How do changes to multiple position levels update absence plans?

An update to a level 2 or higher (non-primary) employee position can impact absence plan records in two ways:

• First, employee group membership can be based on criteria that applies to level 2 or higher positions. Therefore, updating an employee position might result in the employee being moved into or out of an employee group. In this case, an Employee Absence Group Audit (LP35.1) record is created for Employee Absence Plan Update (LP100) to use to update absence plans.

  Example

  In the Riverdale medical center an employee group was defined to include employees who work in the RMED process level, in any of their multiple positions. Steve Bailey is a technician working in the RCLN process level, who is assigned to work in a secondary (level 2) position in the RMED process level.

  When the level 2 position is added for Steve, he is automatically placed in the employee group, and an absence group audit record is created. When LP100 is run, this record will be used to assess whether Steve should be automatically placed into any absence plans defined for that group.

• A second scenario is that the employee is already a member of the group, and a new position is added for the employee, or a position ended, with no impact on their group membership. If any absence plans are defined to track balances by position, or to capture enrollment details for qualified positions, absence plan records may require updating even though group membership has not changed. In this case, an absence group audit record will not be created, but the update will still occur. LP100 will use logged employee history for position, job code, process level, and department, as well as employee position history to determine whether any absence plan records need to be updated.

  Example

  In the Riverdale medical center, a vacation plan is defined to track balance information by position for a certain process level. The plan structure is assigned to a group defined to include employees who are assigned a position on any level within process level RMED. Employees with multiple positions may have multiple balances within the plan structure, corresponding to each of the positions they are assigned that belong to the RMED process level.

  Lisa Jones is assigned to three positions, A, B, and C, all of which are assigned within the RMED process level. She has three employee master records in the vacation plan to track balances for each of these positions. On May 10, 2004, position C is ended, and on May 11, 2004 she is assigned to a new position D which is also within the RMED process level. No change in employee group membership occurs, but LP100 will end the master record for position C effective 5/10/2004, since it is no longer an active position for Lisa. If positions are being logged to history, LP100 can also create a new master record for Lisa for position D, as of 5/11/2004, the date it became effective. Parameters on the LP100 report will control whether the program looks to logged history and how far back in history it should search for newly added positions, job codes, process levels, or departments.