Payroll driver transaction code

We will try to correct that. In SAP Payroll, functions provide the high-level logic for payroll calculations. There are dozens of functions in SAP payroll, some are country-specific and others are not. Each function is defined and documented via transaction PE04; you can also view the function documentation via transaction PDSY in releases 4.

So how do we make the leap from a payroll function stored in a table to the execution of ABAP code to get the work done? But more specifically, a wagetype has dozens of attributes that control how it is manipulated and processed.

Wagetype attributes are stored in several tables, but the central table is TW. Much more time will be spent on various aspects of TW. Model wagetypes are delivered by SAP for customers to use as guidelines for creating their own wagetypes. And never delete a technical wagetype. User wagetypes are for all the company-specific payroll payments and deductions.

Runs the batch report for subsequent processing of check replacement as a background job at the time that you have scheduled for the regular processing of the report. Payroll system consists of Date Specifications and monitoring of tasks Infotypes. Using monitoring of task, you can set automatic monitoring of tasks for HR activities and system suggest a date when you want to be reminded of the stored tasks.

This is stored in Infotype and date type defines the type of information. You can create series of reports on specific date type. You can use this Infotype to run Payroll and also to maintain leave. In a standard payroll system, it contains 12 combinations of date type and date and to add more date specification for an employee at the same time, you can use time constraint 3. You can also create an automatic monitoring of all HR related tasks that includes follow up activities to be performed and it is maintained in Infotype System suggests a date according to task type on which you will be reminded and this allows you to perform follow up activities as per the required schedule.

The reminder date in the system is used to determine when you want to be reminded for a task type. When you select a task type, if the operator indicator has a blank or negative - value then reminder should be set before the task data.

This is used to store other employer contract of an employee. You can store the information where an employee works or has worked before working for your company. To enter multiple employer details, you can add multiple data records and validity period for each employee. Incase to store information on more than one qualification for an employee, you can also create multiple data records in this. Each qualification type is identified by a key and you can also add proficiency level for each qualification.

Proficiency level defines the knowledge and skill of an employee on a qualification. You can enter the respective dates of the training period as the validity period. You can define various subtypes under this Infotype to maintain communication details of an employee. This is more helpful incase an employee contains multiple credit cards or credit cards from different credit card companies. This contains Infotype for test procedure and contains the test procedure for your employee.

Test procedure includes test procedure key and release date. You can store the following information in Infotype When a test procedure is performed for an employee up to a certain release date, then write authorization may no longer be performed which involves changing certain Infotype data with validity start date is before the release date.

This is used to store the address information of an employee. Various subtypes can be maintained under the Address Infotype. This is used to maintain the bank account details to process the net pay of travel expenses from payroll from the HR module.

This Infotype is used to maintain legal obligations for severely challenged persons. Using Action Infotype you can combine several Infotypes into one group. This contains the general instructions that an employee is supposed to perform — data protection, accident prevention, other instructions, etc.

This is used to compare three personnel numbers while processing the payroll. When an employee loses his bonus, night work allowance cos of his involvement in work council, this is used to process his bonus by comparing with similar personnel for this purpose. This Infotype is maintained only for those employees which are involved in work council function.

This Infotype is used to maintain details of all the assets that have been provided to employee as loan. Pay scale grouping for allowances is performed to add similar type of employees in a group and similar characteristics are applied on each group.

This is used to determine: compensation structure as per grouping, payroll processing procedure, and the value of compensation for an employee. While defining the payroll processing, grouping is the first step that is performed. Now the employee location where he is located affects the compensation to a certain level. In this case, it is possible to assign the different cities to pay scale area and hence pay scale area becomes a key pay parameter to create pay scale grouping for allowances.

In a similar way you can define other pay scale parameters depends on various factors. It will show you the list of EE group, the EE group name and different fields associated with it. If you want to change it, this can be done here. Pay Scale Grouping for Allowances is not define in any of the Infotypes. When you define five different pay parameters, an employee is directly assigned to a pay scale grouping for allowances.

By entering an Employee Group and Employee Subgroup in Organizational Assignment Infotype and pay scale area, pay scale type, pay scale group, pay scale level in the Basic Pay Infotype , it adds the employee to a pay scale grouping for allowances automatically. So, the pay scale grouping is defined as an assignment of the pay parameters. In the next window that comes up, you can see the associated pay parameters to pay scale grouping. Mid-Year Go Live data is used in countries where payroll is implemented in the middle of financial year.

This is used for transferring legacy payroll data to the SAP System and also for creating payroll results from the transferred legacy data. Now to implement SAP Payroll India in the middle of a Financial Year, there is a need to transfer payroll results for those periods of the financial year that lie before that period. This is defined as a period for which the payroll results are available and need to be transferred to the SAP system.

This is used to rehire an employee by using the same Personnel number as used in the time of last employment or within same financial year. The action type associated with this is — Reentry into the company.

In case of rehiring an employee, if previous records are not delimited, you will have to delimit the previous records and there is a need to create new entries. If the system is showing the present status as active preceded with withdrawn and active status within same Financial Year, this represents that the employee is rehired.

A Split Payroll is run for the following periods — First of the month to one day before the employee is rehired. And from the date of rehiring to the end of the month. When an employee is rehired on any day other than the first, a split payroll is enabled. In a new window, you will see the list of all split payroll in the system. To create a new entry, click on the New Entries tab at the top left hand side of the screen. Enter the values: Act.

In a similar way, you can select the other fields as well. An employee left a company on May 17, and was rehired on Nov 25, In this case, November payroll will be run twice. In this, multiple amounts with same or different percentage of the base wage type, can be calculated for an INVAL wage type.

In this case, the amount that will be Indirectly Evaluated will be the sum of all such calculated amounts added to a fixed amount. More than one such amount, with same or different percentage of the base wage type, can be calculated for an INVAL wage type. In this case, the amount that will be Indirectly Evaluated will be the sum of all such calculated amounts, subject to a maximum limit. This is used to calculate the fixed amount and the percentage of the basic slab. This is done by first calculating the percentage of a base wage type added to a fixed amount.

And then secondly, the percentage of a base wage type which is subject to a maximum limit. Then there are different deductions that are made as per the employee enrollment.

These deductions include company owned apartment COA , company sponsored day care, and other deductions. Wage type is one of the key components in payroll processing.

Primary wage type is defined as the wage type for which data is entered in an Infotype. The Primary wage types are created by copying the model wage types provided by SAP. Time wage type is used to store the time related information. This wage type is used to combine payroll and time management.

Time wage type is generated at the time of evaluation and is configured through TS or using a custom PCR. These wage types are created during the payroll run. The payment includes all the payments given to an employee according to the employment contract and any voluntary payment paid. A payment combines the employee gross remuneration. This gross remuneration is defined as the calculation of social insurance and tax payments and also for the calculation of net remuneration. The details are entered in the Basic Pay Infotype.

This information is maintained in Recurring Payment and deduction Infotype This information is added to Additional Payments Infotype Time management is one of the key components in Payroll that is used to calculate the gross salary of the employees. Monetary benefits are determined by work schedule and planned working hours. You can also use Time Data Recording and Administration Component Integration with Time Management component to find out time data information for employees and further to determine the time wage types.

When you use this time evaluation component Integration with Time Management component, this is used to find time wage types determined by Time Evaluation. Consider an employee whose shift changes from Friday to a Sunday with Sunday bonuses. In this case, a shift change compensation will be listed under the remuneration statement. It is also possible to limit the payment of a shift change compensation for a particular category. This component provides information on payroll with time and person related time wage types.

Time wage type is used to perform the financial evaluation of work performed on a payroll. Based on the way they store information, they can be defined as Primary and Secondary Wage types. During the payroll run, the primary wage types are provided with the values and secondary wage types are formed at the time of the payroll run. With the release of 4. Processing of averages depends on the country and release and with countries like Argentina, Brazil and a few other, a new processing is released with version 4.

At one time, you can only use any of these two versions, if you are using an old version, you can continue to use the same version and there is no need to move to the new version, but the older version is not under development.

In a new window, define the different rules as mentioned above and click on the save icon at the top. In this Wage Type, target time for each ticket is calculated using a piecework rate. This is used to calculate the amount for time ticket that the employee is due. It is possible that an employee is remunerated at a high rate as compared to a master pay rate for specific activities. You have to enter a higher pay scale into the time ticket. The different between target time and actual time is mentioned on time ticket.

As valuation of time tickets vary according to different countries and organizations so there are no country specific accounting schemas in it. This component is used to check the remuneration when an employee works for a lesser period of time.

When there is a change in the basic pay, substitution, work reassignment or change in personal work schedule. Each Payroll system contains few factoring rules that are needed to determine the partial period factor. These rules can be customized to meet specific requirements in the company. This factor is used to calculate the partial remuneration.

This is defined as a variable value which is calculated using different formulas as per the company and the circumstances. While customizing, partial period factors are defined in a personnel calculation rules for specific situations and assigned to wage types for particular periods. When you multiply the partial period factor by the fixed remuneration amount, this gives you partial period remuneration amount to be paid for a specific period.

Now if you use the payment method , the employee receives the same remuneration for both the months. If the PWS method is used, the employee receives more salary in Feb as compared to March, however the difference is negligible. The following Infotypes should be configured before setting up the salary package for an employee.

This is used to define the default salary components based on an employee's organizational assignment. Using the Eligibility Criteria, you can create checks to determine if an employee will have a specific salary component defaulted into their salary package. You can set eligible criteria for this rule. This is used to maintain additional features for salary packaging. First is to click on the salary component text and choose the arrow to move the component between two boxes.

Below this you can see the edit section. This section is specific to each component and contains the relevant amount, percentage, and contribution information valid for the component. This allowance is a part of the monthly remuneration paid to an employee and varies as per the location and other factors. The value of this component depends on the Consumer Price Index CPI for that location and this index varies as per government regulation.

When an employee is transferred or moved to a different location, this allowance is also changed as per the location. Dearness allowance along with other components like Base salary, Income tax, Gratuity, etc. This component is used to maintain information about an employee accommodation. This is used to calculate tax exemptions and to check perquisite applicable on a housing benefit. In this case, the system calculates the tax exemption on the rented accommodation and rented amount paid by an employee.

Their stay in the hotel depends on a fixed period as per the Government rule and if the stay exceeds the time limit, a perquisite is applicable on the cost of accommodation. It is also possible to create a new accommodation type in the system. Under the Accommodation type, you can view the already defined Housing types or can create new entries by clicking the New Entries button. This component is used to process the exemption on conveyance allowance.

The details are maintained in Car and Conveyance Infotype The standard SAP system provides exemption on conveyance allowance given to the employees. The following configuration has to be configured in the system if you want to give conveyance allowance and exemption to the employees. This defines as the long-term benefits provided to the employees over a fixed period of years.

The duration varies from three to five years. This includes benefits provided to employee for purpose of purchasing movable items like Fridge, TV, Washing machine, computer, etc. This includes benefits provided to employee for purpose of purchasing consumer good items like Sofa, chair, Carpet, etc. In this, there is a fixed percentage as the perquisite value applicable on the assets that an employee can avail during a financial year.

In this, the system calculates perquisite value for the assets that an employee avails in the current financial year and it is based on the perquisite percentage that you maintain in the Long Term Reimbursements Infotype and subtype SSFS. In a company, an employee is eligible to claim some monetary and non-monetary benefits and these claims vary as per the pay scale grouping and many other factors.

An employee needs to submit the claim based on the eligibility to get these benefits. These claims are commonly raised by an employee for company work. They are normally placed in units like Stationary request, Calculator, Petrol, etc. Apart from this, there is one more type of claim known as the slab based claim.

A few common types of slab based claims are LTA, car maintenance allowance, etc. These type of claims has an eligibility which is normally more than a year. This component is used to process the employee bonus and can compute both regular and off-cycle bonus. It is defined as a statutory benefit provided to an employee by his employer for his association with the company. As per the company policy where the benefits are better as compared to the Gratuity Act.

You can configure Gratuity in the SAP system by following this path. This is defined as the benefit provided to an employee by the employer for his association with the company. This component is not presented as part of the monthly pay slip and is not a taxable component. This subtype is used to maintain the trust name and employee identification number for the employee.

To define the trust name where the employer maintains the Superannuation account, you need to define trust id and name of trust in the system. This component of the payroll system deals with the net part of the remuneration paid to an employee after the deductions. There are various deductions applied on the Gross salary like tax, insurance paid, etc. The Net pay is the amount paid to an employee after all these deductions. This component is used to compute tax on the income received by an employee.

This consists of regular income components like Basic pay, HRA, conveyance allowance. Regular income can be categorized as monthly regular income or annual regular income. The system projects the annual regular income using either the Actual Basis or Nominal Basis. The system, by default uses Actual Basis to project annual regular income. Professional tax in a SAP system is defined as the tax calculated on the employee salaries. Professional tax is also defined as the tax applied by the State Government on profession, trades, employment, etc.

A SAP system calculates the annual professional tax of an employee and deducts it from the salary as per the Section 16 ii of the Income Tax Act.