California Sick Leave Act Effective July 2015 LP Plan

Has anyone built a plan in LP for this new sick leave act? I have one but am concerned about the 30 wait to accrue and then the 90 day wait for eligibility rule. I am happy to share my build, but was hoping someone else has one built and is more "confident” in how it will work. These are hard to test due to the waiting periods required. Thanks

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linda-telles

I'm in the early stages of building out this plan in LP would you be willing to share your build?

unknown

Hi Linda - I did not get any feed back on this topic, I am attaching my build and it was tested in DEV and worked. Please let me know if you experience anything other than success

linda-telles

Thank you so much!!

Do you have employees in secondary positions with different pay rates? We have employees with secondary positions and different pay rates and according to what we are reading it states to calculate the pay rate, you divide the wages by hours in the full pay periods 90 days of employment. So sounds like this is going to be another struggle for us as we have employees changing pay rates all the time.

unknown

We also have secondary position codes, and typically different pay, I did not catch that part, I will have to advise payroll, not sure how this will work for us. This will be the 4th different mandated act we have adjusted to, for the most part all have different rules and requirements - soon every state will adopt some variation.

unknown

Thank you so much Cediana for attaching your build. I have a question on the Auto Enrollment Flag set to no. How are you plaining on tracking and enrolling employees into the LP plan?

unknown

I will flip the auto enroll to yes when we get closer to the effective date, we are in the food and beverage industry and have around 8,000 employees and a higher turnover then most industries, and with the other vacation and sick plans we have, it was making the active plan reporting a little difficult with a bunch of employee enrolled in a plan not yet active.

unknown

Cedaina, I used your plan setup as an example for my plan. I am wondering a few things. Have you read teh FAQ's on the CA.gov site? Can you tell me more of why you selected to use a cycle based plan and not the hours based plan? I am working thru some preliminary scenarios and think the hours based plan is the setup I will use. I am also curious as to your Accual Rule Waiting Period 30 days. The documents I am reading states the accural start 07/01/15 or on your 1st day if hired after 07/01/15. I think the paid sick leave has 2 eligiblity points and I am not sure how to set this up. The 1st eligibilty point is the employee has to work more than 30 days (for part-time and temporary this is tricky) and the 2nd eligibilty point is after 90 days of hire. The other puzzle I have is how to cap usage to 24 hours. The laws state they can carryover a max of 6 days and use 3 days. I understand how to set the accrual limit but not a usage limit. Anyone else have any thoughts?

mark-garlen

I am tasked with setting this up for our organization and am also wondering if there is any systematic way to limit usage. I am not aware of any. I plan to build a cycle based plan with accruals beginning 30 days from hire. We believe that will satisfy the requirement and in many cases exceed it. As I interpret the statute, the 90 day waiting period applies to the eligibility rule. Accruals begin after 30 days and become eligible for use after 90. My plan is to look for employees with Workers Comp state = CA.

unknown

I was tasked with setting up Sick Plans for Seattle and Portland last year and was unable to figure out how to set up usage limits. I also submitted ticket to Lawson to find out if I was missing something. Here is the info from the ticket that I submitted: My question: we will be setting up some new sick plans for our part time employees and there will be a requirement for an annual usage limit (can only use 5 days per calendar year). Is there a way to set up a limit on the usage using Absence Management? I can see there are limits for annual accrual and limits for carryover but I'm not finding anything for 'limits on usage'. Lawson Response: Unfortunately, there is no functionality to limit usage. You can enter an enhancement request via www.inforcommunities.com > Enhancement Requests > Infor Human Capital Management to request that change/additional functionality. As far as other clients, this is the first I've heard of this requirement (I've been working with LP for almost 9 years), I would recommend that you post a note on the Community Forum to see how other clients are handling this.

unknown

Hi Jane. Read the FAQ's on CA.gove site. It states, "begin to accrue paid sick leave on July 1, 2015, or your first day of employment if you are hired after". What makes you want a cylce based plan? My concern is not having the hours of service calculated if an employee questions the accruals. The cycle based plan will not record the hours eligible.

unknown

Mmdavis - We have several mandated sick plans as well as vacation plans that are based on hours worked, they are all constructed using the cycle based table as we run payroll every two week. The hours calculated are determined within the LP07.1 set-up "Service Class". It is what works best for us, the accrual rule waiting period was set up per the guidlines we were given, attached document shows LP07.1 and the copy of the Assembly Bill page 6 AB1522 row 21 it reads for for 30 days or more, not upon hire, so 30 days to wait until they are put into the plan and begin to accrue and an additional 60 to use the time (90 days form date of hire). The roll over and cap are outlined in Limit Rule - third screen shot in Word doc.

Gelangens_Anlage_Entwurf.pdf

unknown

sorry - attachements

unknown

Jane - If you do see or find a way to limit usage I too would like to know, for now, I have to check LP60.2 you can put in a date range to check "Events" (deductions) to a given reason code such as CA-Sick, or whatever you have designated the name for the sick plan deduction.

mark-garlen

Well I was actually considering testing what you have proposed and that is the Annual Accrual limit. I have never used it before so not sure how it works. Have you tested it?

unknown

I have tested and it seems to work, I have the same set up for 3 other plans; CT (since 01/01/2012) , NY City and Jersey City plan.

0712131256598360.doc

unknown

Hello everyone,

I hope you are doing well. I wanted to introduce myself. My name is Tom Eichhorn, I work in HCM Product Development at Infor. I am fairly new to my role but have been working with Infor/Lawson products for over 10 years as an end user and as a consultant. I apprciate all of your questions and comments you have posted. I wanted to let you know that we are aware of the new CA law regarding the mandatory sick leave plans. We are currently working on the maximum usage to account for this in the absence plans. I will keep you posted on the development as we move forward.

Thanks again, Tom

mark-garlen

That would be great Tom. I am assuming you are referring to a systematic way to cap leave plan usage on an annual basis. CA sick plan states that employers may limit employees to using 24 hours per year. Currently there is no system functionality to support that requirement. I would be very interested to hear when that becomes available.

com_2010feb_proactive.pdf

linda-telles

If we are going to limit the employee to 24 hours a year for this sick plan is there a setting in Lawson that won't pay the employee over that amount when requested in the Time/Attendance system?

unknown

Hi Linda,

Product Management it working with the development department to provide a new option on an absence plan to limit the annual usage amount. The are several states that have added similar requirements to California. I will keep you all posted as soon as this feature becomes available.

Thanks

unknown

Hello Tom, recently the City of Oakland, California have a minimum wage change effective mar 2, 2015 at the same time this is the effective date of the sick leave pay, earlier than the July effective for the state of California. do you know if this will be available soon?

Thanks,
VickyT

VID029_ICIA_Limitations with Tabbed Inquiries and Provided Workarounds.zip

unknown

Tom Eichhorn: Can you provide a status on the limiting annual usage amount enhancement? We have a new law in Philadelphia effective next month and need it now! Thanks!

unknown

Tom: Just checking in to see if there is any status on limiting usage amounts by calendar year. We currently have sick plans set up for Seattle and Portland and are manually tracking usage to ensure there are no overages. We will be upgrading to Lawson 10 in September and I'm not seeing anything in release notes that would address this need.

unknown

Hi All,

Sorry for the delayed response to your requests above. I inadvertenly turned off my notifications. The development area is working on completing an enhancement to address the max usage limit. We expect it to be available by the end of May. I will also be publishing a Statement of Direction letter in the next week or so that addreses the enhancements. Development is also working on an enhancement for the 90 day look back wage calculation that is needed in California.

Thanks, Tom

mark-garlen

Thanks Tom for the update. My request is that these enhancements not be delivered in a CTP that contains other unrelated bug fixes or enhancements. Since the delivery date is rather late in relation to the legislation requirement, testing a long list of other changes would be time consuming and probably not achievable by July 1st. Any insight on how it will be delivered?

unknown

Hi Jane, thanks for your message and I understand your concern. I will check on the delivery method and let them know of your concern. I will keep you posted on this.

Thanks, Tom

unknown

This enhancement request will apply to any of the MANY State Mandated Sick Leave Plans correct? I have been working with several states (Connecticut since 01/2012) for some time, how will it affect active plans?

unknown

Yes, it will not be state specific due to a number of states and cities that have recently passed mandatory sick leave laws. One of the enhancements is related to the payroll rule and adding functionality to limit the annual usage based on the state rule.

unknown

I just read a FAQ form the CA.GOV web site (attached) and have caught some items that were unclear when this plan was initially announced. The plan actual reads 3 paid sick days a year or max earning potential of 24 hours, here is where it is tricky, if you have an employee that works an alternate work schedule and works 10 hour days, they make take (if they have enough banked to cover) 30 hours of sick time for a 3 day period. How will this be incorporated into the "max" yearly patch that is being worked on? It is referenced in the attached top of page 4. Other interesting points that are made that were not previously known.......

unknown

Hi there, this 30 hour requirement could be accounted for by setting up a seperate structure (Employee group and rules) to have a payroll rule with a 30 hour max for those employees who work this schedule.

Thanks

d-wilcox

Hello, My name is Carmen Williams and I am new to the site. I was wondering if anyone if front loading the accruals? My boss wishes to front load everyone 3 days but I am not sure how to set it up or if this is the best way for us. I believe accruing is best, but I need to have an answer for her.

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