Sector: Contract Termination(WCI)

Workflow Template WS02400050 KSA Public Sector: Contract Termination(WCI)

ISR Scenario SAH3 KSA Public Sector: Contract Termination(WCI)

Interface ISR_IF_SAH3 KSA Public Sector: Contract Termination(WCI)

Form S_HRPA_SA_EOS_WCI KSA Public Sector: Contract Termination(WCI)

Form Scenario S_HRPA_SA_EOS_WCI KSA Public Sector: Contract Termination(WCI)

Scenario Steps FSS_1 Edit/Send Request

FSS_2 Manager Decision

FSS_3 Final Decision

Back End Services SAP_PA Infotypes for Personnel Administration

S_PA_EOS_WCI KSA Public Sector EOS Based on WagesCommitment Item

S_PA_EE_FULLNAME KSA Public Sector Employee Full Name

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

Process

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Process flow for contract termination1. An employee or a HR user starts the Employee Self Services (ESS) process to prepare the termination form after the service

termination note is received. The HR user completes the required fields on the interactive PDF form S_HRPA_SA_EOS_WCI andsubmits the application form.

2. The authorized manager receives the application, checks the information, and approves or rejects it.3. If the request is approved, the HR department must run the Leaving personnel action for the terminated employee in order to store

the correct end of service date and the reason for termination.

ResultThe labor contract of the employee is terminated. Therefore, his or her personnel number is excluded from the next payroll run.

Decision Cancellation The HR administrator can use this process to revoke any action taken. When the change request is approved by the HR manager andthe authorized manager, the HR administrator must inform the administrative communication department.

PrerequisitesYou must have specified the managers who have the authorization to approve the decision cancellation requests. To do so, on the SAPEasy Access screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register AuthorizedEmployees for Process Approval .

Object List

The following table shows the objects that are associated with this process:

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Object Type ID Name

Process S_HRPA_SA_CANCELL KSA Public Sector: Decision Cancellation

Workflow Template WS02400039 KSA Public Sector: Decision Cancellation

ISR Scenario SA27 KSA Public Sector: Decision Cancellation

Interface ISR_IF_SA27 KSA Public Sector: Decision Cancellation

Form S_HRPA_SA_CANCELL KSA Public Sector: Decision Cancellation

Form Scenario S_HRPA_SA_CANCELL KSA Public Sector: Decision Cancellation

Scenario Steps HR_PROCESS Process by HR Employee

HR_MANAGER Process by HR Manager

AUTH_MANGER Process by Authorized Manager

Back-End Services SAP_PA Infotypes for Personnel Administration

S_PD_UNIV_SERV KSA Public Sector Universal ObjectBackend Service

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

Process

Process flow for decision cancellation1. The HR administrator starts the process, fills out the online cancellation decision form S_HRPA_SA_CANCELL, and submits the

request to managers for approval.2. The HR manager receives the application request. The HR manager can approve or reject the cancellation request.3. The authorized manager receives the application request. He or she can approve or reject the cancellation request.

ResultWith approvals from both managers, the HR administrator can proceed to inform the administrative communication department aboutthe action revocation.

Deputation

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The HR department wants to send an employee on a period of deputation. When a request is created, HR uses the resulting process torequest approval from the authorized manager. When approval is received, the Deputation KSA PS (3342) infotype is updatedautomatically.

PrerequisitesYou have specified the managers who are authorized to approve requests. To do so, on the SAP Easy Access screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .

Object List

The following table shows the objects that are associated with this process:Object Type ID Name

Process S_HRPA_SA_DELEGATION KSA Public Sector: Deputation

Workflow Template WS02400056 KSA Public Sector: Deputation

Form Scenario S_HRPA_SA_DELEGATION KSA Public Sector: Deputation

ISR Scenario SADG KSA Public Sector: Delegation

Form S_HRPA_SA_DELEGATION S_HRPA_SA_DELEGATION

Interface ISR_IF_SADG Not applicable

Scenario Steps FSS_1 Edit/Send Request

FSS_2 Approve/Reject Request

Back-end Services SAP_PA Infotypes for Personnel Administration

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

S_PA_EE_FULLNAME KSA Public Sector Employee Full Name

S_PA_DELEGATION KSA Public Sector: Delegation

S_PD_POS_PROFILE KSA Public Sector Position Profile

Process

Process flow for the deputation1. The HR user starts the process, fills out request form S_HRPA_SA_DELEGATION for the employee, and submits it.2. The authorized manager receives the request, checks the data, decides whether the employee is to remain as active or inactive in

the original organization, and approves or rejects the request.3. When the authorized manager approves the request, the process creates a record in the Deputation KSA PS (3342) infotype based

on the approved request.

More InformationDeputation Update ProcessDeputation KSA PS (3342) Infotype

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Deputation Update The HR department wants to update the deputation status of an employee who is currently in a period of deputation. When a request iscreated, the HR administrator uses the resulting process to request approval from the authorized manager. When approval is received,the Deputation KSA PS (3342) infotype is updated automatically.

PrerequisitesYou have specified the managers who are authorized to approve requests. To do so, on the SAP Easy Access screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .

Object List

The following table shows the objects that are associated with this process:Object Type ID Name

Process S_HRPA_SA_DELEGATION KSA Public Sector: Deputation

Workflow Template WS02400056 KSA Public Sector: Deputation

Form Scenario S_HRPA_SA_DELEGATION_UPDATE KSA Public Sector: Deputation Update

ISR Scenario SADU KSA Public Sector: Deputation Update

Form S_HRPA_SA_DELEGATION_UPDATE S_HRPA_SA_DELEGATION_UPDATE

Interface ISR_IF_SADU Not applicable

Scenario Steps DEFAULT Deputation Update

Back-end Services SAP_PA Infotypes for Personnel Administration

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

Process

Process flow for deputation update1. The HR user starts the process, fills out request form S_HRPA_SA_DELEGATION_UPDATE for the employee, and submits it.2. The authorized manager receives the request, checks the data, and approves or rejects the request.3. When the authorized manager approves the request, the process creates a record in the Deputation KSA PS (3343) infotype based

on the approved request.

More InformationDeputation ProcessDeputation KSA PS (3342) Infotype

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End of Service (EOS) Payment Application This process enables a HR user or an authorized manager to apply an end of service decision request for any of the following reasons:

Resignation (request, passage of 90 days from resignation, approved resignation request).Job cancellation from the ministry of finance.Employee absence of 15 continued days or 30 days discontinued without valid reason.Receipt of a termination request from an authorized person.

Because this process does not automatically update the Action infotype (0000) and create a Time Quota Compensation Record(Infotype 0416), the user must run the Leave personnel action for the employee when a termination request is approved.

PrerequisitesYou must define the authorized manager list for approval processes in the SAP Easy Access Menu, under Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools HRPBSSA_AML .

Object List

The following table shows the technical data that you can use when you implement and run the process.Object Type ID Name

Process S_HRPA_SA_EOS_DECISION KSA Public Sector: EOS PaymentApplication

Workflow Template WS02400027 KSA Public Sector: EOS PaymentApplication

Form S_HRPA_SA_EOS_DECISION KSA Public Sector: EOS PaymentApplication

Form Scenario S_HRPA_SA_EOS_DECISION KSA Public Sector: EOS PaymentApplication

Interface ISR_IF_SAH4 KSA Public Sector: EOS PaymentApplication

ISR Scenario SAH4 KSA Public Sector: EOS PaymentApplication

Scenario Steps FSS_1 Process EOS

FSS_2 Approve EOS

Back-End Services SAP_PA Infotypes for Personnel Administration

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

S_PA_EE_FULLNAME KSA Public Sector Employee Full Name

S_PA_EOS_DECISION KSA Public Sector EOS Decision

Process

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Process flow for EOS payment1. A HR user or authorized manager starts the ESS process to end the service of an employee. The HR user or authorized manager

fills out the required fields on the interactive PDF form S_HRPA_SA_EOS_DECISION and submits it.2. The authorized manager receives the application request, checks the data, and approves or rejects it.3. When the end of service decision is approved by authorized manager, the HR user can run the Leave personal action for the

employee. Doing so creates an Action record (Infotype 0000). A new Time Quota Compensation record (Infotype 0416) must also becreated to calculate compensation for left quota.

ResultAs a follow-up action, the HR user must review the new record in the Action infotype (0000).

External Scholarship Application/Change/Termination This process can be used by the following groups:

Employees use this process to apply for external scholarships.HR users use this process to change or terminate the external scholarships that have been allocated to employees.

To acquire a new scholarship or to change an existing scholarship, approvals from the responsible department manager, thescholarship and training committee, and the authorized manager are required.When a request is approved, the HR user updates the back-end system using the corresponding personnel actions.

PrerequisitesYou have specified the managers who are authorized to approve requests. To do so, on the SAP Easy Access screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .

Object List

The following table shows the objects that are used in this process:

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Object Type ID Name

Process S_HRPA_SA_SCHOLARSHIP KSA Public Sector: External ScholarshipApplication/Change/Termination

Workflow Template WS02400024 KSA Public Sector: External ScholarshipApplication/Change/Termination

ISR Scenario SA70 KSA PS: Ext. Scholarship App./Chg./Term.

Interface ISR_IF_SA70 KSA PS: Ext. Scholarship App./Chg./Term.

Form S_HRPA_SA_SCHOLARSHIP_P1 KSA PS: Ext. Scholarship App./Chg./Term.

Form Scenario S_HRPA_SA_SCHOLARSHIP_P1 KSA PS: Ext. Scholarship App./Chg./Term.

Scenario Steps DEFAULT First Step

DEPARTMENT_MANAGER Department Manager

COMMITTEE Committee

AUTHORIZED_MANAGER Authorized Manager

APPROVAL Approval

Back-End Services S_PA_CLEAR_FIELD Clear Fields

SAP_PA Infotypes for Personnel Administration

S_PA_EE_FULLNAME KSA Public Sector Employee Full Name

S_PA_SCHOLARSHIP_INFO KSA Public Sector Scholarship Information

ISR Scenario SA75 KSA Public Sector: New Request forExternal Scholarship

Interface ISR_IF_SA75 KSA Public Sector: New Request forExternal Scholarship

Form S_HRPA_SA_SCHOLARSHIP_P2 KSA Public Sector: New Request forExternal Scholarship

Form Scenario S_HRPA_SA_SCHOLARSHIP_P2 KSA Public Sector: New Request forExternal Scholarship

Scenario Steps DEFAULT Print New Scholarship Request

Process

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Process flow for External Scholarship Application/Change/Termination1. The process initiator fills out the relevant required fields on the interactive PDF form S_HRPA_SA_SCHOLARSHIP_P1 and submits

the request for approval.2. The system checks whether the process was initiated for the purpose of applying for a new scholarship. For requests applying for

new scholarships, the HR manager or the direct manager must complete and print the PDF form S_HRPA_SA_SCHOLARSHIP_P2.For requests to change existing scholarships, the system skips this step.

3. The department manager completes the fields that are required from him or her.4. The scholarship and training committee fills in the decision or opinion on the form.5. The authorized manager either approves or reject the request. If the request is rejected, the system notifies the process initiator, who

can modify the form and restart the process.

ResultWith approvals from relevant managers, the HR user updates the employee master data relating to scholarship in the back-end systemusing the corresponding personnel actions.

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Internal Scholarship Application/Change/Termination Employees can use this process to apply for internal scholarships. The HR user can use this process to change or terminate an internalscholarship that has been allocated to an employee. To make any change on a scholarship, the approvals from the training andscholarship manager, the line manager and the authorized manager are required. When a request is approved, the HR user mustupdate the relevant information in the back-end system by using the corresponding personnel actions.

PrerequisitesYou have specified the managers who are authorized to approve requests. To do so, on the SAP Easy Access screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .

Object List

The following table shows the objects that are associated with this process:Object Type ID Name

Process S_HRPA_SA_SCHOLARSHIP_DEPLOYMENT

KSA Public Sector: Internal ScholarshipApplication/Change/Termination

Workflow Template WS02400042 KSA Public Sector: Internal ScholarshipApplication/Change/Termination

ISR Scenario SA76 KSA PS: Int. Scholarship App./Chg./Term.

Interface ISR_IF_ SA76 KSA PS: Int. Scholarship App./Chg./Term.

Form S_HRPA_SA_SCHOLARSHIP_P3 KSA PS: Int. Scholarship App./Chg./Term.

Form Scenario S_HRPA_SA_SCHOLARSHIP_P3 KSA PS: Int. Scholarship App./Chg./Term.

Scenario Steps DEFAULT Fill Out Form

TRAINING_SCHOLARSHIP_MANAGER Approve by Training and ScholarshipManager

PERSONNEL_MANAGER Approve by Personnel Manager

FINAL_DECISION Final Decision

Back-End Services S_PA_CLEAR_FIELD Clear Field

SAP_PA Infotypes for Personnel Administration

S_PA_EE_FULLNAME KSA Public Sector Employee Full Name

S_PA_SCHOLARSHIP_INFO KSA Public Sector Scholarship Information

ISR Scenario SA77 KSA Public Sector: New Request forInternal Scholarship

Interface ISR_IF_SA77 KSA Public Sector: New Request forInternal Scholarship

Form S_HRPA_SA_SCHOLARSHIP_P4 KSA Public Sector: New Request forInternal Scholarship

Form Scenario S_HRPA_SA_SCHOLARSHIP_P4 KSA Public Sector: New Request forInternal Scholarship

Scenario Steps PRINT_FORM_FIRST_TIME Print Form for First Time

Process

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Process flow for employee international scholarship applications1. An employee or a HR user starts this process to make changes to an internal scholarship. The changes can be as follows:

Apply for a new scholarshipModify an existing scholarshipTerminate an existing scholarship

The process initiator fills out the required fields on the interactive PDF form S_HRPA_SA_SCHOLARSHIP_P3, and submits thisapplication form for approval.

2. The training and scholarship manager completes the required fields.3. The line manager completes the required fields and approves or rejects the request.

If the request is rejected, the system notifies the process initiator, who can change the request and restart the process.4. The system checks whether the request is to apply for a new scholarship.

For requests applying for new scholarships, the HR user completes and prints the PDF form S_HRPA_SA_SCHOLARSHIP_P4.For requests to change existing scholarships, the process skips this step.

5. The authorized manager approves or rejects the request. If the request is rejected, the system notifies the process initiator, who canchange the request and restart the process.

ResultWith approvals from the managers, the HR user carries out the corresponding personnel actions in the back-end system to update thescholarship master data of the employee.

Leave Request (Education) When an employee pursues an on-the-job training or education program, the HR user can use this process to create and send a leaverequest for the employee. When the authorized manager approves the leave request, the system automatically creates a record in theback-end system.

Prerequisites

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You must have specified the managers who have the authorization to approve requests. To do so, on the SAP Easy Access screen,select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for ProcessApproval .HR has verified the eligibility of the employee for the educational leave.

Object List

The following table shows the list of objects that are associated with this process:Object Type ID Name

Process S_HRPA_SA_EDUCATIONAL KSA Public Sector: Leave Request(Education)

Workflow Template WS02400032 KSA Public Sector: Leave Request(Education)

ISR Scenario SA81 KSA Public Sector: Leave Request(Education)

Interface ISR_IF_SA81 KSA Public Sector: Leave Request(Education)

Form S_HRPA_SA_EDUCATIONAL_LEAVE KSA Public Sector: Leave Request(Education)

Form Scenario S_HRPA_SA_EDUCATIONAL KSA Public Sector: Leave Request(Education)

Scenario Steps FSS_1 Edit/Send Request

FSS_2 Final Decision

FSS_3 Save Data

Back End Services SAP_PA Infotypes for Personnel Administration

SAP_PT Time Management Infotypes

S_PA_EDUCATIONAL_LEAVE KSA Public Sector Educational Leave

S_PA_EE_FULLNAME KSA Public Sector Employee Full Name

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

Process

Process flow for education leave1. The HR user fills out the interactive PDF form S_HRPA_SA_EDUCATIONAL_LEAVE to create a leave request and submits it for

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approval.When the leave request is submitted, the process automatically creates a record in the Absences (2001) infotype using the subtypeStudy Leave-PBS (1500). The new record is locked for editing.

2. The authorized manager receives the leave request and approves or rejects it. If the educational leave request is approved by theauthorized manager, the new study leave record is unlocked.

ResultIn the back-end system, the requesting employee has a record in the Absences (2001) infotype with the subtype Study Leave-PBS(1500).

Leave Request (Exceptional) When an employee wants to take an exceptional leave of six or more months, or to extend an exceptional leave, the HR user uses thisprocess to get approval from the authorized manager in the organization and from the responsible officer in the Ministry of Service Civil.After the leave request is approved, to record the leave in the back-end system, the HR user must start the KSA Public Sector: LeaveRequest (Reg./Emerg./Except.) process.

PrerequisitesYou must have specified the managers who have the authorization to approve requests. To do so, on the SAP Easy Access screen,select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for ProcessApproval .The HR administrator receives the employee request to take an exceptional leave or to extend an ongoing exceptional leave.

Object List

The following table shows the objects that are associated with this process:Object Type ID Name

Process S_HRPA_SA_EXCEPTIONAL_LEAVE KSA Public Sector: Leave Request(Exceptional)

Workflow Template WS02400047 KSA Public Sector: Leave Request(Exceptional)

ISR Scenario SA82 KSA Public Sector: Leave Request(Exceptional)

Interface ISR_IF_SA82 KSA Public Sector: Leave Request(Exceptional)

Form S_HRPA_SA_EXCEPTIONAL_LEAVE KSA Public Sector: Leave Request(Exceptional)

Form Scenario S_HRPA_SA_EXCEPTIONAL_LEAVE KSA Public Sector: Leave Request(Exceptional)

Scenario Steps FSS_1 Edit/Send Request

FSS_2 Department Decision

FSS_3 Ministry Decision

FSS_4 Final Decision

Back End Services SAP_PA Infotypes for Personnel Administration

SAP_PT Time Management Infotypes

S_PA_EE_MATERNITY_LEAVE KSA Public Sector Female EmployeeMaternity Leave

S_PA_EE_FULLNAME KSA Public Sector Employee Full Name

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

Process

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Process flow for exceptional leave1. The HR user fills out the required fields on the interactive PDF form S_HRPA_SA_EXCEPTIONAL_LEAVE and submits the

application request.2. The authorized manager receives the request and approves or rejects it.3. The officer in the ministry of civil service receives the application request, checks the data in the request, and approval or rejects it.

ResultAs a follow-up action, the HR user must run the KSA Public Sector: Leave Request (Reg./Emerg./Except.) process to record theemployee leave in the back-end system.

Leave Request (Maternity) When an employee requests to take maternity leave, the responsible HR user uses this process to prepare the leave request. Theauthorized manager can approve or reject the request.

PrerequisitesYou must have specified the managers who have the authorization to approve requests. To do so, on the SAP Easy Access screen,select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for ProcessApproval .

Object List

The following table shows the objects that are associated with this process:

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Object Type ID Name

Process S_HRPA_SA_MATERNITY_LEAVE KSA Public Sector: Leave Request(Maternity)

Worklfow Template WS02400029 KSA Public Sector: Leave Request(Maternity)

ISR Scenario SAJ6 KSA Public Sector: Leave Request(Maternity)

Interface ISR_IF_SAJ6 KSA Public Sector: Leave Request(Maternity)

Form S_HRPA_SA_MATERNITY_LEAVE KSA Public Sector: Leave Request(Maternity)

Form Scenario S_HRPA_SA_MATERNITY_LEAVE KSA Public Sector: Leave Request(Maternity)

Scenario Steps FSS_1 Edit/Send Request

FSS_2 Approve/Reject Request

Back End Services SAP_PA Infotypes for Personnel Administration

SAP_PT Time Management Infotypes

S_PA_EE_MATERNITY_LEAVE KSA Public Sector Female EmployeeMaternity Leave

S_PA_EE_FULLNAME KSA Public Sector Employee Full Name

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

Process

Process flow for maternity leave request1. When the HR user receives the employee medical report or delivery note, he or she starts the ESS process, completes the required

fields on the interactive PDF form S_HRPA_SA_MATERNITY_LEAVE, and submits the request. Upon submission, the processautomatically creates a record in the Absences (2001) infotype using the subtype Maternity Leave (0200). The duration of this recordis 60 days. In addition, the record is locked for editing.

2. The authorized manager receives the leave request and approves or rejects it. When the maternity leave request is approved by theauthorized manager, the new maternity leave record is unlocked.

ResultIn the back-end system, the requesting employee has a record in the Absences (2001) infotype with the subtype Maternity Leave(0200).

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Leave Request (Regular / Emergency / Exceptional) Employees can use the process to request the following leave types:

Regular leaveExtended regular leaveEmergency leaveExceptional leave

The process notifies the HR administrator and the authorized manager of the request and allows them to approve it.

PrerequisitesYou must have specified the managers who have the authorization to approve the suspension requests. To do so, on the SAP EasyAccess screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register AuthorizedEmployees for Process Approval .

General Objects

Object Type ID Name

Process S_HRPA_SA_REE_LEAVE KSA Public Sector: Leave Request(Reg./Emerg./Except.)

Workflow Template WS02400025 KSA PS: Leave Request(Reg./Except.Emer)

Objects for all Leave Types

Object Type ID Name

ISR Scenario SAJ1 KSA Public Sector: Leave Request(Reg./Emerg./Except.)

Interface ISR_IF_SAJ1 KSA Public Sector: Leave Request(Reg./Emerg./Except.)

Form S_HRPA_SA_REE_LEAVE KSA Public Sector: Leave Request(Reg./Emerg./Except.)

Form Scenario S_HRPA_SA_REE_LEAVE KSA Public Sector: Leave Request(Reg./Emerg./Except.)

Scenario Steps FSS_1 Edit/Send Request

FSS_2 Department Decision

FSS_3 Administration Decision

FSS_4 Final Decision

FSS_7 Final Review

FSS_8 Save Update

Back-End Services SAP_PA Infotypes for Personnel Administration

S_PA_REE_LEAVE KSA Public SectorRegular/Emergency/Exceptional Leave

S_PA_EE_FULLNAME KSA Public Sector Employee Full Name

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

Objects for Regular Leave

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Object Type ID Name

ISR Scenario SAJ2 KSA Public Sector: Leave RequestDecision (Reg.)

Interface ISR_IF_SAJ2 KSA Public Sector: Leave RequestDecision (Reg.)

Form S_HRPA_SA_REGLEAVE_DECISION KSA Public Sector: Leave RequestDecision (Reg.)

Form Scenario S_HRPA_SA_REGLEAVE_DECISION KSA Public Sector: Leave RequestDecision (Reg.)

Scenario Steps FSS_7 Approve Decision

Back-End Services SAP_PT Time Management Infotypes

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

Objects for Extended Regular Leave

Object Type ID Name

ISR Scenario SAJB KSA Public Sector: Leave RequestDecision (Reg. Extend)

Interface ISR_IF_SAJB KSA Public Sector: Leave RequestDecision (Reg. Extend)

Form S_HRPA_SA_EXTEND_REGLEAVE KSA Public Sector: Leave RequestDecision (Reg. Extend)

Form Scenario S_HRPA_SA_EXTEND_REGLEAVE KSA Public Sector: Leave RequestDecision (Reg. Extend)

Scenario Steps FSS_7 Approve Extension

Back-end Services SAP_PT Time Management Infotypes

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

Objects for Emergency Leave

Object Type ID Name

ISR Scenario SAJA KSA Public Sector: Leave RequestDecision (Emerg.)

Interface ISR_IF_SAJA KSA Public Sector: Leave RequestDecision (Emerg.)

Form S_HRPA_SA_EMELEAVE KSA Public Sector: Leave RequestDecision (Emerg.)

Form Scenario S_HRPA_SA_EMELEAVE KSA Public Sector: Leave RequestDecision (Emerg.)

Scenario Steps FSS_7 Approve Leave

Back-end Services SAP_PT Time Management Infotypes

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

Objects for Exceptional Leave

Object Type ID Name

ISR Scenario SAJ3 KSA Public Sector: Leave RequestDecision (Except.)

Interface ISR_IF_SAJ3 KSA Public Sector: Leave RequestDecision (Except.)

Form S_HRPA_SA_EXCLEAVE_DECISION KSA Public Sector: Leave RequestDecision (Except.)

Form Scenario S_HRPA_SA_EXCLEAVE_DECISION KSA Public Sector: Leave RequestDecision (Except.)

Scenario Steps FSS_8 Approve Decision

Back-end Services SAP_PT Time Management Infotypes

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

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Process

Process flow for Leave Request (Regular Emergency /Exceptional)1. An employee or a HR user starts this process, fills out the required fields on the interactive PDF form S_HRPA_SA_REE_LEAVE,

and submits the leave request.When the leave request is sent, the system creates a locked record in the Absences (2001) infotype using the leave type that wasspecified by the process initiator.

2. The authorized manager receives the application request and approves or rejects it.3. When the request is approved by the authorized manager, the HR user receives the request and can approve or reject it.4. When a request is approved by both managers, the HR user prepares the leave decision letter.5. The authorized manager receives the decision letter and approves or rejects it.

When the decision letter is approved by the authorized manager, the locked leave record in the back-end system is unlockedautomatically.

ResultThe employee can take the approved leave.

Leave Request (Sick) This process enables an employee or HR to submit a sick leave request through the system. With this process, the authorized managerprocesses the application request, either to approve it or to reject it. When the leave request is submitted, the system automaticallycreates a sick leave record and locks it; when the leave request is approved, the system unlocks the sick leave record.

PrerequisitesYou have defined the authorized manager list in the SAP Easy Access screen, under Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools HRPBSSA_AML .

Technical Data for Implementing and Executing the Process

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Object Type ID Name

Process S_HRPA_SA_SICK_LEAVE KSA Public Sector: Leave Request (Sick)

Workflow Template WS02400028 KSA Public Sector: Leave Request (Sick)

Form Scenario S_HRPA_SA_SICK_LEAVES_HRPA_SA_SICK_LEAVE_DECISIO

KSA Public Sector: Leave Request (Sick)KSA Public Sector Sick Leave Decision

Object Type ID Name

Process S_HRPA_SA_SICK_LEAVE KSA Public Sector: Leave Request (Sick)

ISR Scenario SAJ4 KSA Public Sector: Leave Request (Sick)

Interface ISR_IF_SAJ4 KSA Public Sector: Leave Request (Sick)

Form S_HRPA_SA_SICK_LEAVE KSA Public Sector: Leave Request (Sick)

Form Scenario S_HRPA_SA_SICK_LEAVE KSA Public Sector: Leave Request (Sick)

Scenario Steps FSS_1FSS_2

Edit/Send RequestApprove/Reject Request

Back-End Services SAP_PAS_PA_SICK_LEAVE_REQS_PA_EE_FULLNAMES_PD_ISLAMIC_UTILITIES

Infotypes for Personnel AdministrationKSA Public Sector Sick Leave RequestKSA Public Sector Employee Full NameKSA Public Sector Check and ExchangeIslamic Date

Object Type ID Name

Process S_HRPA_SA_SICK_LEAVE KSA Public Sector Employee Sick Leave

ISR Scenario SAJ5 KSA Public Sector Sick Leave Decision

Interface ISR_IF_SAJ5 KSA Public Sector Sick Leave Decision

Form S_HRPA_SA_SICK_LEAVE_DECISION KSA Public Sector Sick Leave Decision

Form Scenario S_HRPA_SA_SICK_LEAVE_DECISIO KSA Public Sector Sick Leave Decision

Scenario Steps FSS_3FSS_4

Send/Edit DecisionFinal Decision

Back End Services SAP_PTSAP_PAS_PD_ISLAMIC_UTILITIESS_PA_SICK_LEAVE

Time Management InfotypesInfotypes for Personnel AdministrationKSA Public Sector Check and ExchangeIslamic DateKSA Public Sector Sick Leave Decision

Process

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Process flow for sick leave request1. An employee or HR user starts the process by filling out the required fields on the interactive PDF form S_HRPA_SA_SICK_LEAVE

to request a medical report, and submits this request form2. A HR user receives the medical report request and prepares the sickness decision letter based on the request form. The HR user

then submits the sickness decision letter.3. When the sickness decision letter is submitted, the system creates a locked sick leave record in the Absence (2001) infotype and

fills the leave duration based on the decision letter.4. The authorized manager receives the sickness decision letter, checks the data, and approves or rejects it.

ResultAs a follow-up action, the HR user must recheck the sick leave record in the Absence (2001) infotype and ensure that the leaveduration is the same as defined in the leave decision letter.

Mandate Period Change The HR department or an employee wants to change the duration of an existing mandate period of an employee. When a request iscreated, the responsible people in the finance and HR departments can process the application request. When a request is approved,the mandate master data that is associated with the employee (infotype 3323) is automatically updated.

PrerequisitesThe following prerequisites must be met:

You must have specified the managers who are authorized to approve requests. To do so, on the SAP Easy Access screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for ProcessApproval .The employee has an effective record in the Mandate KSA PS (3323) infotype.

Object List

The following table shows the objects that are associated with this process:

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Object Type ID Name

Process S_HRPA_SA_MANDATE_CHG KSA Public Sector Employee MandateChange

Workflow Template WS02400038 KSA Public Sector Employee MandateChange

ISR Scenario SA26 KSA Public Sector Employee MandateChange

Interface ISR_IF_SA26 KSA Public Sector Employee MandateChange

Form S_HRPA_SA_MANDATE_CHG KSA Public Sector Employee MandateChange

Form Scenario S_HRPA_SA_MANDATE_CHG KSA Public Sector Employee MandateChange

Scenario Steps HR_PROCESS Process by HR

FI_APPROVAL Approval by Authorized Manager

Back-End Services SAP_PA Infotypes for Personnel Administration

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

S_PD_UNIV_SERV KSA Public Sector Universal Object Back-end Service

S_PD_GET_FORMDATA KSA Public Sector PDF form Data fromSaved XML

Process

Process flow for mandate period change1. An employee or the HR department starts the Employee Self Service (ESS) process to request a mandate period change by

entering required information in the PDF form S_HRPA_SA_MANDATE_CHG and submitting it.2. The responsible finance officer receives the employee application request. The finance officer checks the information in the

application and approves or rejects the request.3. The HR manager receives the employee application request. The HR approving manager checks the information in the application

and approves or rejects the request.4. When both the finance officer and HR manager have approved the request, the mandate master data that is associated with the

employee (infotype 3323) is automatically updated.

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Overtime (One Employee) The Overtime (One Employee) process enables the HR department to prepare an overtime decision document. When the HRdepartment receives the employee request to work overtime, the HR department checks the available budget and decides whether toallow the employee to work overtime.With this process, the authorized manager and officer in the administrative communication department can process the employeerequest. This process automatically creates an Employee Remuneration Info (Infotype 2010) record for every day that overtime isplanned. The form and infotype 2010 include a start date from which the number of approved overtime hours and days are calculated.A description of the overtime period can also be specified. The specified description can be one of the following options: overtime onpublic holidays, overtime on weekends, overtime on both public holidays and weekends.

PrerequisitesYou must have specified the managers who are authorization to approve requests. To do so, on the SAP Easy Access screen, select

Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for ProcessApproval .In infotype 0007, use the Work Schedule Rule to define the working days, weekend, and holidays of the organization.Complete the following steps:1. Execute transaction HRASR_DT, select Form Scenario from the drop-down menu, and enter S_HRPA_SA_OVERTIME_OT01.2. Expand the following nodes: Version 0 Back-End Services S_TM_PLANNED_OVERTIME , and double-click Fields.3. Select the TIME_MEASUREMENT_UNIT row to define the type of overtime measurement unit. Set a default value and save your

entry.4. Optional: The textual descriptions of the included overtime days are, by default, in the Arabic language. To change the textual

descriptions, on the INCLUDE_DAYS row, double-click Manual Input on the Input Help column. Change the Arabic text as follows:Sequence Field Value Text

1 1 Working Days Only2 2 Including Public Holidays3 3 Including Weekends4 4 Including Weekends and Public Holidays

Do not change the Field Value and Sequence columns; change only the Text column.

5. Optional: Define Planned and Actual Overtime in Customizing for Payroll: Saudi Arabia Public Sector Define Planned andActual Overtime .View Cluster VC_T7SAPBSOT contains the following three tables:

Table Use

V_T7SAPBS27 Create and maintain overtime groups according to maximumand minimum overtime hours per day. You can also definewage types for actual and planned overtime.

V_T7SAPBS28 Create and maintain overtime extension limits in terms of hoursper day, hours per month, and days per month.

V_T7SAPBS26 Assign the overtime groups that were created inV_T7SAPBS27 to specific pay scale grades.

Objects

The following table shows the types, IDs, and names of the objects that are associated with this process.

Caution

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Object Type ID Name

Process S_HRPA_SA_OVERTIME_OT01 KSA Public Sector: Overtime (OneEmployee)

Workflow Template WS02400022 KSA Public Sector: Overtime (OneEmployee)

ISR Scenario SAO1 KSA Public Sector: Overtime (OneEmployee)

Interfaces ISR_IF_SAO1 KSA Public Sector: Overtime (OneEmployee)

Form S_HRPA_SA_OVERTIME_OT01 KSA Public Sector: Overtime (OneEmployee)

Form Scenario S_HRPA_SA_OVERTIME_OT01 KSA Public Sector: Overtime (OneEmployee)

Scenario Steps DEFAULT Standard Step

INITIAL Initial

EDIT Fill Out

APPROVAL Approve

Back End Services SAP_PA Infotypes for Personnel Administration

S_TM_PLANNED_OVERTIME KSA Public Sector Planned Overtime

S_PD_POS_PROFILE KSA Public Sector Position Profile

S_PD_OU_PROFILE KSA Public Sector Organization UnitProfile

S_PD_ISLAMIC_DATE_CHECK KSA Public Sector Islamic Date Check

Process

Process flow for overtime for one employee1. The HR department starts the Employee Self Services (ESS) process to prepare the overtime decision document. The HR

department receives the employee request for overtime, checks the available budget, and decides whether to allow the employeeto work overtime. Then, the HR department it completes the required fields on the interactive PDF formS_HRPA_SA_OVERTIME_OT01and submits it.

2. The authorized manager receives the application request, checks the information, and approves or rejects it.3. The officer of the administrative communication department receives the request, checks the information, and approves or rejects it

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ResultThe Employee Remuneration Info (Infotype 2010) record stores the number of overtime hours as approved in the decision letter.

Overtime (Multiple Employees) This process allows the HR department to prepare an overtime decision document for multiple employees. When the HR departmenthas received all employee requests to work overtime, the department checks the available budget and decides whether to allow theemployees to work overtime.With this process, the authorized manager and officer in the administrative communication department can process the employeerequests. This process automatically createsEmployee Remuneration Info (Infotype 2010) records for affected employees. Therecords include the corresponding number of overtime hours that were approved in the decision letter.

PrerequisitesYou must have specified the managers who have the authorization to approve the suspension requests. To do so, on the SAP EasyAccess screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register AuthorizedEmployees for Process Approval .

Object List

The following table shows the objects that are associated with this process:Object Type ID Name

Process S_HRPD_SA_OVERTIME_OT02 KSA Public Sector: Overtime (MultipleEmployees)

Workflow Template WS02400026 KSA Public Sector: Overtime (MultipleEmployees)

ISR Scenario SAO2 KSA Public Sector: Overtime (MultipleEmployees)

Interface ISR_IF_SAO2 KSA Public Sector: Overtime (MultipleEmployees)

Form S_HRPD_SA_OVERTIME_OT02 KSA Public Sector: Overtime (MultipleEmployees)

Form Scenario S_HRPD_SA_OVERTIME_OT02 KSA Public Sector: Overtime (MultipleEmployees)

Scenario Steps DEFAULT Standard Step

INITIAL Initial

EDIT Fill Out

APPROVAL Approve

CONFIRM Confirm

Back End Services SAP_PD Infotypes for Organization Management

S_PD_EE_SALARY KSA Public Sector Position Profile

S_PD_OU_PROFILE KSA Public Sector Employee Salary

S_PD_ISLAMIC_DATE_CHECK KSA Public Sector Islamic Date Check

Process

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Process flow for overtime for multiple employees1. The HR department starts the Employee Self Services (ESS) process to prepare the overtime decision document. The department

checks the available budget and decides whether to allow the employees to work overtime. The HR department then completesrequired fields on the interactive PDF form S_HRPA_SA_OVERTIME_OT02 and submits it.

2. The authorized manager receives the employee application requests, checks the information in the application and approves orrejects the requests.

3. The officer in the administrative communication department receives the employee application requests, checks the information inthe application, and approves or rejects the application.

The process requires approvals from both the authorized manager and the authorized officer in the administrative communicationdepartment.

Promotion Application (Grade 2-10) Job grade promotion in the Saudi Arabia public sector is offered to employees periodically. To be promoted, employees must fulfillcertain prerequisites. For example, employees must have served for the required period and hold academic qualifications. In addition,a vacancy must exist for the next higher job grade.HR staff can use this process to issue promotion applications for employees who have been evaluated as eligible by the pre-checkreport Promotion Pre-Check (Grade 2-10) - KSA Public Sector (HSAPEPP0). Employees can provide endorsements for the newposition and the responsible managers can approve or reject applications. When an application is approved, the HR staff updatesemployee master data of job grade.

PrerequisitesThe use this process, the following prerequisites must be met:

You have made promotion related settings in Customizing for Payroll: Saudi Arabia, under Public Sector Promotion .Only authorized managers can approve or reject promotion applications. Therefore, you must first register the personnel numbers ofthe authorized managers. To do so, on the SAP Easy Access screen, choose Human Resources Payroll Asia/Pacific SaudiArabia Public Sector Tools Register Authorized Employees for Process .

Object List

The following table lists the objects that are associated with this process:

Note

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Object Type ID Name

Process S_HRPA_SA_PROMOTION_2_10 KSA Public Sector: Promotion Application(Grade 2-10)

Workflow Template WS02400051 KSA Public Sector: Promotion Application(Grade 2-10)

ISR Scenario SAP1 KSA Public Sector: Promotion Application(Grade 2-10)

Interface ISR_IF_SAP1 KSA Public Sector: Promotion Application(Grade 2-10)

Form S_HRPA_SA_PROMOTION_2_10 KSA Public Sector: Promotion Application(Grade 2-10)

Form Scenario S_HRPA_SA_PROMOTION_2_10 KSA Public Sector: Promotion Application(Grade 2-10)

Scenario Steps DEFAULT Initial

APPROVE Approve by Manager

CONFIRM1 Confirm by HR Step 1

SIGNATURE Signature by Employee

CONFIRM2 Confirm by HR sTEP 2

Back-End Services SAP_PA Infotypes for Personnel Administration

S_PD_EE_PROFILE KSA Public Sector Employee Profile

S_PD_POS_PROFILE KSA Public Sector Position Profile

S_PD_ISLAMIC_DATE_CHECK KSA Public Sector Islamic Date Check

Process

Process flow for Promotion Application (Grade 2-10)1. The HR staff executes the Promotion Pre-Check (Grade 2-10) - KSA Public Sector (HSAPEPP0) report to identify the employees

who are eligible for promotion. The report lists all of the available vacancies for an eligible employee. The HR staff sends the list tothe responsible manager and the manager makes the nomination.

2. The HR staff executes the report HSAPEPP0 again. Based on the manager nomination, the HR staff generates a notification letter,and sends it to relevant employee for agreement. The employee must sign the letter and return it to HR.

3. The HR staff starts this application process, completes the interactive application form S_HRPA_SA_PROMOTION_2_10, andsends it for manager approval.

4. The authorized manager approves the application.

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5. The HR staff updates the employee job grade in the back-end system.

ResultThe Action infotype (IT 0000) now creates a new record from the effective date of promotion, with action name PR.The record in the Organizational Information (0001) infotype for the promoted employee is delimited with the new position.The Basic Pay infotype (IT 0008) is automatically updated to reflect the new basic pay of the promoted employee. By default, theinfotype is set to the lowest pay scale in the salary range of the job to which the employee was promoted.

Promotion Application (Grade 11-13) This is the first step of the promotion process for senior positions. The HR staff uses this process to request approval from theorganization director or minister for promoting an employee to a senior position.

PrerequisitesYou have made relevant settings in Customizing for Payroll: Saudi Arabia, under Public Sector Promotion .You have registered the managers who are authorized to make approval or rejection decision in the process. To do so, on the SAPEasy Access screen, you navigate through Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .

Object List

Object Type ID Name

Process S_HRPA_SA_PROMOTION_11_13 KSA Public Sector: Promotion Application(Grade 11-13)

Workflow Template WS02400052 KSA Public Sector: Promotion Application(Grade 11-13)

ISR Scenario SAP2 KSA Public Sector: Promotion Application(Grade 11-13)

Interface ISR_IF_SAP2 KSA Public Sector: Promotion Application(Grade 11-13)

Form S_HRPA_SA_PROMOTION_11_13 KSA Public Sector: Promotion Application(Grade 11-13)

Form Scenario S_HRPA_SA_PROMOTION_11_13 KSA Public Sector: Promotion Application(Grade 11-13)

Scenario Steps DEFAULT Standard Step

APPROVE Approve

CONFIRM1 HR Confirm

Back-End Services SAP_PA Infotypes for Personnel Administration

S_PD_EE_PROFILE KSA Public Sector Employee Profile

S_PD_POS_PROFILE KSA Public Sector Position Profile

S_PD_ISLAMIC_DATE_CHECK KSA Public Sector Islamic Date Check

Process

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Process flow for Promotion Application (Grade 11-13)1. The HR staff fills out the interactive PDF form S_HRPA_SA_PROMOTION_11_13 and submits it for approval.2. The organization director or minister is notified about the application and decides to approve or reject it.

ResultAfter the promotion request is approved, the HR staff can start the decision process for promotion. For more information, seePromotion Decision (Grade 11-13).

Promotion Decision (Grade 11-13) With approval from the organization director or minister, the HR staff use this process to fill out the decision form, and get approval fromthe direct manager. After the decision form is approved by the direct manager and agreed with the employee, the HR staff can updatemaster data in the back-end system.

PrerequisitesThe following prerequisites must be met:

You have made promotion-relevant settings in Customizing for Payroll: Saudi Arabia, under Public Sector Promotion .You have registered the managers who have authorization to make decision in the processes. On the SAP Easy Access screen,choose Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees forProcess Approval .The Promotion Request (Grade 11-13) process is complete, and the organization director or the minister has approved thepromotion.

Object List

The following table provides information about the objects that are associated with this process:

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Object Type ID Name

Process S_HRPA_SA_PROMOTION_DE_11_13 KSA Public Sector: Promotion Decision(Grade 11-13)

Workflow Template WS02400053 KSA Public Sector: Promotion Decision(Grade 11-13)

ISR Scenario SAP4 KSA Public Sector: Promotion Decision(Grade 11-13)

Interface ISR_IF_SAP4 KSA Public Sector: Promotion Decision(Grade 11-13)

Form S_HRPA_SA_PROMOTION_DE_11_13 KSA Public Sector: Promotion Decision(Grade 11-13)

Form Scenario S_HRPA_SA_PROMOTION_DE_11_13 KSA Public Sector: Promotion Decision(Grade 11-13)

Scenario Steps DEFAULT Initial

APPROVE Approve by Manager

CONFIRM1 Confirm by HR Step 1

SIGNATURE Signature by Employee

CONFIRM2 Confirm by HR Step 2

Back-End Services SAP_PA Infotypes for Personnel Administration

S_PD_EE_PROFILE KSA Public Sector Employee Profile

S_PD_POS_PROFILE KSA Public Sector Position Profile

S_PD_ISLAMIC_DATE_CHECK KSA Public Sector Islamic Date Check

Process

Process flow of the promotion decision (Grade 11-13)1. The HR staff fills out the interactive PDF form S_HRPA_SA_PROMOTION_DE_11_13 and sends it to the direct manager for

approval.2. The direct manager is notified of the form and approves or rejects it.3. The relevant employee is notified of the form. The employee must sign the form to indicate his or her consent to the promotion.

ResultAs a follow-up action, the HR staff carries out the Promotion (PBS) personnel action in the back-end system to update the job grade and

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basic salary master data of the promoted employee.

Secondment Application Request The HR department decides to send employees on secondment to a private company or a public government organization, or even toan international organization.This process enables the employee or HR to apply a secondment request in the system, once the request from the organization isreceived.With this process, the responsible persons from the department, the company and the secondment committee can process theapplication request of the employees, and finally send the decision letter to the employee for approval.Once the request is approved, the client needs to run the Secondment action for the employee, rather than run the processautomatically to create the master data of secondment based on the information mentioned in the application form.The system updates the action information, and creates the corresponding Secondment details record for this employee. For anexternal secondment done out of KSA, the system creates an additional Secondment bonus record.

PrerequisitesYou have defined the secondment organization in Customizing for Payroll, under Payroll: Saudi Arabia Public Sector Secondment Maintain Secondment Organizations .You have defined restrictions for the Secondment application in Customizing for Payroll, under Payroll: Saudi Arabia Public Sector Secondment Determine Restrictions on Secondment Application .

You have defined restrictions for the Secondment application in Customizing for Payroll, under Payroll: Saudi Arabia Public Sector Secondment Determine Action Types as Decision Factor .

You have defined the authorizations for approval of managers to the corresponding processes in the SAP Menu HumanResources Payroll Asia/Pacific Saudi Arabia Tools HRPBSSA_AML .

Object List

The following tables show the objects that are associated with this process:Object Type ID Name

Process S_HRPA_SA_SECONDMENT KSA Public Sector: SecondmentApplication Request

Workflow Template WS02400016 KSA Public Sector: SecondmentApplication Request

ISR Scenario SAB1 KSA Public Sector: SecondmentApplication Request

Interface ISR_IF_SAB1 KSA Public Sector: SecondmentApplication Request

Form S_HRPA_SA_SECONDMENT KSA Public Sector: SecondmentApplication Request

Form Scenario S_HRPA_SA_SECONDMENTS_HRPA_SA_SECOND_DECISION

KSA Public Sector: SecondmentApplication RequestKSA Public Sector: SecondmentApplication Decision

Scenario Steps FSS_1FSS_2FSS_3FSS_4FSS_5

Edit/Send RequestDepart DecisionOrg DecisionCommittee DecisionFinal Decision

Back End Services SAP_PAS_PA_EE_SECONDMENTS_PA_EE_FULLNAMES_PD_ISLAMIC_UTILITIESS_PA_SECONDMENT_DECISION

Infotypes for Personnel AdministrationKSA Public Sector EmployeeSecondmentKSA Public Sector Employee Full NameKSA Public Sector Check andExchange Islamic DateKSA PBS Secondment Decision

Process

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Process flow for Secondment Application Request1. An employee or a HR user starts the ESS process to apply for secondment. The employee or the HR user fills out the required fields

on the interactive PDF form S_HRPA_SA_SECONDMENT and submits it.2. The department manager receives the employee application request, checks the data, and approves or rejects it.3. The responsible organization board officer receives the employee application request, checks the data, and approves or rejects it.4. The secondment committee officer in charge receives the employee application request, checks the data, and approves or rejects it.5. After the application is approved by all managers (department manager, organization board and secondment committee), the

secondment decision letter can be printed for the employee.6. The authorized manager receives the secondment decision, checks the data, and approves or rejects it.7. When the secondment decision is approved by the authorized manager, the HR user runs the Secondment personnel action for the

employee. The following actions then occur automatically:A new Secondment (3327) infotype record is created.A secondment bonus record is created in the Additional Payments (0015) infotype for the external secondment that is doneoutside of Saudi Arabia.

ResultAs a follow-up action, the HR administrator checks the new record in the Secondment (3327) infotype and creates the secondmentbonus record in the Additional Payments (0015) infotype for the external secondment done outside of Saudi Arabia.

Secondment Extension / Termination Because of business requirements, the secondment period of an employee who works in another organization needs to be extended.The HR administrator uses this process to request approval from the authorized manager, and therefore to make change to relevantmaster data in the back-end system.

PrerequisitesTo use this process, the following prerequisites must be met:

You must have specified the managers who have the authorization to approve the suspension requests. To do so, on the SAP EasyAccess screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register AuthorizedEmployees for Process Approval .The employee has an effective secondment record in the Secondment KSA PS (3327) infotype.

Object List

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The following table shows the objects that are associated with this process:Object Type ID Name

Process S_HRPA_SA_SECOND_EXTENSION KSA Public Sector: SecondmentExtension

Workflow Template WS02400040 KSA Public Sector: SecondmentExtension

ISR Scenario SAB4 KSA Public Sector: SecondmentExtension

Interface ISR_IF_SAB4 KSA Public Sector: SecondmentExtension

Form S_HRPA_SA_SECOND_EXTENSION KSA Public Sector: SecondmentExtension

Form Scenario S_HRPA_SA_SECOND_EXTENSION KSA Public Sector: SecondmentExtension

Scenario Steps FSS_1 Edit/Send Request

FSS_2 Final Approval

Bck End Services SAP_PA Infotypes for Personnel Administration

S_PA_EE_FULLNAME KSA Public Sector Employee Full Name

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

S_PA_EE_SECONDMENT_EXT KSA Public Sector Employee SecondmentExtension

Process

Process flow for Secondment Extension1. The HR user starts the process, fills out request form S_HRPA_SA_SECOND_EXTENSION for the employee, and submits it.2. The authorized manager receives the extension request, checks the data, and approves or rejects the request.3. When the authorized manager approves the request, the process creates a record in the Secondment KSA PS (3327) infotype

based on the approved extension request.

ResultBased on the new secondment record, the secondment period of the employee is extended. Therefore, the payroll calculation isperformed according to special rules for secondment, for example, special allowances can be offered.

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Secondment Return Application This process is used to monitor employee applications to return to the original organization after a period of secondment. When anemployee fills out the online return notification form and submits it, the responsible people are informed to process this application byeither approving or rejecting it. When both approvals are acquired, the HR user runs personnel action Terminate Secondment for theemployee to update his or her action information in infotype 0000.

PrerequisitesYou have defined the secondment organization in Customizing for Payroll, under Payroll: Saudi Arabia Public Sector Secondment Maintain Secondment Organizations .You have defined restrictions for the Secondment application in Customizing for Payroll, under Payroll: Saudi Arabia Public Sector Secondment Determine Restrictions on Secondment Application .

You have defined the authorizations for approval of managers to the corresponding processes in the SAP Menu HumanResources Payroll Asia/Pacific Saudi Arabia Tools HRPBSSA_AML .

Object List

The following tables show the objects that are associated with this process:Object Type ID Name

Process S_HRPA_SA_SECONDMENT_RETURN KSA Public Sector Secondment Return

Workflow Template WS02400031 KSA Public Sector Secondment Return

ISR Scenario SQB3 KSA Public Sector Secondment Return

Interface ISR_IF_SAB3 KSA Public Sector Secondment Return

Form S_HRPA_SA_SECONDMENT_RETURN KSA Public Sector Secondment Return

Form Scenario S_HRPA_SA_SECONDMENT_RETURN KSA Public Sector Secondment Return

Scenario Steps FSS_1 Edit / Send Request

FSS_2 Authorized Employee Decision

FSS_3 Accounting Approve Request

FSS_4 Final Approval

Back End Services SAP_PA Infotypes for Personnel Administration

S_PA_SECONDMENT_RTN KSA Public Sector Secondment Return

S_PA_EE_FULLNAME KSA Public Sector Employee Full Name

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

S_PA_SECONDMENT_DECISION KSA PBS Secondment Decision

Process

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Process flow for Secondment Return Application1. When an employee returns from secondment, he or she starts the ESS process to send the secondment return notification. The

employee fills out the required fields on the interactive PDF form S_HRPA_SA_SECONDMENT_RETURN and submits it.2. The authorized manager receives the employee application request, checks the data, and approves or rejects the request.3. The responsible officer receives the employee application request, checks the data, and approves or rejects the request.4. When the application is approved by both the authorized manager and responsible officer, the HR user runs personnel action

Termination Secondment for the employee to update his or her action information.

Work Suspension Application Due to sanction or punishment, an employee can be suspended for a period of time. The HR administrator uses this process to getapproval from the authorized manager in order to carry out the corresponding personnel action for the employee.

PrerequisitesYou must have specified the managers who have the authorization to approve the suspension requests. To do so, on the SAP EasyAccess screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register AuthorizedEmployees for Process Approval .

Object List

The following table shows the objects that are associated with this process:

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Object Type ID Name

Process S_HRPA_SA_SUSPENSION KSA Public Sector: Work SuspensionApplication

Workflow Template WS02400044 KSA Public Sector: Work SuspensionApplication

ISR Scenario SA28 KSA Public Sector: Work SuspensionApplication

Interface ISR_IF_SA28 KSA Public Sector: Work SuspensionApplication

Form S_HRPA_SA_SUSPENSION KSA Public Sector: Work SuspensionApplication

Form Scenario S_HRPA_SA_SUSPENSION KSA Public Sector: Work SuspensionApplication

Scenario Steps HR_PROCESS Process by HR

MG_APPROVAL Approval by Manager

Back-End Services SAP_PA Infotypes for Personnel Administration

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

S_PD_UNIV_SERV KSA Public Sector Universal ObjectBackend Service

Process

Process flow for Work Suspension Application1. The HR administrator starts this process, fills out the required fields on the interactive PDF form S_HRPA_SA_SUSPENSION, and

submits the form for approval.2. The authorized manager receives the request form and approves or rejects it.

ResultWith approval from the authorized manager, the HR administrator carries out the Suspension personnel action in the back-end systemfor the employee. The employee is then excluded from the regular payroll calculation.

More InformationKSA Public Sector: Work Suspension Termination

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Work Suspension Termination Due to sanctions, an employee can be suspended from work for a period of time. When the suspension period is over, the responsibleHR staff uses this process to raise a request for the employee to go back to work. With approval from the authorized manager, themaster data of the employee in the back-end system can be changed.

PrerequisitesTo use this process, the following prerequisites must be met:

The employee has a record of Suspension action type in the Action (0000) infotype.You must have specified the managers who have the authorization to approve the suspension requests. To do so, on the SAP EasyAccess screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register AuthorizedEmployees for Process Approval .

Object List

Object Type ID Name

Process S_HRPA_SA_SUSPENSION_END KSA Public Sector: Work SuspensionTermination

Workflow Template WS02400048 KSA Public Sector: Work SuspensionTermination

ISR Scenario SA29 KSA Public Sector: Work SuspensionTermination

Interface ISR_IF_SA29 KSA Public Sector: Work SuspensionTermination

Form S_HRPA_SA_SUSPENSION_END KSA Public Sector: Work SuspensionTermination

Form Scenario S_HRPA_SA_SUSPENSION_END KSA Public Sector: Work SuspensionTermination

Scenario Steps HR_PROCESS Process by HR

MG_APPROVAL Approval by Manager

Back-End Services SAP_PA Infotypes for Personnel Administration

S_PD_GET_FORMDATA KSA Public Sector PDF form Data fromSaved XML

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

S_PD_UNIV_SERV KSA Public Sector Universal ObjectBackend Service

Process

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Process flow for suspension termination1. The HR administrator starts the process, fills out the required fields on the interactive PDF form S_HRPA_SA_SUSPENSION_END,

and submits it for approval.2. The authorized manager checks the request form and approves or rejects the request.3. The system notifies the HR administrator about the manager approval. The HR administrator carries out the corresponding personnel

action in the back-end system for the employee.

ResultThe employee has a record of Suspension Termination in the Action (0000) infotype, and re-includes the employee during the regularpayroll calculation.

Training Request for One Employee This process enables an employee or a HR user to apply for a training request through the system. You start the process after youreceive a training request from the organization. With this process, the responsible persons from relevant departments can approve orreject the employee training request form. When a request is approved, the Education (0022) infotype is updated automatically.

PrerequisitesYou have specified the managers who are authorized to approve requests. To do so, on the SAP Easy Access screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .

Object List

The following table shows the objects that are associated with this process:

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Object Type ID Name

Process P_HRPA_SA_TRAINING_REQ KSA Public Sector Employee TrainingRequest

Workflow Template WS02400064 KSA Public Sector Employee TrainingRequest

Form Scenario S_HRPA_SA_TRAINING_REQUEST KSA Public Sector Training Request

ISR Scenario SAL1 KSA Public Sector Training Request

Form S_HRPA_SA_TRAINING_REQ KSA Public Sector Training Request

Interface ISR_IF_SAL1 KSA Public Sector Training Request

Scenario Steps REQUEST Edit/Send Training Request

APPROVER1 Manager Decision

APPROVER2 Authorized Signature

Back-end Services SAP_PA Infotypes for Personnel Administration

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

S_PD_EE_PROFILE KSA Public Sector Employee Profile

S_PD_TRAINING_DETAILS Training Details

S_PD_POS_PROFILE KSA Public Sector Position Profile

Process

Process for Training Request for one employee1. The HR user or an employee starts the process, fills out request form S_HRPA_SA_TRAINING_REQUEST, and submits it.2. The direct manager receives the request, checks the data, and approves or rejects the request.3. When the authorized signature is made, the process creates a record in the Education (0022) infotype based on the approved

request.

More InformationTraining Request for Multiple Employees

Training Request for Multiple Employees This process enables a HR user to apply for training requests for multiple employees through the system. You start the process afteryou receive the training requests from the organization. With this process, the responsible persons from relevant departments canapprove or reject the training request form for each nominated employee. When a request is approved, the Education (0022) infotypeis updated automatically for the approved employees.

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PrerequisitesYou have specified the managers who are authorized to approve requests. To do so, on the SAP Easy Access screen, select Human Resources Payroll Asia/Pacific Saudi Arabia Public Sector Tools Register Authorized Employees for Process Approval .

Object List

The following table shows the objects that are associated with this process:Object Type ID Name

Process P_HRPA_SA_TRAINING_REQ_MULTI_EE

KSA Pbs Training Request for Multiple EE

Workflow Template WS02400069 KSA Pbs Training Request for Multiple EE

Form Scenario S_HRPA_SA_TRAIN_REQ_MULTI_EMP KSA Pbs Training Request for Multiple EE

ISR Scenario SAL1 KSA Public Sector Training Request

Form S_HRPA_SA_TRAINING_REQ KSA Public Sector Training Request

Interface ISR_IF_SAL1 KSA Public Sector Training Request

Scenario Steps REQUEST Edit/Send Training Request

APPROVER1 Manager Decision

APPROVER2 Authorized Signature

Back-end Services SAP_PA Infotypes for Personnel Administration

S_PD_ISLAMIC_UTILITIES KSA Public Sector Check and ExchangeIslamic Date

S_PD_EE_PROFILE KSA Public Sector Employee Profile

S_PD_TRAINING_DETAILS Training Details

S_PD_POS_PROFILE KSA Public Sector Position Profile

Process

Process for training request for multiple employees1. The HR user starts the process, fills in the required fields on S_HRPA_SA_TRAINING_REQ_MULTI_EE, and submits it.2. The direct manager receives the request, checks the data, and approves or rejects each request.3. When the authorized signature is made, the process creates a record in the Education (0022) infotype for each approved

employee.

More InformationTraining Request for One Employee

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United Arab Emirates This section contains information about the functionalities that have been developed for the United Arab Emirates. Functions are offeredfor the following areas:

Country-specific and Private Sector.Public Sector.

Product News and UpdatesAuthorized customers can keep up-to-date about product news and support packages by going to the SAP Service Marketplacehomepage and navigating to Globalization: Country and Language Information Country Information Middle East and Africa United Arab Emirates Human Capital Management .

Private Sector and Country-Specific Functions You use this component (PY-AE) to run payroll for employees in United Arab Emirates. In addition to the international processes thatapply to all countries, this component provides the following features for the United Arab Emirates and its legal environment:

UAE-specific HCM user roles. For more information, see HCM User Roles for United Arab Emirates.Unique infotypes and enhanced standard infotypes that allow you to store specific employee-related information, such as addressdetails. For more information, see Infotypes.An Islamic Hijri calendar that you can map to the Gregorian calendar. For more information, see Islamic Hijri Calendar.Functions for configuring and determining the air ticket entitlement of an employee and his or her dependents. For more information,see Leave Passage (Ticket Entitlement).Functions for paying vacation entitlements to employees before their vacations begin and recover the advanced amount in oneperiod or over several periods. For more information, see Advance Leave Payment.Functions for customizing how different types of absence affect employee remuneration. For more information, see AbsenceDistribution.A function for paying employees a rounded amount rather than a decimalized amount and for recovering or paying the remainder attimes that best suit your business. For more information, see Payroll Rounding and Rounding Recovery.Functions for deducting social insurance from the salaries of eligible employees and make the necessary reports for the UAE andAbu Dhabi social insurance authorities. For more information, see Social Insurance.Functions for provisioning and calculating the end of service entitlements of your employees. For more information, see End ofService.Reports and forms for managing employee entitlements, social insurance contributions, and documentation. For more information,see Reporting and Forms.

HCM User Roles for United Arab Emirates The following localized HCM user roles are available for the UAE payroll solution:

HR Manager UAEHR Administrator UAEHuman Resources Analyst UAEPayroll Process Administrator UAEPayroll Administrator UAEPayroll Loan Administrator UAEPayroll Manager UAE

HR Manager UAE Technical Name: SAP_HR_PA_AE_HR-MANAGER

Tasks

The HR Manager role for the UAE includes all of the tasks performed by an HR manager in the Personnel Administration area.The following list shows some of the tasks that are associated with this role:

Task-oriented administration of staff in accordance with enterprise structure.

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Monitoring master data administration.Monitoring headcount changes.

Activities in Personnel Administration UAE

The activities that the role of HR Manager Personnel Administration can perform correspond to the transactions that are contained inthe role menu. In the case of HR Manager Personnel Administration, these activities are as follows:

Displaying master data.Using standard reports to evaluate information about master data and the organizational unit.

HR Administrator UAE Technical Name: SAP_HR_PA_AE_HR-ADMINISTRATOR

Tasks

This role includes all of the activities that are performed by an HR administrator in the Personnel Administration area in the UAE. Thetasks that are associated with this role can include:

Administrating personnel master data.Processing changes to personnel master data.Serving as the contact person for queries that relate to employee data.Creating required lists and statistics.

Activities in Personnel Administration UAE

The activities that the HR Administrator Personnel Administration can perform correspond to the transactions that are contained in therole menu. In the case of HR Administrator Personnel Administration, these activities include:

Processing personnel master data.Executing personnel actions.Evaluating personnel master data and executing all standard reports.

Human Resources Analyst UAE Technical Name: SAP_HR_AE_REPORTING

Tasks

The Human Resources Analyst for the UAE provides data that facilitates the monitoring of HR data in accordance with strategiccorporate objectives. For example, the Human Resources Analyst generates monthly personnel turnover statistics or the annualpersonnel and social report. This information is the basis for personnel planning activities and enables the enterprise to satisfy statutoryreporting requirements. The typical tasks of the Human Resources Analyst include the following:

Creating, executing, and formatting numerous reports as the main information retrieval instrument.Processing and timely retrieval of relevant HR data to help HR managers and the managing directors of the enterprise to deviseplans and make decisions.Processing and timely retrieval of HR statistics that are required by law

Activities

The Human Resources Analyst role includes the following activities:Executing the standard reports from all HR components.Creating reports with InfoSet Query or SAP Query.Running reports using ABAP Program Execution.Maintaining master data, for example, to correct individual data.Payroll accounts for the UAE.Generation of contribution information per company code for each employee for social insurance pension fund in PDF format fordifferent nationalities.

Payroll Process Administrator UAE Technical Name: SAP_HR_PY_AE_PAYROLL-PROC-ADM

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Tasks

The Payroll Process Administrator is responsible for all UAE tasks that are related to the control of the payroll process. If necessary, thePayroll Process Administrator repeats time evaluation to ensure that all time data is up-to-date for payroll. He or she administrates thepayroll runs for each payroll area and checks posting to Accounting. The Payroll Process Administrator also runs reports at theemployee level, for example, he or she creates the wage type statement.

Activities in Personnel Time Management

Starts time evaluation

Activities in Payroll UAE

The role includes the following activities:Simulation payrollReleasing payrollChecking, correcting if necessary, and exiting the payroll runManaging the data medium for wage and salary paymentsPosting payroll results to AccountingDisplaying payroll resultsMaintaining the payroll control recordStarting payroll processes using the HR Process WorkbenchTransferring data from Human Resources to external systems using the Interface ToolboxProcessing of off-cycle paymentsPerforming end-of-year processing

Payroll Administrator UAE Technical Name: SAP_HR_PY_AE_PAYROLL-ADM

Tasks

The Payroll Administrator role for the UAE is a country-specific role for Payroll Administrator UAE. The Payroll Administrator performsthe country-specific payroll tasks at the employee level. The Payroll Administrator simulates payroll to check that all data has beenentered correctly, checks the remuneration statement and payroll account for individual employee and, if required, prints these out.

Activities in Payroll

This role includes the following activities:Simulating payrollChecking remuneration statements for individual employeesChecking the payroll account for individual employees

Payroll Loan Administrator UAE Technical Name: SAP_HR_PY_AE_PAYROLL-LOAN-ADM

Tasks

The payroll administrator loans role for the UAE runs reports for employer loans. These reports include, for example, the accountstatement, which shows all transactions and the current loan balances, and the loan overview, which creates a list of all loans for eachemployee.

Activities

The role includes the following activities:Displaying an overview of employer loans.Displaying an account statement of employer loans.

Payroll Manager UAE

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Technical Name: SAP_HR_PY_AE_PAYROLL-MANAGER

Tasks

The Payroll Manager UAE role is a country-specific role for the UAE. The Payroll Manager is responsible for the correct execution of thepayroll run. As the decision-maker, the Payroll Manager gains an overview of the results of the payroll run. To do this, he or she runsreports for all employees.

Activities in Payroll UAE

The role includes the following activities:Displaying the remuneration statement.Displaying the payroll account.Displaying the payroll journal.

Infotypes for the UAE Payroll for United Arab Emirates (PY-AE) provides country-specific features for the following infotypes:

Data Type Infotype

Employee-specific data Personal Data (Infotype 0002): Country-Specific FeaturesAddresses (Infotype 0006): Country-Specific FeaturesFamily Member/Dependents (Infotype 0021): Country-SpecificFeaturesPersonal ID (Infotype 0185)

Employment-specific data Contract Elements (Infotype 0016): Country-Specific FeaturesSocial Insurance (Infotype 3251)

Personal Data Infotype (0002): Features for UAE In addition to the standard entry fields available on the Personal Data (0002) infotype, you can also maintain a selection of UAE-specificpersonal data. You use the additional infotype fields to maintain UAE-specific personal data as follows:

Field Use

Names Record up to four Arabic names by which the employee is known.Second and Third Nationalities Record the additional nationality details if the employee is a

national of two or more countries.Religion If the employee is Muslim, more detailed entries are required.

During their employment, all Muslim employees are entitled totake Hajj leave. So, when you hire a Muslim employee, a dynamicaction is triggered to create an Absence Quotas (2006) infotyperecord. The system creates this record with data as follows:

A Hajj leave quota typeA start date that equals the employee’s hire dateAn end date that equals the system high date (31 December,9999)

If you change user parameters to display the Islamic date, thesystem converts all Gregorian dates into Hijri dates.

Additional Information You must also maintain the additional information such as homeairport, visa profession code, Employer Unique ID, and so on, forinformational, ticket entitlement, and reporting purposes.

Integration

Note

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To enter personal information in Personal data (0002) infotype, you have made the relevant settings in the customizing activities forPayroll: United Arab Emirates under Personnel Management Personnel Administration .

Employee self-service (ESS)

This infotype is available in the employee self-service application.

More InformationPersonal Data (0002) Infotype: Feature for UAE Public Sector.

Addresses Infotype (0006): Features for UAE In addition to the standard entry fields available on the Addresses (0006) infotype, you can also maintain UAE-specific address data. You use the Addresses infotype records to store your employee addresses according to the statutory requirements and formattingconventions.In addition, you can specify the camp address of your employees.You specify the Emirate in the Region field.

IntegrationAddress types that begin with AE* are available for country grouping AE in the Infotypes - country-specific settings (T582L) table.

Employee self-service (ESS)

This infotype is available in the employee self-service application.

Contract Elements Infotype (0016): Features for UAE In addition to the standard entry fields available on the Contract Elements (0016) infotype, you can enter UAE-specific leave passage(ticket entitlement) data.The additional fields in the Leave Passage Details group box are as follows:

Group Box Use

Accrual Start Date Start date of the first entitlement period of leave passage.Cycle Frequency Length of each entitlement period, for example, bi-annual and

annual.Ticket Class Economy or business class.Maximum Dependants Maximum number of employee dependants who are entitled to

leave passage.EE Tickets per Cycle Number of tickets that an employee can have to in one

entitlement period.Dep Tickets p. Cycle Number of tickets that the dependent of an employee can have in

one entitlement period.

When you create a new record of the Contract Elements (0016) infotype, the system populates the fields with default values. TheProposal values have been changed checkbox records whether the fields have been manually changed.

IntegrationTo enter leave passage data in the Contract Elements (0016) infotype, you must have defined the default settings in Customizing forPayroll under Payroll: United Arab Emirates Leave Passage (Ticket Entitlement) Calculation .

More InformationLeave Passage (Ticket Entitlement)

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Family Members/Dependents Infotype (0021): Features for UAE In addition to standard entry fields available in the Family Member / Dependents (0021) infotype, you can maintain UAE-specificdependent information. You use this infotype to store the required dependent information for informational and reporting purposes.

Subtype Use

Spouse (AE01) Supports multiple records to store the spouse data for the sameperiod.To enable multiple spouse records in the system for the sameperiod, you must select Object ID in Customizing under Payroll:United Arab Emirates Personnel Management PersonnelAdministration Maintain Types of Dependents .

Foreign Domestic Worker (AE02) Enables you to specify a foreign national, such as a maid, whoworks in the residence of the employee.

Husband (AE04) Enables you to specify the husband of an employee as adependent of that employee.

IntegrationTo use this infotype, you have made the required settings in the Customizing under Payroll: United Arab Emirates PersonnelManagement Personnel Administration Define Types of Dependents .

Employee self-service (ESS)

This infotype is available in the employee self-service application.

More InformationFamily Member / Dependents (0021) Infotype: UAE Public Sector.

Personal ID Infotype (0185): Features for UAE In addition to the standard entry fields available on the Personal ID (0185) infotype screen, you can maintain the specific ID informationthat is commonly used in United Arab Emirates. You use this infotype to store personal identification details and the legal travel documentation of an employee.

StructureIn accordance with the requirements of United Arab Emirates, the following subtypes have been created and associated with the mostcommonly used ID documents in United Arab Emirates:

01 Passport02 Work Permit03 Residence Visa04 Drivers License05 Mission Visa06 Free Zone Visa07 UAE Identity Card08 Transport Card09 Health Insurance10 Emirates Identity Card11 Unified Number

IntegrationYou must define the personal ID types that are required by your company in Customizing under Payroll: United Arab Emirates Personnel Management Personnel Administration Define ID Types .

Employee self-service (ESS)

This infotype is available in the employee self-service application.

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Social Insurance Infotype (3251): Features for UAE In this infotype, you store the relevant data of statutory pension funds and private pension funds of an employee. By law, employers and employees in Gulf Cooperation Council (GCC) member countries must allocate a certain amount of moneytowards either of the following pension funds to benefit GCC nationals upon retirement:

Authority Applies To

General Pension and Social Security Authority (GPSSA) UAE and GCC member country nationals working within theEmirates (covered by Federal Law No. 7 of 1999).

Abu Dhabi Retirement Pensions and Benefits (ADRPBF) UAE nationals who work within Abu Dhabi.

In addition, employees can choose to make contributions to private social insurance funds if they meet the following conditions:They are not nationals of GCC member countries.They are Emiratis and nationals of GCC member countries, who choose to make private social insurance contributions in addition totheir mandatory statutory social insurance contributions.

StructureInformation Type Details

Statutory pension funds You store the relevant statutory social insurance (SSI) fund dataof an employee in this group box.

If the employee must contribute to an SSI fund, you must selectthe Statutory Contribution checkbox and select a specificstatutory social insurance fund.If the employee does not contribute to an SSI fund, you mustenter the exemption reason.

Private Insurance You store the private social insurance data of an employee in thisgroup box.

If the employee contributes to private social insurance, youmust select the Private Contribution checkbox and specify aspecific private social insurance fund and the schema that isused to calculate the contribution amount for private pensionfund.If no standard contribution amount exists, you can specify themonthly amount that the employee has chosen to contribute toa private social insurance fund.

IntegrationYou have maintained the social insurance data in Customizing for Payroll: United Arab Emirates Social Insurance .

More InformationSocial Insurance

Payroll Schema The payroll schema specific to United Arab Emirates, Payroll Schema (United Arab Emirates) (AE00), contains the followingsubschemas that are specific to the United Arab Emirates:

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Technical Name Description Use

AED0 Basic Data UAE This subschema reads the basic data(master data) required for gross wagecalculation.

AET0 Process Time Data in Payroll UAE This subschema processes the timemanagement information used for workingtime calculation and monetary valuation.

AEP9 Import Additional Payments/DeductionsUAE

This subschema adds recurringpayments/deductions or additionalpayments to the basic pay.

AESP Calculate EOS Severance Payments andProvision

This subschema calculates the End ofService (EOS) payment upon thetermination of employment.

AEL9 Monthly Factoring and Storage (Cumul. ofGross Amount) UAE

This subschema evaluates monthlyfactoring and storage.

Islamic Hijri Calendar This section provides information about the following topics:

Map Gregorian Date with Hijri Date (I18N_MAINTAIN_TISLCAL)Generation of Hijri Payroll Periods (RPCISL00)Generate Calendar for Cumulations and Deductions (Hijri) (RPCISL

Map Gregorian Date with Hijri Date (I18N_MAINTAIN_TISLCAL) Maintain the Islamic calendars in the SAP system.

Features

Selection

You can maintain two different Islamic calendars. The two corresponding date formats are A and B. On the selection screen, you canselect the date format and the range of years you want to maintain.On the next screen, you can customize the selected Islamic calendar. The database table TISLCAL contains the mapping informationbetween the Islamic and Gregorian calendars. The beginning date of each Islamic month (the Islamic Date column) is defined by itscorresponding Gregorian date (the Gregorian Date column) in the table. As a default, the Gregorian Date (default) column contains dateinformation which are calculated from a formula, the Islamic Tabular Calendar.To customize the mapping information:1. Select a row you want to modify and press the Edit pushbutton.2. In the Edit entry window, type the date in the Gregorian Date (YYYYMMDD) field.3. Press the Continue pushbutton.4. Press the Save to database pushbutton.5. Press the Check consistency pushbutton to check the consistency of the newly entered date with other rows.

All Islamic months must have a length of either 29 or 30 days. The length is indicated in the column Days.

To remove the customized mapping information:1. Select one or more rows which contain customized information you want to remove.2. Press the Remove customization pushbutton.3. Press the Check consistency pushbutton to check the consistency of the newly entered date with other rows.4. Press the Save to database pushbutton. This will open a dialog window for a correction request.

Generation of Hijri Payroll Periods (RPCISL00)

Note

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This report creates the following Islamic Hijri date specifications for each period parameter that is assigned to a payroll area:

The Hijri year of the payroll periodsPayment dates for each Hijri payroll period

You need to run this report for each combination of payroll period parameters and date modifiers.

PrerequisitesYou have mapped dates between the Gregorian and Hijri calendars in the Map Gregorian Date with Hijri Date Customizing activity.You have assigned a period parameter for all payroll areas in the Check Payroll Area Customizing activity.

Features

Output

The report enters the new periods with a period number as well as the start and end date in the Payroll Periods (T549Q) table. Thepayment date is created for every period in the Personnel Date Specifications Per Payroll Period (T549S) table.

Generate Calendar for Cumulations and Deductions (Hijri)(RPCISL10) This report assigns Islamic Hijri payroll periods to time intervals for cumulations and deductions, for example, monthly, quarterly, half-yearly, and yearly. The system uses this assignment to accurately calculate cumulations and distribute deductions amongst payrollperiods.The Hijri payroll periods are assigned to a time interval if one of the following dates falls into that interval:

Start date of the payroll periodsEnd date of the payroll periodsPayment date

You can specify any one of the three dates as the determinant.

PrerequisitesYou have generated Islamic Hijri payroll periods in the Generate Islamic Hijri Payroll Periods Customizing activity.

Features

Selection

Determine period numberEnter the same value that you have used to generate Hijri payroll periods

Output

The report enters the new periods with a period number as well as the start and end date in the Payroll Periods (T549Q) table. Thepayment day is created for every period in the Personnel Date Specifications Per Payroll Period (T549S) table.

Leaves In addition to standard and country-specific leave types, the system provides a flexible functionality for the following leave-related area:

Preventing Leave Provisioning During Employee Probation

Preventing Leave Provisioning During Employee Probation You can prevent the system from provisioning leave for employees who are in a period of probation.

Procedure

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To prevent the system from provisioning leave for employees who are in a period of probation, complete the following steps:1. In the Date Specifications (0041) infotype, specify the data type and date for the End Probationary Period field.2. In constant ALPPR, change the default value (0) to the value that you specified for the data type in step 1.

If you want to enable leave provisioning during the probationary period, maintain the value of constant ALPPR at 0.

More InformationSAP Note 1849414

Leave Passage (Ticket Entitlement) Employees and their dependents in the UAE may be eligible for leave passage quota, also known as ticket entitlement, to a specifiedhome airport.

FeaturesThe leave passage functionality for the UAE is based on the standard absence quota generation functionality.

The system provides four quotas of leave passage:One for the employeeThree for different dependents

You can create additional leave passage quota types in Customizing under Time Management .

A leave passage calculation report (HAECLEAV0) allows you to determine the ticket entitlements of employees.To access the report, on the SAP Easy Access screen, choose Human Resources Payroll Asia/Pacific United Arab Emirates Information System Employee PY_AE_HAECLEAV0 - Leave Passage Calculation .

Object List

The following objects are used for leave passage calculation, provisioning, and encashment:Object Type Technical Name

Feature AEAPDAELQAAECAD

Subschema for Time Driver AEPPPersonnel Calculation Rule AE43Operation AELPRReport HAECLEAV0

More InformationLeave Passage Quota Generation, Provisioning, Encashment, and Ticket IssueFor information about the leave passage calculation report (HAELEAV0), see Personnel Administration Reports

See also:Personal Data Infotype (0002)Contract Elements Infotype (0016)Family Member/Dependents Infotype (0021)

Leave Passage Quota Generation, Provisioning, Encashment,and Ticket Issue

Prerequisites

Note

Note

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You have completed the activities in Customizing for Payroll: United Arab Emirates under Leave Passage (Ticket Entitlement)Calculation .You have maintained the following master data:

Infotype Master Data

Personal Data Infotype (0002) Specify the home airport.Contract Elements Infotype (0016) Specify whether the employee and the employee’s dependents

are eligible for leave passage (ticket entitlement).Family Members/Dependents Infotype (0021) Specify the dependents who are eligible for leave passage

(ticket entitlement).Specify the quota type that is to be used for each eligibledependent.

You can create additional leave passage quota types in Customizing under Time Management .If you created a new quota type for ticket entitlement, ensure that all of the relevant configurations are made in Customizing under Time Management .

Activities

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Activity Explanation Steps

Generating and provisioning leavepassage (ticket entitlement) quota

You must generate and provision leavepassage quotas for employees.

The leave passage functionality for theUAE is based on the standard absencequota generation functionality.

1. Run the Time Evaluation RPTIME00report (transaction PT60_NON_CE) togenerate the eligible leave passagequota.

2. Run the regular payroll so that thesystem reads the generated quotafrom the Time Evaluation RPTIME00report and calculates the ticketentitlement provision amount.

In a current payroll run, the systemreverses the provisioned ticketentitlement amount that wascalculated in the previous periodand calculates the current provisionbased on the year-to-date.

Encashing the leave passage (ticketentitlement) quota

Instead of allocating a ticket to anemployee, you can pay a cash equivalentto the employee. Encashment can bemade in either of two ways:

Off-cycle payrollRegular payroll

When you want to pay an encashment,you must go to the Time QuotaCompensation infotype (0416) and specifythe required details, including thecompensation method.

The specified compensation methoddetermines whether the ticketentitlement is encashed in the regular oroff-cycle payroll run.You maintain off-cycle compensationmethods in Customizing for Payroll:United Arab Emirates under LeavePassage (Ticket Entitlement)Calculation Specify EncashmentMethods for Off-cycle TicketEncashment .For off-cycle ticket encashment, useReason 0002 Special Payment andensure that the entered date matchesthe Start date that is maintained in theTime Quota Compensation infotype(0416).

Issuing tickets If tickets are issued to an employee ratherthan encashed, the quota must bereduced accordingly.

To adjust the quota, use the relevantcompensation method in Time QuotaCompensation infotype (0416).

More InformationLeave Passage (Ticket Entitlement)

Advance Leave Payment In the United Arab Emirates, employees take leave that occurs either within a payroll period or over multiple payroll periods. You canpay an employee before the leave begins. This situation is called “advance leave payment”. Typically, advance leave payments aremade outside of the regular payroll run by using the off-cycle workbench.The payroll solution for the United Arab Emirates covers the following advance leave payment scenarios:

Note

Note

Note

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Payment For Scenario

Leave Days Only Paying in Advance for Leave that Occurs in One Payroll PeriodPaying in Advance for Leave that Spans Multiple Payroll Periodswith Recovery in Leave PeriodPaying in Advance for Leave that Spans Multiple Payroll Periodswith Recovery When Employee ReturnsPaying in Advance for Leave that Occurs in a Future PayrollPeriod

Leave Days and Worked Days Paying in Advance for Leave Days Plus Worked Days, with Pro-rated Monthly DeductionsPaying in Advance for Leave Days Plus Worked Days, with FullDeductions

For leave that is taken without an advance leave payment, you use the regular payroll run.

Configuration

Detailed information about configuring this functionality can be found in Customizing, under Payroll: United Arab Emirates Off-CycleActivities Advance Leave Payment .

ConstraintsThis functionality supports employees who receive a monthly salary only.This functionality supports fully paid leave types only, for example, annual leave.This functionality does not support leave types that use absence distribution or that are prorated, for example, sick leave.

More InformationFor more information, see the following SAP Notes:

1696253180954318463111833647

Paying in Advance for Leave that Occurs in One Payroll Period You use this procedure when an employee wants to receive an advance leave payment and the leave begins and ends within thesame payroll period.

A payroll period is from 1 August to 31 August. The regular payroll runs on 31 August.An employee intends to take leave from 7 to 21 August and requests an advance leave payment on 6 August. The advancedamount is recovered in the same payroll period during the regular payroll run on 31 August.

PrerequisitesYou have made the necessary settings in Customizing Payroll: United Arab Emirates Off-Cycle Activities Off-Cycle AbsenceValuation Assign Absences to an Off-Cycle Reason .You have made the necessary settings in Customizing Payroll: United Arab Emirates Off-Cycle Activities Advance LeavePayment .You have recorded an absence for the employee in the Absences (2001) infotype.The advance payment must be made in the period when it is requested, before the leave begins.

Activities1. Run the off-cycle workbench by using transaction PUOC_AE.2. On the Payroll tab, in the Reason field, select 0801 Advance Leave Payment (w/o Working Days).3. In the Payment date field, enter the desired payment date.4. In the Select absences group box, select the relevant annual leave.5. Choose the Start payroll pushbutton and save the result.

Note

Example

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More InformationAdvance Leave Payment

Paying in Advance for Leave that Spans Multiple Payroll Periodswith Recovery in Leave Period You use this procedure in the following situation:

An employee wants to receive an advance leave payment for leave that occurs over multiple payroll periods.You want to recover the advanced amount while the employee is on leave.

The payroll period is from the beginning to the end of a Gregorian month. An employee requests an advance leave payment forleave that runs from 15 August to 15 September. The employee requests and is granted an advance leave payment on 14 August.The regular payroll runs on the twenty-fifth day of each Gregorian month. On 25 August, depending on your recovery preferences, theadvanced amount is recovered either in part or in full.

PrerequisitesYou have made the necessary settings in Customizing for Payroll: United Arab Emirates Off-Cycle Activities Off-Cycle AbsenceValuation Assign Absences to an Off-Cycle Reason .You have made the necessary settings in Customizing Payroll: United Arab Emirates Off-Cycle Activities Advance LeavePayment .You have recorded an absence for the employee in the Absences (2001) infotype.The advance payment must be made in the period when it is requested, before the leave begins.

Activities1. Run the off-cycle workbench by using transaction PUOC_AE.2. On the Payroll tab, in the Reason field, select 0801 Advance Leave Payment (w/o Working Days).3. In the Payment date field, enter the desired payment date.4. In the Select absences group box, select the relevant annual leave.5. Choose the Start payroll pushbutton and save the result.

You can recover the advanced amount either in one payroll period or over multiple payroll periods. For more information, inCustomizing, refer to Payroll: United Arab Emirates Off-Cycle Activities Advance Leave Payment Define Partial RecoverySettings .

More InformationAdvance Leave Payment

Paying in Advance for Leave that Spans Multiple Payroll Periodswith Recovery When Employee Returns You use this procedure in the following situation:

An employee wants to receive an advance leave payment for leave that occurs over multiple payroll periods.You want to recover the advanced amount when the employee returns from leave.

The payroll period is from the beginning to the end of a Gregorian month. An employee requests an advance leave payment forleave that runs from 15 August to 15 September. The employee requests and is granted an advance leave payment on 14 August.The regular payroll runs on the twenty-fifth day of each Gregorian month. On 25 September, depending on your recoverypreferences, the advanced amount is recovered in full.

Example

Note

Example

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PrerequisitesYou have made the necessary settings in Customizing for Payroll: United Arab Emirates Off-Cycle Activities Off-Cycle AbsenceValuation Assign Absences to an Off-Cycle Reason .You have made the necessary settings in Customizing Payroll: United Arab Emirates Off-Cycle Activities Advance LeavePayment .You have recorded an absence for the employee in the Absences (2001) infotype.The advance payment must be made in the period when it is requested, before the leave begins.

Activities1. Run the off-cycle workbench by using transaction PUOC_AE.2. On the Payroll tab, in the Reason field, select 0801 Advance Leave Payment (w/o Working Days).3. In the Payment date field, enter the desired payment date.4. In the Select absences group box, select the relevant annual leave.5. Choose the Start payroll pushbutton and save the result.6. In the Payroll Status (0003) infotype, lock the employee by selecting the Pers.no.locked checkbox to exclude the employee from the

regular payroll run.7. When the employee returns, in the Payroll Status (0003) infotype, unlock the employee by deselecting the Pers.no.locked checkbox.

You can recover the advanced amount either in one payroll period or over multiple payroll periods. For more information, inCustomizing, refer to Payroll: United Arab Emirates Off-Cycle Activities Advance Leave Payment Define Partial RecoverySettings .

More InformationAdvance Leave Payment

Paying in Advance for Leave that Occurs in a Future PayrollPeriod You use this procedure when an employee wants to receive an advance leave payment for leave that is to start in a future payrollperiod.

In payroll period 3, an employee requests an advance leave payment for leave that he or she intends to take in payroll period 5. Theemployee is granted an advance leave payment for the future leave period in period 3.Depending on your recovery preferences, the advanced amount is recovered either in part or in full during period 5.

PrerequisitesYou have made the necessary settings in Customizing Payroll: United Arab Emirates Off-Cycle Activities Off-Cycle AbsenceValuation Assign Absences to an Off-Cycle Reason .You have made the necessary settings in Customizing Payroll: United Arab Emirates Off-Cycle Activities Advance LeavePayment .You have recorded a future absence for the employee in the Absences (2001) infotype.

Activities1. Run the off-cycle workbench by using transaction PUOC_AE.2. On the Payroll tab, in the Reason field, select 0803 Advance Leave Payment Future Period.3. In the Payment date field, enter the desired payment date.4. In the Select absences group box, select the relevant annual leave.5. Choose the Start payroll pushbutton and save the result.6. Optional: To exclude the employee from the regular payroll run during the period of his or her absence, in the Payroll Status (0003)

infotype, select the Pers.no.locked checkbox.

If you want to exclude the employee from the regular payroll run, you must do so manually during the period of employeeabsence. For example, if an advance leave payment is made in payroll period 3 for leave that is to occur in period 5, you mustexclude the employee in period 5.

7. If you completed step 6, when the employee returns, you must unlock the employee in the Payroll Status (0003) infotype by

Note

Example

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deselecting the Pers.no.locked checkbox.

You can recover the advanced amount either in one payroll period or over multiple payroll periods. The recovery starts during theperiod when the absence occurs. For more information, in Customizing, refer to Payroll: United Arab Emirates Off-Cycle Activities Advance Leave Payment Define Partial Recovery Settings .

More InformationAdvance Leave Payment

Paying in Advance for Leave Days Plus Worked Days, with Pro-rated Monthly Deductions You use this procedure in the following situation:

You want to pay an employee in advance for leave days and worked days.You want to deduct money from the advanced amount, for example, for social insurance contributions or loan repayments.You want the deductions to be made in a proportional way for each period when the employee is absent.

The payroll period is from the beginning to the end of a Gregorian month. An employee requests an advance leave payment forleave that runs from 15 August to 10 September. An advance leave payment is made on 14 August.The employee’s salary is as follows:

Breakdown Amount

Monthly Salary 3000Deduction 900

In this scenario, the employee receives the following advanced amounts:Breakdown Dates Amount

Payment for 14 worked days August 1 to August 14 3000 ÷ 31 * 14 = 1354.84Payment for 27 leave days August 15 to September 10 (3000 ÷ 31 * 17) + (3000 ÷ 30 * 10) =

2645.16Deduction for August August 1 to August 31 900Deduction for September September 1 to September 10 900 ÷ 30 * 10 = 300Total Advanced Amount (sum of earnings minus sum of deductions) (1354.84 + 2645.16) − (900 + 300) =

4000 − 1200 = 2800 AED

The regular payroll runs on the twenty-fifth day of each Gregorian month. On 25 August, depending on your recovery preferences, theadvanced amount is recovered either in part or in full.

PrerequisitesYou have made the necessary settings in Customizing Payroll: United Arab Emirates Off-Cycle Activities Off-Cycle AbsenceValuation Assign Absences to an Off-Cycle Reason .You have made the necessary settings in Customizing Payroll: United Arab Emirates Off-Cycle Activities Advance LeavePayment .You have recorded an absence for the employee in the Absences (2001) infotype.The advance payment must be made in the period when it is requested, before the leave begins.

Activities1. Run the off-cycle workbench by using transaction PUOC_AE.2. On the Payroll tab, in the Reason field, select 0802 Advance Leave Payment (with Working Days).3. In the Payment date field, enter the desired payment date.4. In the Select absences group box, select the relevant annual leave.5. Choose the Start payroll pushbutton and save the result.

You can recover the advanced amount either in one payroll period or over multiple payroll periods. The recovery starts during theperiod when the absence occurs. For more information, in Customizing, refer to Payroll: United Arab Emirates Off-Cycle Activities Advance Leave Payment Define Partial Recovery Settings .

Note

Example

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More InformationAdvance Leave Payment

Paying in Advance for Leave Days Plus Worked Days, with FullDeductions You use this procedure in the following situation:

You want to pay an employee in advance for leave days and worked days.You want to deduct money from the advanced amount, for example, for social insurance contributions or loan repayments.You want the deductions to be made in full regardless of the absence duration.

The payroll period is from the beginning to the end of a Gregorian month. An employee requests an advance leave payment forleave that runs from 15 August to 10 September. An advance leave payment is made on 14 August.The employee’s salary is as follows:

Breakdown Amount

Monthly Salary 3000Deduction 900

In this scenario, the employee receives the following advanced amounts:Breakdown Dates Amount

Payment for 14 worked days August 1 to August 14 3000 ÷ 31 * 14 = 1354.84Payment for 27 leave days August 15 to September 10 (3000 ÷ 31 * 17) + (3000 ÷ 30 * 10) =

2645.16Deduction for August August 1 to August 31 900Deduction for September September 1 to September 30 900Total Advanced Amount (sum of earnings minus sum of deductions) (1354.84 + 2645.16) − (900 + 900) =

4000 − 1800 = 2200 AED

The regular payroll runs on the twenty-fifth day of each Gregorian month. On 25 August, depending on your recovery preferences, theadvanced amount is recovered either in part or in full.

PrerequisitesYou have made the necessary settings in Customizing Payroll: United Arab Emirates Off-Cycle Activities Off-Cycle AbsenceValuation Assign Absences to an Off-Cycle Reason .You have made the necessary settings in Customizing Payroll: United Arab Emirates Off-Cycle Activities Advance LeavePayment .You have recorded an absence for the employee in the Absences (2001) infotype.The advance payment must be made in the period when it is requested, before the leave begins.

Activities1. Run the off-cycle workbench by using transaction PUOC_AE.2. On the Payroll tab, in the Reason field, select 0802 Advance Leave Payment (with Working Days).3. In the Payment date field, enter the desired payment date.4. In the Select absences group box, select the relevant annual leave.5. Choose the Start payroll pushbutton and save the result.

You can recover the advanced amount either in one payroll period or over multiple payroll periods. The recovery starts during theperiod when the absence occurs. For more information, in Customizing, refer to Payroll: United Arab Emirates Off-Cycle Activities Advance Leave Payment Define Partial Recovery Settings .

More InformationAdvance Leave Payment

Example

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Payroll Rounding and Rounding Recovery In some situations, you might want to pay employees a rounded amount rather than a decimalized amount for a specified wage type.The payroll solution for the United Arab Emirates allows you to specify rounding preferences and recovery methods for such a wagetype.

PrerequisitesYou have defined rounding rules in view in Customizing for Payroll: United Arab Emirates Determine Details for Recovery ofRounded-off Amount .You have uncommented schema AERR from the main schema, AE00.

FeaturesThe rounding and rounding recovery functionality allows you to specify the following preferences:

You can round up, down, or to the nearest whole dirham for the specified wage type.You can choose a recovery option (for example, monthly or yearly) for the remaining amount after the rounding operation.You can specify a whole number for rounding purposes. For example, you can round to 1, 10, or 100.You can specify date-delimited recovery options. For example, after several periods for which monthly recovery rounding calculationwas specified, you can change to annual rounding recovery calculation.You can retroactively increase or decrease an employee’s salary while maintaining your rounding preferences.

Object List

The following table shows the objects that are associated with this functionality:Object Type Technical Name

Payroll Function MERORFunction Module HR_ME_GET_SAL_PERIOD

HR_ME_CALC_APPRSL_PTSHR_ME_CHG_INR_WRDSHR_ME_GET_DATE_COMPONENTSHR_ME_GET_FISCAL_PERIODHR_ME_GET_SAL_YEARHR_ME_ROUND_AMTHR_ME_RR_CHECK_RESULT_AE

Function Group HRPAYMEXFunction Program Name SAPLHRPAYMEXFunction Include Name LHRPAYMEXU02Table T7M9Y1View V_T7M9Y1Schema AERR

AE00AEA9AESP

Personnel Calculation Rule AE64AE63ARRR

Wage Type /ROR/ROA

Program PCMASAE9HAEPLOG0

Limitations

The functionality is not supported in the off-cycle payroll.You can use the functionality only on one wage type at a time.

ExampleThe following examples show how the rounding and rounding recovery functionality can work in your organization:

Monthly Recovery, Rounded to the Nearest 1

Master Data

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After social insurance and other deductions, the net pay of an employee each month is AED 6443.77, which is represented by wagetype /560:

Rounding Configuration in View V_T7M9Y1

Recovery Option Rounding Off Rounding To

M (Monthly) Nearest 1

Effect on Employee’s Salary

The following table shows the effect of these rounding preferences on an employee’s salary, which is represented by wage type /560:Payroll Period Net Pay Before Rounding Net Pay After Rounding Rounding Balance

Calculation

January /560 = 6443.77 /560 = 6444 /ROR = 0.23 (6444 – 6443.77),paid by employer to employee,to be recovered

February /560 = 6443.77 /560 = 6444 /ROR = 0.46 (6444 − (6443.77− 0.23)) paid by employer toemployee to be recovered/ROA = 0.23, which is anadjustment for the monthlyrecovery option

March /560 = 6443.77 /560 = 6443 /ROR = – 0.31 (6443 −(6443.77 − 0.46)) deducted bythe employer from theemployee/ROA = 0.46, which is anadjustment for the previouspayroll month

April /560 = 6443.77 /560 = 6444 /ROR = − 0.08 (6444 −(6443.77 + 0.31) is deductedby employer from theemployee/ROA = − 0.31 which is anadjustment from the previouspayroll month

May /560 = 6443.77 /560 = 6444 /ROR = 0.15 (6444 − (6443.77+ 0.08) is deducted byemployer from the employee/ROA = − 0.08 which is anadjustment from the previouspayroll month

Yearly Recovery, Rounded to the Nearest 10

Master Data

After social insurance and other deductions, the net pay of an employee each month is AED 6443.77, which is represented by wagetype /560:

Rounding Configuration in View V_T7M9Y1

Recovery Option Rounding Off Rounding To

Y (Yearly) Nearest 10

Effect on Employee’s Salary

The following table shows the effect of these rounding preferences on an employee’s salary, which is represented by wage type /560:

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Payroll Period Net Pay Before Rounding Net Pay After Rounding Rounding BalanceCalculation

January 2012 /560 = 6443.77 /560 = 6444 /ROR = − 3.77 (6440 −6443.77), deducted byemployer from employee

February 2012 /560 = 6443.77 /560 = 6444 /ROR = – 3.77 (6440 −6443.77), deducted byemployer from employee

March to December 2012 /560 = 6443.77 /560 = 6444 /ROR = − 3.77 (6440 −6443.77), deducted byemployer from employee

January 2013 /560 = 6443.77 /560 = 6490 /ROR = 0.99 (6490 − (6443.77+ 12 * 3.77))/ROA = − 45.24, which is 12multiplied by 3.77

February 2013 /560 = 6443.77 /560 = 6444 /ROR = − 3.77 (6440 −6443.77), deducted byemployer from employee.

Annual to Monthly Recovery, Rounded to Nearest 10

Master Data

After social insurance and other deductions, the net pay of an employee each month is AED 6443.77, which is represented by wagetype /560:

Rounding Configuration in View V_T7M9Y1

Recovery Option Rounding Off Rounding To

1 January to 30 June 2012 is annual; 01July to 31 December 2012 is monthly

Nearest 10

Effect on Employee’s Salary

The following table shows the effect of these rounding preferences on an employee’s salary, which is represented by wage type /560:Payroll Period Net Pay Before Rounding Net Pay After Rounding Rounding Balance

Calculation

January 2012 /560 = 6443.77 /560 = 6440 /ROR = 3.77 (6440 − 6443.77)

February 2012 /560 = 6443.77 /560 = 6440 /ROR = 3.77 (6440 − 6443.77)

March to June 2012 /560 = 6443.77 /560 = 6440 Continues as above.

July 2012 /560 = 6443.77 /560 = 6470 /ROR = − 3.61 (6470 −(6443.77 + 6 * 3.77))/ROA = 6 * − 3.77 = − 22.62

August 2012 /560 = 6443.77 /560 = 6450 /ROR = − 2.62 = (6450 −(6443.77 + 3.61)/ROA = − 3.61

More InformationSAP Note 1853932

Absence Distribution The solution for the UAE allows you to evaluate absences, sick leave, and maternity leave, according to the statutory requirements. Youcan distribute the valuation for absent days by defining up to three absence valuation rules. When the maximum number of days you setfor the first valuation rule is exceeded, the system automatically applies the following valuation rule to the payroll calculation.You can define the distribution of absence in Customizing for Payroll: United Arab Emirates under Absences Valuation of Absences Refinement of Absences Define Absence Distribution .

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Social Insurance In the United Arab Emirates (UAE), the following agencies are responsible for social insurance:

General Pensions and Social Security Authority (GPSSA)Abu Dhabi Retirement Pensions & Benefits Fund (ADRPBF)

These organizations implement social insurance rules, collect contributions from employees and employers, and pay benefits toentitled persons and eligible family members. You use this functionality to record the information that is required for calculatingemployee and employer social insurance contributions.

GPSSA

The following list provides the key points that relate to the GPSSA from a social insurance contribution perspective:The GPSSA handles social insurance for all emirates of the United Arab Emirates, excluding Abu Dhabi.The retirement age for men is normally 60. For women, it is normally 55.Insured employees receive their benefits upon retirement.To be eligible to receive GPSSA benefits, UAE nationals must have accumulated at least 25 years of social insurance contributions.The GPSSA collects social insurance contributions from non-Emirati GCC nationals who work in the UAE. The GPSSA then disbursesthe contributions to the social insurance authorities of the home states of these GCC nationals.When a UAE national stops working for an employer, the GPSSA considers the contribution years for that national to have been resetto zero. The national then has two choices:

The national can choose to receive the accumulated benefit for the years that were worked with the most recent employer. In thisscenario, the national’s service contributions years are reset to zero.The national can choose to buy the service years from the GPSSA . In this scenario, the service years are added to the national’sGPSSA record instead of being reset to zero.

ADRPBF

The ADRPBF handles social insurance for the emirate of Abu Dhabi only. It operates in a similar, but not identical way to the GPSSA.

More InformationSocial Insurance (Infotype 3251)UAE Social Insurance Reports

End of Service The following topics deal with end of service (EOS) in the United Arab Emirates from these perspectives:

End of Service ManagementEnd of Service Payment CalculationChanging End of Service CalculationEnd of Service Objects

End of Service Management An expatriate employee in the United Arab Emirates is entitled to an end of service (EOS) benefit when the work relation is ended byeither the employee or the employer.Those benefits include:

Payment of an amount depending on the seniority of the employee in the companyPayment of any unused vacation based on the basic salary of the employeePayment of flight tickets for the employee and his or her dependents to return to their home country

You need to manually calculate the amount for leave passage and enter it into the system since the amount differs from onecompany to another. The standard leave passage functionality calculates this amount for you.

You can execute payment of EOS benefit any time during a payroll period. Both the employee and the employer can view the paymentresults in the last pay slip of the employee on the Employee Self Service (ESS) page.

IntegrationTo calculate the EOS benefit, you need to define the EOS calculation parameters in the Payroll Parameters (T511K) table. These

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parameters are preset with EOS.You specify the entry date for employees in Customizing for Payroll: United Arab Emirates under Reporting Determine Entry Date ofEmployees .

If you use DATYP 01 as the return value in the Rule for Determining Entry Date (ENTRY) feature to decide entry date, you need toset the entry date in the Date Specifications (0041) infotype with the date type 01: Techn. date of entry.

End of Service Payment Calculation The United Arab Emirates labor law stipulates that the End of Service (EOS) benefit is calculated based on the number of years anemployee has worked for an organization. The system calculates the EOS benefit based on his or her basic salary, housing allowance,transportation allowance, and the balance of annual leave.

IntegrationThe system provides the Calculate EOSB Gratuity Payout (AE17) rule and the Gratuity Payment (/EOS) wage type to calculate andstore the EOS benefit.You can customize EOS default settings in the Payroll Parameters (T511K) table based on your requirements.The Rule for Determining Entry Date (ENTRY) feature determines the employment start date. The Calculate EOSB Gratuity Payout(AE17) rule uses this date to calculate the length of employment.

PrerequisitesYou have made the required settings in Customizing for Payroll: United Arab Emirates End of Service (EOS) .

FeaturesThe system reads the start date of employment from the Rule for Determining Entry Date (ENTRY) feature and calculates the length ofemployment from number of calendar days from the entry date.

Type of Calendar

If the Gregorian calendar is used, the number of calendar days of service is divided by 365 to calculate the number of years ofservice.If the Islamic (Hijri) calendar is used, the number of calendar days of service is divided by 355 to calculate the number of years ofservice.

The calculation rule for EOS benefit differs according the length of employment and the reason for the service end:

Employment Ending by Employee Resignation

Service Duration Calculation

1 to 3 years (Basic salary ÷ 30 days) x 7 days3 to 5 years (Basic salary ÷ 30 days) x 14 daysMore than 5 years (Basic salary ÷ 30) x 30 days

Employment Ending upon Contract Termination

Service Duration Calculation

Less than 5 years (Basic salary ÷ 30) x 21 daysMore than 5 years (Basic salary ÷ 30) x 30 days

Absconding employees and contract employees are not entitled to EOS benefit.

More InformationChanging End of Service Calculation

Note

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