How is your holiday balance calculated? With L1NDA it is possible to keep track of annual leaves and holidays.
L1NDA distinguishes regular holidays with extra-statutory holidays in case these are not being used before the end of the annual year.
Accumulation of holiday hours
During the year, L1NDA keeps track of the amount of hours an employee has worked, this amount relates to the accumulated holidays. We can apply different properties for different contracts.
The quantity of possible holidays can be configured as well. The amount of holidays earned per week is configured per general work week. It is possible to configure this per collection of holidays.
To give you an example: When an employee works a 40 hour workweek, by law 160 holiday-hours are being collected per year. It is considered a year consists of 52 weeks. At 2080 hours an employee earns 160 regular holiday-hours.
When employees can gather extra holiday-hours, L1NDA can configure this for you as well. These extra hours are called extra-statutory holiday hours.
Example: An employee receives 5 extra-statutory holidays. We can place these days in a separate extra-statutory holiday section. L1NDA configures an accumulation of maximum 40 extra-statutory holidays on top of the annual 160 legal holiday-hours.
In case you want to give older aged employees an extra holiday, we can compose an additional contract (ADV).
Intake holiday hours
During the year, L1NDA keeps track of the amount of holiday-hours an employee has taken. We can define those as either regular holiday or extra-statutory holiday hours. When an employee has taken holiday-hours, the planner shows the remaining hours left. Both the regular and extra-statutory holidays hours are shown.
Expiration holiday hours
Every first day of January in the annual year, L1NDA evaluates the unused holiday hours. In case the employee has hours remaining, these can still be taken in the following annual year. We can configure that these days expire in time like a few months. Legally, holiday-hours expire 6 months after January 1st.
However, our experience with clients show that it is not common to use expiration policies.
For example: an employee that has 160 hours of holidays in 2014, he/she has taken 144 hours but by the end of the year the employee has 16 days left. By the 1st of January the employee starts with 16 holiday hours that expire the 1st of July in 2015.
Only after the remaining holiday-hours are taken in the new year, recent earned holidays form that year will be taken by the next time someones takes holiday hours.
Also in this this situation, legal and extra-statutory holiday hours are both taken into account.Did this answer your question?