Absences counted towards the holiday entitlement limit (Section 216(2) of the Labour Code) are the second group of compensatory periods where the employee does not perform work, but these absences are nevertheless counted as work performance when assessing holiday entitlement. For the purposes of entitlement to leave, the periods counted towards the limit are regarded as time worked only up to 20 times the weekly working time (shorter weekly working time), provided that the employee works at least 12 times the weekly working time (shorter weekly working time). This 12 times includes both the time worked + scheduled and the time counted in full for the purposes of holiday entitlement. For a list of fully credited periods, see the blog article here.
Compensatory periods counted towards the limit in terms of holiday entitlement are:
- Temporary incapacity for work (except for sickness absence caused by an occupational accident or disease, which is fully counted)
- Parental leave (with the exception of RD in lieu of maternity leave for a man who takes parental leave during the period when the employee is entitled to take maternity leave - this is fully counted as time worked for the purposes of leave entitlement)
- Quarantine
- Other important personal obstacles at work pursuant to Section 199 of the Labour Code that are not listed in Government Regulation No. 590/2006 Coll.
AVENSIO SW programme
Regarding the counting of compensatory time towards the limit, the program looks at the entry of the above mentioned reasons for absences:
- To the Sick leave tab (Employee card - Employment - Sick leave) temporary incapacity for work, temporary incapacity for work due to non-occupational accidents and quarantine.
- At Exclusion from status (Employee tab - Employment Relations - Employment Relationship - line Exempt from status - open via button with three dots) for parental leave (exemption 3 - Parental leave). In addition, the following grounds for exemption relating to other obstacles to work:
- No. 9 - Nepl. leave without ZP
- No. 10 - Nepl. leave with parental allowance
- No 11 - Paternity + parental leave
- No. 12 - Paternal + non-paternal. time off
- No. 91 - Nepl. Leave of absence ZP work.
- No. 92 - Nepl. Leave of absence ZP labor./org.
- No. 93 - Nepl. leave of absence ZP org.
- To the bookmark Replacements (Employee card - Employment - Compensation) for other significant personal impediments to work entered by the following wage codes:
On the tab Replacements you can see the counting towards the limit in the window Entitlement and leave balances, which can be opened using the button with three dots on the tab Replacements at the bottom of the window, which is called Holiday balances, averages. Absences counted towards the limit are on line 3 Absences - up to the limit (§216(2)). This line shows the number of hours of all absences that count toward the 20 times limit. On line 4 Absences...of which counted is the number of hours actually counted as hours of absence falling into this group.
Example: An employee working a five-day Monday to Friday schedule with a 40-hour week (working 8 hours each day Monday to Friday) shall take annual leave from 1 February 2021 to 10 February 2021, which is 64 hours to be considered as time worked. From 5 March 2021 to 19 March 2021, the employee is quarantined. He will miss 88 hours. Those 88 hours are counted as worked for the purposes of his holiday entitlement because those hours are within 20 times the weekly working time and the employee has also met the requirement of working 12 times the weekly working time (actual hours worked + fully credited hours + scheduled hours).
You can see how many hours make up 12 times and 20 times the weekly working time in the window Entitlement and leave balances, in part Average weekly working hours, x12 and x20 arrays.
V Payroll (Main menu - Dialers) these periods are marked with the "L" flag in the credits section, in the third column (field "D"- Vacation).
