Dears
How do you deal with a situation of employees who are hired on a fixed duration term - e.g. Post Doctoral Fellows - they are hired for a fix duration, say two years. If we enter the termination date when they entered in the eBS, then application does not let one do certain things without Reversing the termination and then adding the changes and then terminating them again.
Is there a better way of doing this?
Your chance to abuse CT.
Many thanks
JG


PS. Rumours of my demise is fake news.

Hi Jaz,

I hope you are well. What certain things does it not let you do?

Ah, the good Dr Grewal, splendid to see you're still about. Now as you know I'm not functional - or even functioning - but I recall that certain installations associated with the defenders of the Realm had cause to do a similar thing. They made use of contracts functionality in conjunction with a projected termination date. My brain is a bit mushy these days, but I seem to recall some kind of background process that checked when the employee protected termination date was less than a month away. Perhaps you could do something similar?

Gentlemen
Greetings
Happy to hear from Del and CT .

Here is the problem(I think):
There seems to be behaviour difference in the application when an API is used to terminate the employee, compared to when an employee is terminated in the application (End Employment).
When the API is used to terminate an employee, the issues are:
Entering end date to the Open ended absences.
Tax Certificates do not load for these employees
…
blah
Reverse termination has to be performed, before the above can be addressed.

This begs a question – when should one enter terminations details – rather when is the ideal time!
For fixed term contract employees they are terminated on the same day they are hired – i.e. Hire date 1-JAN-2016, Termination date = 31 Dec-2017, 2 year duration, all done in one integration run( create_<>_employee,-----, actual_termination_emp).
Problem is that the End date is used for reporting, benefit entitlement, blah, blah. I was looking for quick and dirty - which seems to be Reverse...

I never wanted to be a consultant – I wanted to be a Pig farmer, my first choice – failed my CSEs.

I'm no API expert (I'll leave that to CT) but I'm surprised the behaviour is different. The forms work perfectly well for open ended absence and Tax certificates when there is a future dated termination. As CT suggests, could you not hold a projected end date in a DFF for example and report on that within one or two months to terminate the record?

We are on 12.1.3 by the way, in case that makes any difference.

Taking a bit of a step back here, is this actually about migrating historical details of ex-employees? Or are we talking about a live system where new employees are entered, and a termination date added because the end-date is known in advance eg 2 years? Or both? In migration, one would always seek to make setting the end date(s) the last thing one does to an historical record.

In terms of APIs, it should be remembered that the end employment form deals with a business process in its entirety, which encompasses the use of several APIs (not just actual_termination_emp), and may also include references to benefits-type APIs for end-dating absences etc. There could even be some custom code hanging around in the background that wouldn't be known about by the APIs.

Obviously being one of the great unwashed now I am unable (and it must be said mentally incapable) to follow this up in any great detail, but one of the things you might look at is the effect of the final process date, e.g. does it get entered at the same time, and if so what happens if you leave it off and just have the actual termination/last-standard-process dates.

What reports and process rely on the presence of the actual termination date? Are they custom ones or Oracle standard ones?

Thank you, gentlemen,
1. We are dealing with the new employees on fixed contract.
2. Final Process is also entered at same time.

I am going to experiment - I do not like mysteries.