Long Service Leave Dates
Typically, you base an employee's length of service from the date on which their employment began. However, there are regulations regarding LSL that can cause the date from which an employee's service requirement is met to change. For example, in some states, maternity leave does not count towards an employee's time of service for LSL calculation purposes. Therefore, if an employee takes maternity leave, the time associated with that leave does not count towards the service requirement for LSL.
When you enter an LSL record for an employee, the system automatically populates the LSL Start Date field with the employee's start date from the Employee Master Information table (F060116). However, if the employee takes leave time that does not count towards the LSL service requirement, you can change the date in this field to reflect the leave time taken.
This example illustrates a situation when the LSL Start Date and the employee's start date are not the same:
The company issues 13 weeks of LSL leave to each employee who completes 10 years of service.
The employee began working with the company on January 1, 1995.
When you enter the LSL record for this employee, populate the LSL Start Date field with 01/01/1995.
The employee took six months of maternity leave in 2001.
To remove this leave time from the employee's LSL service time, you change the date in the LSL Start Date field to 01/07/1995.
You can also track the LSL pro-rate date for each employee. The LSL pro-rate date is the date on or after which the organization must pay the employee for LSL if the employee leaves the organization. For example, an organization might make long service leave available to employees after 10 years, but pay out a prorated portion of accrued leave time if an employee leaves the organization after seven years.