In order to accommodate a new interface we'll have to have add a new status code and change around 20 employees to the new status.

What is the overall impact of this? (other than how it effects any reports and interfaces that query based on status code)

Do we have to do more than add the new code and change their code on HR11? Are there a lot of things in Lawson tied to the status code that we'll have to change? What are they?

Thanks

Hi Tan - off the top of my head, you should also review employee groups, since many have status as a criteria (which can flow to a lot of different areas, like group time records, benefits, etc.), budgeting if used relating to counts, but that's on the HR03 anyway. If I think of anything else, I'll let you know!

Good luck

Consider making the change via PA52 (Personnel Action) instead of on HR11.

Status Codes can be used on Employee Groups, which can be used for
1. Eligibility for Benefits
2. Entry Rules for Benefits
3. Coverage Rules for Benefits
4. Contribution Rules for Benefits
5. GL overrides for Benefits
6. BENEFIT CHANGE OR TERM RULES
7. Eligibility for TA or LP plans
8. As a parameter on payroll set up and processing programs (verify at least these...PR28, PR128, PR30, PR134, PR136, PR137, and PR139).
9. As a parameter on many other programs which either update or list information.

Potential KEY STAKEHOLDERS:
1. Benefits
2. TA or LP
3. Payroll
4. Reporting staff (if a report is run by EE Group)

CONSIDERATIONS / Potential GOTCHAs
1. Nomenclature (let the key stakeholders help decide what the new code will be)
2. Nested Groups (especially used in benefits for Entry, Cov, Contrib, and GL Override Rules).
3. Exception scenarios for Employee Groups: If the client has an exception of some sort for practically every Employee Group, be sure the client performs Due Diligence and provides Formal Acceptance for the change.
4. Have a modified parallel test, to be sure you find everything that will be impacted.

Give me a call if you need some info in a hurry re this...