Oracle Global Human Resources Cloud Release 1. RCDRevision History. This document will continue to evolve as existing sections change and new information is added. All updates are logged below, with the most recent updates at the top. The new functionality referenced in this document may not be immediately available to you if your organization has chosen not to receive optional monthly updates. Quarterly updates are applied in February, May, August, and November. It is the base human resource information for all products and HCM Tools.)Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)NOTE: Not all Global Human Resource features are available for the base Talent and Compensation stand alone applications. Optional Reading for HCM Products (Depending on what products are in your cloud service): Talent Management(All Talent applications)Workforce Rewards (Compensation, Benefits, Payroll and Global Payroll Interface) Workforce Management (Absence Management and Time and Labor)Additional Optional Reading: Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM) NOTE: All of these documents can be found on the Oracle Help Center at: https: //cloud. Human Capital Management Release Readiness. Human Resources. Global Human Resources. Sample letter to claim Salary or benefits I am writing in reference to my last month’s salary. I am in an employee of your organization working in the marketing. I have attached a sample Appointment Letter format. Hope you find it useful. You just need to update the designation, the salary structure and the roles and. Definition of INFORMATION: In practice. An accusation exhibited against a person for some criminal offense, without an indictment. An accusation in. Oracle Fusion Global Human Resources enables your organization to plan, manage and optimize all workforce segments using flexible and extensible best practices to realize extraordinary gains while ensuring compliance and increasing total workforce engagement. Add Multiple Managers in Add Person User Interface. One of the most important topics under UAE Labour Law is Gratuity Calculation or End of Service Benefits/Remuneration – EOSB. While End of Service Benefits is a. Enhance the user experience with the Add Person user interface. Add multiple managers in the same transaction without initiating a separate transaction in the Manage Employment page. People Group Key Flexfield Added to Manager Transactions and Portrait. Enhance the user experience with the addition of the People Group key flexfield to the following manager self- service pages: Promote, Transfer, Change Working Hours, and Portrait. What is the Retirement Letter? Do you know what is retirement? It is the time when an employee decides to leave his or her job position permanently. For claiming gratuity form I is used and for sanctioning the same form L is used. Request Letter Format For Gratuity TipThe People Group key flexfield is added to the manager self- service transactions so that you do not need to manage the tasks separately using the Manage Employment page. Change in Primary Work Relationship Propagated to Future Records. Enhance the process for changing the primary work relationship to accommodate future- dated employment terms and assignments. If a new primary work relationship contains any future- dated records, the change in the primary status is propagated to the future records. Enhanced Simplified User Interface with Display of Employment Details and Flexfields. Enhance managers’ visibility of their workforce. Managers can now view the following employment and assignment details and flexfields when they drill down to a worker’s page from the My Team icon in the simplified user interface Work Relationship details: Legal Employer, Hire Date, and others. Assignment details: Job, Grade, Business Unit, and others. Work Contacts: Contact Name, Contact Type, and other details. Flex Fields: Work Relationship (PER. The information is available in graphical and tabular formats. Flexfields are hidden on the pages by default, customers can enable them using personalization. Manage Person Identifiers for External Applications Capture third- party application identifiers about a person using the Manage Person Identifiers for External Applications page. Third- party application identifiers such as time device badges, payroll identifiers, or any other person- related identifiers are stored either at the person or the assignment levels. The identifiers are used for assisting with integrations between different applications or proactively managing ownership of specific identifiers. Person Flexfields in Simplified User Interface Personal Information. Enhance the simplified user interface Personal Information page with person flexfields. The following person- specific flexfields are hidden out- of- the- box and you can enable them using personalization: Person Attributes (PER. The assignment extra information is now displayed as a part of this process so that you do not have to manage this data as a separate process using the Manage Employment page. Assignment Descriptive Flexfield on Change Location. Enhance the user experience with assignment descriptive flexfield on the Change Location page. The assignment descriptive flexfield can be displayed as part of this process through personalization so that the user does not need to manage this data as a separate process using the Manage Employment page. Editing Contacts When Excluded From Person Security Profile. Control editing of contacts even when they are excluded from the person security profile. When a person security profile excludes related contacts, you can still manage the contacts of a person. If you have access to a person, you can access the contact’s Manage Person page from the Edit Contact page. Person Contextual Actions (Smart Navigation)Enhance user experience with the redesign of the person contextual actions, now referred to as Smart Navigation. A person can easily access available actions that can be taken on another person from anywhere in the system and navigate to other work areas. You can control the Actions menu through personalization by hiding actions or marking them as recommended actions for users. This eliminates the need to modify the security hierarchy for roles if specific actions are hidden for all roles. Updated Person Management Work Area. Enhance user experience with the redesign of the Person Management work area. The Person Management work area is redesigned to provide a similar user experience as the simplified user interface. The Manage Employment task, which is the most frequently used task, is now the default task when entering the work area. A new person quick search panel drawer simplifies the user experience so that the work area is refreshed rather than returning to the initial search. Worker Resignation Self- Service in Simplified Interface. Enhance operational efficiency by allowing workers to submit their own resignations using self- service in the simplified user interface. Line managers can review, edit, and approve the resignation requests of their direct reports in the simplified user interface. This enhancement has the following advantages: Improve Transparency: Workers can provide their resignation comments which are stored in the application and can be reported. Improve Compliance: Workers and line managers are notified of any shortfall in the notice period for the resignation. Improve Visibility: Workers can track the approval status of their resignation requests by using standard workflow features. Streamline Process: Line managers can now reassign the direct reports of a resigning worker when editing the resignation request. Reassign Direct Reports of Terminated Workers During Termination Flow. Streamline the worker termination process by allowing Line Managers and Human Resource specialists to reassign the direct reports of a worker during the termination flow. Capture Talent and Succession Management Details in Organization Chart and Directory. Track talent ratings, succession candidates, and succession membership using three new card views in the Organization Chart in Person Gallery, Directory, and on Manager Resources. This feature also provides drills to additional information and actions. Define a Default Grade Ladder From Job and Position. Simplify employment transactions by defining an optional default grade ladder for a job or position. The new default Grade Ladder field works with the existing Entry Grade and Entry Step fields on the position definition to ensure that the entry grade and step are valid for the default grade ladder. Additionally, the default grade ladder ensures data integrity by checking validity between the grades defined for a job or position and the chosen grade ladder. Updates to Grade Ladder Entry on Worker Assignment. Streamline data entry for customers by using grade ladders. To improve the data flow, the Grade Ladder field on the worker’s assignment is moved from the Grade Details window to the primary page. If a grade ladder is entered or populated from a job or position, you are prompted to choose valid grades for the grade ladder when entering the grade. Additionally, the grade ladder and step are now available on the manager self- service transactions for promotion and transfer. Support for Additional Seniority Dates. Capture additional seniority dates for workers. The seniority dates feature now includes support for additional seniority dates, such as grade, step, job, position, union, and collective agreement. Automated Reassigning of Pending Approvals and Correcting Invalid Supervisor Assignments. Automate reassigning direct reports and pending approvals of terminated or globally transferred managers by scheduling the Run Reassign Pending Approvals for Terminations and Correct Invalid Supervisor Assignments Process. The direct reports are reassigned to the manager’s manager. You can select to reassign any pending approval notifications of the terminated manager. The notifications are reassigned to the line manager of the terminated manager. Worker View of Employment Information in Simplified User Interface. Provide workers a complete view of their employment information. Workers can now view their work relationship, contract and assignment details, and flexfields on the new Employment Details tab in the Personal Information work area. Additionally, workers can view their employment history on a timeline for employment related events, such as promotion and manager change. Workforce Directory - Incremental Refresh of Manager Hierarchy. Retirement Letter, Sample Retirement Letter Format. What is the Retirement Letter? Do you know what is retirement? It is the time when an employee decides to leave his or her job position permanently. In other words, it can be said that an employee chooses to quit an employment on a permanent basis. After writing a retirement letter, an employee can become eligible to ask for the company pension, social security, retirement plan benefit etc. There can be several reasons when it comes to asking for the voluntary retirement and these reasons can be like: Low salary. Accident. Health issues. Certain unavoidable circumstances. Reasons can be many, but it is important for an employee to information about the retirement to the concerned authorities. It is advisable to send such a letter, well in advance. If your company policy has defined a particular time period, then you can send the letter accordingly. Many organizations have the retirement policies that state the time period of around 2 to 6 weeks. You should go through the retirement policy appropriately so that it can become easy for you to draft a successful letter without creating any kind of misunderstanding. Writing this letter according to the stated time period can make it easy for an employer to make arrangements related to your replacement, pension calculation, gratuity calculation, etc. Your this letter, can also act as an official document. The retirement letter can also be called as a business letter and so it is always written in a formal style. Always proofread your letter twice, in order to avoid any kind of mistakes. How to write a retirement letter? The retirement letter generally, is not written in an informal way, but then it depends on upon the relationship that you share with the supervisor or an employer. If you share a formal relationship with an employer, then it is suggested to write such a letter in a formal style by following all the formal letter writing rules. Here are some of the format of business letters, that you can follow: Full block style. Semi- blocks style. Modified block style. Modified semi- blocks style. Writing a retirement letter can prove to be an emotional moment for you and you may also have to go through the technical process. You may feel glad to retire but at the same time you may feel bad for leaving the workplace permanently and that you will not be able to see the same faces every day. There can be mixed emotions but even though it is advisable to write it in a formal style. It is said that asking for a retirement, means you are asking for the longest coffee breaks. Following are the few things that you need to keep in mind while writing a retirement letter: What kind of information is needed in your retirement letter? First, you may consider drafting a rough letter but before doing so it is important for you to know the information that is to be added in a retirement letter. Different kind of information that you need to include in your retirement letter is like: Reason for an early retirement. Effective retirement date. Time span of work. Retirement plan benefits. Pre- retirement offered services. How important is it to draft a retirement letter? First, sending a prepared draft of a retirement letter to an employer can give some extra time to an employer to think about the voluntary. Drafting a rough letter is good on your part because it can allow you to rectify the mistakes, if any. Make use of the conventional approach while drafting such a letter. If you are adopting an informal writing style, then you can consider adding some emotional statements in your draft. With drafting, it can become easy or you to edit the unnecessary information before sending the original copy of a letter. Why should you only add some required relevant information? Mostly people create such a letter, in a formal style and so it becomes important to add only the relevant information. When it comes to adding the relevant information, you can include: The date, when the letter is written. Number of years, you have worked with the company. Official retirement date. Your work ID number. Your contact details. Intentions related to returning the company property. Idea about continuing company insurance plans. After adding all such relevant details, you can also include a short paragraph of two to three lines that showcases your gratitude towards the company. It is important for you to write to the point by only adding details related to the relevant facts. Write a letter in a clear and concise manner. Don’t leave any room for the misunderstanding. You should avoid adding long sentences and write the letter in a graceful as well as cordial tone. Why should you add positive comments? Understand the fact that you are retiring from the work and not from the life. Add some positive comments in your letter then be it related to co- workers or an employer. If you are not in a good working term with any co- worker, then it is advisable to not include that in your retirement letter. Don’t try to settle down your score with the seniors. Mention all good things that you learned at your workplace in so many years. Why should you have a copy of retirement letter? Always maintain a copy of the retirement letter as a proof of communication. In case, the company misplaces the letter, then you can show the copy that you have as a proof. Retirement letter format. Write your name. Write your designation. Write your address. Write the date. Write the recipient name. Write the recipient address. Mention recipient designation. Add subject line. Add salutation. In the first paragraph, provide the information about the retirement. In the second paragraph, add few lines about your working experience. In the third paragraph, offer any kind of assistance. Closing salutation. Add your signature. Type your first and last name. Add your contact number. Gratuity Calculator,Gratuity Calculation in UAE,UAE Gratuity Calculator.. Detailed Guide to Gratuity Calculation. If you live and work in UAE or are doing business in UAE, you must make yourselves familiar with the Labour Laws that are present here. The UAE Labour Law provides you with your rights and protection through Ministry of Labour. Every company under the purview of Ministry of Labour is subject to UAE Labour Law. Even free zone entities refer to UAE Labour Law in their rules and regulations. Gratuity Calculation can be a daunting task if you are trying to calculate an employee’s gratuity considering the various parameters UAE Labour Law has to it. There can be many possible conditions to calculate gratuity. In this article I will provide you a most comprehensive and easy way to understand and calculate gratuity. By the end of reading this article, you’d have understood various scenarios and possibilities of calculating gratuity. One of the most important topics under UAE Labour Law is Gratuity Calculation or End of Service Benefits/Remuneration – EOSB. While End of Service Benefits is a broader term, in this article I will use Gratuity as a term which entitles every employee with a rightful amount at the end of their employment with a company. When you resign or are terminated, you are eligible for Gratuity as per UAE Labour Law. This guide will provide you step by step guidance to calculate gratuity in case of: Resignation; Unlimited Contract. Limited Contract. Termination; Unlimited Contract. Limited Contract. Further there are many situations under this that are possible like term of employment. At the end of this short tutorial, you will learn how to calculate gratuity under various circumstances. You can learn more about Unlimited Contract or Limited Contract. Basis of Gratuity Calculation. Gratuity is calculated based on the latest drawn Basic Wage. UAE labour Law also lists basic rule for Gratuity Calculation. As per the Article 1. UAE Labour Law, it is mentioned that: The employee who has completed one year or more in the continuous service, is entitled to the end of service remuneration at the end of his service. Days of absence from work without pay are not included in computing the period of service, and the remuneration is to be calculated as follows: Here is a simple illustration of various possibilities: Resignation - Unlimited Contract Service Less than 1 year. EOSB Not Applicable. Service between 1 year to 3 years. EOSB at 1/3rd of 2. Basic Salary X number of years. Service between 3 years to 5 years. EOSB at 2/3rd of 2. Basic Salary X number of years. Service of more than 5 years. EOSB at 2. 1 days basic salary for first 5 years + EOSB at 3. Termination - Unlimited Contract Service Less than 1 year. EOSB Not Applicable. Service between 1 year to 3 years. EOSB at 2. 1 days Basic Salary X number of years. Service between 3 years to 5 years. EOSB at 2. 1 days Basic Salary X number of years. Service of more than 5 years. EOSB at 2. 1 days basic salary for first 5 years + EOSB at 3. Resignation - Limited Contract Service Less than 1 year. EOSB Not Applicable. Service between 1 year to 5 years. EOSB at 2. 1 days Basic Salary X number of years. Service of more than 5 years. EOSB at 2. 1 days basic salary for first 5 years + EOSB at 3. Termination - Limited Contract Service Less than 1 year. EOSB Not Applicable. Service more than 1 year. EOSB at 2. 1 days Basic Salary X number of years. Gratuity Calculation – Unlimited Contract. Resignation with Less than a year of Service. Gratuity is applicable only when an employee completes One Year of continuous service with a company. This is mentioned in the Section 2 – End of Service Remuneration of the UAE Labour Law Article 1. Resignation with service of more than 1 year but less than 3 years. If an employee on Unlimited contract who has resigned with a service of more than 1 year and less than 3 years, he/she is eligible for 1/3rd of 2. Illustration of the above: Basic salary = AED 1. Joining date = 0. End date = 3. 1- 0. Total number of days worked = 4. Total number of years worked = 1. Basic salary = AED 6. Wages per day = AED 1. Amount of wages for number of years: 2. Gratuity Amount: 1/3*8. Resignation with service of more than 3 years but less than 5 years. If an employee under unlimited contract has resigned with a total service of more than 3 years and less than 5 years, he/she will be eligible for a gratuity amount of 2/3rd of the 2. Illustration of the above scenario: Basic salary = AED 1. Joining date = 0. End date = 3. 1- 0. Total number of days worked = 1,1. Total number of years worked = 3. Basic salary = AED 6. Wages per day = AED 1. Amount: 2. 1*3. 28. Gratuity Amount: 2/3*2. Resignation with service of more than 5 years. If an employee under unlimited contract has resigned with a total service of more than 5 years, for the first 5 years he/she is eligible for 2. Illustration: Basic salary = AED 1. Joining date = 0. End date = 3. 1- 0. Total number of days worked (3. Total number of years he worked=1. Basic salary = 3. AED 6,9. 04. 1. 30 days’ basic salary=3. AED 9,8. 63. 0. 1Wages per day = AED 1. Total gratuity=2. Termination with service of less than 1 year. If you are terminated before the completion of One year of service, you are not eligible for Gratuity. This is the basic rule of Gratuity Calculation. Termination with service of more than 1 year and less than 3 years. If you have been terminated from your employment, with a service between 1 and 3 years, you are eligible for 2. Illustration: Joining date 1- 1- 2. End date 3. 1- 0. Basic Salary 5,0. Basic Salary per day =Basic Salary X 1. Total no of days worked=Joining Date- End Date=8. Total no of years worked=Total no of days worked/3. Basic Salary=Basic Salary per day X 2. Gratuity Amount=Total no of years worked*2. Basic Salary=7,7. Termination with service of more than 3 years and less than 5 years. If you have been terminated with a total service of between 3 and 5 years, you are eligible for 2. Illustration: Joining date 1- 1- 2. End date 3. 1- 0. Basic Salary 5,0. Basic Salary per day =Basic Salary X 1. Total no of days worked=Joining Date- End Date=1. Total no of years worked=Total no of days worked/3. Basic Salary=Basic Salary per day X 2. Gratuity Amount=Total no of years worked*2. Basic Salary=1. 4,6. Termination with service of more than 5 years. If you have been terminated or fired from your employment under unlimited contract with more than 5 years’ of service, you shall be eligible for 2. Illustration: Joining date 1- 1- 2. End date 3. 1- 0. Basic Salary 5,0. Basic Salary per day =Basic Salary X 1. Total no of days worked=Joining Date- End Date= 2. Total no of years worked=Total no of days worked/3. Basic Salary=Basic Salary per day X 2. Basic Salary=Basic Salary per day X 3. Gratuity Amount=up to 5 years=2. Total amount of Gratuity=2. Other benefits in case of termination: Payments equivalent to accrued but un- utilised leave or any part thereof; Payments for overtime or any wage due and not yet paid; A notice period or payment due in lieu of the notice period which is mentioned in the employment agreement; Repatriation expenses to the employee’s country of domicile as per the Labour Law or as stipulated in the employment agreement; The compensation for unreasonable dismissal if the contract was terminated by the employer for unreasonable cause (generally to a maximum of three months). Please also note that company has rights to deduct any advances, loans you have taken from the final gratuity amount. Gratuity Calculation – Limited Contract. Under limited contract, if you have terminated the contract, meaning if you as employee resign within 5 years of service, you will not be eligible for gratuity. If you have a limited contract, Gratuity is slightly different in the labor law. The factor of 1/3rd or 2/3rd does not apply under limited contract. Everything else remains the same. Below I will try and explain it in various scenarios: 2. Resignation without completing your Limited Contract. If you have not completed your Limited Contract as mentioned in your Contract, you will not be eligible for Gratuity under Limited Contract. Meaning, if your limited contract is for a period of 2 years, and you have resigned from your job at 1 year and 2 months, you will not be eligible for any Gratuity. This is mentioned clearly in the UAE Labour Law Article 1. The only exception to this rule is that you resign under limited contract after completing 5 years of continuous service. Resignation after completing your Limited Contract with service of 1 to 5 years. If you have completed your limited contract and it is within 1 to 5 years, you are eligible for 2. Illustration: Joining date: 1- 1- 2. End date: 3. 0- 1. Basic Salary: 5,0. Basic Salary per day = Basic Salary X 1. Total no of days worked=Joining Date- End Date=1. Total no of years worked=Total no of days worked/3. Basic Salary=Basic Salary per day X 2. Gratuity Amount=Total no of years worked*2. Basic Salary=1. 7,2. Resignation with service of more than 5 years of service. If you have completed more than 5 years of continuous service with your company and have resigned, then for the first 5 years you are eligible for 2. Illustration: Joining date: 1- 1- 2. End date: 3. 1- 1. Basic Salary: 5,0. Basic Salary per day =Basic Salary X 1. Total no of days worked=Joining Date- End Date=2. Total no of years worked=Total no of days worked/3. Basic Salary=Basic Salary per day X 2. Basic Salary=Basic Salary per day X 3. Gratuity Amount=5*2. Basic Salary + 1*3. Termination with service of less than 1 year. If your length of service is less than 1 year and you have been terminated, then you are not eligible for any gratuity. However, you may be eligible for other benefits under limited contract. Termination with service of more than 1 year. In case you are terminated from your services on Limited Contract with a service of more than 1 year up to 3 years, you are eligible for gratuity of 3. Illustration: Joining date 1- 1- 2. End date 3. 1- 0. Basic Salary 5,0.
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