I'm attempting to follow the most recent guru letter (see https://www.danalytics.co...archive/2008-02.htm) in setting up an LP plan to track FMLA. Following the screen shots one by one I have questions on some. On the group criteria, can you tell me where the intermittent leave is coming from? A UDF? The beginning value is I and ending is N. Second question, Eligibility Rule on LP03.3 the article mentions orgs allow ee's to take FMLA immediately. If I want LP to calculate eligibility, i.e., 1250 hours AND 1 year of service, would the set up be eligibility requirement date, waiting period 1250, all hours worked, all hours, latest date met? Seems like this will account for the 1250 but not the 1 year of service. Can this be incorporated as well? Everything else makes sense but I'd like to review the logic. When the PA action is used, the time out will populate LP with non-payable hours? Is this the logic being used for each intermittent as well?, i.e., for 1 and 2 hour increments? Seems reasonable for longer FMLA times but the intermittent a little cumbersome to ask end users to input on a daily basis. I would like to test the set up if someone can help me. Noticing Phil Simon, the author, replies frequently. If you're there I sure would appreciate some help!
I could write a book about the post, but yes, those are user fields.
As for eligibility, you should run the LP251 (assuming that service history has been populated) after entering the leave request on the LP51.
The LPUG on the support site has some pretty good documentation on how to do this. If the employee has enough hours, then you can approve and then manually enroll the emp in the plan via LP31. The LP140 (depending on the parameters) will grant hours.
Phil - Were is the LPUG site you are referring to??