Before You Begin: This feature is available only in Australia and New Zealand. Updated Dayforce with a new method of calculating Long Service Leave (LSL). Now, you can update your LSL policy in Pay Setup > Long Service Leave and choose between two different calculation modes that affect how Dayforce determines an employee’s continuous service (that is, employment). This update was made to add new processing logic and validation to improve the accuracy of LSL eligibility calculations. Changes in this new processing logic affect how Dayforce:
To support this update, the Mode drop-down list was added in Pay Setup > Long Service Leave in the Policies tab, in the General tab of the slide-out panel. The Mode drop-down list contains two options that control how Dayforce calculates LSL:
Changing the processing logic of your LSL policy is optional because it could impact an employee’s entitlement dates and it might require changes to settings in your policy configuration. It’s recommended that you switch to enhanced validation mode in a test environment to review its impact. If the new processing logic isn’t satisfactory, you can switch back to the legacy calculation mode. When using enhanced validation mode, some LSL policy settings become unavailable or conditional. For example, the country that the LSL policy applies to affects whether you can configure how continuous service ends. The ability to end continuous service at a specific time isn’t applicable to Australian use cases. Because of this, the End Continuous Service After setting in the Employment Categories subsection, in the Leave Categories subtab, is available only if you select New Zealand in the Country drop-down list. For detailed information about these new calculation modes and all of the impacted areas and settings in Dayforce, see the following topics in the Dayforce Implementation Guide: | |
Updated validations for balance conversion formulas in Pay Setup > Balances in the Balances tab, in the Conversions section. The following updates were made:
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Updated Dayforce to fix a rare issue where pay adjustments were duplicated for organizations that were configured with WFM and Payroll. In some cases, after you ran the Award Entitlements To Employees background job, the application correctly awarded a payout to an employee through the WFM module. However, the Payroll module also recalculated and unexpectedly generated a duplicate pay adjustment. This issue could occur if the following conditions were met:
Now, when these conditions are met, Dayforce doesn’t duplicate pay adjustments. | |
Added the ability to automatically hide the Pay Adjustments from prior periods option in the Offcycle Pay Export Wizard in Pay Admin Checklist from Native Payroll users in German pay groups. Previously, the Pay Admin Checklist Offcycle wizard restriction prior periods (DEU) client property was used to control this behavior. Now, this client property has been removed and the specified option in the wizard is automatically hidden for Native Payroll users in Germany. Note that German clients who aren't Native Payroll users can still use the wizard without restrictions. | |
Updated the Occupational Sick Pay (OSP) Eligibility Qualifier in Dayforce, in Pay Setup > Pay Policy, to add the ability to set lookback days for a linked period of incapacity (PIW) and to use the full period to determine the OSP eligibility. With this update, you can set lookback days for linked PIWs (periods of incapacity for work) and automatically use the full period of sickness, ensuring that OSP calculations are done accurately for the entire sickness period without the need for manual intervention. The updated options are:
These options are available for any existing OSP Eligibility Qualifier or for any new OSP Eligibility Qualifier that you create. Important: The OSP Eligibility Qualifier should always be used for OSP calculations, not for for SSP calculations. For more information, see the topic OSP Eligibility Qualifier in the Dayforce Implementation Guide. |