Hello ERPNext Members,
You guys are doing awesome work. i have a suggestion for a feature.
Feature Name: Sales Incentive in Payroll / Salary Slip
Calculate Sales Incentive/Sales Commission on monthly basis and add it in Salary Slip
Hi Umair,
Awesome news.
I will add to the suggested feature list requested above
Region
UAE
Feature 3 - Additional Fields in Employee Master
Description
I would like to add one more field to the list Nationality
Feature 11 - Leave Allocation Based on Date of Joining
Description
The provision to allocate leaves from employees assigned leave policy based on Date of Joining instead of Leave Period
Explanation
Option to auto allocate earned on leaves based on Date of Joining on a yearly basis.
Feature 12 - Tiered Leave Type
Description
Configure the leave type to be tiered, which enables the transition between fully paid and partially paid on the basis of the number of days consumed.
Explanation
In UAE, Sick Leave tiered in three levels which is available to the employee every year. It is broken down as follows
Feature 13 - Report for Accrued Employee Liability / Payables
Description
Report to view all accrued individual employee liabilities like leave salary, gratuity, annual air ticket, etc for all active employees ( similar to accounts receivable / payable report )
Feature 14 - Company Letters Issued to Employees / Employee Letter Request
Description
In UAE, For various official purposes employees need official documents issued by the Company
Explanation
Employees can make a request for the following (most commonly used)
Employees fill an application, upon approval a print or pdf document with company letterhead is made available to the employee valid for a defined period (usually a month). Some letter types can only be issued once in a year.
Thanks for the inputs.
Could someone please list the entries where all these functionalities will be common? Listing some to start with.
Could it be also applied to other EU or North America countries where decent workforce is made-up of foreign country migrants?
Dear Umair,
Thank you for considering the ME market specifically as well as for bringing this topic up. I will list my input based on my experience in working in two governmental organizations.
Yes, this is correct. In all Qatari organizations, the payroll month is 30 days regardless of the Gregorian calendar. However, this is not only affecting the Leave without pay but also the basic salary.
Example:
Governmental organizations in Qatar calculate the salary of the month based on the number of minutes attended. That being said, the employee is required to work 7 hours a day * 30 = 210 hours per month equals 12,600 minutes per month. Those organizations allow an absent of up to 12 hours per month (varies from company to another). Any absence minutes logged beyond this will impact the basic salary.
Sample:
Employee Basic Salary: 3,000 USD.
Monthly Absent Hours Allowance: 12 hours.
Total absent hours of the Employee: 15 hours.
Month: 31 days.
Then the salary for that specific month will be reduced for the amount of 42.86 (rounded) USD. So he will get paid 2,957.14 USD as a basic salary.
I would say the current leave type and leave allocation is more than enough for these specific purposes. The following points would be in need to be enhanced:
Hour based attendance. Consequently, there shall be two types of Leaves; Hour and Day leave request. The same thing for the Leave Allocation to support the Hourly based allocation.
Auto attendance of Leave days based on Attendance Sheet (uploaded manually or integrated to a biometric device).
The current Employee master captures enough information. The IQAMA is the work permit document and is considered the Civil ID Card. The correct name for it is “Residency Permit”. Companies are suffering from tracking residency permits renewals and expenses. So, creating the following fields for the Residency Permit document is normal in businesses across the GCC countries:
The Gratuity according to the HR Law in most GCC countries has the following criteria:
I don’t know how did you calculate it. I can tell you from my experience in private and public sector in Qatar (and other GCC countries).
Company provides Accommodation and Transporation to employees:
Final Salary = 100% of Basic Salary (and any other financial benefits).
Company doesn’t provide Accommodation and Transporation to employees, instead pays allowances:
Final Salary = 100% of Basic Salary (and any other financial benefits) + Accommodation Allowance + Transportation Allowance.
And this is Generic in the GCC countries.
I hope what I have written above would be of assistance. I am not an HR expert and new to the ERP world.
Hello, I am a user considering to use ERPNEXT in Qatar. Yes it is important to establish Middle east Payroll and HR. I would appreciate if you could implement this asap so I can purchase or use it,
what is the time line you are considering to implement Middle East Payroll and HR in ERP next???
I would appreciate if you could track expire dates on HR module.
ID number, expire date, scan to attach ID in jpg or pdf
1.2 Driver license
ID number, expire date, scan to attach ID in jpg or pdf
1.3Project ID ( this can be used for worker has to enter plant or site ID).
ID number, expire date, scan to attach it in jpg or pdf
Please enable scan attach in passport also in Jpg or pdf.
In middle east, some companies track blood group of employee also so please put blood type in HR module for employee.
Thanks
BlockquoteIn UAE, Sick Leave tiered in three levels which is available to the employee every year. It is broken down as follows
First 15 Days - Paid Leave
Following 30 Days - Half Paid Leave
After 45 Days - Unpaid Leave
Can you further elaborate on which components of the Salary exactly get affected when Employee is paid an only Half salary? Is it for all earning components or can be user specified?
Also, let’s say Employee takes leave for 40 days. The absent days are from 21st April to 30th May. So, when you process the Payroll for the month of May, how Payroll will have impact on leave deduction?
Is this split correct or it’s done differently?
In most scenarios it is usually all the earning components, that is part of the Fixed Earnings
For sick leave in this scenario,
You might have wanted to send him a private message.
I would like to discuss this matter in public mainly, and to get other partners and community members’ feedback on this, so we can have better understanding and help others to understand similar case, but maybe we need to move it into a different thread.
Honestly in the open source world this is possible. If your customer wants to switch service provider they are free to. We have converted many Frappe customers to our services because those customers felt they need more hands on consultation and perhaps some expertise which our company has in the Middle East . I would appreciate the fact that Frappe team is committed to keeping Erpnext open source which is what is allowing many of us to do business freely. Skill, knowledge & availability always tops in the Open Source fields.
I agree with you mostly, but ERPNEXT.COM is entirely different from the open source software erpnext which is a community software. I am mainly referring to the company erpnext.com which has formulated an agreement with partners, then doing things that waste the efforts of the partners. of course the customer has the right to choose the service provider but not when we sell their services to our customer then we become outside the loop.
Hi,
As indicated by Alaa, this thread is specifically for Middle Eastern requirements in ERPNext. What you are raising here is an operational issues. I have initiated other thread with Frappe team, so that team can also put their front. Please check with our partnership.
Hello All,
Is there any update for this feature ? was this feature released?
The world is changing fast, and while in every country there are “imposed laws”, these might also leave a certain leeway to live according to different religious and/or cultural habits. So some enterprises in EU / USA might be able to make contracts for work relations and engagements according to middle eastern habits and desires, at least to a degree.
There also is a freedom to choose contractual obligations, so for this reason, too, people can choose the type of work relations they prefer. Again, to a degree. There are e.g. humanistic considerations which bind people in a country, and well considered, they might not differ that much between different cultures, after all.
Also, there are indeed places in the EU where people already voted to have muslim (or middle eastern, as you seem to rather call the subject) mayors.
So, it’s not really black-or-white, I suppose, and currently things seem to evolve fast.
Who knows, maybe the osmanic system of letting culturally similar people manage certain societal affairs on their own, might provide a useful model in certain regions even in the EU. I met many people who would like to see this happen.
There are academic chairs where people do the work of comparing legal systems. These can also be part of curricula of historic or intercultural studies.
So your question touches a subject which I’d consider relevant in today’s time in the EU and/or USA.
In Saudi Arabia, end of service is calculated according to the conditions
It depends on the number of years, months and days
Also, with the addition of the remaining balance of vacation days
Gratuity Years = [(1 * 0) + (4 * 0.1666)](Arrear + Basic)
Gratuity Months = [(10 * 0.1666)](Arrear + Basic)
Gratuity Days = [(22 * 0.1666)]*(Arrear + Basic)
Gratuity amount = Gratuity Years + Gratuity Months + Gratuity Days
You can view the following website
No. For the compliance and HR localisaton, we are counting Frappe Partners, who are contributing apps on the marketplace. Here is the thread related to that.
From my knowledge, there are partners who have build regional localisation for the HR as a separate Frappe App. Hope partners will open-source and publish the same for their region. Tagging some of the key ME partners.
