Best Practices for Polish Employees

Hi @nicolas.jene ,

thanks for both your questions. Regarding the first one I do have a suggestion, for the second one I need more information please. Or maybe someone else in the community can help. :)

Absences in Poland
It is possible to change the validity settings of an absence type to Work Schedule on Mon-Sat.

With this setting and a work schedule with 6 open days, the weekly hours evenly distributed, it is possible to deduct 6 days for one week of leave.
 

The attendances can look like this:

• Week from the 2nd - 8th Leave
• 9th - 14th an example if the employees need to work Mon-Sat, they enter their time on a daily basis.
• 16th - 21st is an example if the employees are working only Mon-Fri, but do need to take leave for the Saturday. With this module, please consider to track overtime on a daily basis and track deficit hours in the working schedule. 

The amount of holidays you can define in the accrual policy. If you are activating the automatic calculation based on the working schedule, please consider that the reference value needs to be set to 6. As it displays a full-time employee's standard number of working days per week and calculates on this basis, depending on how many days in a work schedule are working days. Here it is explained in detail.

Employee Documents

We have material in our help center, which supports when creating contract templates, I have linked some which might be helpful here:

• Using Electric Signatures During the Offer Process - with a work contract template as example in the Downloads
• Creating Document Templates - Placeholders
• All other tips and tricks are in the category Document Templates and Management
• If you are using the e-Signature for your contracts you find more information on how to use them here.

Please let me know if you have a specific challenge with the documents, I might be able to help. :) 

Cheers,
Lena

Hi @nicolas.jene , 

thanks for getting back to me with this example, now I understand that it is about the public holidays on Saturdays. 

Your solution is great, if you would like to have the compensation day on a specific date. In your example you chose 2 Fridays to compensate the 2 Holidays which fell on a Saturday.

In case the employees should be able to choose the 2 additional holidays freely, as vacation, I have two suggestions:

1. You can create a new absence type, “public holiday compensation”, with a 0 days accrual policy. You assign the 0 days accrual policy to all employees so that you can do a balance adjustment via import. And import the 2 days for every employee. 
   Please don’t forget to give the employee roles access to the new absence type and configure an approval process.
2. As you know the amount of compensation days early on, you could also create an accrual policy with, in this example, 2 more days than the existing accrual policy. You can assign the accrual policy  to the next accrual period in 2022, therefore you can plan this in advance. In case you would like to assign it differently you can also choose the last accrual policy, so it is automatically updating for 2021, too. It is possible to bulk assign accrual policies, which makes it much easier for you.

I hope this helps you to make a decision. Your idea already is good for a fixed day. :)
Please let me know in case you have further questions on this topic.

Best Regards,
Lena