peoplesoft 8.00.01 global payroll for france ... - oracle · january 2001 peoplesoft 8.00.01 global...

PeopleSoft 8.00.01 Global Payroll

for France PeopleBook

PeopleSoft 8.00.01 Global Payroll for France PeopleBook

SKU MAGFr8SP1B 1200

PeopleBooks Contributors: Teams from PeopleSoft Product Documentation and

Development.

Copyright © 2001 by PeopleSoft, Inc. All rights reserved.

Printed in the United States of America.

All material contained in this documentation is proprietary and confidential to PeopleSoft,

Inc. and is protected by copyright laws. No part of this documentation may be reproduced,

stored in a retrieval system, or transmitted in any form or by any means, including, but not

limited to, electronic, graphic, mechanical, photocopying, recording, or otherwise without the

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This documentation is subject to change without notice, and PeopleSoft, Inc. does not warrant

that the material contained in this documentation is free of errors. Any errors found in this

document should be reported to PeopleSoft, Inc. in writing.

The copyrighted software that accompanies this documentation is licensed for use only in

strict accordance with the applicable license agreement which should be read carefully as it

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P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L C O N T E N T S i i i

C o n t e n t s

About This PeopleBookUsing the Preface............................................................................................................ xvii

Understanding the Documentation ................................................................................xviii

Global Payroll Application Design .........................................................................xviii

Global Payroll Documentation Structure .................................................................. xixDocumentation Roadmap ................................................................................................ xix

Global Payroll Documentation Content ..................................................................... xx

PeopleBooks Standard Page Element Definitions ......................................................... xxiv

PeopleBooks Standard Page Elements for the Core Application............................ xxiv

PeopleBooks Standard Page Elements for Global Payroll for France ................... xxviiGlobal Payroll Terms.................................................................................................... xxvii

Chapter 1Understanding PeopleSoft-Delivered Elements for FranceCreating Elements for France .......................................................................................... 1-1

Element Ownership and Maintenance ............................................................................. 1-2

Naming Elements............................................................................................................. 1-6

Functional Area Codes ............................................................................................ 1-10

List of Element Type Codes (PIN_TYPE).............................................................. 1-11

Obtaining Additional Information About French Elements .......................................... 1-12

Using the Element Name Page to Research French Elements ................................ 1-15

Element Name Pages for Different Element Types ........................................ 1-15

The Standalone Element Name Page .............................................................. 1-15

Using the Define Element Relationship Utility to Define ElementRelationships ........................................................................................................... 1-15

Querying the Database for Element Information Using PS/Query orOther SQL Tools ..................................................................................................... 1-16

GP_PIN and Related Tables............................................................................ 1-16

Chapter 2Understanding Country Setup for FranceOverview of the Pay Process Flow.................................................................................. 2-1

Understanding Variables and Categories......................................................................... 2-3

Variables by Category Page ...................................................................................... 2-4

P E O P L E S O F T 8 . 0 0 . 0 1 G L O B A L P A Y R O L L F O R F R A N C E P E O P L E B O O K J A N U A R Y 2 0 0 1

C O N T E N T S i v P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

Rates, Elements, and Limits ............................................................................................ 2-7

Rates and Elements Page........................................................................................... 2-8

Limits Page................................................................................................................ 2-9Ceilings .......................................................................................................................... 2-10

Ceilings Page........................................................................................................... 2-10

Contract Page .......................................................................................................... 2-12

Preparing for Reporting ................................................................................................. 2-13

Elements for Reports Page ...................................................................................... 2-14

Break Levels Page................................................................................................... 2-15

Formatting the Generic Report Page ............................................................................. 2-15

Generic Report Type 1: Nominative List ................................................................ 2-16

Generic Report Type 1 Format ....................................................................... 2-16

Generic Report Type 2: Personal Summary............................................................ 2-17


Generic Report Type 3: Accumulator ..................................................................... 2-18


Generic Report Page................................................................................................ 2-18

Rows or Columns Page ........................................................................................... 2-20

Additional Information for Country Setup .................................................................... 2-22

Funding Base Calculation ....................................................................................... 2-23

Progressive Regularization of Contributions .................................................. 2-23

Ceiling Proration Based on the Number of Segment Days ............................. 2-23

Ceiling Reduction for Payees With Multiple Employers................................ 2-24

Ceiling Proration for Part-Time Payees .......................................................... 2-24

Gross Reduction Percentage for Specific Job Categories ............................... 2-24

Seniority Calculation............................................................................................... 2-24

Seniority Effective at the Segment End Date.................................................. 2-24

Seniority Prorated After a Period of Part-Time Work .................................... 2-25

Seniority Calculated at the Beginning Date of the Notice Period................... 2-25

Populating Different Accumulators ................................................................ 2-26

Negative Net-to-Pay Management .......................................................................... 2-30

Processing Negative Net Salaries.................................................................... 2-30

SMIC Control.......................................................................................................... 2-30

Checking for SMIC Control............................................................................ 2-31

Increasing the Funding Base for Salaries Less Than the SMIC...................... 2-31

Processing Currency: Francs versus the Euro ......................................................... 2-31

Workaround During the Transition Period...................................................... 2-32

Departure and Departure Notification..................................................................... 2-32

Absence During the Whole Month.......................................................................... 2-33

Hours ....................................................................................................................... 2-34

J A N U A R Y 2 0 0 1 P E O P L E S O F T 8 . 0 0 . 0 1 G L O B A L P A Y R O L L F O R F R A N C E P E O P L E B O O K

P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L C O N T E N T S v

Chapter 3Paying OvertimeOvertime in the Pay Process Flow................................................................................... 3-2

Overtime Rules ................................................................................................................ 3-3

Overtime Earnings Elements..................................................................................... 3-3

Overtime Element Group .......................................................................................... 3-4

Overtime Section....................................................................................................... 3-5

Overtime Accumulators ............................................................................................ 3-5Compensation in Lieu of Time Off.................................................................................. 3-6

Using PeopleSoft Time and Labor................................................................................... 3-8

Tips and Tricks for Overtime........................................................................................... 3-8

Chapter 4Understanding AllowancesUnderstanding Allowance Types..................................................................................... 4-1

Allowances in the Pay Process Flow ............................................................................... 4-2

Allowance Rules.............................................................................................................. 4-3

Allowance Earnings and Deductions ........................................................................ 4-3

Allowance Element Groups and Eligibility Groups.................................................. 4-7

Allowance Sections................................................................................................... 4-8

Brackets Used to Retrieve Data for Allowances ..................................................... 4-11Maintaining Allowances................................................................................................ 4-11

Search Keys and Return Values .............................................................................. 4-12

Maintaining Allowance Types ................................................................................ 4-25

Allowances Linked to a Breach of Contract (Termination) ............................ 4-25

Retirement Allowance..................................................................................... 4-28

Transportation Allowances ............................................................................. 4-29

Benefits in Kind .............................................................................................. 4-34

Chapter 5Defining URSSAF ContributionsUnderstanding URSSAF Terminology............................................................................ 5-1

URSSAF in the Pay Process Flow................................................................................... 5-4

URSSAF Rules ................................................................................................................ 5-5

URSSAF Deductions ................................................................................................ 5-5

Arrays Used to Retrieve URSSAF Deductions......................................................... 5-8

URSSAF Element Groups and Eligibility Groups .................................................... 5-9

URSSAF Sections ..................................................................................................... 5-9Viewing and Modifying URSSAF Rates and Ceilings.................................................... 5-9

Defining URSSAF Rates......................................................................................... 5-12


C O N T E N T S v i P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

URSSAF Rates Page ....................................................................................... 5-12

Setting Additional URSSAF Parameters................................................................. 5-14

URSSAF Additional Setup Page..................................................................... 5-14

Triggering URSSAF Deductions ................................................................................... 5-17

Calculating the Payee’s Contribution Base ................................................................... 5-17

Understanding Reductions to URSSAF Contributions.................................................. 5-18

Special Low-Salary Contribution Rate ................................................................... 5-18

Aubry 1 and 2 Reductions....................................................................................... 5-19

Calculating Aubry I and Aubry II ................................................................... 5-19Accidents at Work ......................................................................................................... 5-21

Reports for URSSAF ..................................................................................................... 5-22

Chapter 6Understanding ASSEDIC ContributionsUnderstanding ASSEDIC Rates, Limits, and Ceilings.................................................... 6-1

ASSEDIC Rates Page................................................................................................ 6-2Calculating the Funding Bases ........................................................................................ 6-4

Calculating Base A.................................................................................................... 6-4

Calculating Base B.................................................................................................... 6-5

Handling Prorations .................................................................................................. 6-5

Calculating Base A+B............................................................................................... 6-5

Prorating Contributions at Age 65 ............................................................................ 6-5

Understanding Contribution Exceptions ................................................................... 6-5ASSEDIC in the Pay Process Flow ................................................................................. 6-6

ASSEDIC Rules............................................................................................................... 6-7

ASSEDIC Deductions............................................................................................... 6-7

ASSEDIC Sections.................................................................................................... 6-7

ASSEDIC Accumulators........................................................................................... 6-8

ASSEDIC Triggers.................................................................................................... 6-9

Making ASSEDIC Contributions .................................................................................... 6-9

Understanding the ASSEDIC Certificate Process ......................................................... 6-10

Understanding the Data Retrieval Process .............................................................. 6-10

Understanding the Data Retrieved .......................................................................... 6-11

Understanding the New Data Relationships............................................................ 6-11

ASSEDIC Data Retrieval Page ............................................................................... 6-13

Reviewing and Modifying ASSEDIC Certificate Data ................................................. 6-16

Mapping the Retrieved Data to the ASSEDIC Certificate Component .................. 6-16

Viewing the ASSEDIC Certificate Component ...................................................... 6-17

ASSEDIC Certificate - Frame 1 Page ............................................................. 6-17

ASSEDIC Certificate - 2 and 3 Page .............................................................. 6-19


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L C O N T E N T S v i i

ASSEDIC Certificate - 4 Page ........................................................................ 6-21

ASSEDIC Certificate - 4 (end) Page............................................................... 6-23


ASSEDIC Certificate - 7.1 Page ..................................................................... 6-27

ASSEDIC Certificate - 7.2 and 7.3 Page ........................................................ 6-29

ASSEDIC Certificate - 7.3 Page ..................................................................... 6-31


Printing the ASSEDIC Certificate........................................................................... 6-35

Chapter 7Understanding ARRCO, AGIRC, and Contingency Fund ContributionsUnderstanding ARRCO/AGIRC/Contingency Rates, Limits, and Ceilings.................... 7-2

ARRCO, AGIRC, and Contingency Funds in the Pay Process Flow.............................. 7-2

ARRCO/AGIRC Rules .................................................................................................... 7-3

ARRCO/AGIRC Deductions .................................................................................... 7-3

ARRCO/AGIRC Element Groups ............................................................................ 7-6

Managing Eligibility Through Eligibility Groups............................................. 7-6

Managing Eligibility Through Sections ............................................................ 7-7

ARRCO/AGIRC Sections ......................................................................................... 7-7

Managing Eligibility Through Eligibility Groups............................................. 7-8

Managing Eligibility Through Sections ............................................................ 7-8

ARRCO/AGIRC Accumulators .............................................................................. 7-10

Understanding Accumulators and Arrays ....................................................... 7-17Contingency Fund Rules................................................................................................ 7-18

Contingency Fund Deductions ................................................................................ 7-18

Contingency Fund Element Groups ........................................................................ 7-19

Managing Eligibility Through Eligibility Groups........................................... 7-19

Managing Eligibility Through Sections .......................................................... 7-19

Contingency Fund Sections..................................................................................... 7-19

Managing Eligibility Through Eligibility Groups........................................... 7-19

Managing Eligibility Through Sections .......................................................... 7-20

Taxable Integrations........................................................................................ 7-20

Contingency Fund Accumulators............................................................................ 7-20

ARRCO Rates Page....................................................................................................... 7-24

AGIRC Rates Page ........................................................................................................ 7-26

APEC Page .................................................................................................................... 7-28

Contingency Rates Page ................................................................................................ 7-29

Voluntary Contributions.......................................................................................... 7-31

Contribution Exception Limits................................................................................ 7-31

Tax and Limits ........................................................................................................ 7-32


C O N T E N T S v i i i P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

Voluntary Contributions to Contingency Funds and AdditionalPension Funds ................................................................................................. 7-32

Mandatory Contributions ................................................................................ 7-32

Reports for ARRCO/AGRIC ......................................................................................... 7-33

Chapter 8Understanding LeviesLevies in the Pay Process Flow ....................................................................................... 8-3

Levies Rules..................................................................................................................... 8-3

Deduction Elements .................................................................................................. 8-4

Element Groups......................................................................................................... 8-5

Sections ..................................................................................................................... 8-5

Accumulators ............................................................................................................ 8-6

General Rates 1 Page ....................................................................................................... 8-6

General Rates 2 Page ....................................................................................................... 8-8

Levy on Salaries Rates Page.......................................................................................... 8-10

Special VAT-Exempt Element Group..................................................................... 8-12Works Council Levy...................................................................................................... 8-12

Tips and Tricks for Levies ............................................................................................. 8-12

Chapter 9Understanding Specific ContractsApprentices ...................................................................................................................... 9-1

Bracket for Specific Contract Compensation Scale .......................................... 9-2

Extending the Apprenticeship ................................................................................... 9-3

URSSAF Contributions............................................................................................. 9-3

Bracket for Specific Contract Contribution Bases ............................................ 9-4

ASSEDIC Contributions ........................................................................................... 9-4

Levies ........................................................................................................................ 9-5

ARRCO/AGIRC........................................................................................................ 9-5

Contingency Funds.................................................................................................... 9-5

Counting Employees ................................................................................................. 9-5Trainees ........................................................................................................................... 9-5

Earnings..................................................................................................................... 9-7

Social Security Contributions.................................................................................... 9-8

Example 1: Mandatory Training, Four Months, With Insurance .............................. 9-8

Example 2: Mandatory Training, Five Months, No Compensation or Insurance ..... 9-9Qualification Contract ..................................................................................................... 9-9

Remuneration ............................................................................................................ 9-9

Exemption on Contributions ................................................................................... 9-10


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L C O N T E N T S i x

Other considerations................................................................................................ 9-10

Example 1: Payee on Qualification Contract Exceeding SMIC Limit.................... 9-11Orientation Contract ...................................................................................................... 9-11

Remuneration .......................................................................................................... 9-12

Exemption on Contributions ................................................................................... 9-12

Other Considerations............................................................................................... 9-12

Adaptation Contract....................................................................................................... 9-13

Fixed and Unfixed Terms........................................................................................ 9-13

Remuneration .......................................................................................................... 9-13

Counting Employees ............................................................................................... 9-13Work Initiative Contract (Contrat Initiative Emploi) .................................................... 9-14

CIE and Return-to-Work Contract (Contrat de Retour à l’Emploi) ........................ 9-14

Fixed and Unfixed Term Contracts ......................................................................... 9-14

Exemptions.............................................................................................................. 9-14

Counting Employees ............................................................................................... 9-15Special Part-Time Contracts .......................................................................................... 9-15

Fixed-Term Contracts (CDD)........................................................................................ 9-16

Training Contribution.............................................................................................. 9-16

End-of-Contract Allowance .................................................................................... 9-16

Paid Vacation .......................................................................................................... 9-17

Fixed-Term Contracts for Students ......................................................................... 9-17

Seasonal and Custom Contracts .............................................................................. 9-17Specific Categories of Payees........................................................................................ 9-17

Payees Under 18...................................................................................................... 9-18

Assignees................................................................................................................. 9-18

Company Managers or Officials ............................................................................. 9-18

Doctors .................................................................................................................... 9-19Using SIT FM Formulas ................................................................................................ 9-19

Chapter 10Setting Up GarnishmentsGarnishment Types and Priorities.................................................................................. 10-1

Attachable and Unattachable Earnings .......................................................................... 10-1

Garnishment Brackets.................................................................................................... 10-2

Garnishment Bracket Page ...................................................................................... 10-2

Setting Up Garnishments ............................................................................................... 10-4

Garnishment Data Page........................................................................................... 10-4Stopping, Removing, and Deleting Garnishments......................................................... 10-7

Changing a Garnishment Balance.................................................................................. 10-8

Generating a Garnishment Report ................................................................................. 10-8


C O N T E N T S x P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

Chapter 11Understanding Loans and AdvancesDefining Key Terms ...................................................................................................... 11-1

Loan and Advance Reimbursement in the Pay Process Flow........................................ 11-2

Loan and Advance Reimbursement Rules..................................................................... 11-2

Loan and Advance Reimbursement Deductions ..................................................... 11-4

Loan and Advance Reimbursement Element Group............................................... 11-4

Loan and Advance Reimbursement Section ........................................................... 11-5

Loan and Advance Reimbursement Accumulators ................................................. 11-6

Setting Up Loans and Advances.................................................................................. 11-10

How to Set Up Permanent Salary Advances ......................................................... 11-10

How to Set Up Advances on Salary ...................................................................... 11-11

How to Set Up Loans and Salary Advances.......................................................... 11-11

Loans and Salary Advances Page.................................................................. 11-11Understanding Reimbursement Terms ........................................................................ 11-16

Reimbursements for Loans and Salary Advances................................................. 11-16

Special Circumstances for Reimbursement of Loans and SalaryAdvances....................................................................................................... 11-17

Reimbursement of Permanent Salary Advances ................................................... 11-17

Reimbursement of Advances on Salary ................................................................ 11-18

Special Circumstance for Reimbursement of Advances on Salary............... 11-18

Reports for Loans and Advances ................................................................................. 11-18

Chapter 12Understanding AccrualsAccruals Rules ............................................................................................................... 12-2

Sections ................................................................................................................... 12-2

Accumulators .......................................................................................................... 12-2

2483 Training Accruals Calculations ............................................................................ 12-4

Paid Vacation Accruals Calculations............................................................................. 12-4

Chapter 13Introducing AFB RulesAFB Rules Overview..................................................................................................... 13-1

AFB Sections .......................................................................................................... 13-1

Base Salary.............................................................................................................. 13-2

Transportation Premium.......................................................................................... 13-2

Diploma Premium ................................................................................................... 13-2

Compensation ................................................................................................................ 13-2

The Thirteenth Payment .......................................................................................... 13-3


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L C O N T E N T S x i

Diploma Premium ................................................................................................... 13-4Absences ........................................................................................................................ 13-4

Transport Allowance ..................................................................................................... 13-4

Other Transport Benefits......................................................................................... 13-5End of Contract.............................................................................................................. 13-5

Severance Allowance Calculation........................................................................... 13-5

Bracket for AFB Labor Agreement Severance Allowance Parameters .......... 13-6

Seniority and 2002 .................................................................................................. 13-8

Severance Allowance Calculations ......................................................................... 13-8Retirement.................................................................................................................... 13-11

Bracket for AFB Labor Agreement Retirement Allowance Parameters ............... 13-12

Chapter 14Understanding French Absence RulesAbsence Setup Steps for France .................................................................................... 14-1

Absence Rules for Paid Vacation .................................................................................. 14-2

Modifying Entitlement Rules for Paid Vacations ................................................... 14-2

Changing the Reference Period (CPA VR MOIS DEB REF)......................... 14-4

Defining Maximum Entitlement for Paid Vacation(CPA VR MAX PD DAYS) ........................................................................... 14-4

Tracking Split Vacation Days (CPA VR GEST FRACT) .............................. 14-5

Changing the Day Weight (CPA VR JRS/1 SEM) ......................................... 14-5

Defining Extra Paid Vacation Days (CPA VR J JNE MERE)........................ 14-6

Comparing the 1/10 Rule and Salary Upholding Rule (CPA VR C 1/10) ...... 14-6

Defining Entitlement for 4-week Periods (CPA BR DRTS)........................... 14-7

Defining Effective Work Days (ABS BR ASS TRV LOI,ABS BR ASS TRAV CC)............................................................................... 14-7

Defining Extra Paid Vacation Days for Seniority(CPA BR JRS ANCIEN) ................................................................................ 14-9

The Minimum Work Period .......................................................................... 14-11

Fixed-Term Contracts (CDD) ....................................................................... 14-11

Accumulation Periods for Paid Vacation (CPE CG PAYES)....................... 14-11

Paid Vacation In-lieu Allowance .................................................................. 14-12

Absence Rules for Illness, Maternity, Work Accident ................................................ 14-12

Modifying Absence Rules for Illness, Maternity, and Work Accidents ............... 14-14

Defining Units for Earnings and Deduction Calculations(ABS BR ABS VALO) ................................................................................. 14-16

IJSS and Salary Upholding ........................................................................... 14-17

AFB Rules..................................................................................................... 14-22

Rules for Other Absences ............................................................................................ 14-23

Modifying Absence Rules for Other Absences..................................................... 14-25


C O N T E N T S x i i P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

Adjusting Seniority for Absences Entered in PeopleSoft HumanResources (GEN AC JOUR ANC)................................................................ 14-26

Family Leave and Personal Leave (ABS BR C.FAMIL1 andABS BR C.FAMIL2) .................................................................................... 14-27

Unpaid Leave ................................................................................................ 14-28

Work Council, Union, and Staff Representative Obligations (REE VR CE,REE VR CHSCT, REE VR DEL SYNDICA,REE VR DELEGUE PER)............................................................................ 14-29

Other Absences ............................................................................................. 14-30

Notice Period Not Worked............................................................................ 14-31Understanding the User-Defined (TAKE CONFIG) Fields ........................................ 14-31

Calculating Worked Days............................................................................................ 14-32

Build Worked Days Page ...................................................................................... 14-33

Worked Days Page ................................................................................................ 14-34

Assigning Absence Elements to Payees and Process Lists.......................................... 14-35

Associating Absence Elements With Payees ........................................................ 14-35

Associating Absence Elements With Process Lists .............................................. 14-36

Entering Absences ....................................................................................................... 14-36

Entering Absences Due to Illness.......................................................................... 14-36

When IJSS Allowance is Not Paid................................................................ 14-37

Entering Absences Due to Work Accident............................................................ 14-37

Entering Absences Due to a Relapses ................................................................... 14-38

Entering Absences for Pathological Leave ........................................................... 14-38

Entering Absences for Maternity and Adoption (ABS VR DTS MATERN) ....... 14-39

Entering Absences That Occur During Public Holidays....................................... 14-39

Entering Extra Days Off Before or After a Public Holiday .......................... 14-40

Entering Absences for Anticipated Paid Vacation ................................................ 14-40

Absences That Require Manager Approval .......................................................... 14-40Absence Calculations................................................................................................... 14-41

List of Absence Take Elements ................................................................................... 14-42

Chapter 15Producing Wage Certificates for AbsencesOverview of Setup Steps ............................................................................................... 15-1

Defining Absence Codes Used in Reports .............................................................. 15-2

Pay-slip Absence Codes Page ......................................................................... 15-2

Retrieving Data for Certificates .............................................................................. 15-3

Certificates Data Retrieval - Run Control Page .............................................. 15-3

Certification Page............................................................................................ 15-6

Viewing and Updating Data for Illness and Maternity Certificates ........................ 15-6

Admin Information Page................................................................................. 15-7


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L C O N T E N T S x i i i

Right Study Page............................................................................................. 15-8

Reference Salaries Page ................................................................................ 15-10

Subrogation Page .......................................................................................... 15-13

Long-Term Illness Page ................................................................................ 15-15

Viewing and Updating Data for Work Accidents and Occupational Illness Certificates ................................................................................................ 15-16

Admin Information Page............................................................................... 15-16

Frames A and B Page.................................................................................... 15-18

Frames C and D Page.................................................................................... 15-22

Subrogation and Certification Page............................................................... 15-23

Chapter 16Setting Up Payslips for FranceSetting Up the Payslip ................................................................................................... 16-1

Payslip/Pay Group Page .......................................................................................... 16-2

Reassigning a Pay Group to a New Payslip ID............................................... 16-2

Payslip Sort Keys Page ........................................................................................... 16-3

Payslip Lines Page .................................................................................................. 16-4

Payslip Totals Page ................................................................................................. 16-9

Payslip Observations ................................................................................................... 16-11

Payslip Observation Page...................................................................................... 16-11GPFR Absence Codes.................................................................................................. 16-12

Sample Layout of the Payslip Form ............................................................................ 16-12

Chapter 17Setting Up Banking for FranceOverview of the Banking Process for France ................................................................ 17-1

Payroll Preparation Page ......................................................................................... 17-3

Payment File Generation Page ................................................................................ 17-4

Tips and Tricks for the Banking Process in Global Payroll for France ......................... 17-5

Creating the Payments Report ....................................................................................... 17-5

Chapter 18Generating DUCSUnderstanding DUCS File Production .......................................................................... 18-1

DUCS in the Pay Process Flow ..................................................................................... 18-3

DUCS Types Page ......................................................................................................... 18-3

DUCS Parameters.......................................................................................................... 18-4

DUCS Parameters - Identifier Code Page ............................................................... 18-4

DUCS Parameters - Declaration Type Page............................................................ 18-5


C O N T E N T S x i v P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

DUCS Parameters - Contributions Page ................................................................. 18-6

DUCS Parameters - Amounts Types Page .............................................................. 18-7

DUCS Parameters - Pay Information Page ............................................................. 18-8

DUCS Contributions Page ............................................................................................. 18-9

DUCS Contacts - Contact Definition Page.................................................................. 18-13

DUCS Contacts - Address and Phone Page................................................................. 18-14

Secondary Page for the Address Page................................................................... 18-15

Phone Numbers Page ............................................................................................ 18-16

DUCS Definition Page ................................................................................................ 18-17

DUCS Preparation - Run Control Page ....................................................................... 18-19

DUCS File Update - Update DUCS File Page............................................................. 18-20

DUCS File Generation Page ........................................................................................ 18-21

Chapter 19Counting EmployeesUnderstanding Employee Counts .................................................................................. 19-1

Viewing Headcounts by Company ................................................................................ 19-2

Headcount per Company Page ................................................................................ 19-2Adjusting DUCS Counts................................................................................................ 19-3

Adjustment per Establishment page........................................................................ 19-3

Chapter 20Understanding French ReportsUsing the Process Scheduler.......................................................................................... 20-1

Report Categories .......................................................................................................... 20-1

List of Reports by Report Category............................................................................... 20-2

Alphabetic List of PeopleSoft Global Payroll for France Reports ................................ 20-2

Numeric List of PeopleSoft Global Payroll for France Reports .................................... 20-4

Generating a Generic Report ......................................................................................... 20-4

Generic Report Details ............................................................................................ 20-7Generating Payslips and Annexes.................................................................................. 20-7

Payslip Details......................................................................................................... 20-8

Generating a Payment Report ........................................................................................ 20-9

Payment Report Details......................................................................................... 20-10

Printing Certificates ..................................................................................................... 20-10

Certificates Printing Process Details ..................................................................... 20-12Printing the ASSEDIC Certificate ............................................................................... 20-12

ASSEDIC Certificate Printing Details .................................................................. 20-13

Chapter 21


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L C O N T E N T S x v

Using Writable Arrays for FranceStorage Considerations .................................................................................................. 21-1

Defining Writable Arrays .............................................................................................. 21-2

Write Arrays - Write Array Name Page.................................................................. 21-3

Keys Page................................................................................................................ 21-3

Fields Page .............................................................................................................. 21-5

Understanding Writable Arrays in Batch Processing .................................................... 21-6

Chapter 22Appendix 1: Understanding Net GuaranteeNet Guarantee Calculation Method ............................................................................... 22-1

Net Guarantee Rules ...................................................................................................... 22-3

Net Guarantee Variable Elements ........................................................................... 22-4

Net Guarantee Deduction Element.......................................................................... 22-5

Net Guarantee Formula Elements ........................................................................... 22-5

Net Guarantee Element Group ................................................................................ 22-7

Net Guarantee Sections ........................................................................................... 22-7

Net Guarantee Accumulators ................................................................................ 22-10Adding Deductions to the Net Guarantee Calculation................................................. 22-10

Understanding Net Guarantee Formulas ............................................................... 22-11

Creating Sections .................................................................................................. 22-12

Understanding the Sub-Process Section................................................................ 22-12

Chapter 23Appendix 2: Configuring Your Global Payroll Application for FranceAdding New Elements to the Absence and Payroll Process.......................................... 23-1

Creating New Absence Entitlements....................................................................... 23-1

Creating New Absence Takes ................................................................................. 23-3

TAKE CONFIG1, 2 and 3 .............................................................................. 23-8

Creating New Earnings Elements ......................................................................... 23-10

Creating New Deduction Elements ....................................................................... 23-12Configuring Existing Absence and Payroll Elements.................................................. 23-15

Configuring Existing Absence Elements .............................................................. 23-15

Configuring Existing Payroll Elements................................................................. 23-20

Chapter 24Appendix 3: Launching Global Payroll for FranceAbsences, Offset Formulas, and Historical Data ........................................................... 24-1

Absences and Historical Rules ...................................................................................... 24-4

AGIRC Funding Base, AFB Base, Ceilings and Historical Rules ................................ 24-7


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Garnishments and Historical Data ................................................................................. 24-9

Loans and Historical Data ........................................................................................... 24-10

Accumulators in Global Payroll for France................................................................. 24-11

Index

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A B O U T T H I S P E O P L E B O O K

This book provides you with the information you will need for implementing and usingPeopleSoft Global Payroll for France. You can order the online version by requesting SKUHRB8SP1R0, or the hard-copy version by requesting SKU MAGFr8SP1B 1200.

Documentation for PeopleSoft Global Payroll is made up of two parts:

• PeopleSoft 8.00.01 Global Payroll PeopleBook (for the core application)

• PeopleSoft 8.00.01 Global Payroll for France PeopleBook

The preface for both PeopleBooks is called About This PeopleBook.

This book documents the local country extension for France.

Using the Preface

Much of the general information you should know before you begin using PeopleSoftdocumentation is presented in the About This PeopleBook section of PeopleSoft 8.00.01 GlobalPayroll PeopleBook. It provides information about the following topics:

• Using related documentation such as the PeopleSoft 8.00.01 Application Fundamentals forHRMS PeopleBook.

• Ordering documentation on the Internet, on CD-ROM, and in hardcopy.

• PeopleBooks standard page element definitions.

• Required fields in pages.

• Typographical conventions and visual clues in the documentation.

• Page introductory table explanation.

• Comments and suggestions about the documentation.

We strongly recommend that you read the About This PeopleBook section of PeopleSoft8.00.01 Global Payroll PeopleBook. In particular, the PeopleSoft Application Fundamentalssection lists where you can find information about topics that apply to many PeopleSoftapplications across the HRMS product line. For example, you can find information aboutsetting up control tables, administering security, and setting language and currencypreferences in the PeopleSoft Application Fundamentals PeopleBook.


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Each PeopleBook has a unique SKU for ordering purposes. The SKU for the PeopleSoft8.00.01 Global Payroll for France PeopleBook is mentioned in the beginning of this section.

This preface complements and extends the About This PeopleBook section of the Global Payrollcore documentation by providing specific information on how to use the documentation forFrance.

In this preface, we focus on the structure and content of the local country documentation. Thissection includes the following information:

• An explanation of the relationship between the core and the local documentation.

• A documentation roadmap.

• PeopleBooks Standard Page Element Definitions.

• Global Payroll terms (an explanation of when different terms are used in the coredocumentation and the local documentation).

The PeopleBooks Standard Page Element Definitions information is repeated in both thecore documentation and the local documentation. In this section, we include both thecommon terms defined for the core product and common terms that are found only in GlobalPayroll for France.

Understanding the Documentation

Because the structure of the Global Payroll documentation is similar to the design of the product,the best way to understand the documentation is to review the design of the application itself.

Global Payroll Application Design

Global Payroll is composed of two complementary pieces:

• A core payroll application that includes the following:

� A payroll rules engine—a flexible tool that enables users to define the rules of their payrollsystem and execute payroll and absence calculations.

� A payroll processing framework—a flexible way to define and execute payroll and absenceprocessing flows such as calendars, run types, pay periods, and process lists.

� Processes and setup steps that apply to all countries.

• Country extensions that include the following:

� Statutory and customary objects (payroll rules, payroll processes, reports, additional country-


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specific pages, and self-service applications).

� Country-specific rules and elements.

Global Payroll Documentation Structure

The documentation for Global Payroll is similar to the application, and consists of a core bookand separate country extension books.

Core Documentation

Like the core portion of the application, which applies to all countries and enables you to developrules and process a payroll regardless of location, the core book is country generic. Thus, while itdescribes the core set of tools that you can use to develop a payroll, it doesn’t discuss the localcountry rules that have been set up for you. For information about how PeopleSoft has extendedthe core capabilities to meet local requirements, you’ll need to turn to the country extensiondocumentation.

Country Extension Documentation

Just as extensions in the application address local needs, the extensions in the documentationcover local functionality. This includes the following:

• Any core feature with local extensions.

• Country-specific rule setup.

• PeopleSoft-delivered rules and tables.

• Country-specific pages.

• Country-specific reports.

• HRMS setup, such as bank definitions, that varies by location.

• Implementation information that varies by country.

Documentation Roadmap

The core and local country documentation complement each other, and it is best that you readboth sets of documentation.

You can approach the documentation in the following way:

• If a process setup is shared between the core application and the local extension, read the coredocumentation first and then the local documentation. For example, banking is a feature thatyou first define in the core application and then continue in the local country extension. Youwould first read Understanding Banking in PeopleSoft 8.00.01 Global Payroll PeopleBook (inthe core documentation) and then Setting Up Banking for France in PeopleSoft 8.00.01 GlobalPayroll for France PeopleBook.


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• If a process is set up only in the core application, read the core documentation.

• If a process is set up only in the local country extension, read the local documentation.

We’ve identified the following audiences for the documentation:

• Technical

We recommend that technical readers who are interested in the technical design of theproduct begin by reading the Understanding the Core Application Architecture section ofPeopleSoft 8.00.01 Global Payroll PeopleBook, as well as the batch processing informationthat is mentioned in many of the other sections.

• Functional

We recommend that functional readers who are interested in defining rules begin by readingthe country-specific functionality described in the local documentation. Functional readerscan continue to learn about how to use the tools in the core product by reading the sections ondefining payroll elements, such as earnings and deductions, in the core documentation.

• Managerial

We recommend that managerial readers begin by reading the introduction sections to get ahigh-level overview of the Global Payroll product.

While we are offering recommendations on specific chapters that are important to read, anytechnical or functional person that is involved in an implementation of the Global Payrollproduct should ideally read the PeopleSoft 8.00.01 Global Payroll PeopleBook and thePeopleSoft 8.00.01 Global Payroll for France PeopleBook in their entirety. That is the onlyway someone implementing the product can fully understand its features.

Global Payroll Documentation Content

This section describes the specific topics that are discussed in both the core documentation andthe local documentation for France.

Global Payroll core documentation includes the following information:

• Introduction to the Global Payroll product.

• Core application architecture. Discusses PIN processing, the processing framework, the onlinemenu structure, the batch architecture process flow, multiple currency capability, and settingup an installation.

• Payee data. Discusses integration between PeopleSoft Human Resources and Global Payroll,between PeopleSoft Time and Labor and Global Payroll, and payee-related page setup inGlobal Payroll.


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• Defining general elements. Provides overviews of element types, entry types, entry typeprompts, defining industries and categories, defining the Element Name page (GP_PIN), andsuffixes.

• Defining data retrieval elements. Covers defining supporting element types, including systemelements, arrays, brackets, rate codes, fictitious calculations, and historical calculations.

• Defining calculation elements. Covers defining supporting element types, including durations,dates, variables, formulas, rounding rules, counts, proration, and generation control.

• Defining earnings and deductions. Discusses defining calculation rules for earnings anddeductions, accumulators for earnings and deductions, and arrears processing for deductions.

• Defining accumulators. Discusses defining accumulator levels, periods, and members,adjusting accumulators, and batch processing for accumulators.

• Absences. Discusses absence terms, absence management, absence features, batch processingfor absences, how to define absence entitlements, and absence takes.

• Schedules. Covers work schedules, schedule calendars, shifts, workdays, schedule templates,and holiday schedules.

• Organizational structure of Global Payroll. Discusses the hierarchy of components in GlobalPayroll including elements, element groups, eligibility groups, payees, pay groups, and payentities.

• Processing elements. Covers sections, process lists, batch processing, and the Process ListManager.

• Calendars. Covers run types, period selection, defining calendars, payee selection, andcalendar group IDs.

• Positive input. Discusses entering and reviewing positive input, instances and bundling, andretro adjustments for positive input.

• Overrides. Describes how to override information for elements and supporting elements atvarious levels and the hierarchy of override processing.

• Element eligibility and resolution. Discusses the series of checks that the system performs todetermine whether an element is eligible and whether it will actually be resolved.

• Payroll processing. Provides overviews of processing features, prerequisites, processingsequence, processing steps, and reviewing processing results.

• Absence processing. Covers entering absence events, adjusting and overriding entitlements,running absence processes, reviewing daily absence records, absences and segmentation, andabsences and retro.

• Triggers. Discusses defining triggers, trigger table data, iterative triggers, retro triggers,segmentation triggers, trigger generation, and PeopleSoft-delivered triggers.

• Segmentation. Covers segmentation setup, defining segmentation events and types, definingsegmentation triggers, rules for segmentation processing, segmentation with retro, proration


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and segmentation, and applying elements to segmentation.

• Retro processing. Describes key retro terms, setup procedures, defining a retro method, anddefining a retro process.

• Banking. Discusses defining general setup for banking, including bank and bank branchaddress information, EFT formats, source bank accounts, recipient-related bankinginformation, and payee net pay distribution. Note that there is additional banking setup that’srequired at the country level.

• Interfaces. Covers the interfaces to PeopleSoft General Ledger and PeopleSoft Time andLabor.

• Utilities for Global Payroll. Discusses the element relationship map, and creating, exporting,and updating packages.

• Security in Global Payroll. Discusses element-level and payee-level security.

• Reports. Provides overviews of reporting tools such as PeopleSoft Query, SQRs, and theProcess Scheduler, provides a list of all the reports in the core application, and discusses howto run each report in the core application.

• List of system data PeopleSoft provides.

• Implementation guidelines. Discusses implementation guidelines and table dependenciesduring setup.

For more information about the core documentation, see Peoplesoft 8.00.01 Global PayrollPeopleBook.

Global Payroll for France documentation includes the following information:

• PeopleSoft delivered elements. Provides information on how PeopleSoft-delivered elementsfor France were created. This section also discusses Global Payroll for France's approachtowards element ownership and maintenance, outlines element naming conventions, andexplains how to obtain additional information about French elements.

• Country setup. Discusses how to display variables in various categories such as URSSAF andASSEDIC and how to assign values to these variables. Also discusses setting up preliminarysteps for reports.

• Overtime. Discusses how overtime is processed. Explains how positive input is used forovertime processing. Also lists the elements, sections, and accumulators used by the overtimeprocess.

• Allowances. Explains how to set up allowances linked to a termination, transport allowances,benefits in kind, and meal and travel allowances.

• URSSAF. Explains how to set up your system to process URSSAF contributions for payees.This section also explains how to adjust conditions when rules and rates are changed.


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• ASSEDIC. Provides an overview of the ASSEDIC functionality in Global Payroll for France,including how to enter and maintain rates using the ASSEDIC rates component, createregulatory reports and make payments to collector institutions using the DUCS component, andcreate ASSEDIC certificates.

• AGIRC – ARRCO and Contingency Funds. Discusses how to set up your system to processAGIRC and ARRCO contributions. This section also discusses CET and APEC contributions.Discusses how to set up rules for calculating contingency funds that are paid by companies tomanagers in the categories of Article 36 and Article 4/4 bis. It also discusses how to set upcontribution exception limits, tax and limits for contributions, and the base and ceilingaccumulators.

• Levies. Explains how special deductions such as levies on contingency funds, professionaltraining, and transportation is set up. PeopleSoft delivers a set of levy rates but these are notmaintained.

• Specific contracts. Provides an overview of how to set up exemptions on contributions that areagreed upon between an employer and a government department or an employer and a payee.Also discusses special earnings that have been developed for apprentices and trainees and therules that are used to manage deductions for other specific contracts.

• Garnishments. Discusses how to set up garnishment deductions, such as those for alimony andtax debt.

• Loans and Advances. Discusses how to set up a schedule for loans and advance payments.

• Accruals. Covers the two accruals that are managed by PeopleSoft: an accumulator for paidvacation and an accumulator for the 2483 Annual Training report.

• AFB rules. Discusses how banks that are members of the ABF can provide special workingand payment benefits to their employees. This section discusses how compensation, absences,transport allowances, end of contract, and retirement benefits are handled in Global Payroll forFrance.

• Absence rules. Discusses how absences are defined and processed in Global Payroll forFrance. Absence rules are delivered by PeopleSoft to comply with French regulations. Youcan modify some parameters of these rules. This section also describes the certificates you cangenerate for work accidents, long-term illness, and maternity.

• Wage certificates. Describes how to produce wage certificates for payees who are entitled toreceive social security payments for sick leave, maternity leave, work accidents, oroccupational illnesses.

• Payslips. Explains how to set up and run payslips in Global Payroll for France.

• Banking. Discusses the banking process in Global Payroll for France. This includes adiscussion on payroll preparation, transferring a file to the bank, and producing a reportcontaining payment details.

• DUCS. Provides the functionality to export your contribution data to a flat file format fordelivery to the appropriate governmental agency. Discusses setup for DUCS types,parameters, and contributions, as well as processing DUCS.


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• Counting employees. Explains how the system counts employees for ASSEDIC, URSSAF,DADS, AGIRC, and ARRCO reporting and how you can modify counts.

• Reports in Global Payroll for France

• Writable arrays. Discusses writable arrays which are elements that you can use to create yourown result tables that are used to design customized reports.

• Net guarantee. Discusses how to process the guarantee on the net, which is a legalrequirement. French law stipulates that an employer must pay a guaranteed percentage of apayee's gross salary during the time that the payee is on sick leave. Alternatively, somecollective agreements stipulate a guaranteed percentage of a payee's net salary during a payee'ssick leave.

• Configuring your Global Payroll application for France. Contains information about addingnew elements to the absence and payroll process. This section also provides information aboutconfiguring existing absence and payroll elements.

• Moving historical data to Global Payroll for France. Discusses several solutions that willenable you to start out with the correct data so that your payroll and absence calculationsgenerate the correct results.

PeopleBooks Standard Page Element Definitions

Throughout our product documentation, you will encounter fields that are used on manyapplication pages. This section lists the most common fields and provides standard definitionsfor both the Global Payroll core application and the Global Payroll for France extension.

PeopleBooks Standard Page Elements for the Core Application

When referring to page element in this section, the word element is being used to identifyany field or other item in a page. It does not refer to the conceptual term element usedthroughout the Global Payroll product.

Field Definition

As of Date The last date for which a report or process includes data.

Business Unit An identification code that represents a high-levelorganization of business information. You can use abusiness unit to define regional or departmental unitswithin a larger organization.

By Operator Dynamically displays the operator ID of the person wholast updated information in this page.

Calendar Group ID A Calendar Group ID identifies a grouping of calendarsto be processed at the same time.


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Comments Access the Comments page by clicking the Commentsbutton in the page. Enter any text you need to morethoroughly document the feature.

Country Identifies the country associated with the page fieldinformation.

Description Freeflow text up to 30 characters.

Effective Date Date on which a table row becomes effective; the date thatan action begins. For example, if you want to close out aledger on June 30, the effective date for the ledger closingwould be July 1. This date also determines when you canview and change the information. Pages or panels andbatch processes that use the information use the currentrow.

For more information about effective dates, see UsingPeopleSoft Applications, “Working With Pages” in yourUsing PeopleSoft Applications PeopleBook.

Element Name The name of the element you have defined. In some pagesthis is displayed as Name.

Empl Rcd# (employeerecord number)

Uniquely identifies rows of data that apply to a specific jobwhen a payee has multiple jobs.

EmplID (employee ID) Unique identification code for an individual associated withyour organization.

Language or LanguageCode

The language in which you want the field labels and reportheadings of your reports to print. The field values appearas you enter them.

Language also refers to the language spoken by anemployee, applicant, or non-employee.

Last Updated Dynamically displays the date and time that theinformation in this page was last updated.

Name The name of the element you have defined. In some pagesthis is displayed as Element Name.

Owner Tells you whether PeopleSoft delivers and maintains therule or whether it is a rule that you have created.

Pay Entity Controlling level within the system; pay entity is one of thetiers within the hierarchy of overrides.

Pay Group Set of employees grouped together for payroll processing.The field which enables you to group payees. It’s a way of“bundling” payees for more efficient processing. A PayGroup consists of payees that the system processes at thesame time during a pay run. Not an element.


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Process Frequency groupbox

Designates the appropriate frequency in the ProcessFrequency group box:

Once executes the request the next time the batch processruns. After the batch process runs, the process frequency isautomatically set to Don't Run.

Always executes the request every time the batch processruns.

Don't Run ignores the request when the batch processruns.

Report ID The report identifier.

Process Monitor This link takes you to the Process List page, where you canview the status of submitted process requests.

Report Manager This link takes you to the Report List page, where you canview report content, check the status of a report, and seecontent detail messages (which show you a description ofthe report and the distribution list).

Run This button takes you to the Process Scheduler requestpage, where you can specify the location where a processor job runs and the process output format.

For more information about the Report List page, theProcess List page, and the Process Scheduler, see ProcessScheduler Manager, “Process Scheduler Basics” in yourPeopleTools PeopleBook.

Run Control ID Identifies specific run control settings for a process orreport.

SetID An identification code that represents a set of control tableinformation or TableSets. A TableSet is a group of tables(records) necessary to define your company’s structure andprocessing options.

Short Description Freeflow text up to 15 characters.

Status Indicates whether a row in a table is Active or Inactive.You cannot display inactive rows in pages or use them forrunning batch processes.

User ID The system identifier for the individual who generates atransaction.


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Version The Version field is a way to indicate something haschanged on this page between two dates and is used forversion control purposes. As you and others in yourorganization enter data into the system, this field will letyou to track what has changed since the last version. Thisfield is dynamically displayed. No history of previousversions is stored.

Use the Version field to help track which elements havechanged. Any time an element is changed, the version fieldis blanked out. You can then use this field to help youmove them to another database. After moving the elementsto the new database, you can then update the elementversion fields.

PeopleBooks Standard Page Elements for Global Payroll for France

In addition to the standard field definitions that you find throughout the Global Payroll product,there are some common fields that are only in the Global Payroll for France application. Here,we list the French-specific common field definitions.

Field Definition

Company A business organization.

Currency The type of currency in which elements are defined.

Establishment ID The distinct physical place of business as defined in theEstablishment component in PeopleSoft HumanResources. This field is also sometimes shown as ID.

ID The distinct physical place of business as defined in theEstablishment component in PeopleSoft HumanResources. This field is also sometimes shown asEstablishment ID.

Global Payroll Terms

There are some differences in the terms used in the Global Payroll core documentation and in theGlobal Payroll for France documentation. We explain them here:

• Global Payroll for France is a country extension of the Global Payroll product and we refer toit as Global Payroll for France throughout the local documentation. Global Payroll for Franceis not considered a stand-alone product.

• Global Payroll core documentation uses the term payee throughout. Payee refers to bothemployees and non-employees. In the Global Payroll for France application, there are manystatutory requirements where you have to differentiate clearly between an employee and a non-employee in the system. For this reason, we refer to employee and non-employee more oftenthan payee in the Global Payroll for France documentation.


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• Global Payroll core documentation uses the term organization throughout. Organization refersto both companies in the private sector and to organizations in the public sector. In the GlobalPayroll for France documentation, we refer to company in many cases because there are pagesin the Global Payroll for France extension where Company is a required field.

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C H A P T E R 1

Understanding PeopleSoft-DeliveredElements for France

This section provides information about the following topics related to PeopleSoft-deliveredelements for France:

• Creating Elements for France. This topic explains how the delivered elements for France werecreated and reviews the relationship between the core application and your PeopleSoft GlobalPayroll country extension.

• Element Ownership and Maintenance. This topic describes PeopleSoft Global Payroll forFrance’s general approach towards element ownership and maintenance. This will provide youwith a clearer understanding of the kinds of elements PeopleSoft maintains, what we deliverbut do not maintain, and what we provide as sample data, so that you can determine what partsof the system you might be required to update or modify.

• Naming Elements. This topic outlines the naming convention that PeopleSoft followed whencreating French elements. This information will enable you to identify elements definedspecifically for your country as well as the functional areas that they support.

• Obtaining Additional Information About French Elements. This topic presents informationabout how to obtain detailed information on specific elements by using the Element Namepages or by querying your database, and describes various tools that will enable you to learnmore about the elements created for France.

Creating Elements for France

All of the elements delivered as part of your country extension were created using the coreapplication—the same tool you will use both to create additional elements (if needed), and (inmany cases) to configure existing elements delivered as part of your PeopleSoft Global Payrollsystem. For example, the brackets used to determine entitlement to the voluntary retirementallowance for France were created with the Bracket component in the core application, and theallowance itself (the earning IND DEP RET) was defined using the Earning and Deductioncomponent. To maintain the rules determining entitlement to the retirement allowance, younavigate to the bracket component and update the eligibility rules stored in these brackets.Because the tools needed to define these (and other) payroll elements are fully documented in thecore application PeopleBook, we do not attempt to reproduce this information here. Instead, webriefly review the relationship between the core application and country extensions, and thenpresent information about element ownership and maintenance.

The core application has the following characteristics:


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• It consists of a payroll rules engine—a flexible tool that enables users to define the rules oftheir payroll system and execute payroll and absence calculations. PeopleSoft Global Payrolldoes not embed payroll-specific logic or computations in application code. Instead, it specifiesall business application logic, such as earnings, deductions, absences and accumulators, interms of payroll rules. PeopleSoft Global Payroll enables the user to enter and maintain payrollrules through a set of pages and offers a comprehensive set of features that allow the user towork in their preferred language or currency.

• It provides a payroll processing framework—a flexible way to define and execute payroll andabsence processing flows such as calendars, run types, pay periods, and process lists.

Country extensions have the following characteristics:

• They are built using the core application.

• They consist of statutory and customary objects (payroll rules, payroll processes, reports,additional country-specific pages, and self-service applications).

• They contain country-specific rules and elements.

Although you could purchase the PeopleSoft Global Payroll core application and develop yourown solution for processing payrolls, the investment in resources required to develop a systemfrom the ground up would be substantial. For this reason, PeopleSoft has created countryextensions that expand the core system with carefully developed rules, processes, and reports thataddress your payroll needs.

Element Ownership and Maintenance

Because detailed information about French elements can be found in the chapters on the variousbusiness processes supported by PeopleSoft Global Payroll for France, this section does notprovide a description of specific rules or elements. Instead, this section offers a high-levelintroduction to delivered elements for France, and more precisely, an account of how PeopleSoftGlobal Payroll for France defines element ownership, and what implications this has for themaintenance of French payroll rules. This information will help clarify which parts of the systemyou may be required to maintain, what you can modify (if you want), and what parts of thesystem you cannot change.

Understanding Ownership in PeopleSoft Global Payroll for France

All elements created for France are assigned to one of two ownership categories: PSDelivered/Maintained and PS Delivered/Not Maintained. Elements defined as PSDelivered/Maintained are delivered and maintained on an ongoing basis by PeopleSoft. Elementsdefined as PS Delivered/Not Maintained are delivered by PeopleSoft, but can be modified by thecustomer. These elements can be customary or statutory rules delivered as sample data, orstatutory rules that may require frequent updating. Although PeopleSoft periodically updateselements defined as PS Delivered/Not Maintained, you are not required to apply these updates.



There is a third category of ownership called Customer Maintained for rules that are createdand maintained by your organization. PeopleSoft does not deliver rules defined as CustomerMaintained.

For more information about element ownership, see Element Name Page.

In order to give you maximum flexibility to update and modify elements, PeopleSoft has made PSDelivered/Not Maintained the default ownership category for many of the elements defined forFrance. The flexibility that results from this designation is most apparent in the case of variablesand brackets, which PeopleSoft Global Payroll for France uses to store parameters used in manypayroll calculations. Although these elements are often delivered with predefined values (forexample, the rates used to calculate ASSEDIC contributions are defined as variables, and thesevariables have assigned values), PeopleSoft does not define them as PS Delivered/Maintained,but as PS Delivered/Not Maintained. This allows you to update ASSEDIC elements to remaincompliant with current regulations—no matter how quickly the regulations change.

Many variables used in the French system can be easily updated using dedicated pages thatnot only display their current values, but also allow you to change these values if necessary.For example, the Variables by Category page enables you to view and maintain variablesthat store entry values used in many payroll calculations. You can also define manyvariables on the rates pages for ASSEDIC, ARRCO, AGIRC, Contingency Funds andURSSAF.

The functioning of accumulators provides another illustration of the system’s flexibility. Becausebalance accumulators (for example, those storing taxable gross on a year-to-date basis) must beset up to comply with rigid legal requirement for reporting earnings, contributions, and absences,PeopleSoft Global Payroll for France defines them as PS Delivered/Maintained (meaning youcannot directly add new elements to them). However, you can add new elements to theseaccumulators using the delivered segment accumulators, which serve as the basic entry point intothe system and are not PeopleSoft-maintained. Thus, when you define a new earning ordeduction, you can assign the element to a segment accumulator, and the segment accumulatorautomatically contributes to the correct balance accumulators.

In general, PeopleSoft Global Payroll for France uses the ownership category PSDelivered/Not Maintained except where the modification of an element might interfere withkey calculations and processes, or would disrupt elements designed to satisfy strict (andgenerally invariable) legal requirements.



For general information about accumulators in PeopleSoft Global Payroll, see Setting UpAccumulators. For specific information about assigning elements to deliveredaccumulators for France, see Appendix 2: Configuring Your Global Payroll Application forFrance.

The following table contains an element-by-element description of PeopleSoft Global Payroll forFrance’s approach to element ownership and maintenance.

ElementType

Ownership Exceptions

Earnings PS Delivered/Maintained Base Salary and Base Salary for AFB.

Deduction PS Delivered/Maintained Work Council Tax is delivered as sampledata.

Variable PS Delivered/NotMaintained

Values that cannot be changed withoutimpacting the calculation.

Bracket PS Delivered/NotMaintained

If values are not to be changed by thecustomer, they are defined as PSDelivered/Maintained.

Accumulator PS Delivered/NotMaintained for segmentaccumulators. PSDelivered/Maintainedotherwise.

In general, the non-segment baseaccumulators are maintained by PeopleSoftbecause customers can modify the fundingbase segment accumulators. However, thefollowing non-segment accumulators are notPS Delivered/Maintained:

Accumulators for loans and garnishments

Generic accumulators

Accumulators for benefits in kind

ElementGroup

PS Delivered/NotMaintained

None

Process List PS Delivered/NotMaintained

None

Section PS Delivered/NotMaintained

None

Formula PS Delivered/Maintained There are some exceptions if the rule is notstrictly legal:

Formulas used to create conditional sectionsin a process list and generation controlformulas are not maintained.

Note. PeopleSoft Global Payroll for Francewas designed to enable you to decide when



and how elements are triggered, so generationcontrol formulas and formulas used to createconditional sections are defined as PSDelivered/Not Maintained.

Situation formulas are used to managespecific contracts and are not maintained.

Note. Situation formulas are used to controlhow HR fields are used in payroll processing.Because PeopleSoft Global Payroll for Francewas designed to enable you to decide howthese fields should be used, situation formulasare defined as PS Delivered/Not Maintained.

For more information about situation formulasused in specific contracts, see PeopleSoft 8Global Payroll for France, “UnderstandingSpecific Contracts”.

Most generic formulas are not PeopleSoft-maintained (except legal rules and specificprocess formulas).

Note. Generic formulas are developed as partof the country setup feature and carry theprefix GEN.

For more information about formulas carryingthe prefix GEN, see PeopleSoft 8 GlobalPayroll for France, “Understanding CountrySetup for France”.

Array PS Delivered/Maintained None

GenerationControl

PS Delivered/NotMaintained

None; PeopleSoft Global Payroll for Francewas designed to enable you to decide whenand how elements are triggered, so generationcontrol formulas have been defined as PSDelivered/Maintained.

For elements defined as PS Delivered/Maintained, the owner category triggers onlinesecurity that prevents them from being modified. In addition, the owner field is importantbecause it is used by the Element Upgrader to identify which elements PeopleSoft hasdelivered and which ones you have created.



Naming Elements

One of the keys to understanding how delivered payroll elements function in the system is tounderstand their names. Understanding the naming convention developed for PeopleSoft-delivered elements can help you determine how an element is used, the element type, and eventhe functional area it serves. Depending on whether the element is a primary or a supportingelement, one of the following naming conventions applies.

For detailed information about supporting and primary elements in PeopleSoft GlobalPayroll, see Defining General Element Information.

Supporting Elements

For supporting elements such as variables, formulas, dates, durations, and so forth, PeopleSoftuses the following naming convention: FFF TT NAME.

• FFF: Functional Area Code (see Functional Area Codes for more information).

• TT: Type of Supporting Element (see List of Element Type Codes for more information).

• NAME: The name is based on a term in French and provides a further means of identifying theelement.

For example, a variable created for France might be URS VR TX VEUV S, where URSrepresents the functional area, VR represents the element type, and TX VEUV S provides afurther means of identifying the element.

This naming convention applies to the following element types: arrays, brackets, counts,dates, durations, formulas, rate codes, variables, historical rules, fictitious calculation rules,proration rules, rounding rules, and generation control conditions.

Primary Elements

Primary elements such as earnings, deductions, absence take, and absence Entitlement elementsgenerally do not contain functional area codes in their names; neither do most primary elementsdefined by means of an element type code. This is because primary elements have names, basedon terms in French, that define their function. For example, the absence take and entitlementelements for seniority paid vacation have names that identify their use in the system.

Absence Reason Take Element Entitlement Element

Seniority paid vacation CPT ANCIENTE CPE ANCIENTE



Although the names of these absence take elements are not based on a functional area code, thekey to their use can be found in the abbreviations CPT and CPE. CPT represents paid vacationtake (prise congés payés), and CPE represents paid vacation entitlement (droits congés payés). Inaddition, the abbreviation ANCIENTE (for ancienneté or seniority) indicates that the purpose ofthese elements is to calculate seniority paid vacation. PeopleSoft Global Payroll for France usesnumerous such abbreviations to signify how elements are used and the functional area they serve.Additional information about these abbreviations can be found in the section Additional Clues tothe Use of French Elements.

Other Elements

For accumulators, sections, and element groups, PeopleSoft uses the following namingconvention: FFF TT NAME.

• FFF: Functional Area Code (see Functional Area Codes for more information).

• TT: Type of Supporting Element (see List of Element Type Codes for more information).

• NAME: The name is based on a term in French and provides a further means of identifying theelement.

For example, a section in a process list for France might be URS SE COTISATIONS, where URSis a functional area code, SE represents the element type, and COTISATIONS provides a meansof uniquely identifying the element.

Additional Clues to the Use of French Elements

Many French elements contain abbreviations that provide clues (beyond those provided by thefunctional area codes or element type codes) to their use in the system. For example, URS MALS is a deduction with a calculation rule of base x percent. The percentage is contained in thevariable URS VR TX MAL S, and the base is contained in the formula URS FM BRUT ABAT.The code URS (URSSAF) in the name of the deduction indicates the functional area served bythe element; however, the abbreviations MAL and S provide additional useful information aboutthe deduction. The abbreviation MAL (maladie or illness) indicates that the deduction applies tothe URSSAF illness contribution, and the S (salarie or payee) signifies that the deduction is partof the payee’s contribution. The TX (taux or rate) in the variable URS VR TX MAL indicatesthat the variable stores a contribution rate. And in the formula representing the base, theabbreviation ABAT (abattement) signifies that the formula determines a reduction (in this case areduction of the gross salary). As you become more familiar with the elements created for afunctional area, these abbreviations help you to further identify and understand the role played byeach element.

The following table lists the most common abbreviations used in the names of French elements.

Abbreviations used inPeopleSoft GlobalPayroll for France

French English

ABAT(T) Abattu Reduced

ABT Abattement Reduction

ALIM Alimentation Feeding



AN Annuel Annual

AN Avantage en Nature Benefits in kind

ANC Ancienneté Seniority

ATRV or AT Accident du Travail Work accident

AUB Aubry Aubry

CALC Calcul Calculation

CAR Carence Waiting period

CC Convention Collective Labor agreement

CO Carte Orange Paris transportation OrangeCard

COND Conditionnel Conditional

COT Cotisations Contributions

CP Congés Payés Paid vacation

CPA Congés Payés Paid vacation

CPE Droits Congés Payés Paid vacation entitlements

CPT Prise Congés Payés Paid vacation take

DEB Début Beginning

DEC Décès Death

DECL Déclenchement Triggering

DED Déduction Deduction

DEP RET or D RET Départ à la retraite Voluntary retirement leave

DRT or DRTS or DTS Droits Entitlements

DT Droits ou Date Entitlements or date

DU DUCS (DéclarationUnique de ChargesSociales)

Unique Declaration for SocialContributions

E Employeur Employer

ENF Enfant Child

ETP Equivalent Temps Plein Full-time equivalent

EVE Droits évènement familial Family event entitlements

EVF Evénement Familial Family event

EVT Prise évènement familial Family event takes

FF Forfaitaire Lump sum



FORM Formation Training/education

HOR Horaire Hourly

HR or HRS Heures Hours

ICCP Indémnitéscompensatrices de congéspayés

Paid vacation in lieuallowances

IJ (shorter term for IJSS)Indemnités Journalières

Daily allowances

IJSS Indemnités Journalièresde Sécurité Sociale

Social Security dailyallowances

IND Indémnités Allowance

JC Jours Calendaires Calendar days

JO Jours Ouvrés Business days

JR or J Jour Day

LIC Licenciement Lay off

LIM Limite Limit

MAL Maladie Illness

MAP Mise à Pied Protective motive

MNT Montant Amount

MO Mois Month

NB or NBR Nombre Number

OBD Date d'origine del'absence

Original begin date

OUV Ouvert/Ouverture Opened/opening

PL or PLAF Plafond/Plafonné Ceiling

PRD Période Period

PRM Primes Premiums

REE Droits Représentant duPersonnel

Entitlements for staffrepresentatives

REM Rémunération Compensation

REP Rapport ou priseReprésentant duPersonnel

Report or takes for staffrepresentatives

RET Retenue Deduction

S Salarié Employee


1 - 1 0 U N D E R S T A N D I N G P E O P L E S O F T - D E L I V E R E D E L E M E N T S F O R F R A N C E P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

SAL Salaire Salary

SG Segment Segment

SLD Solde Balance

STG Stagiaire Trainee

THEO Théorique Theoretical

TRAV or TRV Travail Work

TX Taux Rate

Functional Area Codes

The following table contains the functional area codes used in the names of French elements.

Functional Area Description

ABS Absence

AFB AFB Collective Agreement

AGI AGIRC

APP Apprentices

ARC ARCCO

ASS ASSEDIC

ATR Work Accident

CP and CPA Paid Vacation

EVE Other Absences

EVT Other Absences

GEN Country Setup

HRS Overtime

IND Allowances - Premiums

MAL Illness

MAT Maternity

PRE Loans

PRO Liability

PRV Contingency

REE Work Council

REP Reports

SAI Garnishments


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L U N D E R S T A N D I N G P E O P L E S O F T - D E L I V E R E D E L E M E N T S F O R F R A N C E 1 - 1 1

SIT Situations

STG Trainees

TAX Levies

URS URSSAF

List of Element Type Codes (PIN_TYPE)

The following table contains codes for all the element types. Because not all element types aredelivered for France, not all of these codes appear in the names of French elements.

Element type Description

AE Absence Entitlement

AT Absence Take

AC Accumulator

AR Array

AA Auto Assigned

BR Bracket

CT Count

DT Date

DD Deduction

DR Duration

ER Earnings

EG Element Group

EM Error Message

FC Fictitious Calculation

FM Formula

GC Generation Control

PP Previous Period Rule

PR Process

PO Proration Rule

RC Rate Code

RR Rounding Rule

SE Section

SY System Element



VR Variable

Obtaining Additional Information About French Elements

Much of the information you need about delivered elements for France can be found in thevarious sections of your country extension PeopleBook. However, you may need additionalinformation about French elements that can be obtained by accessing core application pages or byquerying the database. This section provides information about how to research specific Frenchelements or entire categories of elements in the database by using your knowledge of the elementnaming convention. We have identified several types of information that you might want toretrieve, and several approaches to obtaining data on French elements.

Type of ElementYou Want toResearch

InformationYou Need toRetrieve

Method/Tool Explanation

Supportingelements

An element’sdefinition

You can use theElement Namepage specific toeach element typeto obtaininformation aboutsupportingelements.

You can use the ElementName page to view thedefinition of a supportingelement if you know theelement’s name. Using theelement type code contained inthe name, you can navigate tothe appropriate Element Namepage for that type of element,enter the name of the element,and then view its definition.

Note. Every element type hasa corresponding ElementName page in the coreapplication. For example, ifyou are interested in thedefinition of a variable, go tothe Variable Name page. Andif you are interested in seeinghow a bracket is defined, gothe Bracket Name page.

For more information aboutthe Element Name page, seePeopleSoft 8 Global Payroll,“Defining General ElementInformation”.






Primary elements An element’sdefinition

You can use thestandalone ElementName page incombination withthe various primaryElement Namepages to obtaininformation aboutspecific primaryelements.

If you want to view thedefinition of a primaryelement, but are not sure of theelement type (remember,primary elements do notinclude element type codes intheir name), you can go to thestandalone Element Namepage and enter the name of theelement. The system displaysthe element type. You canthen go to the appropriateElement Name page for thattype of element, enter thename, and view the element’sdefinition.

All elements An element’sdefinition

You can use thePS/Query tool toobtain informationabout an elementwhen you don’tknow the element’sname, but youknow the PINNumber(PIN_NUM).

If you want to learn moreabout the definition of anelement, and you know thePIN Number (PIN_NUM) butdo not know the name, you canuse the PS/Query tool inPeopleTools to obtain theelement name. Based on thename, you can then obtainadditional information aboutthe element by going to theappropriate Element Namepage in the core application (aspreviously described), or bywriting a PS/Query to get theadditional information that youneed.

For more information aboutPS/Query, see Querying theDatabase for ElementInformation Using PS/Queryor Other SQL Tools.






All elements An element’sdefinition

You can use SQLqueries to obtaininformation aboutan element whenyou don’t know theelement’s name butyou know the PINNumber(PIN_NUM).

Note. Everyelement in thesystem is identifiedby a unique numbercalled the PINnumber. Thisnumber is stored inthe PIN_NUMfield. ThePIN_NUM is alsoused for elementreference. Forexample, when youuse SQL to listsections in theprocess list, youwill retrieve thePIN_NUM of allthe sections.

If you want to learn moreabout the definition of anelement, and you know thePIN Number (PIN_NUM) butdo not know the name, you canwrite a SQL query to obtainthe element name (as long asyou have the appropriate toolsand are authorized to do so).Based on the name, you canobtain additional informationabout the element by going tothe appropriate Element Namepage in the core application (aspreviously described), or bywriting a SQL query to get theadditional information that youneed.

For more information aboutwriting SQL queries to extractinformation from the database,see Querying the Database forElement Information UsingPS/Query or Other SQL Tools.

All elements Informationabout elementrelationships

You can use theView ElementRelationshipsutility to obtaininformation aboutwhich elements useor are used by otherelements.

If you want to learn how anelement is related to otherelements, you can use theDefine Element Relationshiputility. For example, this toolenables you to find out whichformulas use a specificvariable.

Note. You can also use thePS/Query tool or write SQLqueries to obtain the sameinformation.



Using the Element Name Page to Research French Elements

The Element Name pages serve as the launching point for most of your research into Frenchelements. When we refer to the Element Name page in PeopleSoft Global Payroll, we arereferring to one of two possibilities: either the Element Name pages that have been created foreach type of element, or the standalone Element Name page, which enables you to enter theelement’s name and retrieve the element’s type. Both sets of pages are discussed here.

Element Name Pages for Different Element Types

The Element Name page is the first page of each element component. It stores attributes that arecommon to all elements. Although we refer to this page generically as the Element Name page, itis often labeled for the specific element type that is being created; for example, Earnings Name,Bracket Name, and so on. The object name of this page, regardless of element type, is alwaysGP_PIN. When you know the name of the element that you are researching, you can go to theappropriate element name page, enter the name, and view the element’s definition.

For more information about the Element Name page created for each element type, seeDefining an Element Name (GP_PIN).

The Standalone Element Name Page

The standalone Element Name page enables you to enter an element’s name and retrieve theelement type. This is useful when you are researching a primary element and cannot determinethe element type based on the name (primary elements generally do not contain an element typecode in their names). Once you know the type, you can navigate to the appropriate ElementName page for that type of element and view the element’s definition.

The standalone Element Name page is found in Define Global Payroll Rules, Inquire.

Using the Define Element Relationship Utility to Define ElementRelationships

In addition to using the Element Name page to obtain information about specific elements, youcan see how French elements work together by using the View Element Relationships utilitydescribed in the section on Using Utilities. This tool enables you to see which elements use otherelements and which elements are used by other elements. Remember that elements are oftencomposed of building block elements; PeopleSoft often uses several elements to fully defineanother element.

If you make changes to your elements, do not forget to run Define Element Relationshipsbefore using the View Element Relationships utility.



Querying the Database for Element Information Using PS/Query or OtherSQL Tools

Another way to obtain specific information about an element (or entire classes of elements) is touse PS/Query or another SQL tool to extract data from database tables that store elementdefinitions. For example, you can write a PS/Query or SQL statement to retrieve the name andtype of an element based only on the PIN number (PIN_NUM), and then navigate to theappropriate Element Name page to learn more about the element. Or you can continue retrievinginformation about the element by writing additional, more complex queries.

In this section, we present information about the tables that store data on each element type andhow to interpret the information that they contain. This will enable you to quickly gather largequantities of data on French elements by querying the PeopleSoft Global Payroll database.

This section does not explain how to use PS/Query, because complete documentation forhow to use this tool can be found in your PeopleTools PeopleBook. However, you can usethe following information about PeopleSoft Global Payroll tables to determine where data oneach element can be found.

For more information about the PS/Query tool, see Introduction to PeopleSoft Query.

GP_PIN and Related Tables

The PeopleSoft Global Payroll table that will serve as the point of departure for most of yourSQL-based queries is GP_PIN. This table stores basic information about every element in thesystem—the name, the PIN number, the owner (PS Delivered/Maintained, PS Delivered/NotMaintained, Customer Maintained), and so forth. This table corresponds to the Element NamePage—the first page that you encounter when you define any element in PeopleSoft GlobalPayroll, whether that element is an earning, an accumulator, or a formula.

Although GP_PIN provides the starting point for your queries, it does not, by itself, contain thecomplete definition of each element. There are other related tables that may store additionalinformation about the element or element type that you are researching. For example, GP_PINstores basic information about all the elements created for France. However, if you want detailedinformation about a specific French bracket, you can find the information in the tableGP_BRACKET. These two tables are related to one another using the high level keyPIN_NUM—the field containing a unique number for each element in the payroll system. Sowhen you run a query for information about an element—brackets, for example—you can joinGP_PIN to the related table containing the element’s definition (in this case GP_BRACKET).

The following is a sample SQL query you might run that joins the Bracket Table to ElementName table:



SELECT E.*, C.*

FROM PS_GP_PIN E, PS_GP_BRACKET C

WHERE E.PIN_NUM = C.PIN_NUM

If you were using PS/Query to obtain this information, you would not need to define a joinbetween these tables—the join would be created automatically.

Tables Containing Element Definitions

The following section contains information about GP_PIN as well as related tables for thedifferent element types. Related tables are often made up of a main element definition table andone or more children, all of which contain the same key field found in GP_PIN (PIN_NUM), aswell as some additional ones. Not all the related tables or their children are listed here, becausedetailed information about all the tables and their interrelationships can be found in the DataModels published through Customer Connection. Field level information is only provided for thetable GP_PIN. Otherwise, only the key fields in each table are listed.

GP_PIN

The following table lists the fields in GP_PIN

Table Name Table Name(technical)

Field Name Field Name(technical)

Field Values

Name Panel GP_PIN PIN Number(Key Field)

PIN_NUM N/A

Name PIN_NM N/A

Description DESCR N/A

Element Type PIN_TYPE See ElementTypes for acomplete list ofpossible values.

Owner PIN_OWNER P = PSDelivered/Maintained

N = PSDelivered/ NotMaintained

C = CustomerMaintained




Field Name Field Name(technical)

Field Values

Class PIN_CLASS SM = SampleData

CU =Customary

ST = Statutory

SY = SystemData

NC = NotClassified

Used By USED_BY A = AllCountries

C = SpecificCountry

Country COUNTRY ISO countrycodes. Some ofthe codes usedare

FRA = France

CHE =Switzerland

DEU =Germany

GBR = UnitedKingdom

Category PIN_CATEGORY

These are thefunctional areacodes developedfor France.

This is not a complete list of the fields contained in GP_PIN, only a selection of fields thatmay be useful in querying the database.

For more information about the fields contained in GP_PIN, see Element Name Page.



GP_ERN_DED


Key Fields

Earnings andDeductions

GP_ERN_DED PIN_NUM

EFFDT

GP_ABS_ENTL


Key Fields

AbsenceEntitlement

GP_ABS_ENTL PIN_NUM

EFFDT

GP_ABS_TAKE


Key Fields

Absence Take GP_ABS_TAKE PIN_NUM

EFFDT

GP_ABS_TAKE Children


Key Fields

Absence Take GP_ABS_TAKE_DAY PIN_NUM

EFFDT

PIN_TAKE_NUM

Absence Take GP_ABS_TAKE_ELM PIN_NUM

EFFDT

GP_ORDER

Absence Take GP_ABS_TAKE_ENT PIN_NUM

EFFDT

PRIORITY

GP_ACCUMULATOR


Key Fields

Accumulator GP_ACCUMULATOR PIN_NUM




Key Fields

EFFDT

GP_ACCUMULATOR Children


Key Fields

AccumulatorMembers

GP_ACM_MBR PIN_NUM

PIN_MBR_NUM

BGN_DT

GP_ARRAY


Key Fields

Array GP_ARRAY PIN_NUM

EFFDT

GP_ARRAY Children


Key Fields

Array Formulas GP_ARRAY_PRC

PIN_NUM

SEQ_NUM5

Array Key GP_ARRAY_KEY

PIN_NUM

SEQ_NUM5

Array ReturnElements

GP_ARRAY_FLD

PIN_NUM

SEQ_NUM5

GP_BRACKET


Key Fields

Bracket GP_BRACKET PIN_NUM

EFFDT

GP_BRACKET Children




Key Fields

Bracket ValueEntries

GP_BRACKET_DTL

PIN_NUM

EFFDT

SEQ_NUM5

GP_COUNT


Key Fields

Count GP_COUNT PIN_NUM

EFFDT

GP_DATE


Key Fields

Date GP_DATE PIN_NUM

EFFDT

GP_DURATION


Key Fields

Duration GP_DURATION PIN_NUM

EFFDT

GP_DURATION Children


Key Fields

Duration HRStatusDefinition

GP_DUR_GNRN PIN_NUM

EFFDT

EMPL_STATUS

GP_ELEM_GRP


Key Fields

Element Group GP_ELEM_GRP PIN_NUM




Key Fields

EFFDT

GP_ELEM_GRP Children


Key Fields

Element GroupMembers

GP_ELEM_GRP_MBR PIN_NUM

EFFDT

PIN_ELEM_NUM

GP_FC_TBL


Key Fields

Fictitious CalcDefinition

GP_FC_TBL PIN_NUM

EFFDT

GP_FC_TBL Children


Key Fields

Fictitious CalcSegmentMapping

GP_FC_SEG PIN_NUM

EFFDT

SEQ_NUM

Fictitious CalcInput Mapping

GP_FC_IN PIN_NUM

EFFDT

SEQ_NUM

Fictitious CalcOutput Mapping

GP_FC_OUT PIN_NUM

EFFDT

SEQ_NUM

Fictitious CalcOutput Details

GP_FC_OUT_DTL PIN_NUM




Key Fields

EFFDT

FC_PERIOD

SEQ_NUM

GP_FORMULA


Key Fields

Formula GP_FORMULA PIN_NUM

EFFDT

GP_FORMULA Children


Key Fields

Formula Details GP_FORMULA_DTL PIN_NUM

EFFDT

SEQ_NUM5

GP_HIST_RULE


Key Fields

Historical Rule GP_HIST_RULE PIN_NUM

EFFDT

GP_HIST_RULE Children


Key Fields

HistoricalElement Record

GP_HIST_ELEM PIN_NUM

EFFDT

SEQ_NUM

GP_PROCESS


Key Fields

Process List GP_PROCESS PIN_NUM

EFFDT



GP_PROCESS Children


Key Fields

Process ListDetails

GP_PROCESS_DTL PIN_NUM

EFFDT

SEQ_NUM5

GP_PRORATION


Key Fields

Process List GP_PRORATION PIN_NUM

EFFDT

GP_RATE_CODE


Key Fields

Process List GP_RATE_CODE PIN_NUM

COMP_RATECD

ROUND_RULE


Key Fields

Process List GP_ROUND_RULE PIN_NUM

EFFDT

GP_SECTION


Key Fields

Section GP_SECTION PIN_NUM

EFFDT

GP_SECTION Children


Key Fields

Section Details GP_SECTION_DTL PIN_NUM

EFFDT




Key Fields

SEQ_NUM5

GP_VARIABLE


Key Fields

Variable GP_VARIABLE PIN_NUM

EFFDT

Tables Not Keyed by PIN_NUM

The following table does not use PIN_NUM as a key, but contains information about eligibilitygroups that you might find useful.

GP_ELIG_GRP


Key Fields

EligibilityGroup

GP_ELIG_GRP ELIG_GRP

EFFDT

GP_ELIG_GRP Children


Key Fields

EligibilityGroup Members

GP_ELIG_GRP_MBR ELIG_GRP

EFFDT

PIN_ELEM_GRP_NUM

Sample Queries

Example 1

To obtain a list of all the PeopleSoft-delivered and maintained earnings for France, you mightwrite the following SQL query:

Select * FROM PS_GP_PIN WHERE PIN_TYPE = ‘ER’ and COUNTRY = ‘FRA’ and PIN_OWNER

= ‘P’



Example 2

To retrieve a list of all the accumulators (by PIN_NUM) containing one of the earnings that youretrieved in the previous example, you might write the following query againstPS_GP_ACM_MBR (the accumulator members table):

Select Distinct PIN_NUM

FROM PS_GP_ACM_MBR

WHERE PIN_MBR_NUM = '(enter PIN_NUM of earning element)';

P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L U N D E R S T A N D I N G C O U N T R Y S E T U P F O R F R A N C E 2 - 1

C H A P T E R 2

Understanding Country Setup for France

There are two aspects to country setup. The first involves setting up country-specific rules andelements, which are used throughout the application; for example, the accumulator for grosssalary or the URSSAF gross salary accumulator. Although many of the payroll elements, such asceilings and rates, are defined in the core application, they must be maintained and updated inPeopleSoft Global Payroll for France.

The second aspect involves payee contributions and variables. Payees have contributionsdeducted from their salary into various categories, such as URSSAF, ASSEDIC,ARRCO/AGIRC, and contingency funds. The rates for the different contributions are defined asvariables. Although PeopleSoft delivers the rates associated with these variables, as well as theceilings that apply to the base used to calculate these contributions, you can adjust ceiling valuesand contribution rates to comply with changing laws.

This section explains how to view and update variables in their various categories. It alsoexplains how to assign values to the variables, such as earnings limits or ceilings. These ceilingsare used to calculate contribution rates for various funds. Part of the setup involves assigningmonetary values to these limits.

Some aspects of the PeopleSoft Global Payroll application are set up in PeopleSoft HumanResources. This includes employee data. The link between these two resources becomes clearwhen you view a payee’s contract file. The Global Payroll aspect of that information is explainedin this section.

This section also discusses the set up steps necessary for reporting and formatting the GenericReport page in the Setup 3 menu.

Finally, this section discusses general information needed for country setup, such as how thesystem calculates funding base, seniority, negative net-to-pay management, SMIC control,processing currency, departure notification, absence during the whole month, and different typesof hours.

Overview of the Pay Process Flow

In order to understand how to set up functionality in Global Payroll for France, you need tounderstand the pay process flow.

The following is a diagram of the pay process flow for Global Payroll for France:


2 - 2 U N D E R S T A N D I N G C O U N T R Y S E T U P F O R F R A N C E P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

Initialization Compensation

Premiums

Overtime

Absences

Allowances

ARCCO/AGIRC

Contingency

Socialcontributions

exemption limits

URSSAF

ASSEDIC

Levies

Allowances

Loans/Garnishments

Accruals

Initialization Gross Contributions

Miscellaneous(not liable forincome tax)

Taxableexemption limits

The pay process flow in Global Payroll for France

The following list outlines how the pay process works in Global Payroll for France:

1. Initialization.

The system executes formulas, arrays, dates, durations, and earnings in order to populateelements such as variables, accumulators, and formulas. The elements populated in thissection are needed for most of the other features.

2. The system processes Gross, which are types of earnings and deductions: compensation,premiums, overtime pay, absences, and allowances.

3. The system processes Contributions, which are types of deductions: ARCCO/AGIRC,contingency funds, social contributions exemption limits, URSSAF, taxable exemption limits,ASSEDIC, and levies.

4. The system processes miscellaneous earnings and deductions that are not included in incometaxes, such as allowances, loans, garnishments, and accruals.

A specific section manages the negative net-to-pay. This section is placed just before theaccruals section. Other sections also appear at the end of the process list. Some sections areused to fill writable arrays. Another section performs calculations that are useful for theabsence process for the following month.



You must set things up in the order that is shown on the previous diagram, so that the systemprocesses these sequentially. First you must set up the Initialization, then all the Grosscategories, then the Contributions, and finally, the Miscellaneous items. If you do not setthem up in this order, things may not be processed correctly.

For more information about setting up the different earnings and contributions shown in thisdiagram, such as URSSAF and ASSEDIC, see the corresponding sections in thisPeopleBook.

Understanding Variables and Categories

Global Payroll for France delivers some variables that you can update on the Variables byCategory page. You can also define your own variables, assign them to a category, and updatethem, if necessary, on the Variables by Category page.

For more information about defining variables, see Variables in PeopleSoft 8 Global PayrollPeopleBook.

When you define a variable on the Variable Name Page in the core application, you can select acategory type for that variable. Global Payroll for France delivers the following category types:

Category Description

A36 Article 36 Employee

A4 Article 4/4 bis Managers

ASS ASSEDIC

CPA Paid Vacation

EMPL Employee

GEN Country Setup Generic Variable

HRS Additional and Overtime Hours

IND Allowances

LEV Levies

PRV Contingency Funds

RET ARRCO/AGIRC

SAI Garnishments

URS URSSAF



On the Variable Name page, you will see a Category field. There are two uses for the Categoryfield in Global Payroll for France.

The first use is in regard to the EMPL, A36, and A4 categories. These categories are used onlyfor the ARRCO/AGIRC deductions. The category is retrieved during processing and is used asan accumulator key (ARC VR CATEGORIE) for most of the ARRCO/AGIRC accumulators.Different sets of deductions that are specifically dedicated to one category of payees are definedand this category is populated in the Category field of these deductions. For example, thedeductions that apply to the Employees category are ARC T1 NC S, ARC T1 NC E, ARC T2 NCS, and ARC T2 NC E. The category indicated in these deductions is EMPL. When thesedeductions are triggered, the category is retrieved and used as an accumulator key.

For more information about triggering deductions, see Understanding ARRCO, AGIRC, andContingency Fund Contributions. For more information about accumulator keys, see SettingUp Accumulators in PeopleSoft 8 Global Payroll PeopleBook.

The second use is for the Variables by Category page. In this case, the Category field must bepopulated by variables that you want to see on this page.

After you’ve defined your variable, you can view the values of the variable in the Variables byCategory page.

The variables appear on the Variables by Category page only if you select a category whendefining your variable.

The purpose of the Variables by Category page is to group, in a single place, different variablesthat may need to be overridden from time to time and are not populated by another page, such asthe Rates page or the Ceilings page.

There are two places where you can adjust the values of the variables: on the individualcontributions or categories pages or on the Variables by Category page. For example, you canupdate the value of an URSSAF variable on the URSSAF Rates page or on the Variables byCategory page.

For more information about updating variables for the various contributions and categories,see the corresponding sections in this PeopleBook.

Variables by Category Page

Usage Use the Variables by Category page to view the values of the variables.The variables on this page are PeopleSoft-delivered but not maintained.You can also update the values of the variables to comply with changinglaws. Only the variables that have an assigned category are available.



The variables displayed here are variables other than the variables thatare stored as entry values on the Rates and Elements page.

Object Name GPFR_CAT_VAR

Navigation Global Payroll France, Global Payroll France, Setup 2, Variables byCategory

Prerequisites You must first define the categories on the Category Types page.

AccessRequirements

Enter values for Used By, Country, and Category.

Variables by Category: Values page

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Description, EffDate (effective date), Status.

Multiple views of this page are available by clicking the tabs in the scroll area. Wedocument fields common to all views first.

Common Page Information

Used By Displays the value that you selected in the entry page.Valid values are Specific Country or All Countries.

Country Displays the country that you selected in the entry page.

Category Displays the category that you selected in the entry page.When you define a variable element, you assign it to aspecific country (or all countries) and a category. Thecategory code can be up to four characters. For example,URS is used for URSSAF variables. Use the categorycode to search for the variables related to that function.



For more information about defining categories, see thePeopleSoft 8 Global Payroll, “Defining General ElementInformation” in PeopleSoft 8 Global Payroll PeopleBook.

Values Tab

See the above exhibit for a view of this tab.

Value Decimal The decimal value for the variable is displayed. You canalso change the decimal value for a variable here. Youdefine decimal values for variables such as rates that arenot populated on the Rates page. A variable has either adecimal value or a monetary value. This is determinedwhen you define the variable. A decimal value is one thatis numeric but not monetary. For example, a variable fora rate or the number of vacation days has a decimal value.

Value Monetary The monetary value for the variable is displayed. If youdefine the monetary values in french francs, the values areconverted to the euro if the processing currency is definedas the euro.

For more information about processing currencies, seeProcessing Currency: Francs versus the Euro.

Currency If the variable is a monetary value, the currency code ofthe variable is displayed.

Character Value For some categories, such as Allowances, the CharacterValue field also appears. You can modify the charactervalue of a variable that is defined as a character variable.

Date Value For some categories, such as Allowances, the Date Valuefield also appears. You can modify the date value of avariable that is defined as a date variable.



Name Tab

Variables by Category: Name page

Element Name The name of the element that corresponds to the variableis displayed. These elements are PeopleSoft-delivered butnot maintained. The prefix of each element namecorresponds to the contribution type. For example, URSindicates URSSAF contributions, AGI indicates AGIRCcontributions, ARC indicates ARRCO contributions, andASS indicates ASSEDIC contributions.

For more information about the naming conventions andthe prefixes used in elements, see PeopleSoft 8 GlobalPayroll for France, “Understanding PeopleSoft-DeliveredElements for France”.

Rates, Elements, and Limits

Many pages in Global Payroll for France display different rates, amounts, and limits. Thesevalues are stored in variables, which are elements defined in the core application. The variablesare usually associated with a particular contribution type, such as with ASSEDIC rates.

For example, there are 17 ARRCO variables associated with rates. Each variable represents asingle ARRCO contribution rate. On the ARRCO Rates Page, the first variable contains the ratefor the non-managers, Slice 1 (T1), payee contribution. The second variable contains the rate forthe non-managers, Slice 1 (T1), employer contribution, and so on.

Many contributions, such as those to URSSAF and ASSEDIC, are based on earnings limits.These limits are usually displayed on the setup pages, opposite the payee and employercontribution rates. The contribution bases are defined in ceilings. Ceilings generally correspondto salary levels, and are defined by the government.



The various ceilings are interrelated. For example, the first set of limits is from zero to amountA. The second set is from amount A to amount A x 3.

Values are assigned to the ceilings (A ceiling, B ceiling, etc.) on the Ceilings Page.

The variables used to define rates, limits, and ceilings are PeopleSoft-delivered but notmaintained.

Rates and Elements Page

Usage Use the Rates and Elements page to view the groups of rates for thedifferent types of contributions, such as ARRCO or AGIRC. The dataon the Rates and Elements page is PeopleSoft-delivered but notmaintained. If needed, you can change the values of the variables.

Object Name GPFR_RATE_PANELS

Navigation Global Payroll France, Global Payroll France, Setup 1, Rates,Elements and Limits

Prerequisites You must have defined a variable.

AccessRequirements

Enter a Component Name.

Rates and Elements page

The following element is common to multiple pages in this application and is defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Description.

Component Name Displays the name of the component that contains thevariables.



Row for 2nd Set ofElements

The system refers to this field for the limits. The limitscan be shown in either FRF or EUR. The variables usedto store limits for the Ceilings component are listed on theRates and Elements page. There are two sets of variables:the first is in FRF and the second is in EUR. This fieldtells the system where the second set of elements is stored.

Elements

Entry Type Select the entry type. Valid values are Accumulatr(accumulator), Deduction, Section, and Variable.

Element Name Displays the variable name. Variable names are codedaccording to the contribution type. For example, ARC VRTX T1 NC S is the variable that contains the value of theARRCO contribution for a payee on earnings base T1.

Limits Page

Usage Use the Limits page to view the ceilings associated with the variable thatis defined on the Rates and Elements page. The ceilings on the Limitspage are PeopleSoft-delivered but not maintained. You can change thelimits for the ceilings on a variable here.

Object Name GPFR_LIM_PANELS

Navigation Global Payroll France, Global Payroll France, Setup 1, Rates,Elements and Limits

Prerequisites This is the second of a two-page component. You must first completethe Rates and Elements page.

AccessRequirements

Enter the Component Name.

Limits page


2 - 1 0 U N D E R S T A N D I N G C O U N T R Y S E T U P F O R F R A N C E P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L


Component Name The name of the component that contains the variables isdisplayed.

Currency used for Limits Select the default currency value for the limits shown forthe associated component. Valid values are FrenchFranc and Euro.

Limits

From Ceiling Select the lower limit from the drop-down list box. This isthe minimum salary base for the set of limits that you aredefining.

To Ceiling Select the upper limit from the drop-down list box. This isthe maximum salary base for the set of limits that you aredefining.

Ceilings

Ceilings are the earnings limits that define the different contribution rates to organizations such asURSSAF and ASSEDIC. Ceilings are defined on the Limits Page. Their monetary values aredisplayed on the Ceilings page.

Ceilings Page

Usage Use the Ceilings page to view the different ceilings used to calculate thefunding bases for the URSSAF, ASSEDIC, AGIRC/ARRCO, andcontingency funds contributions. Ceilings are PeopleSoft-delivered butnot maintained. You can also change the values of the ceilings here tocomply with changing laws.

Object Name GPFR_CEILINGS

Navigation Global Payroll France, Global Payroll France, Setup2, Ceilings

Prerequisites You must first define the limits for a contribution on the Limits page.

AccessRequirements

None


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L U N D E R S T A N D I N G C O U N T R Y S E T U P F O R F R A N C E 2 - 1 1

Ceilings page

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Eff Date(effective date), Status.

Ceilings The ceiling name is displayed in the column on the left.The current monetary values of each ceiling are displayedin the Amount columns for each currency identified to theright (FRF for French francs, EUR for euros.). Theamounts are displayed in both currencies. The amountsfor the ceilings are monthly amounts.

Tips and Tricks for Defining Ceilings

Q. Suppose that a payee only works one week out of the month. How do you define ceilingsfor amounts that are not monthly?

If a payee works only one week during the month, he has a segment period equal to 1 week inthe month. You can prorate the ceiling using the number of days of the segment compared tothe number of days in the monthly period.

Q. What calculation is used to determine when the ceiling has been reached and no morecontributions can be deducted?

The calculation of the slice is a monthly calculation. This means that you add the gross forthe year and compare this sum to the sum of all the monthly ceilings. If the sum of the grossis more than the sum of the ceilings, the annual funding base of the ceiling is limited. Thefunding base of the previous month on which the payee has already contributed is deductedand the monthly funding base is obtained. A generic formula called GEN FM CALC LIMITis used for calculating this monthly funding base limited to a ceiling.



Contract Page

Usage Use the Contract page to assign limits to the earnings ceilings and toenter complementary HR information that is specific to France. TheContract page is defined in PeopleSoft Human Resources. However,some information held in this file is taken from files created duringcountry setup in Global Payroll for France. This relates to the payee’sregime and any related contribution deductions. Any payee who iseligible for an URSSAF contribution must be associated with acontribution class code (social security code or regime) on the Contractspage.

Object Name GPFR_CONTRACT

Navigation Global Payroll France, Global Payroll France, Use, Contract Data

Prerequisites A contract file for the employee should be set up first in PeopleSoftHuman Resources.

AccessRequirements

Enter an Employee ID.

Contract page

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Employee ID,Effective Date.

Contract Number The contract number as defined in PeopleSoft HumanResources is displayed.

Contract Begin Date The begin date of the contract as defined in PeopleSoftHuman Resources is displayed.

Contract Status The status of the contract as defined in PeopleSoft HumanResources is displayed.



Category TDS Select a payee category. Valid values are Apprentice,Executive, and Manager. The Category TDS field isused to prepare the DADS TDS report.

Multiple Employer Rate Some contracts reduce the earnings ceilings for somecontributions (for example, URSSAF). The reduction isdisplayed here, as a percentage.

If a payee has more than one employer, you can use themultiple employer rate to indicate the percentage ofcontributions that should be taken from each employer, inorder to avoid over-taxing. The earnings ceilings areprorated using the multiple employer rate. For example,suppose that a payee has two employers, and he receives40 percent of his salary from employer A and 60 percentof his salary from employer B. In the Multiple EmployerRate field, employer A enters 40 and employer B enters60.

CIPD(TDS) Valid values are Complete, Home, Inter., and Partial.The CIPD (TDS) field is used to prepare the DADS TDSreport.

Gross Reduction Percentage The gross reduction percentage is applied to the grosssalary for specific job categories, such as for journalistsand artists. These payees do not pay their contribution ontheir gross salary. Instead, their gross salary is reducedfrom the percentage input indicated here. For example,suppose that a payee is entitled to a 30 percent reduction.If he has a salary of 10000 FRF, he contributes only for7000 FRF. This field has a default value of 0.

Social Security Code Select a social security code. The social security code isthe contribution class, or régime, of the payee. Any payeewho is eligible for a contribution must be associated witha social security code.

For more information about contribution classes (orregimes), see PeopleSoft 8 Global Payroll for France,“Defining URSSAF Contributions”.

Preparing for Reporting

There are several steps you need to take before generating reports.

To prepare for reporting:

1. Select the element codes that are used in reports on the Elements for Reports Page.



2. Define Break Levels on the Break Levels Page.

3. Prepare the Generic Report Page in the Setup 3 menu before you actually generate a genericreport in the Reports menu.

There are two Generic Report pages: one in the Setup 3 menu that is used to set up thegeneric report and one in the Reports menu that is used to generate the generic report.

Elements for Reports Page

Usage Use the Elements for Reports page to define the element codes anddescriptions that are used in reports.

Object Name GPFR_ILLNESS_SETUP

Navigation Global Payroll France, Global Payroll France, Setup 3, ElementCodes Used in Reports

Prerequisites None

AccessRequirements

Enter a Description and Element Type.

Elements for Reports page

Element Type The element type that you selected in the entry page isdisplayed. Valid values are Assedic Certificate, Illness,Long-Term Illness, Miscellaneous, and Work Accident.

Description The description that corresponds to the element type isdisplayed.

Entry Type Select the entry type for the element. Valid values areAccumulatr, Auto Assgn (auto assign), Character,Deduction, Earnings, Formula, SystemElem (systemelement), and Variable.

Element Name Select the name of the element.



Break Levels Page

Usage Use the Break Levels page to indicate the organizational level. Breaklevels are used with generic reports. When a change is made, the SQRcode for a generic report needs to be changed.

Object Name GPFR_BRK_LEVELS

Navigation Global Payroll France, Global Payroll France, Setup 1, BreakLevels

Prerequisites None

AccessRequirements

Enter a 2-digit Break Level.

Break Levels page

Break Level The break level that you selected in the entry page isdisplayed.

Description The description of the break level is displayed. Validvalues are Business Unit, Company, Establishment, andDepartment.

Note. We do not recommend that you make changes tothe Break Levels page, unless you are customizing theapplication and the code.

Formatting the Generic Report Page

Global Payroll for France provides the framework for you to define your own generic reports.This enables you to set up the view of the payroll results to fit your needs. There are three typesof generic reports:

• Nominative List (Type 1) report



• Personal Summary (Type 2) report

• Accumulator (Type 3) report

Although the reports are set up in the same way, they show different views of the sameinformation.

You have the option of defining break levels on your generic reports. Break levels are used toorganize the output information on the report. They are a tool used to sort your results. You mayinclude up to three break levels in a report. For example, the first level might sort the employeesinto business units. If another level is added, it might sort members of each business unit intodepartments. A third break level might be added to sort the members of each department intoestablishments. The system offers four categories for break levels: Business Unit, Company,Department and Establishment.

If you sort using the Department break level, we recommend that you first sort by BusinessUnit and then by Department.

When you define the break levels, you have the option to print each section on a separate page.

The generic reports print amounts to two decimal places. The system truncates any numbersafter the second decimal; it does not round numbers.

Generic Report Type 1: Nominative List

The Nominative List report is a list of payroll elements per employee for a period. Each columnis defined as a set of numeric elements, where the elements defined in the columns areaccumulated. You can define break levels and sorting options. If you define break levels, thesystem prints the break level totals at the end of the report.

Generic Report Type 1 Format

User-defined elements are in bold. You may use up to 13 columns.



Generic Report Type 2: Personal Summary

The Personal Summary report is a list of user-defined payroll elements for the pay periodsbetween two dates for each employee. Each row is defined as a set of numeric elements, wherethe elements are accumulated. You define each column with two dates: a from date and a to date.You can define break levels and sorting options. If you define break levels, the system prints thebreak level totals at the end of the report.





Generic Report Type 3: Accumulator

The Accumulator report allows you to nominate accumulators, whose totals are displayed next toeach employee. Only accumulator values for a single segment may be displayed.



Generic Report Page

Usage Use the Generic Report page to set up a generic report.

Object Name GPFR_GENRPT_SETUP

Navigation Global Payroll France, Global Payroll France, Setup 3, GenericReport

Prerequisites You must first set up report codes and descriptions on the Elements forReports Page.

AccessRequirements

Enter a Generic Report Code, a Description, and a Report Type.



Generic Report page

Report Code The report code that you entered on the entry page isdisplayed.

Description The description of the report that you entered on the entrypage is displayed.

Report Type The report type that corresponds to the report code isdisplayed. Valid report types are Personal Summary,Nominative List, and Accumulator.

Currency The processing currency that corresponds to the reportcode is displayed. All amounts are converted to thiscurrency before processing. The currency shown here isthe default value for the currency in the generic report runcontrol.

Breaks

Use the Breaks group box to define break level information in your report.

Break Level 1, Break Level2, Break Level 3

You can use up to three break levels. Enter the first breaklevel in the Break Level 1 field. Two additional breaklevels may be selected using Break Level 2 and BreakLevel 3 fields. If you use multiple break levels, thesystem sorts first by break level 1, then by break level 2,and last by break level 3. Valid break level options areBusiness Unit, Company, Department, andEstablishment.



Page break for level 1, Pagebreak for level 2, Pagebreak for level 3

Select this check box if you want your report prints tohave a page break at the specified break level. Forexample, if you selected Department as your break level 1and you selected the Page break for level 1, then whenyou print a report, each department prints on a separatepage. You may specify additional printing page breaks forlevels 2 and 3 by selecting the Page break for level 2 andPage break for level 3 check boxes.

Employee sort option

Use the Employee sort option group box to define employee-level details in your report.

Employee sort option Select a method for sorting by employee. You can sort bythe employee’s name and record number or by theemployee’s ID and record number. Valid options are Id,Record number and Name, Record number.

Page break for employeelevel

Select the Page break for employee level check box toinsert a printing page break at the employee level. Thisproduces a separate page for each employee.

Hide Null Lines Select the Hide Null Lines check box to prevent blanklines from being printed in the report.

Rows or Columns Page

Usage Use the Rows or Columns page to enter details of a report.

Object Name GPFR_GENRPT_ROW

Navigation Global Payroll France, Global Payroll France, Setup 3, GenericReport, Rows and Columns

Prerequisites This is the second page of a two-page component. You must first enterinformation on the Generic Report page.

AccessRequirements

Enter a Report Code and a Description.



Rows or Columns page

Depending on the report type that you select on the Generic Report page, different fieldsmay appear on the Rows or Columns page. If you select a Nominative List or PersonalSummary report type, the Entry Type, Element Name, Description, and Add/Sub(add/subtract) fields appear. If you select an Accumulator report type, the Description andUser Key fields appear. If you enter a value in the User Key field, no other fields appear. Ifyou do not enter a value in the User Key field, the Print Total, Label Column, and Labelfields also appear. Note that the Label field only appears if the Label Column check box isselected.

Report Code The report code that you selected on the entry page for theGeneric Report page is displayed.

Description The description that you selected on the entry page for theGeneric Report page is displayed.

Rows or Columns

Description Displays the description that corresponds to the ElementName field in the Elements group box.

User Key The User Key field appears only for Accumulator reporttypes. Select User Key 1, User Key 2, User Key 3, orUser Key 4 to print a user key for the accumulator. Acolumn is either a user key or an element.

Print Total Select the Print Total check box to print the totals beforea page break level for Nominative List and Accumulatorreports. The number of extra columns is specified if thePrint Total check box is checked.



Label Column The Label Column check box appears only forAccumulator report types and for columns that are notUser Keys. Select the Label Column check box if youwant to print a label instead of the values for an element inthe column.

Elements

Entry Type Select the entry type. Valid values are Auto Assgn,Bracket, Deduction, Earnings, Formula, SystemElem,and Variable.

Element Name Select the element name.

Description The description of the element selected is displayed. Thisdescription is populated from the Element definition table.

Label The Label field appears only if you selected the LabelColumn check box. The Label field only appears foraccumulator report type and for the columns that are notUser Keys. Enter the label that you want to print in thecolumn when the element in the same row is differentfrom 0.

Add/Sub Select Add or Subtract. Because the system recordsearnings and deductions as positive amounts in thedatabase, you must decide whether this amount should beadded or subtracted to arrive at the total.

Note. For Accumulator report types, some precision maybe needed. The system obtains all the different user keysfrom the accumulator result table for all the accumulatorsdefined in the setup. Then the system prints all the userkeys and selects the accumulator results starting from theuser keys. For example, if you select FRPAY003 (a loan),you can find 3 accumulators in the same column. Thisdoes not mean that the values of these accumulators aretotaled, because the accumulators have values accordingto a user key. For loans, User Key 1 is Company and UserKey 2 is Loan ID. So if a payee has 2 loans, he has 2 rowsin the report and the figures come from one of the 3defined accumulators with the same user key in the row.

Additional Information for Country Setup

The following section discusses additional information for setting up Global Payroll for France.It includes the following topics:



• Funding Base Calculation

• Seniority Calculation

• Negative Net-to-Pay Management

• SMIC Control

• Processing Currency: Francs versus the Euro

• Departure and Departure Notification

• Absence During the Whole Month

• Hours

Funding Base Calculation

This section discusses limits and ceilings.

Progressive Regularization of Contributions

Some contribution types have limit ceilings. For these contributions, Global Payroll for Franceapplies a progressive regularization of the contributions. This means that in each segment, thesystem calculates the limited funding base on the annual amounts and obtains the funding monthfor the segment. The funding base is calculated like the following:

• Calculation of the Annual Funding base limited to a Ceiling – Annual Funding base on whichthe payee has already contributed = Segment Funding Base limited to a ceiling.

The calculation of the annual funding base limited to a ceiling comes from the GEN FM CALCLIMIT formula. To process this formula correctly, different variables must be applied beforecalculating it. The GEN VR BRUT variable must be equal to the annual base amount, GEN VRMAXI must be equal to the upper ceiling limit, and GEN VR MINI must be equal to the lowerceiling limit.

For more information about upper limits and lower limits, see the Limits Page.

Ceiling Proration Based on the Number of Segment Days

The ceilings entered on the Ceilings Page are monthly ceilings for the URSSAF, ASSEDIC,ARRCO/AGIRC, and Contingency funds contributions. In the case of segmentation, theseceilings are prorated according to the number of days of the current segment being processed.This proration is calculated on the 30th of the month with the GEN FM NB JR 30IEM formula.



Ceiling Reduction for Payees With Multiple Employers

For payees with multiple employers, you can enter a multiple employer rate on the Contract Page.The ceiling reduction is calculated using the value entered in the Multiple Employer Rate field.

Ceiling Proration for Part-Time Payees

You can apply a proration on the ceiling for part-time payees. If these payees work less than thecompany standard hours, this proration is applied. This proration does not apply if the payee hasmultiple employers because the law indicates that only one proration can be applied. The ceilingreduction first applies for the multiple employer rate and is never processed for part-time payeesif it has been applied for multiple employers.

Gross Reduction Percentage for Specific Job Categories

You can enter a gross reduction value for specific job categories on the Contract Page. Theannual gross reduction cannot be more than 50000 francs (as of the 1st of January 2000). Thegeneric formula GEN FM ABATT BASE is used to calculate the funding base after reductionwith the limitation of the reduction for 50000 for the year 2000.

Seniority Calculation

Global Payroll for France delivers three types of seniority calculation:

• The seniority effective at the segment end date of the segment period.

• The seniority prorated after a period of part-time work.

• The seniority calculated at the beginning date of the notice period.

Seniority Effective at the Segment End Date

The seniority effective at the segment end date is calculated from the number of days worked by apayee. The number of days worked is stored in the GEN AC JOUR ANC accumulator. TheGEN AC JOUR ANC accumulator is calculated as follows:

• GEN AC JOUR ANC = Number of days of the segment – the number of absence days + thenumber of absence days counted as days worked by law + the number of absence days countedas days worked by the collective agreement.

Seniority is calculated as follows:

• Seniority = Segment end date – Number of days of seniority.

Global Payroll for France takes into account both leap years and non-leap years incalculating seniority.



Example

If the segment end date is the 31st of December and the number of days of seniority is 365 days,the seniority in years is equal to 1 for a non-leap year and 0 for a leap year. In other words, for anon-leap year, the system will return a value of 1, and for a leap year, the system will return avalue of 0.

The seniority calculation is expressed in years plus months plus days.

Example

Segment end date = 31 December 2001 (a non-leap year).

Number of days of seniority for a payee = 401.

Seniority = 1 year, 1 month, and 5 days.

Global Payroll for France does not express the seniority in different formats, such as 1 year,13 months, or 401 days.

The following variables return these corresponding values:

• The GEN VR AN ANC variable returns the value for the number of years.

• The GEN VR MOIS ANC variable returns the value for the additional seniority in months.

• The GEN VR JOUR ANC variable returns the value for the additional seniority in days.

Seniority Prorated After a Period of Part-Time Work

For seniority that is prorated after a period of part-time work, the GEN AC JR ANC PROaccumulator stores the number of days of seniority that are prorated. The results are stored usingthe same logic as the variables used for seniority at the segment end day.

The following variables return these corresponding values:

• The GEN VR AN ANC PRO variable returns the value for the number of years.

• The GEN VR MOIS ANC PR variable returns the value for the number of months.

• The GEN VR JOUR ANC PR variable returns the value for the number of days.

Seniority Calculated at the Beginning Date of the Notice Period

Global Payroll for France also provides a seniority type calculated at the date of the beginning ofthe notice period. The number of days of seniority is stored in the GEN AC JOUR ANC LIaccumulator.

The results are stored in the following accumulators:



• GEN AC AN ANC LIC for the years.

• GEN AC MOIS ANC LI for the months.

• GEN AC JOUR ANC LI for the days.

This seniority is calculated only when the date of the beginning of the notice period is included inthe segment period. The results are stored in custom accumulators. This means that the result ofthese accumulators should be calculated only once and that the result is stored and can beretrieved in future pay periods.

When you first set up Global Payroll, you must populate the GEN_AC_JOUR_ANC,GEN_AC_JR_ANC_PRO, and GEN_AC_JOUR_ANC_LI accumulators with the number ofdays of seniority.

Populating Different Accumulators

Global Payroll for France uses the following rules regarding the population of the GEN ACJOUR ANC, GEN AC JR ANC PRO, and GEN AC JOUR ANC LI accumulators.

The following example discusses the rules for the GEN AC JOUR ANC accumulator, butthe logic is the same for the other accumulators.

The GEN AC JOUR ANC accumulator has four members:

• GEN AC JOUR CAL is added and retrieves the number of calendar days of the segment. Thisaccumulator is populated in the pay process.

• GEN AC ABSENCE is subtracted and retrieves the number of absence days of the segment.This accumulator is populated in the absence process. This accumulator is used to deduct theseniority from the days of absence.

• GEN AC ABS ASS LOI is added and retrieves the number of absence days of the segmentcounted as days worked by the law. This accumulator is populated in the absence process.This accumulator is used to decrease the number of absence days when the law indicates thatsome specific absences are counted as days worked and does not then decrease the seniority.

• GEN AC ABS ASS CC is added and retrieves the number of absence days of the segmentcounted as days worked by the collective agreement. This accumulator is populated in theabsence process. This accumulator is used to decrease the number of absence days when thecollective agreement indicates that some specific absence is counted as days worked and doesnot then decrease the seniority. Of course, what is counted as days worked is exclusivebetween the law and the collective agreement.

The different accumulators populated by the absence process are updated with three formulas.

The GEN FM ABS CAL formula populates the GEN AC ABSENCE accumulator. This formulais processed in a day formula for all absences.



The GEN FM ABS ASS CAL formula populates the GEN AC ABS ASS LOI accumulator. Thisformula is processed in a day formula only for absences that are counted as days worked by thelaw.

The GEN FM ABS ASS CC formula populates the GEN AC ABS ASS CC accumulator. Thisformula is processed in a day formula only for absences that are counted as days worked by thecollective agreement.

The triggering of the GEN FM ABS ASS CAL and GEN FM ABS ASS CC formulas depends onbrackets. The following is an explanation of how these brackets work with the triggering offormulas:



Purpose Bracket Name Description

Seniority calculation andabsences

ABS BR ANC-ABS LOI

ABS BR ANC-ABS CC

These brackets storeinformation about how toconsider absences incalculating seniority.

The retrieved value in thebracket is either equal to 0 or1.

If the retrieved value in thebracket equals:

0 means that the absencebeing processed (TAKECONFIG2) is to bedecreased from the numberof years of seniority.

1 means that the absence isnot decreased from theseniority years. Instead, it isconsidered as effectivework.

The bracket dealing with thecollective agreement (ABSBR ANC-ABS CC) hasanother retrieved valuestored in a variable (ABSVR J PAYES CC). Thisbracket indicates, for theabsence being processed,whether it has to be paid (thevalue would be 1) orwhether it has to beconsidered as effective workor not (the value would be0). This variable shouldonly be equal to 1 if thevalue retrieved in the bracketis also 1.

The following tables give a more detailed explanation of the brackets:



ABS BR ANC-ABS LOI Key: TAKE CONFIG2

Indicates how to consider an absenceregarding seniority calculation for the law.

Values in the bracket column result:

1 means the absence is considered aseffective work by the law.

0 means the absence is considered as anabsence by the law.

Return column:

ABS BR ANC-ABS LOI

Default values

TAKE CONFIG2 ABS BR ANC_ABS LOI

MAL O

AT 1

ATRCH 0

MAT 1

ADOPT 0

THERP 0

EVF 0

ABS BR ANC-ABS CC Keys: TAKE CONFIG2, COLLECTIVEAGREEMENT

Indicates how to consider an absenceregarding seniority calculation for collectiveagreements.

Values in the bracket column result :

1 means the absence is considered aseffective work by the collective agreement.

0 means the absence is considered as anabsence by the collective agreement.

Values in the ABS VR J PAYES CC columnresult:

1 means the absence has to be paid to beconsidered as effective work by the collectiveagreement (the variable can only be equal to1 if the bracket returns 1).

0 means the absence is considered as anabsence by the collective agreement.

Return columns:

ABS BR ANC-ABS CC/

ABS VR J PAYES CC



Default values

TAKE CONFIG2 COLLECTIVEAGREEMENT

ABS BR ANC-ABS CC ABS VR J PAYES CC

MAL AFB 1 1

AT AFB 1 0

ATRCH AFB 0 0

MAT AFB 1 0

MTSUP AFB 0 0

ADOPT AFB 0 0

THERP AFB 0 0

DIV AFB 0 0

EVF AFB 0 0

In the ABS FM ALIM AC ABS formula (used for each absence take calculation), the valuesretrieved in those 2 brackets are used to trigger or not trigger some formulas.

If an absence is to be considered as an absence by the law (1 would therefore be the valueretrieved by ABS BR ANC-ABS LOI), and then is to be decreased from the number of senioritydays, the GEN FM ABS ASS CAL formula will be triggered.

Negative Net-to-Pay Management

In Global Payroll for France, a special earning and a special deduction have been created tomanage cases where the net salary is negative.

The NET NEG AVAN earning receives an amount equal to the net negative amount, so that thefinal net salary is equal to 0 on the minimum. The NET NEG REPR deduction recovers theadvanced amount of the previous month.

The GEN AC NET NEG accumulator stores the salary advance balance to cover the negative net.

Processing Negative Net Salaries

The GEN EG NET NEG element group must be placed in the eligibility groups that you definedin order to process this calculation. The GEN SE NET NEG section must be placed in theprocess list after the last section that can impact the net salary. This means that you should placethe GEN SE NET NEG section after the loans section on the process list provided by PeopleSoft.

SMIC Control

The SMIC is the minimum salary defined by the government. Global Payroll for France has acontrol to check that the salary paid is more than the SMIC. If the salary paid is less than the



SMIC, the system increases the funding base used for the contributions because this funding basecannot be less than the SMIC.

Checking for SMIC Control

Global Payroll for France uses the GEN FM CTRL SMIC formula to process differentcalculations and controls, including the control for the SMIC. If the salary paid is less than theSMIC, this formula generates a warning message. You can view this message on the PayeeMessages Page in the core application.

The SMIC is calculated as follows:

• SMIC = the number of hours paid x the hourly SMIC value.

The control is done on the segment and on the month that the system controls if the sum of thedifferent salaries paid during the month is more than the sum of the segment SMICs.

The SIT FM PAYM HRS situation formula is used to indicate whether the payment of the salaryis based on the hours and then if the SMIC control can be done.

If the payment is a lump sum and the number of hours cannot be estimated, then you mustoverride the SIT FM PAYM HRS formula with the GP FALSE value and no SMIC control isapplied. By default, the SIT FM PAYM HRS formula is equal to GP TRUE, which means thatthe control is normally processed.

This control is not checked for a company officer or payees who have the SIT FMMANDATAIRE situation formula equal to TRUE. For the SMIC calculation, the system appliesthe reduction for specific categories of payees such as young people under 18, and for specificcontracts such as qualification contracts and orientation contracts.

For more information about the situation formula, see Understanding Specific Contracts.

Increasing the Funding Base for Salaries Less Than the SMIC

Regarding the modification of the funding base, the system calculates the difference between theSMIC and the salary paid. If the salary paid is less than the SMIC, the system adds the differenceto the funding base used for the calculation of the contributions. Moreover, the salary comparedto the SMIC is the salary after the reductions for professional expenses because these expenses donot count as contributions to a salary that is less than the SMIC.

Processing Currency: Francs versus the Euro

The currency for calculating payroll in France will be the euro at the beginning of 2002. During atransition period, companies can choose to process their payroll in francs or in euros.



You must define your processing currency at the pay entity level during setup. For moreinformation about defining the processing currency, see the Pay Entity - Processing DetailsPage in PeopleSoft 8 Global Payroll PeopleBook.

All monetary elements are converted to the processing currency during the payroll calculation. Ifyour company decides to use the euro as the processing currency, all the elements that are definedin francs are automatically converted from francs to euros.

Workaround During the Transition Period

During this transition period, it is possible that some French governmental agencies will not allowusing this conversion method. Some agencies give ceilings in francs and in euros but the legalconversion calculation does not allow one value to pass to another.

In this case, the variables need to be defined both in francs and in euros. When a variable isdefined in both currencies, Global Payroll for France uses the euro variable in the process list asthe default.

The GEN FM CNV FRF/EUR formula tests the processing currency that is used for the payrollcalculation. If the processing currency is in francs, then the values of the variables defined ineuros are overridden by the values. The GEN FM CNV FRF/EUR formula applies only tovariables that cannot be converted.

The variables that store monetary values that cannot be converted must be defined in decimalformat.

Example

For example, GEN VR SMOC HOR FF stores the hourly SMIC value in francs. The variableformat is decimal and the value, as of the 1st of July 2000 is 42,02. If this variable had beendefined as monetary, then its value would have been automatically converted to the processingcurrency defined at the pay entity level. This is the reason why these variables that cannot beconverted must be entered in decimal variables.

In Global Payroll for France, variables in French francs are identified with the suffix FF. Thesevariables should disappear after 2002 because at that time all the amounts defined by the differentadministrations will be defined in euros.

Departure and Departure Notification

Many features in Global Payroll for France are impacted by the departure of a payee. Forexample, calculations such as specific allowances and contributions occur during a payee'sdeparture.



Often, there is a need to identify a payee departure and, in some cases, the reason for thedeparture. Global Payroll for France provides elements that you can use for these purposes,instead of creating your own additional rules.

If a payee leaves the company during the segment period, the GEN VR TEST DEPART variableresolves to GP TRUE (or 1). Otherwise, the value of the variable is equal to GP FALSE (or 0).The GEN VR ACTION variable stores the action and the GEN VR MOTIF variable stores thereason of the departure.

In order to populate these three variables, the system uses a generation control element, anearnings element, and a formula element.

The generation control element GEN GC TEST DEPART tests whether the different actionsoccur during the segment period plus one day. You can modify, delete, or add the action youwant in this generation control element.

For more information about defining generation control elements, see Generation Control inPeopleSoft 8 Global Payroll PeopleBook.

If one of the actions listed in the generation control appears in the segment period plus one day,the earning element DEPART is triggered. This earning is not used to retrieve a monetaryamount added to the salary. An earning element is used because this is the only way to process ageneration control.

If the earning element DEPART is triggered, the GEN FM ACT DEPART formula is resolved.This formula triggers the array that retrieves the action and reason and populates the GEN VRACTION and GEN VR MOTIF variables. This formula also populates the GEN VR TESTDEPART variable to GP TRUE.

The same logic is used to retrieve the notification of the departure at the beginning of the noticeperiod. The system calculates the seniority at the date of the beginning of the notice period forthe calculation of the entitlements for the severance allowance (but not for the allowanceamount). Then the system obtains the date of the beginning of notice period. In order to do thatthe system uses the GEN GC TEST NOTIF generation control that triggers the NOTIFICATIONearning element. The GEN FM DATE NOTIF formula that is referenced in the earning is thenresolved and triggers an array that retrieves the date of the beginning of the notice period. Thedate at the beginning of the notice period is regarded as the date of the notification of thedeparture. This date is used to calculate the entitlements for the severance allowance.

Absence During the Whole Month

There are three types of long-term absences that Global Payroll for France takes into account.

In the case of an unpaid absence during a whole month, the ceilings are considered equal to 0. Inorder to manage this case, the payee status must be equal to Leave with Pay during the wholemonth.



For more information about payee status, see the PeopleSoft Human Resourcesdocumentation.

If the payee status is equal to Leave with Pay during the whole month, the URSSAF, ASSEDIC,Contingency ceilings and the ARRCO ceiling for payees are set equal to 0. Moreover, if thepayee depends on the A36 or A4 categories and has more than 90 days of absence following theAvenant A49 rule, the ARRCO/AGIRC ceilings are also set equal to 0.

For more information about the Avenant A49 rule, see Understanding ARRCO, AGIRC, andContingency Fund Contributions.

In another case, a payee might have an uninterrupted absence that overlaps two calendar yearswith a status equal to Leave with Pay. Then if there is a payment of pay back salaries for theprevious year, the system retrieves the last ceiling values for the payee and uses these ceilings tocalculate the contributions of the segment.

In the final case, a payee might have an uninterrupted absence that overlaps two calendar yearswith a status equal to Leave with Pay. When the payee comes back (and when his status is nolonger equal to Leave with Pay), then all the ceilings are set to 0. This means that the systemdoes not use the ceilings if they have been retrieved as described in the previous case.

Hours

PeopleSoft calculates different hours for a segment, such as hours paid and hours worked.

The first thing that you need to do is indicate the base hour for the payee. This must be done inthe HR data.

For more information about indicating base hours for a payee, see the French section of thePeopleSoft Human Resources documentation.

You need to populate the Paid Hours and the Paid FTE fields. If this is not done, the process willbe in error when the system needs this information.

The only frequencies that Global Payroll accepts for the Paid Worked Period are A (Annual),M (Monthly), and W (Weekly).

The different hours calculated are the following:

• GEN VR HOR CON retrieves the monthly standard hour of the company (and is equal to PaidHours Fra divided by the paid FTE).



• GEN VR HOR SAL MO retrieves the monthly theoretical hour of the payee.

• GEN VR HOR LEG MO retrieves the monthly legal hour applied to the company. This hourcomes from the GEN VR HR LEG variable where users can enter the weekly legal hour. Ifthis variable is not populated, this hour is considered equal to the monthly standard hour of thepayee GEN VR HOR CONV.

• GEN VR HRS TRAV retrieves the hours effectively worked during the segment. This iscalculated as the theoretical hour + additional and overtime hours – absence hours.

• GEN VR HRS PAYE retrieves the paid hours of the segment.

• GEN AC HRS SMIC SG retrieves the paid hours of the segment, surcharge for additionalhours included, and decrease for absence hours included. For example, 1 overtime hour paid at125 percent counts as 1,25 paid hour. 1 absence hour paid at only 66 percent counts as 0.66paid hour.

• GEN VR HRS TRAV-HS retrieves the worked hours limited to the additional hours. Thismeans that the system does not count the overtime hours.

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C H A P T E R 3

Paying Overtime

PeopleSoft Global Payroll for France provides you with the ability to pay for overtime hours.Overtime exists when an eligible payee works more than the standard number of hours during aweek stipulated by the French government. If a payee works overtime, an employer is obligatedto pay a surcharge on the extra time worked. If the extra time worked exceeds a second limit,then an employer may have to give the payee time off in lieu (repos compensateur). Overtimecalculations are based on a weekly calculation of hours worked, but in certain situations thestandard working hours can be calculated on a yearly basis. This is referred to as the modulationof working hours.

PeopleSoft Global Payroll for France does not calculate the overtime hours. Overtime hourscalculation must take place outside of the system. PeopleSoft Global Payroll for Franceprovides the functionality to pay those overtime hours that were calculated outside of thesystem.

The modulation of working hours can be set up in companies if a collective agreement or acompany or establishment agree exists.

There are also some special rules about overtime rates that apply to part-time workers, youngpeople, apprentices, and executive managers.

Some payees, such as executive managers, are not subject to normal overtime rules. Suchpayees may not be eligible for overtime. PeopleSoft does not control whether overtime mustbe paid for each category of payee. It is your responsibility to decide whether to input extrahours for these payees.

If your organization uses PeopleSoft Time and Labor, then the calculation for the different typesof work hours is done by PeopleSoft Time and Labor and then that data is passed to GlobalPayroll for payroll calculation through an integration. If your organization uses a third-party timeand labor application, then the calculation for the different types of work hours is done by thatapplication and then that data is passed to Global Payroll for payroll calculation through positiveinput. If your organization does not use PeopleSoft Time and Labor or a third-party time andlabor application, you input your hours manually (online) using positive input.


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For more information about the integration of PeopleSoft Global Payroll and PeopleSoftTime and Labor, see Integrating with PeopleSoft Time and Labor in the PeopleSoft 8 GlobalPayroll PeopleBook. For more information about how positive input works, see WorkingWith Positive Input in the PeopleSoft 8 Global Payroll PeopleBook.

PeopleSoft does not restrict the input of hours that are over the legal limit. It is up to you toapply the law to your setup. If you want an automated method by which to control the inputof hours to ensure that they do not exceed the legal limit, PeopleSoft Time and Labor can beused to accomplish this task.

Overtime in the Pay Process Flow

The following diagram describes how the overtime functionality fits into the overall pay processflow of PeopleSoft Global Payroll for France.

The processing of overtime takes place immediately after the premiums calculation and beforethe absences processing.

INPUTHours through positive input

Hourly rate calculatedSurcharge percentages retrieved

Calculate Overtime

OUTPUTAccumulators are populated

Impact on gross salary

Overtime process flow

The hourly rate is calculated for each positive input for each week. Surcharge percentagesare stored in variables. The accumulators of pay hours, both complementary hours andadditional hours, are populated.



Overtime Rules

This topic explains the rules definitions created for PeopleSoft Global Payroll for France thathandle overtime situations.

All of the delivered overtime rules assume that your Global Payroll system receives positive inputon a weekly basis. If you want to send only one set of positive input per month, then you createonly one instance of the earnings.

Overtime Earnings Elements

This topic details the primary earnings elements that PeopleSoft delivers and maintains toaccommodate overtime processing. The following table lists the delivered elements and theirdescription.

The following earnings elements have been delivered. These elements are delivered byPeopleSoft, but not maintained.

Element Description

HRS COMP Number of additional hours paid (100 percent)

HRS COMP 125 Number of additional hours paid (125 percent)

HRS BON 100% Number of bonus hours paid (100 percent)

HRS BON 10% Surcharge of 10 percent for bonus hours

HRS BOS 100% Number of bonus hours saved (100 percent). This earningresolves to zero and is used to populate the bonus hoursaccumulator.

HRS BOS 10% Number of bonus hours saved (10 percent). This earningresolves to zero and is used to populate the bonus hoursaccumulator.

HRS SUP 125% Number of overtime hours (125 percent)

HRS SUP 150% Number of overtime hours (150 percent)

HRS DIMANCHE Number of Sunday hours

HRS DE NUIT Number of night hours

HRS CONGES Number of holiday hours

HRS REP COMP Number of time off in lieu hours. HRS REP COMPresolves to zero and is used to populate the compensationin lieu of time off entitlement accumulator.



There are no generation controls for these earnings. The element group HRS EGOVERTIME includes the earnings used for the overtime hours. The element assignmentdefinition for these earnings is By Payee. This means that these earnings are triggered onlyif an assignment exits at the payee level (as positive input).

Note (if you use rate codes to determine the hourly rate). For all of the earnings listed in theprevious table, except HRS REP COMP, the system expects an override of the systemelement RATE AS OF DATE. The RATE AS OF DATE system element is used to evaluatethe hourly rate used to pay the overtime hours. The system resolves RATE AS OF DATEwith the value of the segment end date. If RATE AS OF DATE is not overridden, then itsvalue is equal to the segment end date. If you don’t override RATE AS OF DATE, thehourly rate is calculated with the value of the rate code active as of the segment end dateretrieved by the process. You should also be careful to consider any possible salary changesduring the pay period month because this changes the rate code values used in thecalculation of the hourly rate.

The system element RATE AS OF DATE should be defined as the last day of the week ifyou want the hourly rate to be calculated with the correct effective-dated rate code for theweek in which the hours were worked. The system calculates the hourly rate as of this date.

To find out the specifics of an element’s definition, you can use the PeopleSoft GlobalPayroll core application online element definition pages to display the element’s definition.

For more information about generation control, see Generation Control in the PeopleSoft 8Global Payroll PeopleBook. For more information about the element definition pages in thecore application, see Defining General Element Information in the PeopleSoft 8 GlobalPayroll PeopleBook. For more information about variables, see Variables in the PeopleSoft8 Global Payroll PeopleBook. For more information about formulas, see Formula in thePeopleSoft 8 Global Payroll PeopleBook.

Overtime Element Group

PeopleSoft delivers, but does not maintain, the element group HRS EG OVERTIME that containsthe earnings elements necessary to process overtime.



There are no generation controls for the earnings that comprise the HRS EG OVERTIMEelement group. The element assignment definition for these earnings is By Payee. Thismeans that these earnings are triggered only if an assignment exits at the payee level (aspositive input).

To find out the specifics of an element group’s definition, you can use the PeopleSoft GlobalPayroll core application online element group definition pages to display the elementgroup’s definition.

For more information about element groups, see Element Groups in the PeopleSoft 8 GlobalPayroll PeopleBook.

Overtime Section

PeopleSoft delivers, but does not maintain, a section named HRS SE OVERTIME that containsthe earnings elements necessary for overtime processing.

When inserting the HRS SE OVERTIME section in your process list, make sure to insert itimmediately after the premiums section and before the absence section. Premiums must becalculated before the overtime hours if you want the premiums to be taken into account forthe hourly rate calculation. If you do not insert the overtime section in the correct order inyour process list, the overtime calculations may be incorrect.

For more information about sections, see Understanding Sections in the PeopleSoft 8 GlobalPayroll PeopleBook. For more information about process lists, see Setting up Process Listsin the PeopleSoft 8 Global Payroll PeopleBook.

Overtime Accumulators

PeopleSoft delivers the following accumulators to assist in overtime processing.

Accumulator Description of Contents

HRS AC HRS BON SG / MO/ AN

Bonus hours saved versus paid




HRS AC RCOMP SG / AN Time off in lieu of compensation (completed anduncompleted)

HRS AC RCOMP EX SG /AN

Time off in lieu of compensation (completed—days thepayee can use)

HRS AC RCOMP NE SG /AN

Time off in lieu of compensation (uncompleted—hoursthe payee cannot use yet)

HRS AC SUP PAYE SG /AN

Amount of overtime hours paid

HRS AC ADD PAYE SG /AN

Amount of additional hours paid

HRS AC OVE PAID MO Overtime paid for the month’s pay period

HRS AC ADD PAID MO Additional hours paid for the month’s pay period

HRS AC HRS SUP AN Overtime paid for the year

HRS AC CAL PRIM SG This accumulator stores the premiums that you want toinclude in the hourly rate. This is not a rate, but anamount used to calculate the hourly rate.

Note. You need to update this accumulator by adding asmembers the premiums you want to include in thehourly rate.

Note. To find out the specifics of an accumulator'sdefinition, you can use the Peoplesoft Global Payrollcore application online accumulator definition pages todisplay the accumulators definition.

For more information about accumulators, see Understanding Accumulators and Setting UpAccumulators in the PeopleSoft 8 Global Payroll PeopleBook.

Compensation in Lieu of Time Off

Some overtime may be taken as time off in lieu of compensation. These hours are known asbonus hours. There are two different types of compensation in lieu of time off. The first type(repos compensateur) adheres to certain regulatory rules for its calculation. This type stipulatesthat when a payee works over a weekly hour limit in a week, that payee is entitled to receivesome hours paid with a surcharge and to also acquire some compensation in lieu entitlement.



The second type (récupération d’heures) is not stipulated by regulations and companies candecide whether to apply this rule. This type allows a payee to take some compensation time offinstead of being paid for the overtime.

Variables HR BON 100%, HRS BON 10%, HRS BOS 100%, and HRS BOS 10% are used tostore the necessary values to process compensation in lieu of time off. These variables are usedas values to process the Récuparation d’heures.

For information about the variables (elements) used to store the values necessary to processcompensation in lieu of time off, see Overtime Earnings Elements in this section.

You enter the number of hours a payee wants to save for future compensation in lieu usingpositive input. The hours input in the earnings HRS BOS 100% (earnings that pays the bonushours at 100%) and HRS BOS 10% (earnings that pays the 10% surcharge for the bonus hours)are accumulated in the accumulator HRS AC HRS BOS SG. The hours input into HRS AC HRSBOS SG are added to the accumulator for 10 percent of their value as they are only equal to a 10percent surcharge of the bonus hours.

The earnings HRS BOS 100% and HRS BOS 10% are resolved to zero. They are used topopulate the compensation hours accumulators.

For more information about generation control, see Generation Control in the PeopleSoft 8Global Payroll PeopleBook.

Sometimes a payee can take some time off in lieu of compensation by the half-day or completeday. When a payee takes a paid half-day or complete day off, the entitlement is decreasedaccordingly. A payee is entitled to take compensation in lieu once they accumulate seven hours.Two accumulators manage this entitlement. One accumulator stores any time off in lieu ofcompensation entitlements that are less than seven hours. The other accumulator stores the timeoff in lieu of compensation that can be taken by the payee. Each time a payee accumulates sevenhours of time off in lieu, the accumulator HRS AC RCOMP EX AN increases by one day and theaccumulator HRS AC RCOMP NE AN decreases by seven hours.

You accomplish the triggering of the calculation for time off in lieu using positive input. Whenentering positive input for the earning HRS REP COMP, you indicate as UNIT the number ofhours that you want to give as entitlement for time off in lieu. These hours are split into differentaccumulators based on whether the payee can take some time off or if the payee has not yetacquired complete entitlements. The accumulator HRS AC RCOMP EX AN stores theentitlements in days that can be taken. The accumulator HRS AC RCOMP NE AN stores theincomplete entitlements in hours.

A message is printed on the payslip notifying the payee that a new entitlement is available alongwith a message indicating the date by which they must take the hours. The date by which theymust take the hours is the end of the current pay period plus two months.



PeopleSoft Global Payroll for France does not manage the loss of entitlements if a payeedoes not take time off in lieu of compensation during the two months following theacquisition of the entitlement.

Using PeopleSoft Time and Labor

If your organization is using PeopleSoft Time and Labor, the number of overtime hours per payeecategory comes from Time and Labor through positive input.

If your organization uses a third-party system to calculate the overtime hours per payee category,this data is also stored as positive input.

Data may also be input manually as positive input. When data is input manually, PeopleSoftGlobal Payroll assumes that all hours and entitlements are calculated outside of the payrollprocess. The payroll process only calculates the earnings attached to those hours and updates thecorrect accumulators.

When entering positive input for the earning HRS REP COMP, you must indicate the number ofovertime hours (unit) that contributes to the entitlement for compensation in lieu of time off.

For more information about the integration of PeopleSoft Global Payroll and PeopleSoftTime and Labor, see Integrating with PeopleSoft Time and Labor in the PeopleSoft 8 GlobalPayroll PeopleBook.

Tips and Tricks for Overtime

This topic details some useful supplementary information regarding overtime.

Pay Period

It is assumed that the pay period is monthly and that the pay period always starts on the first dayof the month. If the pay period is monthly, but the pay period does not start on the first day of themonth, the formula HRS FM PRIMES TX must be modified to put the first day of the month inthe variable HRS VR PRIM DATE. If the pay period is not monthly, then the entire PeopleSoftdelivered setup must be modified to reflect the correct pay period.

Calculation Method

The usual calculation method for overtime earnings is Unit x Rate x Percent.

Unit is a variable that stores the number of hours.

Rate is a formula that calculates the hourly rate.



Percent is a variable that gives the percentage of surcharge. The percentage is easy to modify ifyour company is over the legal percentage.

For more information about the earnings elements used in the overtime process, seeOvertime Earnings Elements in this section.

If you want to pay overtime hours at rates different than those stipulated by law, then youcan easily modify the earnings elements to do so. In some cases, PeopleSoft has provideddelivered element names—for example, HRS SUP 125%— that include the percentage inthe name of the element. If you modify the percentage in such a delivered element, then thename of the element and the percentage it represents will not match and this could proveconfusing to your payroll personnel. In such cases, PeopleSoft recommends that you createyour own elements.

Positive Input and Overtime

It is vital that you fully understand the concept of positive input in order to understand thePeopleSoft Global Payroll for France overtime functionality.

The number of overtime hours to be paid must be calculated outside of the PeopleSoft GlobalPayroll system and then entered into the system through positive input. If you are usingPeopleSoft Time and Labor or a third-party time and labor application, the hours data is fed intothe PeopleSoft Global Payroll system through automated positive input functionality. If you arenot using a time and labor application to manage your hours data, then you must input the datamanually.

Positive input originates from manual data entry on the PeopleSoft Global Payroll Positive Inputpage (Compensate Employees, Manage Global Payroll Process, Use, Positive Input), fromPeopleSoft Time and Labor, or from another third-party time and labor system.

For more information about how positive input works, see Working With Positive Input inthe PeopleSoft 8 Global Payroll PeopleBook.

Rate Codes

Rate codes exist for the various types of overtime, but the overtime hours worked by eachindividual are entered by positive input. If you are using rate codes for the determination of thehourly rate, then you need to override the system element RATE AS OF DATE. The rate codevalue is retrieved with the value active as of this date.

Overtime hours should be paid according to the hourly rate that applies to the week when theovertime hours are worked. Because rate codes are effective-dated, the system can determine theovertime hours with the correct rate for the week.


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You need to enter the number of hours as the Unit of the positive input to override the value ofthe system element RATE AS OF DATE by a date. This date is used to retrieve the effective ratecode as of the given date.

However, salary is not composed solely of rate codes. For example, the system needs to managepremiums that are paid during the month to properly calculate the hourly rate. Premiums are thenadded to the rate codes to calculate the hourly rate. Premiums are calculated by the payrollprocess and apply to the entire month.

You must maintain the formula HRS FM SALBAS TX H indicating the rate codes to take intoaccount and the accumulator HRS AC CAL PRIM SG indicating the premiums that are added tothe rate codes.

PeopleSoft Global Payroll for France uses the system element RATE AS OF DATE toretrieve the premiums of the current month or of the previous month. This is because somecompanies pay the overtime hours with a one-month delay.

For more information about rate codes, see Rate Codes in the PeopleSoft 8 Global PayrollPeopleBook.

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C H A P T E R 4

Understanding Allowances

A payee may be entitled to a variety of allowances, paid in addition to the regular salary. Theseallowances are in four main categories: allowances linked to a termination, transportationallowances, benefits in kind, and meal and travel allowances. Some allowances are liable forsocial contributions and taxes, and some are not.

This section presents general information about the different categories of allowances supportedby PeopleSoft Global Payroll, allowance rules and processing, and the conditions andcircumstances that trigger allowances. Because the brackets associated with allowances are user-maintained and must be populated with data, this section also presents information about themaintenance of allowance brackets.

For more information about brackets in PeopleSoft Global Payroll, see Defining DataRetrieval Elements.

Understanding Allowance Types

There are four main types of allowances:

• Allowances Linked to a Breach of Contract (Termination):

� Compensation in lieu of paid holidays not yet taken.

� Severance allowance.

� End of fixed-term contract allowance.

� Retirement allowance.

For more information about allowances linked to breach of contract, see MaintainingAllowance Types.

• Transportation Allowances:

� Paris

� Provinces


4 - 2 U N D E R S T A N D I N G A L L O W A N C E S P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

� Mileage allowance

There are different allowance rates for people living in Paris and in the provinces. Motoristsmay also be entitled to a mileage allowance for driving to work.

For more information about transportation allowances, see Transportation Allowances.

• Benefits in Kind:

� Meal benefit in kind.

� Lodging benefit in kind.

� Car benefit in kind.

� Other benefits in kind.

For more information about benefits in kind, see Benefits in Kind.

• Meal and Travel Allowances:

� Meal/Travel allowance.

� Meal tickets.

For more information about meal and travel allowances, see Meal Allowances.

Allowances in the Pay Process Flow

There are four process sections for allowances and these sections are included in the process listbefore the section GEN SE BRUT, because some allowances must be included in the grosssalary.

For more information about the process sections created for allowances, see AllowanceSections.



OUTPUT

Earnings/DeductionsUpdate of Gross Salary

Update of Net Subject to IncomeTax

INPUTPositive Input

Element OverridesAction/Reason Updates

Process Allowances

Allowances in the pay process flow

For information about the entire pay process and where allowances fit into the largerprocess flow, see Understanding Country Setup for France.

Allowance Rules

This section contains information about the rules created by PeopleSoft Global Payroll for Franceto handle allowances.

Allowance Earnings and Deductions

The following tables contain information about the earnings and deductions used to calculateallowances in PeopleSoft Global Payroll for France.

Name Descr. Unit Rate Percent Base Amount GenControl

CP ICCPA2

Compensation in lieu ofpaidholidays A-2

Payeelevel




CP ICCPA1

Compensation in lieu ofpaidholidays A-1

Payeelevel

CP ICCPA

Compensation in lieu ofpaidholidays A

IND FMICCP AMT

CP ICCP1A

Compensation in lieu ofpaidholidaysA+1

Payeelevel

IND GCICP2

CP ICCPMC

Additionalamount forcompensation in lieu ofpaidholidays

Payeelevel

INDLICENC

Firstseveranceallowance

IND FMIND LIC1

IND GCINDLIC1

INDLICENC2

Secondseveranceallowance

IND FMIND LIC2

IND GCINDLIC2

IND FINCONT

End offixed-termcontractallowance

IND VRTX IFC

INDFM IFINCONT

IND GCIFC

INDMISERET

Obligatoryretirementallowance

IND FMIND LIC1

IND GCM RET

INDDEPRET

Voluntaryretirementallowance

IND FMDEPRET

IND GCDEPRET

CARTEORANGE

Paristransportationallowance

Positive input

IND FMCARORA

IND VRCO %




INDTRANSPOR

Transportationallowance

IND VRINDTRA

INDKILOMETR

Mileageallowance

Positive input

Positiveinput

ANNOURRITUR

Mealbenefit inkind

Positive input

IND FMANNOURR

ANLOGEMENT

Lodgingbenefit inkind

INDFMANLOGT

GENMINIM.GARANTI

ANVEHICULE

Car benefitin kind

Positiveinput

ANAUTRES

Otherbenefits inkind

Positiveinput

ANNOURRREG

Mealbenefit inkind

IND VRAN NREG

IND GCAN NREG

ANLOGEMREG


IND VRAN LREG

IND GCAN LREG

ANVEHICREG

Car benefitin kind

ANAUTREREG


PANIERJOUR I

Mealallowanceliable tocontributions

Positive input

IND FMPANIER JI




PANIERNUIT I

Night mealallowanceliable tocontributions

Positive input

IND FMPANIERN I

PANIERJ NI

Mealallowancenot liable tocontributions

Positive input

GENMINIM.GARANTI

PANIERN NI

Night mealallowancenot liable tocontributions

Positive input

GENMINIM.GARANTI

150

ANNOURDED

Mealbenefit inkind

IND ACANNOURSG

IND GCANNOUR

ANLOGEDED


IND ACANLOGESG

IND GCANLOGT

ANVEHIDED

Car benefitin kind

IND ACANVEHISG

IND GCANVEHI

ANAUTRES DE


IND ACANAUTRSG

IND GCANAUTR

TR EMPNI

Meal ticket:employer'scontributionnot liable

Positive input

IND VRTR EMPNI

TR EMPI

Meal ticket:employer'scontributionliable

INDACTRSG

IND VRTR EMP I




TR EMPI DED

Meal ticket:employer'scontributionliable(deduction)

INDACTRSG

IND VRTR EMP I

TR SALDED

Meal ticket:payee'scontribution(deduction)

INDACTRSG

IND VRTR SALNI

For more information about setting up earning and deductions, see Defining Earnings andDeductions.

Allowance Element Groups and Eligibility Groups

PeopleSoft Global Payroll for France delivers three eligibility groups: GPFRA A36, GPFRA A4and GPFRA EG. Each of these eligibility groups contains the following element groups forallowances.

Element Group Name Elements in Element Group

IND EG TIT REST TR EMP NI

TR EMP I

TR EMP I

TR SAL NI

IND EG AN NOUR AN NOURRITUR

AN NOURR REG

AN NOURRITUR

IND EG AN LOGT AN LOGEMENT

AN LOGEM REG

AN LOGEMENT

IND EG AN VEHI AN VEHICULE

AN VEHIC REG

AN VEHICULE

IND EG AN AUTR AN AUTRES



Element Group Name Elements in Element Group

AN AUTRE REG

AN AUTRES

IND EG PANIER J PANIER JOUR I

PANIER JOUR NI

IND EG PANIER N PANIER NUIT I

PANIER NUIT NI

IND EG FIN CONT CP ICCP A2

CP ICCP A1

CP ICCP A

CP ICCP 1A

CP ICCP MC

IND LICENC

IND LICENC 2

IND FIN CONT

IND MISE RET

IND DEP RET

IND EG TRANSPORT CARTE ORANGE

IND TRANSPRT

IND KILOMETR

For more information about element and eligibility groups, see Understanding theOrganizational Structure. For more information about the elements contained in the elementgroups created for allowances, see Allowance Earnings and Deductions.

Allowance Sections

PeopleSoft delivers the following sections for allowances.

Section Name Use Type Element inSection

Element Type

IND SE REPAS Payroll Processonly

Standard IND BR TITREST

Bracket

TR EMP NI Earning




Element Type

TR EMP I Earning

TR EMP I Deduction

TR SAL NI Deduction

PANIER JOURI

Earning

PANIER JOURNI

Earning

PANIER NUITI

Earning

PANIER NUITNI

Earning

IND SE AVTNATURE

Payroll Processonly

Standard ANNOURRITUR

Earning

AN NOURRREG

Earning

AN NOURDED

Deduction

ANLOGEMENT

Earning

AN LOGEMREG

Earning

AN LOGE DED Deduction

AN VEHICULE Earning

AN VEHICREG

Earning

AN VEHI DED Deduction

AN AUTRES Earning

AN AUTREREG

Earning

AN AUTRESDE

Deduction


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Element Type

IND SE FINCONT

Note. Thissection istriggered by theconditionalformula INDFM DEPART

Payroll Processonly

Standard IND BR FINCONT

Bracket

IND BR DTSPEC

Bracket

CP ICCP A2 Earning

CP ICCP A1 Earning

CP ICCP A Earning

CP ICCP 1A Earning

CP ICCP MC Earning

IND LICENC Earning

IND LICENC 2 Earning

IND FIN CONT Earning

IND MISE RET Earning

IND DEP RET Earning

IND SETRANSPORT

Payroll Processonly

Standard CARTEORANGE

Earning

INDTRANSPRT

Earning

INDKILOMETR

Earning

For general information about setting up sections in PeopleSoft Global Payroll, seeDefining Processing Elements. For more information about the elements contained in thesections created for allowances, see Allowance Earnings and Deductions.


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L U N D E R S T A N D I N G A L L O W A N C E S 4 - 1 1

Brackets Used to Retrieve Data for Allowances

The following brackets are used in the calculation of allowances.

The brackets listed here are customer-maintained, which means that you must supply orupdate the values that they retrieve

Bracket Name Description

IND BR FINCONT

This bracket retrieves the entitlements linked to contract termination.You must update and modify this bracket with the correct actions/reasonsfor the entitlements.

IND BR DTSPEC

This bracket element retrieves the entitlement for the severanceallowance. In addition, variables in the return column of the bracket areused to determine entitlement to the end of contract allowance, thecompulsory retirement allowance, and for the voluntary retirementallowance.

IND BR INDLIC

This bracket retrieves some of the values used in the severance allowancecalculation.

IND BR DEPRET

This bracket retrieves values used in the retirement allowance calculation.

IND BR CORANGE

This bracket retrieves the value of the different Paris transportation cards(carte orange).

IND BR TITREST

This bracket retrieves the values of meal tickets. You must enter thesevalues, because we only provide values as sample data.

For general information about brackets, see Defining Data Retrieval Elements.

Maintaining Allowances

This section is divided into two topics:

• The first topic, Search Keys and Return Values, contains detailed information about theindividual brackets used to calculate and determine eligibility for allowances. It contains tableslisting the search keys used in each allowance bracket as well as the variables that returnlookup values. These tables specify which variables you need to maintain and update, andindicate how each variable is used. In this section we also provide sample values that you canuse as a model for configuring each bracket.



• The second topic, Maintaining Allowance Types, contains additional information about thebrackets used to calculate and determine eligibility for allowances. Since many of the bracketsdiscussed in the first topic on Search Keys and Return Values work together to trigger morethan one type of allowance, this section discusses how the brackets interact, and identifies theearnings or deductions triggered for each allowance. In addition, this section containsinformation about PeopleSoft-delivered allowances that do not make use of brackets, such assome benefits in kind.

Search Keys and Return Values

The following tables list the search keys and the return column variables defined for eachallowance bracket.

IND BR FIN CONT (End of Contract Entitlements)

This bracket is used to determine entitlement for the following allowances:

• Compensation In Lieu of Paid Holidays not Taken.

• Severance Allowance.

• End of Fixed-Term Contract Allowance.

• Retirement Allowance.

This bracket works in combination with other brackets—including IND BR DT SPEC, INDBR IND LIC, and IND BR DEP RET—to determine entitlement for many of the allowancesdiscussed in this section. Information about how these brackets work together is found inthe topics about the different allowance types.



Search Keys Use/Description ReturnColumns

Use/Description

GEN VRACTION

Contains theAction code thattriggers theallowance.

Note. The valueof GEN VRACTION on theData page of theBracket is set toTER or RET,because thebracket applies toterminationallowances.

IND BR FINCONT

The value of this element isnot used.

GEN VRMOTIF

Contains theReason code thattriggers theallowance.

Note. You mustupdate the reasoncodes in thebracket toindicate thereasons a payeemay be entitled tothe allowances.

IND VR DTICCP

This variable is used to triggerthe allowance CP ICCP 1A(compensation in lieu of paidholiday), and must beassigned a value of true orfalse (1 or 0). 1 triggers theallowance, while 0 preventspayment.

IND VR DTIFC

This variable is used todetermine entitlement to theend of fixed-term contractallowance IND FIN CONT,and must be assigned a valueof true or false (1 or 0). 1triggers the allowance, while 0prevents payment.




Use/Description

IND VR DTLIC

The variable IND VR DT LICis used to determineentitlement to the severanceallowance IND LICENC andIND LICENC 2. If thevariable returns a value of true(1), the payee is entitled to theseverance allowance asdetermined by theAction/Reason. If the valuereturned is equal to false (0),the Action/Reason does notgive entitlement to theseverance allowance.

IND VR DT DRET

This variable is used todetermine entitlement to thevoluntary retirementallowance IND DEP RET, andmust be assigned a value oftrue or false (1 or 0). If thevariable has a value of true(1), the allowance can be paid.

IND VR DT MRET

This variable is used todetermine entitlement to theobligatory retirementallowance IND MISE RET,and must be assigned a valueof “rue or false (1 or 0). If thevariable has a value of true(1), the allowance can be paid.

You must set the values of this variable for the Action/Reason codes that you define.

For more information about earnings or deductions (allowances) listed in this table, seeAllowance Earnings and Deductions.

The following table displays sample values that you can use as a model for configuring thebracket.



GEN VRACTION

GEN VRMOTIF

Bracket IND VRDT ICCP

TER ATC 1 1

TER CON 1 1

TER CDE 1 1

TER DEA 1 1

Examples

• If a payee is laid off and the reason for the payee’s departure is gross misconduct (fautelourde), the payee is not eligible for the following:

� The severance allowance (the value of the bracket element must be equal to zero).

� The end of fixed-term contract allowance (the return value of the variable IND VR DT IFCmust be equal to zero).

� The paid vacation allowances for the current period (the return value of the variable IND VRDT ICCP must be equal to zero).

� The retirement allowances (the return values of the variables IND VR DT M RET and INDVR DT D RET must be equal to zero).

• For a departure reason equal to end of fixed-term contract, the variables IND VR DT IFC andIND VR DT ICCP must be equal to 1.

IND BR DT SPEC (Contract Type Specific Entitlements)

This bracket is used to determine entitlement for the following allowances:

• Severance Allowance.

• End of Fixed-Term Contract Allowance.

• Retirement Allowance.

This bracket works in combination with other brackets—including IND BR FIN CONT,IND BR IND LIC, and IND BR DEP RET—to determine entitlement for a number ofdifferent allowances. Information about how these brackets work together is found in thetopics about the different allowance types.




Use/Description

CONTRACTTYPE

This bracket is forentitlements that varyby contract, so thesearch key isCONTRACT TYPE.

Note. You mustupdate the contracttype in the bracket toindicate the reasonsthat a payee may beentitled to theallowances.

IND BRDT SPEC

The bracket element IND BR DTSPEC is used to determineentitlement to the severanceallowance IND LICENC and INDLICENC 2. If the bracket elementreturns a value of true (1), the payeeis entitled to the severance allowanceas determined by the contract type. Ifthe value returned is equal to false(0), the contract type does not giveentitlement to the severanceallowance.

Note. You must set the values of thebracket (1 or 0) for the contract typesthat you define.

IND VRDP IFC

This variable serves to determineentitlement for the end of fixed-termcontract allowance IND FIN CONT,and must be assigned a value of trueor false (1 or 0). 1 means that the endof fixed term contract allowance canbe paid for the type of contractdefined.

Note. You must set the values of thisvariable for the contract types thatyou define.

IND VRDP DEPRET

This variable is used to determineentitlement to the voluntaryretirement allowance IND DEP RET,and must be assigned a value of trueor false (1 or 0). If the variablereturns a value of true (1), theallowance can be paid.





Use/Description

IND VRDP MISRET

The variable IND VR MIS RET isused to determine entitlement to thestatutory retirement allowance INDMISE RET, and must be assigned avalue of true or false (1 or 0). If thevariable returns a value of true (1),the allowance can be paid.




CONTRACTTYPE

IND BR DTSPEC

IND VR DPIFC

IND VR DPDEP RET

IND VR DPMIS RET

CDD 1

CDI 1 1 1

IND BR IND LIC (Severance Allowance Entitlements)

This bracket retrieves values used in the severance allowance calculation.

This bracket works in combination with the brackets IND BR FIN CONT and IND BR DTSPEC to determine the severance allowance. Information about how these brackets worktogether is found in the section about the severance allowance.




Use/Description

GPTEMP001CHAR

If you want to definethe bracket accordingto the LaborAgreement, you needto populate thistemporary variablewith the laboragreement before thebracket is resolved.You also need tospecify the laboragreement value in thebracket definition andindicate the returnvalues for the laboragreement.

IND BRIND LIC

The bracket element IND BR INDLIC returns a value used to determinethe allowance calculation method—ormore specifically, the salaries used inthe calculation.

A return value of 1 indicates that thecalculation should use the averagesalary of the last 12 months.

A return value of 2 indicates that thecalculation should use the averagesalary of the last 3 months.

A return value of 3 indicates that weshould use the more favorable of thefirst two methods.

GPTEMP002CHAR

If you want to definethe bracket accordingto payee categoriesdefined in the LaborAgreement, you needto populate thistemporary variablewith the appropriatecategory before thebracket is resolved.You also need tospecify the payeecategory value in thebracket definition andindicate the returnvalues for the payeecategory.

IND VRANC 1

This variable is used to store thenumber of years of seniority linked tothe entitlement variable IND VR DRT1.

GEN VRINSTANCE

The variable GEN VRINSTANCE must beequal to 1 to triggerthe earning INDLICENC 1 and 2 totrigger the earningIND LICENC 2

IND VRDRT 1

This variable stores the ratio appliedto the base salary for the severancecalculation for each year of seniorityup to the number of years of seniorityentered in the variable IND VR ANC1.

IND VRANC 2

This variable stores the number ofyears of seniority linked to theentitlement variable IND VR DRT2.




Use/Description

IND VRDRT 2

This variable stores the ratio appliedto the base salary for the allowancecalculation for each year of seniorityup to the number of years of seniorityentered in the variable IND VR ANC2.

IND VRANC 3

This variable stores the number ofyears of seniority linked to theentitlement variable IND VR DRT3.

IND VRDRT 3

This variable stores the ratio appliedto the base salary for the allowancecalculation for each year of seniorityup to the number of years of seniorityentered in entered in the variable INDVR ANC 3.

IND VRPLAFOND

This variable stores the ceiling, inyears, over which entitlement to theseverance allowance is no longercalculated.



GENVRINSTANCE

INDBRINDLIC

INDVRANC 1

INDVRDRT1

INDVRANC 2

IND VRDRT 2

IND VRANC 3

IND VRPLAFOND

1 3 10 0.1 99 0.166667

99

2 3 99 99 99 99

Example

Suppose that we have two payees, one with 10 years of seniority and another with 15 years ofseniority. Both payees’ average salary over the past three months is equal to 11000 FRF and theaverage over the last 12 months is 10000 FRF. In order to calculate the severance allowance, youmust apply to the base salary (equal to either the average salary for the last 3 months or the last12, whichever is highest), a factor of 1/10 x years of seniority (up to a limit of ten years). Afterten years, the factor applied to the base is (1/10 + 1/15) x years of seniority over 10.



• Based on this rule, the payee with 10 years of seniority (stored in the variable IND VR ANC 1)would have the following severance allowance:

Base salary of 11000 FRF x 1/10 (stored in IND VR DRT 1) x 10 years of seniority.

• Based on this rule, the payee with 15 years of seniority (stored in the variable IND VR ANC 1)would have the following severance allowance:

Base salary of 11000 FRF x 1/10 (stored in IND VR DRT 1) x 10 years of seniority, plusbase salary of 11000 FRF x (1/10 + 1/15) [stored in IND VR DRT 2] x 5 years of seniority.

The values currently specified in the bracket for GEN VR INSTANCE = 1 are the valuesdefined by law. You are responsible for updating these values if they change. If you have acollective agreement with different rules, you can define the different slices (up to three) forthe variables IND VR ANC 1, IND VR ANC 2, and IND VR ANC 3, and then define theentitlement for each slice in the variables IND VR DRT 1, 2, and 3.

The values currently specified for GEN VR INSTANCE = 2 are provided as sample dataonly. You must define and maintain these values yourself.

IND BR DEP RET (Retirement Allowance Entitlements)

This bracket retrieves values used in the retirement allowance calculation.

This bracket works in combination with the brackets IND BR FIN CONT and IND BR DTSPEC to determine the retirement allowance. Information about how these brackets worktogether is found in the section about the retirement allowance.




Use/Description

LABORAGREEMENT

LABOR AGREEMENT isone of three search keys inthe bracket. If you createspecific entitlements thatvary by labor agreement,the entitlement retrievedby the bracket depends onthe labor agreement.

Note. You must specifythe labor agreementswhich will return valuesfor the return columnvariables.

IND BRDEPRET

The value returned by thebracket element IND BR DEPRET is used to determine whichmethod to use to apply for thebase of the retirement allowancecalculation. The bracket canreturn one of the followingvalues:

If the bracket retrieves 1, itmeans that the salary taken intoaccount for the allowancecalculation is equal to 1/12th ofthe last 12 salaries.

If the bracket retrieves 2, itmeans that the salary taken intoaccount for the allowancecalculation is equal to 1/3rd ofthe last 3 salaries.

If the bracket retrieves 3, itmeans that the salary taken intoaccount for the allowancecalculation is the highest amountbetween 1/13rd of the last 3salaries and 1/12th of the lasttwelve salaries.

Note. You must supply thevalue of this variable.




Use/Description

EMPL CTG(EmployeeCategory)

EMPL CTG (EmployeeCategory) is one of threesearch keys in the bracket.If the collective agreementdefines differentcalculations depending onthe category of the payees,the entitlement depends onthe payee category.

Note. You must specifythe employee categorieswhich will return valuesfor the return columnvariables.

IND VRDRT 1

The variable IND VR DRT 1returns the number of monthsthat the allowance should bepaid.

Note. You must supply thevalue of this variable.

GEN VRINSTANCE(Instance)

GEN VR INSTANCE(Instance) is one of threesearch keys in the bracket,and represents the numberof years of seniority.Regardless of whether theentitlement varies by laboragreement or payeecategory, the retirementallowance depends on theyears of seniority stored inthe variable GEN VRINSTANCE.

Note. By default, thebracket is only populatedwith the instance key.

For more information about retirement allowances, see Allowance Earnings and Deductions.




GEN VRINSTANCE

IND BR DEPRET

IND VR DRT1

10 3 0.5

15 3 1

20 3 1.5

30 3 2

IND BR C ORANGE (Paris Transportation Allowance)

This bracket retrieves the values of the different Paris transportation tickets (carte orange).


Use/Description

IND VR CONZ

The search key IND VRCO NZ represents thearea number of the carteorange reimbursed to thepayee.

Note. You must supplythe area numbers used inthe bracket.

IND BR CORANGE

The bracket element retrieves thecost of a weekly ticket.

Note. Each year, you mustupdate the value of the ticket inthis variable.

IND VRCO MOIS

This variable contains the cost ofa monthly ticket.


IND VRCOANNEE

This variable contains the cost ofa yearly ticket.


For more information about the Paris transportation allowances, see Allowance Earnings andDeductions.




IND VR CO NZ IND BR C ORANGE IND VR CO MOIS IND VR CO ANNEE

12 85 285 265

13 113 378 352

23 83 276 258

24 107 359 336

IND BR TIT REST (Meal Tickets)

This bracket retrieves values used in the calculation of meal tickets.


Use/Description

COMPANY The valuesreturned by thisbracket depend onthe company.

Note. You mustdefine thecompany valuesused in the searchkey.

IND BR TITREST

The bracket element retrieves theamount of the employer’scontribution to the meal ticket thatis not subject to socialcontributions.

Note. You must supply the valueof this element. PeopleSoft onlyprovides sample values.

IND VR TREMP I

This variable stores the amount ofthe employer’s contribution to themeal ticket that is subject to socialcontributions.

Note. You must supply the valuesof this variable. PeopleSoft onlyprovides sample values.

IND VR TRSAL NI

This variable stores the amount ofthe payee’s contribution to themeal ticket.

Note. You must supply the valuesof this variable. PeopleSoft onlyprovides sample values

For more information about meal ticket allowances, see Allowance Earnings andDeductions.




COMPANY IND BR TIT REST IND VR TR EMP 1 IND VR TR SAL NI

CCF 24 8 28

CAP 18 0 28

Maintaining Allowance Types

This section focuses on how different brackets work together to calculate and determineeligibility for allowances, identifies the earnings and deductions triggered by the differentbrackets, and presents information about allowances that do not make use of PeopleSoft-deliveredbrackets.

Allowances Linked to a Breach of Contract (Termination)

When a contract is terminated, payees may be entitled to one or more of the followingallowances: financial compensation for holidays due but not taken (ICCP), severance allowance,and end of fixed-term contract allowance.

Compensation in Lieu of Paid Holidays Not Taken

When a contract is terminated, but the payee has not taken his or her vacation entitlement, he orshe is entitled to payment in lieu of the holiday entitlement. In the case of termination because ofgross misconduct (fait lourde), compensation in lieu of paid holidays is not paid for vacationacquired during the current period.

This allowance is paid with the final paycheck.

Two groups of earnings may be triggered. The first group, CP ICCP A2, CP ICCP A1, and CPICCP A, is triggered by a termination, whatever the reason. The second group consists of theearning CP ICCP 1A (compensation in lieu of holiday) and is triggered if the Action/Reasoncodes in the bracket IND BR FIN CONT allow it.

Bracket Use

IND BR FINCONT

The variable IND VR DT ICCP in the return column of the brackettriggers the allowance CP ICCP 1A, and must be assigned a value of trueor false (1 or 0). 1 enables the allowance to be processed.

Note. You must update this bracket to indicate the reasons that a payeemay be entitled to the earning CP ICCP 1A. Remember, however, thatthis earning is not paid for gross misconduct. If the termination reason isgross misconduct, you should set the variable IND VR DT ICCP equalto 0. This prevents the allowance from being processed.



The earnings CP ICCP A2, CP ICCP A1, and CP ICCP A are used to calculate compensation inlieu of paid holiday up to three years into the past, while the earning CP ICCP 1A is used tocalculate compensation for the current vacation year.

Example

The earnings CP ICCP A2, CP ICCP A1, and CP ICCP A correspond to past vacation years forwhich the entitlement can be granted. For example, each vacation year begins on 1 June and endson 31 May of the following year. If a payee leaves the company on 2 October 2000, the earningCP ICCP A2 retrieves the allowance for vacation not taken during the 1997 vacation year (1 June1997—31 May 1998). The earning CP ICCP A1 retrieves the allowance for vacation not takenduring the 1998 vacation year (1 June 1998—31 May 1999). And the earning CP ICCP Aretrieves the allowance for the 1999 vacation year (1 June 1999—31 May 2000). Finally, theearning CP ICCP 1A retrieves the allowance for vacation granted (but not taken) between 1 June2000 and 2 October 2000 (if and only if the bracket retrieves a value for the variable IND VR DTICCP equal to 1 for the departure reason).

Calculating the Amount of Compensation

The amount of compensation in lieu of paid holidays (days not taken) is calculated as follows:

1. The balance for the period is calculated using the 1/10th rule.

2. The balance for the period is calculated using the salary uphold rule.

3. The more favorable of the two balances is used.

Compensation in lieu of paid holidays is liable to social contributions and is taxable.

Severance Allowance

Severance allowance is activated at the time of final pay. There is a statutory minimumseverance allowance, but many companies have agreements that pay more than this amount.

The statutory severance allowance is contained in the earning IND LICENC. The salary base forthe allowance is the gross salary average of the last three months, or the gross salary average ofthe last twelve months, whichever is greatest.

To qualify for this allowance, the payee should be laid off (except for reasons of grossmisconduct), and should have had at least two years uninterrupted service with the sameemployer. Fixed-term contractors, apprenticeship contractors, and other payees with somespecific contracts are not eligible for the severance allowance.

A second earning—IND LICENC 2—is provided as sample data. It can be used if you have aseverance allowance defined by the collective agreement with rules that differ from the statutoryones. If you decide to use it, you must determine when you want it to be triggered and adapt thecalculation to meet your needs.

Three brackets are used to calculate this allowance.



Bracket Use

IND BR DTSPEC

The bracket element IND BR DT SPEC is used to determineentitlement to the severance allowance IND LICENC and INDLICENC 2. If the bracket element returns a value of true (1), thepayee is entitled to the severance allowance as determined by thecontract type. If the value returned is equal to false (0), the contracttype does not give entitlement to the severance allowance.

Note. You must set the values of the bracket (1 or 0) for the contracttypes that you define.

Note. Currently, this bracket is defined for only two contract types(CDD and CDI). If you create a new contract type value or want togive entitlement for the severance allowance, you need to update thebracket.

An additional condition must be satisfied for the allowance to be paid,as determined by the bracket IND BR FIN CONT (see the followingentry).

IND BR FINCONT

The variable IND VR DT LIC in the return column of the bracket isused to determine entitlement to the severance allowance INDLICENC and IND LICENC 2. If the variable returns a value of true(1), the payee is entitled to the severance allowance as determined bythe Action/Reason. If the value returned is equal to false (0), theAction/Reason does not give entitlement to the severance allowance.

Note. You must set the values of this variable (1 or 0) for theAction/Reason codes that you define.

IND BR INDLIC

This bracket retrieves values used in the severance allowancecalculation. For a more complete explanation of how this bracket isused in the calculation of the severance allowance, see IND BR INDLIC.

End of Fixed-Term Contract Allowance

This allowance is paid, with certain conditions, at the end of some fixed-term contracts. It doesnot apply to specific fixed-term contracts, seasonal employment contracts, or contracts forstudents on vacation.

For cases in which the payee has worked several fixed-term contracts, the allowance is due at theend of each contract. If the last fixed-term contract continues with a contract for a term that is notfixed, the allowance is not paid for the last fixed-term contract. There are other conditions thatmay prevent the allowance being paid. For example, if the payee refuses to renew a fixed-termcontract, when this is written into the existing contract.

This entitlement uses the following 2 brackets.



Bracket Use

IND BR FINCONT

The bracket IND BR FIN CONT determines entitlement for theallowance (depending on the action/reason) by returning a value of true(1) or false (0) for the variable IND VR DT IFC. If the variable IND VRDT IFC returns the value true (1), the end of fixed term contractallowance IND FIN CONT can be triggered. However, an additionalcondition must be satisfied for the allowance to be paid, as determined bythe bracket IND BR DT SPEC (see the following entry).

IND BR DTSPEC

This bracket also serves to determine entitlement for the end of fixed-term contract allowance IND FIN CONT. If the variable IND VR DPIFC in the return column of the bracket retrieves the value true (1), thenthe end of fixed-term contract allowance can be paid for the type ofcontract defined. The resolution of this bracket depends on the contracttype.

Retirement Allowance

The entitlements for retirement are different depending on whether the retirement is the payee’sdecision or the employer’s decision. The payments are triggered with a generation control whenthe contract end date is included in the pay period. You must enter the contract end date in theContract Data page in HR.

The following brackets are use to determine entitlement for the retirement allowance.

Bracket Use

IND BR DTSPEC

The payment of this allowance first depends on the bracket IND BR DTSPEC, which determines, based on the contract type, if the payment ofthe retirement allowances is possible.

The variable IND VR DP DEP RET in the return column of the bracket isused to determine entitlement to the voluntary retirement allowance INDDEP RET. If the variable returns a value of true (1), the allowance can bepaid.

Note. An additional condition must be satisfied for this allowance to bepaid, as determined by the bracket IND BR FIN CONT (see the followingentry).

The variable IND VR MIS RET in the return column of this bracket isused to determine entitlement to the statutory retirement allowance INDMISE RET. If the variable returns a value of true (1), the allowance canbe paid.

Note. An additional condition must be satisfied for this allowance to bepaid, as determined by the bracket IND BR FIN CONT (see the followingentry).



Bracket Use

IND BR FINCONT

This bracket is also used to determine entitlement for the retirementallowance, based on action/reason codes (in other words, theaction/reason codes must allow payment of the allowance).

The variable IND VR DT D RET in the return column of the bracket isused to determine entitlement to the retirement allowance in case ofvoluntary retirement. If the variable returns a value of true (1), theallowance can be paid. (The actual allowance for voluntary retirement isstored in the bracket IND BR DEP RET, as explained below.)

The variable IND VR D M RET in the return column of this bracket isused to determine entitlement to the retirement allowance in case ofstatutory retirement. If the variable returns a value of true (1), theallowance can be paid.

IND BR DEPRET

The bracket IND BR DEP RET retrieves the rule for calculating thevoluntary retirement allowance IND DEP RET. For additionalinformation about how this bracket is used in the calculation, see IND BRDEP RET.

Note. In addition to IND DEP RET, there is a second earning for theretirement allowance: IND MISE RET. This earning is paid when theretirement is determined by the company, and uses the same calculationrules and formulas as the severance allowance. This allowance does notuse the bracket IND BR DEP RET.

Transportation Allowances

Payees living or working in Paris and the area around Paris (Région Parisienne) are entitled tospecial transportation allowances, based on the number of zones they have to travel through onthe way to work. There is no legal transportation allowance for people living and workingoutside the Paris area.

Paris Region

The transportation allowance for payees living and working in or around Paris is paid at 50percent of the cost of a weekly, monthly or annual travel ticket. Payees living outside Paris, butworking within it, or living inside and working outside, are entitled to a reduced allowance, as arepeople living and working outside the city, but travelling across it to get to work.

The amount is contained in an earning, CARTE ORANGE, and is triggered either byearning/deduction assignment or by positive input. The calculation rule for this earning is Unit xRate x Percent.

The number of tickets to reimburse is the unit and is entered at the payee level (you must overridethe unit with the number of tickets that you want to pay back).



In addition to the unit (number of tickets), the calculation of the allowance requires informationstored in the following 3 variables.

The following variables either can or must be entered as overrides using the SupportingElement Overrides page.

For more information about how to enter overrides, see Understanding Overrides. For moreinformation about positive input, see Working With Positive Input.

Variable Description How it is Used

IND VR CONZ

Area number ofthe Carte Orange

You must enter the area number in this variable (thisinformation is required) using the Supporting ElementOverride page. If you do not enter this value as anoverride, or enter the wrong value, the payment willbe in error. The only possible area values arecontained in the bracket IND BR C ORANGE (see thefollowing table ).

For more information about the Supporting ElementOverride page, see PeopleSoft 8 Global Payroll,“Understanding Overrides”.

IND VR COFA

Frequency ofticket purchase(weekly,monthly, and soon)

IND VR CO FA is used to store the frequency ofpurchase of the transportation card. The possiblevalues here are H for a weekly transportation ticketand A for a yearly transportation ticket. If thisvariable is not populated, the process assumes, bydefault, that the frequency purchase is monthly.

This variable is used to select the correctreimbursement amount. The bracket IND BR CORANGE (as explained in the following table)retrieves the amount (cost) of the weekly, monthly,and yearly transportation ticket. Depending on thefrequency stored in the variable IND VR CO FA, thecorrect ticket cost will be used when calculating thetransportation allowance CARTE ORANGE (this costpopulates the rate component in the calculation rule ofthe earning CARTE ORANGE).



Variable Description How it is Used

IND VRCO%

Reimbursementpercentage

The variable IND VR CO% is the percentage used inthe calculation rule of the earning CARTE ORANGE(calculation rule = Unit x Rate x Percent). By default,this percentage is equal to 50 percent. However, youcan override this percentage using the SupportingElement Override page.

For more information about the Supporting ElementOverride page, see PeopleSoft 8 Global Payroll,“Understanding Overrides”.

To calculate the transportation allowance, PeopleSoft Global Payroll uses information aboutticket costs retrieved from the bracket IND BR C ORANGE.

Bracket Use

IND BR CORANGE

This bracket returns the cost of a monthly, weekly, and yearly ticketusing the variable IND VR CO NZ (area number) as a search key. Theticket costs are stored in the following elements:

IND BR C ORANGE: This bracket element contains the cost of aweekly ticket. Each year, you must update the value of the ticket.

IND VR CO MOIS: This variable contains the cost of a monthlyticket. Each year, you must update the value of the ticket.

IND VR CO ANNEE: This variable contains the cost of a yearlyticket. Each year, you must update the value of the ticket.

Independent Transportation Allowance

Payees who do not use public transportation may be entitled to a transportation allowance of 23FRF per month. This amount is managed using Payee Assignment and is stored in the earningIND TRANSPOR.

To trigger the earning IND TRANSPOR, you must assign it to individual payees using theEarning/Deduction Assignment page. This is because the definition of IND TRANSPOR isBy Payee in the Allowances element group IND EG TRANSPORT.

For more information about defining deductions by payee at the element group level, seeElement Groups. For more information about how to assign elements to payees, seeEarning/Deduction Assignment Page.



Provinces

There is no legal obligation for payees living and working outside Paris to receive atransportation allowance. Special rules may be defined by collective agreements.

For more information about collective agreements, see Introducing AFB Rules.

Any independent transportation allowance can be stored in the Earning IND TRANSPOR andmust be defined by the user. The amount that you want to reimburse must be entered in theamount field of the override if the amount is other than 23 FRF.

Liability to Social Contribution and Taxes

The following table indicates which premiums and reimbursements for transportation expensesare exempt from social security contributions and income tax. Note that PeopleSoft onlymanages the Paris Carte Orange reimbursement and the reimbursement of 23 francs. We do notprovide any logic to differentiate between other transportation premiums and reimbursementamounts that are liable or not liable for social security contributions and income tax. You mustdefine the rules yourself.



Exemptionfrom SocialSecuritycontributionsParis area

Exemptionfrom SocialSecuritycontributionsProvinces

Exemptionfrom theincome tax (*)and the tax onsalariesParis area

Exemptionfrom theincome tax (*)and the tax onsalariesProvinces

Payment of the23 FRFpremium

Yes Yes Yes Yes

50%reimbursementof thetransportationticket (Parisarea)

Yes Yes

More than 50%(general case)

Yes, if thecompany cansupply proof ofthe expenses

Yes, up to alimit of 50% ofthetransportationticket.

Payee applyinga fixeddeduction forprofessionalexpenses

Yes, up to alimit of 50% ofthetransportationticket

Yes, up to alimit of 50% ofthetransportationticket.

Total or partialfinancialliability fortransportationexpenses(provinces)

Yes, up to the2nd class rate(SNCF or othertransportationcompanies).

Yes, up to alimit of 23 FRF.


Payee applyinga fixeddeduction forprofessionalexpenses




(*) except if for real professional expenses deduction.

Mileage Allowance

Mileage allowance is stored in the earning IND KILOMETR. The calculation rule for thisearning is rate x unit.

The allowance is determined by multiplying the number of kilometers traveled (unit) by thereimbursement rate (rate).

The payment of the allowance is triggered by positive input and the user must override the unitand rate fields by the amounts needed.



For more information about positive input, see Working With Positive Input.

Benefits in Kind

Benefits in kind are goods or services provided by the employer, which are not essential forcarrying out professional activity.

Each benefit in kind produces an earning included in the gross salary and liable for social securitycontributions, and a deduction of the same amount, on the net salary.

Meal Benefit in Kind

There are two rates for the meal benefit in kind. The rate that applies depends on the monthlysalary.

The benefit is recorded in the earning AN NOURRITUR and is triggered by positive input. Thecalculation rule for this earning is rate x unit, with the unit being entered using positive input.

The Minimum Guaranteed (MG) is the unit, and the rate is displayed in the following table (thetable shows the benefits in kind as of 01/07/1999).

Benefits in kind Calculation of SS contributionsand CSG/CRDSMonthly salary <= 14 700 FRF *

Calculation of SScontributions and CSG/CRDSMonthly salary > 14 700 FRF *

Meal (two meals) 2 MG = 36,92 FRF 3 MG = 55,38 FRF

Meal (one meal) 1 MG = 18,46 FRF 1,5 MG = 27,69 FRF

* Apprentices are calculated using a specific formula


The deduction to reduce the net salary of the payee is contained in the element AN NOUR DED.This deduction is populated automatically by the process.

The earning AN NOUR REG is used to adjust the meal benefit if the rate of the MinimumGuarantee (MG) changes during the year due to changes in the payee’s salary. For example,it may initially be greater than the social security ceiling of 14700, and then fall below theceiling. This adjustment takes place automatically.



Lodging Benefit in Kind

Lodging benefit in kind is calculated on the same fixed base as meal benefit in kind, with tworates, depending on the monthly salary.

The benefit is recorded in the earning AN LOGEMENT and triggered by positive input. Thecalculation rule for this earning is rate x unit, with the unit being entered using positive input.

The number of nights is the unit and the rate is displayed in the following table (the table showsthe benefits in kind as of 01/07/1999).

Benefits in kind Calculation of SS contributionsand CSG/CRDSMonthly salary <= 14 700 FRF *

Calculation of SScontributions and CSG/CRDSMonthly salary > 14 700 FRF *

Lodging (per week) 5 MG = 92,30 FRF 5 MG = 92,30 FRF **

Lodging (per month) 20 MG = 369,20 FRF 20 MG = 369,20 FRF **

** per main room, * Apprentices are calculated using a specific formula

The deduction to reduce the net salary of the payee is contained in the element AN LOGE DED.This deduction is populated automatically by the process.

The earning AN LOGEM REG is used to adjust the lodging benefit if the rate of theMinimum Guarantee (MG) changes during the year due to changes in the payee’s salary.For example, it may initially be greater than the social security ceiling of 14700, and thenfall below the ceiling. This adjustment takes place automatically.


Car Benefit in Kind

The real value of a car given to a payee is considered a benefit in kind. If a car belongs to thecompany, but is allocated to a payee, it is also considered a benefit in kind, calculated with themileage allowances bracket. This bracket is provided by the tax office and is not managed byPeopleSoft. You need to calculate the amount you want to give as a car benefit in kind.

The benefit is recorded in the earning AN VEHICULE and is triggered by positive input. Thededuction for this benefit in kind is contained in the element AN VEHI DED. This deduction ispopulated automatically by the process.

If you want, you can use the earning AN VEHIC REG to supplement the car benefit in kind.To do this, you must use the positive input page.




Other Benefits in Kind

Non-professional travel, company-sponsored lotteries, competitions, and other similar benefitsare considered benefits in kind. They are stored in the earning AN AUTRES and triggered bypositive input. They are automatically deducted from the net salary using the deduction ANAUTRES DE.


If you want, you can use the earning AN AUTRE REG to supplement the other benefits inkind. To do this, you must use the positive input page.

Meal Allowances

There are two meal allowances: one for day workers and one for night workers. Since each mealallowance can either be subject or not subject to contributions, PeopleSoft has defined thefollowing four earnings. These four earnings are triggered by positive input:

• The day allowance subject to contributions is recorded in the earning PANIER JOUR I. Theday allowance not subject to contributions is contained in the earning PANIER J NI.

• The night allowance subject to contributions is recorded in the earning PANIER NUIT I. Thenight allowance not subject to contributions is contained in the earning PANIER N NI.


Meal Tickets

Meal tickets may be issued to employees who can justify taking a meal during working hours.There is an upper limit and the employer may be exempt from some social security contributions.

The allowance is recorded in the following two earnings:

• TR EMP NI: This earning uses the bracket IND BR TIT REST to retrieve the amount of theemployer’s contribution to the meal ticket (stored in the return column variable IND BR TITREST) that is not subject to social contributions. The earning is triggered by positive input.

• TR EMP I: This earning uses the bracket IND BR TIT REST to retrieve the amount of the



employer’s contribution to the meal ticket (stored in the return column variable IND VR TREMP I) that is subject to social contributions. The earning is triggered by positive input.


There are two deductions corresponding to these two earnings:

• TR EMP I DED: This deduction uses the bracket IND BR TIT REST to retrieve the amount ofthe employer’s contribution (stored in the return column variable IND VR TR EMP I) that issubject to social contributions and deducts it from the net salary.

• TR SAL DED: This deduction uses the bracket IND BR TIT REST to retrieve the payee’scontribution to the meal ticket (stored in the return column variable IND VR TR SAL NI) anddeducts it from the net salary.

The following table describes the values returned by the bracket IND BR TIT REST for use incalculating the meal ticket allowance.

Bracket Use

IND BR TITREST

This bracket returns values for the following elements using Companyas the search key:

IND BR TIT REST: This bracket element returns the amount of theemployer’s contribution not subject to social contributions.

IND VR TR EMP I: This variable stores the amount of the employer’scontribution to the meal ticket subject to social contributions.

IND VR TR SAL NI: This variable stores the payee’s contribution tothe meal ticket.

For more information about this bracket, see the topic IND BR TITREST (Meal Tickets).

Note. You must supply the values of the variables used in thecalculation of the meal ticket allowance.

P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L D E F I N I N G U R S S A F C O N T R I B U T I O N S 5 - 1

C H A P T E R 5

Defining URSSAF Contributions

This section presents general information about URSSAF rules and processing, and explains how

to set up PeopleSoft Global Payroll for France to process URSSAF contributions for payees

working in a variety of circumstances. It also explains how to adjust contributions when

URSSAF rules and rates are changed.

Understanding URSSAF Terminology

URSSAF are regular contributions, paid by both the payee and employer, to cover retirement,

sickness, workplace accidents, family benefits, widows’ benefits and FNAL. Most URSSAF

contributions are calculated as a percentage of a “funding base” (calculation rule = percentage x

base). In some cases, contributions may apply to a reduced base, and some contribution classes

may qualify for reduced rates or be exempt from paying contributions.

This topic presents an overview of the basic terms used in the following discussion of URSSAF.

Bases

The funding base for URSSAF deductions is derived from the Gross Pay Accumulator (URS AC

BRUT SG); however, the funding base is defined not as an accumulator but as a formula or

variable, and may differ in value from the Gross Pay Accumulator. For example, in the case of

journalists, the formula used to calculate URSSAF contributions can reduce the funding base

below the amount of the Gross Pay Accumulator. And in cases where deductions are limited to a

ceiling, formulas can be used to limit the funding base to the ceiling.

The formulas and variables representing the URSSAF funding base are displayed in the

“Base” columns of the tables in the URSSAF Deductions topic.

Rates

The contribution rates for URSSAF vary according to the contribution class and are defined as

variables. Although PeopleSoft delivers these variables with predefined values, you must

maintain these variables on the URSSAF Rates page.

The variables representing the contribution rates for URSSAF are listed in the “%” column

of the tables in the URSSAF Deductions topic.


5 - 2 D E F I N I N G U R S S A F C O N T R I B U T I O N S P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

The following table lists the current contribution rates for employees and employers defined as

part of the “general” or “common” contribution class (code 100) as of 1 January 2000. The table

also specifies the normal funding base and indicates whether the contribution rate is limited to a

ceiling (Ceiling A).

Contribution Payee’s Rate

(general

régime)

Employer’s Rate

(general régime)

Funding Base

(“assiette”)

Illness, Maternity 0.75 12.80 Gross salary

Widow 0.10 Gross salary

Work Accident Variable Gross salary

Old Age (no ceiling

limit)

Old Age (with ceiling)

6.55

1.60

8.20

Gross salary

Ceiling A

Family allowances 5.40 Gross salary

FNAL (for all

companies)

FNAL (companies > 9

payees)

0.10

0.40

Ceiling A

Gross Salary

Ceilings

Some URSSAF contributions are based only on the portion of a payee’s salary that falls within a

limit referred to as a “ceiling”. In other words, these contributions are calculated using a reduced

base, so that if a salary is over the ceiling, the contribution is only be calculated on the ceiling.

To view the ceilings for the different contribution classes, use the URSSAF Rates page. And

to modify a ceiling level, use the Ceilings page described in the Country Setup topic.

Contribution Classes

The contribution class for each payee is determined by such factors as where the payee works,

what type of work is being done, and the employee’s age. The different contribution classes for

payees are identified in the PeopleSoft Global Payroll system by a set of codes defined by

URSSAF. Except in a few cases (such as for trainees), any payee who is eligible for URSSAF

must be associated with a contribution class code (or social security code) on the Contract page.

You’ll use these codes to access the URSSAF Rates and URSSAF Additional Setup pages

described in this topic.

The codes for the various contribution classes managed by PeopleSoft are listed in the following

table.

If needed, you can create classes that are not managed by PeopleSoft. If you do so, you need

to ensure that the URSSAF contributions are correctly calculated.



Social Security Code Description

100 General régime

101 General régime Alsace-Moselle

102 General régime without AT contribution

103 General régime without AT AM

104 General régime without payee contribution

106 Régime without payee contribution and AT

128 Apprentice

129 Apprentice Alsace-Moselle

336 Doctors

337 Doctors Alsace-Moselle

386 Orientation contract

387 Orientation contract Alsace-Moselle

392 Part-time employee: 30 percent reduction

393 Part-time in Alsace-Moselle

914 Qualification contract

915 Qualification contract AM

944 CRE: unlimited exemption

945 CRE unlimited exception Alsace-Moselle

956 CIE general case

957 CIE general case Alsace-Moselle

960 CIE more than 50

961 CIE more than 50 years Alsace-Moselle

Standard versus Non-Standard Classes

In the case of certain contracts, when a payee’s earnings exceed a specific limit, they may no

longer be eligible for the special URSSAF rate assigned to their class. When these limits are

broken, they pay another rate, assigned to another contribution class. This new class is referred to

as the “standard class,” because it does not contain the exempted rates of the original class but the

"normal" rates of the standard régime.

For more information about standard classes, see Setting Additional URSSAF Parameters

and Calculating the Payee’s Contribution Base.



To calculate the maximum payees can make and still remain within their normal régime,

PeopleSoft uses the variable GEN VR SMIC L VG P. To calculate the earnings ceiling, Global

Payroll multiplies the value of this variable--which is equal to the hourly SMIC--by the number

of paid hours. If earnings go over this amount, a change in régime is triggered. The payee then

moves to the standard régime and deductions are made at the new rate for earnings over the

ceiling.

The value of the variable GEN VR SMIC L VG P is displayed in the Upper Limit field of

the URSSAF Additional Setup page.

The following table lists all non-standard classes with an associated standard class:

Social Security Code Description

914 Qualification contract

915 Qualification contract AM

944 CRE: unlimited exemption

945 CRE unlimited exception Alsace-Moselle

956 CIE general case

957 CIE general case Alsace-Moselle

960 CIE more than 50

961 CIE more than 50 years Alsace-Moselle

URSSAF in the Pay Process Flow

This topic describes how URSSAF processing fits into the overall pay process flow of PeopleSoft

Global Payroll for France. URSSAF processing takes place immediately after the retirement and

contingency fund contribution calculation. The next step in the process flow after URSSAF is

ASSEDIC.

URSSAF processing must take place after the retirement and contingency fund contribution

calculation. The reason is that some of these contributions can be reintegrated in the

URSSAF funding base if they overpass certain limits (19 or 85 percent of the annual social

security ceiling).

For more information about the contribution exemption limits (rule of 19 and 85 percent),

see Understanding ARRCO, AGIRC, and Contingency Fund Contributions.



OUTPUT

Gross after reduction

Brackets

Deductions

INPUT

Gross salary

Business expenses reduction

Multiple employment rates

Number of paid hours

Ceilings

SMIC

Amount Contributing to URSSAF

Base

Process URSSAF

URSSAF pay process flow

For information about the entire pay process flow and where URSSAF fits into the larger

process, see Understanding Country Setup for France.

URSSAF Rules

This topic contains information about the rules created by PeopleSoft Global Payroll for France to

handle URSSAF contributions

URSSAF Deductions

The following tables contain information about the deductions used to calculate URSSAF

contributions in PeopleSoft Global Payroll for France. Table 1 contains the deductions created

for the standard contribution classes—those that do not carry a rate exemption. Table 2 lists

deductions for the contribution classes that carry a rate exemption. Table 3 lists the deductions

created for the Aubry 1 and 2 reductions as well as the deduction used for the low salary

deduction.

For more information about standard contribution rates and rates carrying exemptions, see

Standard versus Non-Standard Classes and Setting Additional URSSAF Parameters.



Table 1: Deductions for Standard Classes

Name Descr. % Base Gen. Control

URS MAL S Illness without

ceiling - Payee

URS VR TX MAL

S

URS FM BRUT

ABAT

URS MAL

E

Illness without

ceiling -

Employer

URS VR TX MAL

E

URS FM BRUT

ABAT

URS VEUV

S

Widow -

Payee

URS VR TX

VEUV S

URS FM BRUT

ABAT

URS AT E Work

Accident -

Employer

URS VR TX AT E URS FM BRUT

ABAT

URS GC AT

APPRENT

URS AF E Family

Allowance -

Employer

URS VR TX AF E URS FM BRUT

ABAT

URS VIE

TA S

Old age with

ceiling - Payee

URS VR TX VIE

TA S

URS FM BASE

A

URS VIE

TA E

Old age with

ceiling -

Employer

URS VR TX VIE

TA E

URS FM BASE

A

URS VIE

DP E

Old age

without

ceiling -

Employer

URS VR TX VIE

DP E

URS FM BRUT

ABAT

URS FNAL

A E

FNAL with

ceiling -

Employer

URS VR TX FNA

TA E

URS FM BASE

FNAL A

URS FNAL

D E

FNAL without

ceiling -

Employer

URS VR TX FNA

DP E

URS FM BRUT

ABAT

URS GC

EFFECT>9

Table 2: Deductions for Classes Carrying Rate Exemptions

Name Descr. % Base Gen.

Control

URS MAL

EX S

Illness without

ceiling -

Associated

Régime -

Payee

URS VR TX MAL

EX S

URS VR BRT

REG EX



Name Descr. % Base Gen.

Control

URS MAL

EX E

Illness -

Associated

Régime -

Employer

URS VR TX MAL

EX E

URS VR BRT

REG EX

URS VEU

EX S

Widow -

Associated

Régime -

Payee

URS VR TX VEU

EX S

URS VR BRT

REG EX

URS AT EX

E

Work

Accident -

Associate

Régime -

Employer

URS VR TX AT

EX E

URS VR BRT

REG EX

URS GC

AT EXO

URS AF EX

E

Family

Allowance -

Associate

Régime-

Employer

URS VR TX AF

EX E

URS VR BRT

REG EX

URS V A

EX S

Old age with

ceiling -

Associated

Régime -

Payee

URS VR TX V A

EX S

URS VR BA REG

EX

URS V A

EX E

Old age -

Associated

Régime -

Employer

URS VR TX V A

EX E

URS VR BA REG

EX

URS VIEEX

E

Old age

without

ceiling -

Employer

URS VR TX VIE

EX E

URS VR BRT

REG EX

URS FNP

EX E

FNAL with

ceiling -

Associate

Régime -

Employer

URS VR TX FNP

EX E

URS VR BA REG

EX

URS FND

EX E

FNAL without

ceiling -

Associate

Régime -

Employer

URS VR TX FND

EX E

URS VR BRT

REG EX

URS GC

EFFECT>9



Table 3: Additional Deductions for Aubry 1 and 2 and Low Salary

Name Descr. % Base Amount Gen.

Control

URS AUB I

R

Aubry 1 deduction URS FM AUB I

URS AUB II

R

Aubry 2 deduction URS FM AUB 2

URS BAS

SAL

Tax reduction for low

salary

URS FM RED

BAS SAL

For general information about setting up deductions, see Defining Earnings and

Deductions.

Arrays Used to Retrieve URSSAF Deductions

The following arrays are used to retrieve URSSAF Deduction Rates:

Array Name Use

URS AR TX Array used for retrieving the URSSAF

deduction rates for “standard” classes (except

work accident rate). These are the rates used

in the URSSAF deductions listed in Table 1.

URS AR ASS TX Array used to retrieve the URSSAF

deduction rates for all non-standard classes

(except work accident rate). These are the

rates used in the URSSAF deductions listed

in Table 2.

NB : URS AR RISK Array used to retrieve the work accident rate

from the HR table storing rate information at

the Establishment level.

NB : URS AR RISK DEPT Array used to retrieve the work accident rate

from the HR table storing rate information at

the Department level.

During a payroll run, the contribution class (régime) comes from the system element SS

REGIM CD GPFRA, which is used by the look-up formula of the two URSSAF arrays URS

AR TX and URS AR ASS TX to retrieve the correct rates for each payee.



For general information about arrays in PeopleSoft Global Payroll, see Defining Data

Retrieval Elements.

URSSAF Element Groups and Eligibility Groups

PeopleSoft Global Payroll for France delivers three eligibility groups: GPFRA A36, GPFRA

A4 and GPFRA EG. Each of these eligibility groups contains the URSSAF element group URS

EG COTISATIONS. URS EG COTISATIONS contains all the deductions listed in the URSSAF

Deductions topic.

For general information about Element and Eligibility Groups, see Understanding the

Organizational Structure.

URSSAF Sections

PeopleSoft delivers the section URS SE COTISATIONS for URSSAF elements. This section

contains all the deductions listed in the URSSAF Deductions topic and is triggered when the

conditional formula URS FM DECLENCHEMENT resolves to true.

The condition defined in this formula is satisfied only if the variable URS VR REGIME has a

value. If the variable URS VR REGIME has no value, then the URSSAF section isn’t triggered.

The variable URS VR REGIME stores either the class number entered on the Contract page,

or the class determined by the system if the payee is a trainee.

For more information about the Contract page, see Understanding Country Setup for France.

For more information about trainees and URSSAF, see Triggering URSSAF Deductions.

For general information about setting up sections in Global Payroll, see Defining

Processing Elements.

Viewing and Modifying URSSAF Rates and Ceilings

In PeopleSoft Global Payroll for France, the rates for the different URSSAF contributions

(Widow, Illness, Family Allowance, and so forth) are defined as variables. Although PeopleSoft

defines and delivers the rates associated with these variables—as well as the ceilings that apply to

the base used to calculate these contributions—you can adjust ceiling values and contribution

rates to comply with changing laws and regulations. In this topic we discuss where you can go to


5 - 1 0 D E F I N I N G U R S S A F C O N T R I B U T I O N S P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

view the delivered rates and ceilings for URSSAF, and then explain how you can adjust these

values if necessary.

To view and adjust ceilings and rates:

1. View URSSAF ceilings.

On the Limits page, you can view the ceilings associated with URSSAF contributions. The

ceilings that appear on this page (URSSAF uses only Ceiling A) are also displayed on the

URRSAF Rates page with the actual ceiling values.

For more information about the Limits page, see Understanding Country Setup for France.

For more information about the URSSAF Rates page, see Defining URSSAF Rates.

2. View and maintain the ceilings for the URSSAF contribution rates.

Many URSSAF contribution rates apply only to a portion of an employee’s funding base—in

other words, they apply to the portion of the funding base that falls within a limit or ceiling.

PeopleSoft has defined a specific variable to store the ceiling used in URSSAF: Ceiling A.

However, you are responsible for maintaining the value of Ceiling A and adjusting it if

necessary on the Ceilings page.

For more information about the Ceilings page, see Understanding Country Setup for France.

3. View and maintain the rates for the different contribution classes.

Once you have reviewed and (if necessary) adjusted the ceilings used for URSSAF, you can

go to the URSSAF Rates page to view and adjust the actual contribution rates for the

different contribution classes (régimes). This page is discussed in detail in the subsequent

topic on the URSSAF Rates page.

4. View and maintain additional URSSAF values on the Variables by Category page.

You can view and maintain variables (other than those updated on the URSSAF Rates page)

that store entry values used in URSSAF calculations. To update these variables, you use the

Variables by Category page discussed in the Country Setup topic.

You can update the following variables on this page:


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L D E F I N I N G U R S S A F C O N T R I B U T I O N S 5 - 1 1

Variable Use

URS VR REDUC

MAX

This variable is used to calculate the maximum ceiling when working

out a low salary reduction.

Note. To trigger the low salary deduction, you must use the URSSAF

Additional Setup page. To maintain the ceiling used to calculate this

deduction, you use the Variables by Category page.

URS VR TX

REDUC1

This variable is used to calculate the low salary deduction, in cases

where the gross salary is less than SMIC.

Note. To trigger the low salary deduction, you must use the URSSAF

Additional Setup page. To maintain the rate used to calculate this

deduction, you use the Variables by Category page.

URS VR TX

REDUC2

This variable is used to calculate the low salary deduction, in cases

where the gross salary is more than SMIC.

URS VR TX FNA

DP E

This variable stores the FNAL rate (no ceiling).

Note. FNAL rates limited to Ceiling A are maintained on the

URSSAF Rates page.

URS VR TX FND

EX E

This variable stores the exempt FNAL rate (no ceiling).

Note. FNAL rates limited to Ceiling A are maintained on the

URSSAF Rates page.

URS VR AUB RED This variable is used to calculate the Aubry II reduction (global

reduction).

URS VR AUB MINI This variable is used to calculate the Aubry II ceiling.

URS VR AUB RD 1 This variable is used to calculate the Aubry II standard cut reduction.

It stores an amount that decreases the AUBRY II reduction.

URS VR AUB RD 2 This variable stores a second amount that decreases the AUBRY II

reduction when the company applies the Aubry I.

URS VR AUB RD 3 This variable stores a third amount that decreases the AUBRY II

reduction when the company applies the Aubry I and when the

company standard hours are under 32.

URS VR AUB I MT This variable stores the maximum yearly Aubry I reduction amount.



Many of the variables you can modify on the Variables by Category page are used in the

calculation of the Aubry I and Aubry II reductions. For more information about how these

variables are used to calculate the Aubry reductions, see Understanding Reductions to

URSSAF Contributions.

Defining URSSAF Rates

To view and (if necessary) modify the URSSAF rates for the different contribution classes, you

use the URSSAF Rates page.

PeopleSoft delivers the rates displayed on the URSSAF Rates page. However, you need to

maintain these rates and adjust them if necessary to meet legal requirements.

URSSAF Rates Page

Usage Use the URSSAF Rates page to review the URSSAF rates for illness,

widow, family benefits, FNAL Employer, and Retirement rates.

Object Name GPFR_URS_RATES

Navigation Global Payroll France, Global Payroll France, Setup 2, URSSAF

Rates, URSSAF Rates

Prerequisites None

Access

Requirements

Enter a Social Security Code.



URSSAF Rates page

The following elements are common to multiple pages and are defined in the preface of this

PeopleBook in PeopleBook Standard Page Element Definitions: Eff Date (effective date),

Description, Status.

Limits Currency Select Franc or Euro.

Illness Rate This group box contains the illness contribution rates for

Payee and Employer.

Widow Rate This group box displays the contribution rate for widows’

benefits.

Family Allowance This group box displays the rate for family allowance.

FNAL Employer Rate This rate applies to a funding base limited to Ceiling A.

The actual rate is displayed opposite From 0 to 14700.

Note. FNAL contributions not limited to Ceiling A are

maintained on the Variables By Category page. Only

FNAL contributions limited to Ceiling A are maintained

on the URSSAF Rates page.

For more information about the Variables by Category

page as used for URSSAF, see Viewing and Modifying

URSSAF Rates and Ceilings.

Retirement Rate There are two contributions towards the retirement rate.

The employer pays a rate based on the entire funding base.

This is displayed opposite No Limit, under Employer.



The second contribution, paid by both payee and

employer, is applied to a funding base limited to the

Ceiling A. These rates are displayed opposite From 0 to

14700.

Note. 14700 FRF is the monthly limit of the Ceiling A at

the time of writing. The ceiling is determined by the value

assigned to the Ceiling A variable. This is done on the

Ceilings page of the Country Setup feature.

Several of the contribution sections on this page display the comment No limit. This means

that the contributions for each section are not based on an earnings ceiling. They are

calculated from the entire funding base, with no limit.

Setting Additional URSSAF Parameters

Once you’ve reviewed—and if necessary, updated—the rates on the URSSAF Rates page, you

can view the following additional information about the contribution class on the URSSAF

Additional Setup page:

• You can see whether an AT (work accident) reduction applies to the contribution class.

• You can determine what the “standard class” is for payees (if any)—that is, the contribution

class to which payees are automatically associated if they earn above a certain limit.

• You can determine the earnings limit that triggers a change in the contribution class from the

original class to the associated “standard class” (payees earning above the limit are

automatically associated with the standard class).

• You’ll also use this panel to trigger a low salary reduction for payees earning less than 130

percent of the legal minimum salary.

URSSAF Additional Setup Page

Usage Use the URSSAF Additional Setup page to view (and if necessary,

modify) additional URSSAF parameters.

Object Name GPFR_URS_RATES

Navigation Global Payroll France, Global Payroll France, Setup 2, URSSAF

Rates, URSSAF Additional Setup

Prerequisites This is the second page in a two-page component. You should complete

the URSSAF Rates page first.



Access

Requirements

Enter a Social Security code.

URSSAF Additional Setup page

The following elements are common to multiple pages and are defined in the preface of this

PeopleBook in PeopleBook Standard Page Element Definitions: Eff Date, Description, Status.

As noted earlier, in PeopleSoft Global Payroll for France, each payee is assigned a contribution

class or “régime,” based on their contract, where they work, and the type of job. In some special

cases, when a payee’s earnings, or time at work, exceed a certain limit, they are no longer eligible

for the special URSSAF rate assigned to their class. When these limits are broken, they pay

another rate, assigned to another contribution class. This class is referred to in this section as the

“standard class.”

For more information about “standard classes,” see Standard versus Non-Standard Classes.

Social Security Code The payees’ existing contribution class is displayed

here—not that of the “standard class.”

Low Salary Reduction Select this check box to trigger a reduced contribution if

the payee earns a low salary. However, the employer may

already pay a reduced contribution because the payee is in

a special régime—for example, if there is a “contrat de

qualification.” If this is the case, no further reductions are

available, so this check box should not be selected.



Selecting this check box triggers calculation of the special

low salary variable URS BAS SAL. The result of this

deduction can be 0 if the payee’s salary is above a specific

limit.

Note. Several variables used to calculate the low salary

deduction can, if necessary, be modified on the Variables

by Category page.

For more information about the Variables by Category

page as used for URSSAF, see Viewing and Modifying

URSSAF Rates and Ceilings.

AT Reduction If the contribution class (régime) qualifies for a

reduction in the work accident rate, this field displays

the percentage amount of the reduction. (You can

adjust this amount if necessary.) For example,

régime number 392 carries a rate reduction of 30

percent compared to the “general régime” 100.

Note. The work accident rate is entered at the

establishment level in Human Resources. The rate is the

same for all payees of the establishment, except for payees

belonging to the régime that carries the specific reduction.

For more information about the work accident rate, see

Accidents at Work.

Standard Class This field displays the “standard” class to which a payee is

assigned if the payee becomes ineligible for their original

class. For example, payees in some contribution

classes (régime 914) contribute using the rates for their

class only as long as their monthly salary is less than or

equal to the SMIC (minimum monthly salary). When a

payee belonging to one of these classes earns more than

the SMIC, they automatically begin contributing using the

rates in effect for the new “standard” class. These rates

apply only to the portion of the salary that exceeds the

earnings limit.

For more information about standard classes, see Standard

versus Non-Standard Classes.



Upper Limit This field displays the value of the variable (GEN VR

SMIC L VG P) storing the hourly SMIC rate. To

calculate the maximum payees can make and still remain

within their normal régime, Global Payroll multiplies the

value of this variable by the number of paid hours. If

earnings go over this amount, a change in régime is

triggered. The payee then moves to the rates for the

standard class (as previously defined) and deductions are

made at the new rate for earnings over the limit.

Triggering URSSAF Deductions

The triggering of URSSAF deductions is based on the variable URS VR REGIME. This variable

retrieves the value of the social security code entered in the Contract page. If the payee has no

social security code (that is, if the variable is not populated), then the URSSAF contributions are

not triggered.

Triggering URSSAF in the Case of Trainees

There is one exception to the rule for triggering URSSAF that applies to trainees. Users don’t

have to enter a social security code for trainees because this code is determined by the system.

The reason for this is that the contributions paid by trainees depend on their kind of training

(mandatory or not, with work accident coverage or not) and on the salary level. In some cases,

trainees don’t have to pay URSSAF contributions at all (if the salary is under 30 percent of the

minimum salary in case of mandatory training with work accident coverage). In this case, the

system doesn’t assign a value to the social security code (it doesn’t populate the variable URS VR

REGIME) and URSSAF contributions are not triggered.

For more information about trainees, see Understanding Specific Contracts.

Calculating the Payee’s Contribution Base

This topic contains information about how the URSSAF contribution base is calculated.

Funding Bases Limited to a Ceiling

Some funding bases are limited to a ceiling—in other words, contributions are calculated as a

percentage of a limited funding base, rather than applying to the entire base. The calculation used

to determine when the ceiling has been reached is a monthly calculation. The system adds all the

gross of the year and compares this sum to the sum of all the monthly ceilings. If the sum of the

gross is greater than the sum of the ceilings, the system limits the annual funding base to the

ceiling. The system then deducts the funding base of the previous month on which the payee has

already contributed to obtain the monthly funding base. PeopleSoft Global Payroll for France

uses a generic formula GEN FM CALC LIMIT to calculate the monthly funding base limited to a

ceiling.



When a Payee Moves From a Non-Standard Class to a Standard Class

When a payee moves into a “standard class” from a “non-standard” class because they have

exceeded the earnings limit for the original class, the “standard” rates apply only to earnings over

the limit. In other words, the funding base for the new, “standard” class is not the complete

salary base, but only the amount over the limit.

For more information about “standard” and “non-standard” classes, see Standard Versus

Non-Standard Class.

Lump Sum Bases

Some specific categories of employees contribute to URSSAF based on lump-sum bases. For

example, this applies to instructors in vacation centers, apprentices, trainees, taxi drivers, and

some other categories of employees.

Important! PeopleSoft only manages lump-sum bases in the case of apprentices and

trainees. It does not manage other cases.

For more information about lump sum URSSAF payments, see Understanding Specific

Contracts.

Understanding Reductions to URSSAF Contributions

In addition to reduced contribution rates that apply to some contribution classes as a whole (for

example, the rates for payees having a qualification contract is generally zero), there may be

reductions within a class for low salaries, and reductions related to the Aubry I and Aubry II

deductions.

There are some additional reductions of the funding base ceiling (using proration) for part-

time payees and payees with more than one employer. These are discussed in the Country

Setup topic and are not described here.

Special Low-Salary Contribution Rate

To apply the low-salary reduction for URSSAF, you must select the Low Salary Reduction check

box on the URSSAF Additional Setup page. Doing so triggers a special contribution reduction

for certain payees with low salaries. This reduction is contained in the URSSAF element URS

BAS SAL.



The low-salary element is not applied continuously. Reductions follow the low-salary

contribution rules.

Some contribution classes don’t have a low-salary reduction option. In the groups that do have

this option, only some payees who earn less than 1.3 of the minimum salary (monthly SMIC) are

eligible.

The variable URS VAR REDUC MAX stores the rate (1.3), which is applied to the SMIC to

determine the limit under which the low-salary reduction applies. This variable can be updated

on the Variables by Category page.

To trigger the correct rates for a specific contribution class (régime), you only need to enter

the corresponding régime code for the payee on the Contract page. To trigger the correct

reduction for low salary, select the Low Salary Reduction check box on the URSSAF

Additional Setup page.

Aubry 1 and 2 Reductions

The following two deductions have been created for Aubry I and II:

• Aubry 1: URS FM AUB 1

• Aubry 2: URS FM AUB 2

To trigger the Aubry I or Aubry II reduction for URSSAF, you must assign the Aubry I or II

deduction to individual payees using the Earning/Deduction Assignment page. This is

because the definition of these deductions is "By Payee" in the URSSAF element group

(URS EG COTISATIONS).

For more information about defining deductions “by payee” at the element group level, see

Element Groups. For more information about how to assign elements to payees, see

Earning/Deduction Assignment Page.

Calculating Aubry I and Aubry II

Several key variables used to calculate the Aubry I and II reductions must be maintained on the

Variables by Category page. This topic provides an overview of the variables used in the Aubry

calculations so that you can understand how they are used as well as the effect of modifying

them.

The values of the variables discussed in this topic are effective as of 1 July 2000. These

values might change.



For more information about the Variables by Category page as used for URSSAF, see

Viewing and Modifying URSSAF Rates and Ceilings.

Aubry I Reduction

The Aubry I reduction is calculated each month and is deducted from the social security

contributions of payees who have signed an agreement with the French Social Security agency.

The monthly reduction is equal to 1/12 of the annual reduction, rounding to the highest franc, for

each payee present on the last day of the month.

The variable URS VR AUB I MT stores the annual reduction for the year 2000 for the

agreements signed between 1 January 1998 and 30 June 1999. It is your responsibility to update

this variable (using the Variables by Category page). For example, the annual reduction can be

increased if working hours at your company are reduced by 15 percent, the workforce number

grows by 9 percent, and your company creates or preserves employment under difficult

circumstances. If this is the case, you might need to modify the value of the variable URS VR

AUB I MT to record the reduction that applies to you.

Aubry II Reduction

The Aubry II reduction calculation is allowed if your company has a labor agreement, a company

agreement, or an establishment agreement that reduces working hours to less than or equal to 35

hours per week, or less than or equal to 1600 hours per year.

The Aubry II reduction is incompatible with other contribution reductions except the Aubry I

reduction and the “De Robien” reduction.

PeopleSoft does not manage the “De Robien” reduction. You must set up and manage this

reduction if you want to apply it.

The standard calculation formula as of 1 July 2000 (in French Francs) is as follows:

The variable URS VR AUB RED stores the amount of 42102 FRF.

The variable URS VR AUB RD 1 stores the amount of 20290 FRF.

The result of the calculation 6981.46 / Monthly Salary of the Payee is limited to the value of 1.

In this formula, the cut reduction of 20290 FRF can be increased in the following cases:

• If the company has the Aubry I or de Robien reduction, the cut reduction can be increased by

4058 FRF (value stored in the variable URS VR AUB RD 2). The cut reduction would then be

equal to 24348 FRF.

• If the company has the Aubry I or de Robien reduction, and work hours are set to less than 32

hours, the cut reduction can be increased by 3551 FRF (value stored in the variable URS VR



AUB RED 3). The cut reduction would then be equal to 27899 FRF.

Moreover, some increases of the reduction can be granted in particular cases. These increases

can be stored in the variable URS VR AUB RA.

Proration of the Aubry II reductions can occur if the payee works part-time or has absences. If

the calculation gives a result under the minimum fixed by the government, the minimum

reduction is applied. This minimum reduction is stored in the variable URS VR AUB MINI with

an annual value of 4058 FRF as of 1 July 2000. The monthly minimum reduction is equal to

4058 FRF / 12.

The variables discussed in this topic can, if necessary, be modified on the Variables by

Category page.

For more information about the Variables by Category page as used for URSSAF, see

Viewing and Modifying URSSAF Rates and Ceilings.

Accidents at Work

One of the URSSAF contributions is the work accident (AT) contribution. The employer pays

this contribution, based on the URSSAF funding base, with the rate corresponding to the amount

of risk in the workplace.

To define the risk code on which the contribution is based, use the following procedure.

To define the work accident rate:

1. Define the risk at the establishment level.

To define the work accident rate, you must enter the following data on the Establishment

Address page in Human Resources:

� Enter the risk code.

� Complete the work accident section (AT Section).

� Specify the standard rate associated with the work accident section.

Different risk codes can be defined for a single establishment corresponding to the different

levels of risk within the organization (for example, different departments within a single

establishment may pay different rates if the level of risk varies from department to

department).

For more information about the Establishment Address page in Human Resources, see your

PeopleSoft 8 Human Resources PeopleBook.



2. Select the risk code for the department.

On the Department Profile page, select the appropriate risk code for the department from the

list of codes defined at the establishment level.

If a department has no associated establishment, the establishment indicated in the JOB table

is used.

For more information about establishing risk at the department level, see your PeopleSoft 8

Human Resources PeopleBook.

3. Select the risk for the payee (if necessary).

If a payee is associated with a department, and the work accident risk doesn’t match the risk

for the payee, then the correct risk can be specified at the payee level. To specify the risk at

the payee level, override the variable URS VR CODE RISK E with the risk applying to the

payee. This is done on the Supporting Element Overrides page.

For more information about the Supporting Element Overrides page, see your PeopleSoft 8

Human Resources PeopleBook.

When the system defines the risk code for a payee, it first determines whether the risk code is

specified at the payee level. If so, the system retrieves the work accident (AT) rate linked to

the risk code for the payee. If the risk code is specified at the department level, the system

retrieves the work accident rate and applies it to all payees linked to the department (except

payees having a risk code specified at payee level). If there is no risk code specified at the

department level, the system applies the risk code in the work accident section “00” (AT

Section “00”) defined at the establishment level.

For more information about defining the work accident section at the establishment level,

see your PeopleSoft 8 Human Resources PeopleBook.

Reports for URSSAF

There are several reports for URSSAF: the DUCS reports and the Tax Reduction for Low

Salaries report (FRPAY006). These reports are discussed in the Understanding French Reports.

P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L U N D E R S T A N D I N G A S S E D I C C O N T R I B U T I O N S 6 - 1

C H A P T E R 6

Understanding ASSEDIC Contributions

ASSEDIC (or GARP in Paris) contributions are paid to the state unemployment fund (UNEDIC),which finances unemployment insurance (Régime d’Assurance Chomage—RAC), retirementinsurance overhead (Association gérant la Structure Financière—ASF), and salary guarantee(Fond National de Garantie des Salaires—FNGS). PeopleSoft Global Payroll for France offerscomplete ASSEDIC functionality, enabling you to do the following:

• Enter and maintain rates using the ASSEDIC Rates component.

• Create regulatory reports and make payments to collector institutions using the DUCScomponent.

• Create ASSEDIC certificates upon employee termination in three steps using three components(ASSEDIC Data Retrieval, ASSEDIC Certificate, and ASSEDIC Printing Process).

This section presents general information on ASSEDIC functionality, rules, and processing andexplains how to set up Global Payroll to process ASSEDIC contributions for payees working in avariety of circumstances. It also explains how to adjust contributions when the rules and rateschange, and how to process, modify, and print ASSEDIC certificates.

Understanding ASSEDIC Rates, Limits, and Ceilings

PeopleSoft delivers current contribution rate percentages for RAC, ASF, and FNGS contributionson the ASSEDIC Rates component, but you need to update and maintain this informationyourself as the government issues new rate changes. The contribution percentages varydepending on gross monthly salary as reflected in government-mandated ceilings, which youenter on the Ceilings page.

The fields on the ASSEDIC Rates page (From 0 to 14700, for example) are dynamicallydisplayed based on these ceilings. For example, if you enter a new ceiling, this data changeswhen you view ASSEDIC rates.

In addition to ceilings, Global Payroll for France also uses rates and limits to determineASSEDIC contributions. PeopleSoft delivers this data, but you should verify it before proceedingwith ASSEDIC processing. You can do the following:

• Use the Ceilings page to view and update the monetary value of these limits, which the systemuses to calculate the funding bases for ASSEDIC contributions.

• Use the Rates and Elements page to view the variables that pertain to ASSEDIC, which arelisted under the GPFR_ASS_RATES component.


6 - 2 U N D E R S T A N D I N G A S S E D I C C O N T R I B U T I O N S P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

• Use the Limits page to view the ceilings associated with the rates variables. ASSEDICcontributions are based on earnings limits.

For more information about the Rates and Elements, Limits, and Ceilings pages, seeUnderstanding Country Setup for France.

ASSEDIC Rates Page

Usage Use the ASSEDIC Rates page to set up rates for ASSEDICcontributions. PeopleSoft initially delivers these rates, but you mustmaintain them when the government issues updates.

Object Name GPFR_ASS_RATES

Navigation Global Payroll France, Global Payroll France, Setup 2, ASSEDICRates

Prerequisites You must have entered ceilings on the Ceilings page.

AccessRequirements

None

ASSEDIC Rates page

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Eff Date, Status.



Limits Currency Displays the limits currency entered on the Limits page.Valid values include Euro and Franc. The monetaryamounts that appear to the left of the rate percentages areexpressed in the currency indicated in this field.

For more information about the Limits page, seePeopleSoft 8 Global Payroll for France, “UnderstandingCountry Setup for France”.

Unemployment Insurance Contr. (unemployment insurance contributions)

From 0 to 14700 Displays the Payee and Employer contributionpercentages for the portion of gross salary below the Aceiling.

From 14700 to 58800 Displays the Payee and Employer contributionpercentages for the portion of gross salary below the Bceiling but above the A ceiling.

Note. The field names From 0 to 14700 and From 14700to 58800 are dynamically displayed based on the valuesentered on the Ceilings page. These values are current asof January 2000. The currency matches the selection inthe Limits Currency field.

For more information about the Ceilings page, seePeopleSoft 8 Global Payroll for France, “UnderstandingCountry Setup for France”.

Financial Structure Assoc. (financial structure association)

From 0 to 14700 Displays the Payee and Employer contributionpercentages for the portion of the gross salary below the Aceiling.

From 14700 to 58800 Displays the Payee and Employer contributionpercentages for the portion of the gross salary below the Bceiling but above the A ceiling.



Salary Guarantee Association

From 0 to 58880 Displays the Employer contribution percentage forFNGS.

Note. There is only an employer contribution percentagefor FNGS, not one for payees. This rate is based on the Bceiling, which is displayed dynamically. If a gross salaryis over this limit, the contribution is still based on the Bceiling.

Calculating the Funding Bases

The funding bases for ASSEDIC contributions are the following:

• Base A: Gross salary limited to Ceiling A as defined on the Ceilings component.

• Base B: Part of the gross salary between Ceiling A and Ceiling A x 3. For example, the currentbase B is between 14700 FRF and 58800 FRF (as of 1 January 2000).

• Base A+B: Part of the gross salary included between Ceiling A x 4. Currently, Base A+B isfrom 0 FRF and 58800 FRF.

For more information about the Ceilings page, see Understanding Country Setup for France.

The rules concerning funding base calculation for ASSEDIC are identical to those forURSSAF. URSSAF actually determines these rules and, generally, ASSEDIC also followsthem.

For more information about URSSAF, see Defining URSSAF Contributions.

Calculating Base A

For ASSEDIC contributions limited to Ceiling A (such as RAC and ASF), the contribution iscalculated based only on Ceiling A if the gross salary is more than Ceiling A. If the gross salaryis less than Ceiling A, the contribution is calculated based on the gross salary.



Calculating Base B

For ASSEDIC contributions limited to Ceiling B (such as RAC and ASF), the contribution iscalculated only on the difference between the gross salary and Ceiling A if the gross salary ismore than Ceiling A but less than Ceiling B. If the gross salary is more than Ceiling B, thecontribution is calculated based on the portion between Ceilings A and B. If the gross salary isless than Ceiling A, no contribution on base B is required.

Handling Prorations

Ceilings A and B are prorated by the number of calendar days in the period to take intoconsideration hires and terminations during that period, the part-time rate (calculated in thepayroll process), and the multiple employer rate. Payees who have multiple employers are notconsidered part-time, so only one proration is calculated.

Calculating Base A+B

For the ASSEDIC contribution limited to Ceiling A+B (such as AGS), the contribution iscalculated based only on Ceiling B if the gross salary is more than Ceiling B. If the gross salaryis less than Ceiling B, the contribution is calculated based on the gross salary. The upper limit isCeiling B.

These calculations are done on a monthly basis, but the comparisons are based on annualamounts. An annual gross salary is calculated from the monthly salary, and annual ceilingsare calculated from the monthly ceilings.

Prorating Contributions at Age 65

Payees turning 65 during a pay period pay a prorated ASSEDIC contribution only for the periodof time before their 65th birthday. This is accomplished by triggering the section ASSEDIC if thepayee isn’t 65 years old at the beginning of the calendar period. The system prorates theASSEDIC funding base if the payee turns 65 before the end date of the calendar period. Theproration is equal to the amount of time the payee is still 64 years old within the calendar perioddivided by the calendar period duration. Ceilings A and B are not prorated; only the funding baseis prorated. After a payee’s 65th birthday, if the birthday does not occur during the currentcalculated segment period, ASSEDIC contributions are no longer paid.

Understanding Contribution Exceptions

There are exceptions to ASSEDIC contributions depending on the classification of the payee or apayee’s specific contract. Some payees, for example, are not eligible to contribute to ASSEDIC:expatriates, people over the age of 65, apprentices for companies with less than 10 payees, and



trainees. The triggering of the section ASS SE COTISATION is based on the condition formulaASS FM DECLENCHEMENT.

There are also some additional exceptions that affect specific contributions. For example, onlyASF contributions are paid for company managers. And employee contributions are not paid forapprentices working for companies with more than 10 payees. Global Payroll for France usesgeneration control to trigger the appropriate contributions in these special cases, described in thesection ASSEDIC Triggers in this chapter.

For more information about generation control, see Generation Control in PeopleSoft 8Global Payroll PeopleBook. For more information on specific contracts, see UnderstandingSpecific Contracts.

ASSEDIC in the Pay Process Flow

This section describes how ASSEDIC functionality fits into the overall pay process flow ofGlobal Payroll for France. ASSEDIC processing takes place immediately after URSSAFprocessing and before levy processing.

OUTPUTGross after reduction

BracketsDeductions

INPUTGross Salary

Business expenses reductionMutliple employment rates

Number of paid hoursCeilingsSMIC

Process ASSEDIC

ASSEDIC pay process flow

For more information about the entire pay process flow and how ASSEDIC fits into theoverall process, see Understanding Country Setup for France.



ASSEDIC Rules

This section contains information on the rules that Global Payroll for France provides to handleASSEDIC contributions.

ASSEDIC Deductions

The following table contains information about the deductions used to calculate ASSEDICcontributions in Global Payroll for France.

Name Description Percentage Base GenerationControl

ASS RAC TA S RAC on CeilingA, payee

ASS VR TXRAC TA S

ASS FM BASEA

ASS GC RAC S

ASS RAC TA E RAC on CeilingA, employer

ASS VR TXRAC TA E

ASS FM BASEA

ASS GC RAC E

ASS RAC TB S RAC on CeilingB, payee

ASS VR TXRAC TB S

ASS FM BASEB

ASS GC RAC S

ASS RAC TB E RAC on CeilingB, employer

ASS VR TXRAC TB E

ASS FM BASEB

ASS GC RAC E

ASS ASF TA S ASF on CeilingA, payee

ASS VR TXASF TA S

ASS FM BASEA

ASS GC ASF S

ASS ASF TA E ASF on CeilingA, employer

ASS VR TXASF TA E

ASS FM BASEA

ASS ASF TB S ASF on CeilingB, payee

ASS VR TXASF TB S

ASS FM BASEB

ASS GC ASF S

ASS ASF TB E ASF on CeilingB, employer

ASS VR TXASF TB E

ASS FM BASEB

ASS FNGS FNGS ASS VR TXAGS DP E

ASS FM BASEAB

ASS GC FNGS

For more information about setting up deductions, see Defining Earnings and Deductions inPeopleSoft 8 Global Payroll PeopleBook.

ASSEDIC Sections

PeopleSoft delivers the section ASS SE DEDUCTIONS for ASSEDIC elements. This sectioncontains all the deductions listed in ASSEDIC Deductions. The formula ASS FMDECLENCHMNT (process list) triggers ASS SE DEDUCTIONS.



For more information about sections, see Defining Processing Elements in PeopleSoft 8Global Payroll PeopleBook.

ASSEDIC Accumulators

Global Payroll for France delivers the following accumulators for ASSEDIC processing:

Accumulator Description

ASS AC BRUT SG Gross taxable for ASSEDIC

ASS AC BRT ABAT AN ASS VR BRUT ABAT

Yearly ASSEDIC funding base afterreduction for specific jobs

ASS AC MNT ABAT SG ASS FM ABATT MNT

Segment reduction of the funding base forspecific jobs

ASS AC MNT ABAT AN ASS AC MNT ABAT MO

Yearly reduction of the funding base forspecific jobs

ASS AC PLAF A AN ASS VR PLAF A REEL

Yearly A ceiling calculated

ASS AC PLAF B AN ASS VR PLAF B REEL

Yearly B ceiling calculated

ASS AC PLAF AB AN ASS VR PLAF AB REEL

Yearly AB ceiling calculated

ASS AC BASE A AN ASS FM BASE A

Yearly A funding base

ASS AC BASE B AN ASS FM BASE B

Yearly B funding base

ASS AC BASE AB AN ASS FM BASE AB

Yearly AB funding base

ASS AC COT S SG All ASSEDIC employee deductions of thesegment

ASS AC COT E SG All ASSEDIC employer deductions of thesegment



To find out the specifics of an accumulator’s definition, you can use the Accumulatorscomponent to display the accumulator’s definition.

For more information about accumulators, see Setting Up Accumulators in PeopleSoft 8Global Payroll PeopleBook.

ASSEDIC Triggers

Global Payroll for France makes extensive use of triggers for ASSEDIC processing.

• The section ASS SE DEDUCTIONS uses the condition formula ASS FM DECLENCHMENTto prevent the triggering of this section for payees over age 65, expatriates, and apprenticesworking for companies with less than ten payees.

• Global Payroll for France uses generation control to determine whether to process specificdeductions related to ASSEDIC depending on information entered in the Specific Contractscomponent. Specifically:

� ASS GC RAC S triggers the payee contributions to the RAC if the payee isn’t a companyofficer or an apprentice.

� ASS FM RAC E GC triggers the employer contributions to the RAC if the payee isn’t acompany officer.

� ASS FM ASF S GC triggers the payee contributions to the ASF if the payee isn’t anapprentice.

� AS FM FNGS GC triggers the FNGS contribution if the payee isn’t a company officer.

For more information about specific contracts, see Understanding Specific Contracts.

Making ASSEDIC Contributions

Although ASSEDIC contributions are based on annual income, Global Payroll for Francecalculates contributions monthly. The system also produces a monthly report, detailing thecontributions for the period. You can create and produce all required regulatory reports throughthe DUCS components in Global Payroll for France.

For more information about DUCS, see Generating DUCS.


6 - 1 0 U N D E R S T A N D I N G A S S E D I C C O N T R I B U T I O N S P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

Understanding the ASSEDIC Certificate Process

The ASSEDIC certificate process enables you to retrieve from Global Payroll and HumanResources the data required to produce an ASSEDIC certificate upon an employee’s termination.The process consists of three steps within three components.

To create ASSEDIC certificates:

1. Run the ASSEDIC data retrieval process using the ASSEDIC Data Retrieval component.

2. Verify and modify ASSEDIC data using the ASSEDIC Certificate component, which consistsof nine pages.

3. Print the ASSEDIC certificate using the ASSEDIC Printing Process component.

Understanding the Data Retrieval Process

The following flowchart illustrates the ASSEDIC data retrieval process in Global Payroll forFrance:

Select employeeswho require the

ASSEDICcertificate

Capture the run_idand information fromthe ninth frame of theASSEDIC Certificate

Run the batch processthat retrieves data

concerning theselected employees

and inserts thisinformation into theappropriate tables

Application EngineGPFR_ASS_AE

Enter information inthe ASSEDIC

Certificatecomponent using the

keys Cal_run_id,EmplID, and

Empl_rcd

Mass printinformation to Crystal

report

Print the ASSEDICCertifcate for a singleEmplID through theASSEDIC Printing

Process component

Capture personalinformation and

override employers'information if needed

Data retrieval process


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L U N D E R S T A N D I N G A S S E D I C C O N T R I B U T I O N S 6 - 1 1

Understanding the Data Retrieved

The data retrieved in the ASSEDIC data retrieval process comes from the following tables andrecords in Global Payroll and Human Resources:

#EmplidNational_id

Ssn_key_fra

Names#Emplid

#Name_type#Effdt

First_nameLast_name

Name_prefix

Employment#EmplidHire_dt

Rehire_dtLast_date_worked

Personal_Data#EmplidAddress2Address3Address4

CityPostal

Gp_pye_prc_stat#Emplid

#Cal_run_id#Empl_rcd

#Gp_paygroup#Cal_id

Gp_pye_seg_stat#Emplid

#Rslt_seg_num

Job#Emplid

#Empl_rcd#Effdt

JobcodeAction

Action_reasonLocationStd_hours

Std_hours_frequencyFull_part_time

CompanyEstabid

Estab_tbl#Company#Estabid

#EffdtAPE_industry_cd_fra

SIREN_cd_fraURSSAF_cd_fraASSEDIC_dc_fra

Location_tbl#Location

Descr

Actn_Reason_t#Action

#Action_reason

Jobcode_tbl#Jobcode

#Phone_typeDescr

Company_stats#Company

Phone

Gp_rslt_ern_ded#EmplidInstance

#Pin_num#Slice_begin_dt#Slice_end_dt

Gp_rslt_acum#Emplid

#Pin_numCalc_rslt_val

Gp_rslt_pin#Emplid

#Pin_num

Gp_pin#Pin_num

Descr

Data retrieved

For more information about the output tables GP_PYE_PRC_STAT, GP_PYE_SEG_STAT,GP_RSLT_ERN_DED, GP_RSLT_ACUM, GP_RSLT_PIN, and GP_PIN, see BatchProcessing Output Tables in PeopleSoft 8 Global Payroll PeopleBook.

Understanding the New Data Relationships

The following diagram illustrates the new data relationships during the ASSEDIC data retrievalprocess:



Job#Emplid

#Empl_rcd#Effdt

Personal_data#Emplid

GPFR_ASS_COMP#Cal_run_id

#Emplid#Empl_rcd#Company#Estabid

GPFR_ASS_PAYEE#Cal_run_id

#Emplid#Empl_rcd

GP_PYE_PRC_STAT#Emplid

#Cal_run_id#Empl_rcd

#Gp_paygroup#Cal_id

GPFR_ASS_WAGE#Cal_run_id

#Emplid#Empl_rcd

#Gpfr_ass_pbon_fdt

#Cal_run_id#Emplid

#Empl_rcd#Gpfr_ass_ppay_fdt

GPFR_ASS_WAGE#Cal_run_id

#Emplid#Empl_rcd

#Gpfr_ass_aft_fdt

New data relationships

The following table describes these new records and their purpose:

Record Purpose

GPFR_ASS_COMP Displays and records data concerning company and establishmentinformation.

GPFR_ASS_PAYEE Displays and records data concerning the employee.

GPFR_ASS_RUNCTL

Displays and records data concerning the process of mass edition.Enables the capture of the Frame 9 ASSEDIC certificate informationand the selection of departing employees.

GPFR_ASS_SELECT

Displays and records the main data retrieval process information.

GPFR_ASS_PRINT Displays and records the employees requiring an ASSEDICcertificate.

Note. Another record (GPFR_ASS_PRINT2) is built with the samedefinition. Its purpose is to make the connection between the payeesto print and the queries defined for the Crystal report.

GPFR_ASS_WAGE_1

Displays and records data concerning the wages and period of payduring the last 12 months.

GPFR_ASS_WAGE_2

Displays and records data concerning bonus or compensation otherthan monthly salary.

GPFR_ASS_WAGE_3

Displays and records data concerning the amounts paid after the lastcomplete month.

GPFR_ASS_WA Stores the results of accumulators after each payroll run. TheApplication Engine reads this table to insert and update the record-dedicated writable array results concerning wages. The writablearray for this functionality is GP WA AA ELMT.



Record Purpose

GPFR_ASS_SECU Stores the security number required for UNEDIC control services.

Verifying Data and Processes

Because the ASSEDIC data retrieval process retrieves existing data, you need to verify thatyou’ve entered all required data and run all required processes to ensure accurate results.Specifically, verify that you’ve done the following:

1. Entered required data on the Company Table and Establishment components in PeopleSoftHuman Resources.

For more information about the Company Table component, see PeopleSoft 8 ApplicationFundamentals for HRMS PeopleBook.

2. Terminated the employee using the Job Data component in PeopleSoft Human Resourceswith an action/reason code of TER, TWP, RET, or LOF.

For more information about the Job Data component, see Administer Workforce Job Data inPeopleSoft 8 Application Fundamentals for HRMS PeopleBook.

3. Selected wages based on the final payroll process using the GEN VR TEST DEPARTvariable. The employee’s data is retrieved only if this variable equals 1 (the employee hasleft during the month). You need to run this after the monthly pay is calculated, but it doesn’thave to be finalized yet. The GEN VR TEST DEPART variable is defined on the ElementCodes Used in Reports component.

For more information about the Element Codes Used in Reports component, seeUnderstanding Country Setup for France.

4. Processed the terminated employee’s last pay.

5. Entered certification data on the ASSEDIC Data Retrieval page.

For more information about this page, see ASSEDIC Data Retrieval Page.

ASSEDIC Data Retrieval Page

Usage Use the ASSEDIC Data Retrieval page to launch the process that insertsrows into the dedicated ASSEDIC records and then enables you to print



ASSEDIC certificates for selected employees.

Object Name GPFR_ASS_DATA_RUN

Navigation Global Payroll France, Global Payroll France, Process, ASSEDICData Retrieval

Prerequisites You must have created a Calendar Group ID.

AccessRequirements

Enter the Run Control ID for the calendar run that you want to process.

ASSEDIC Data Retrieval: Main page

Multiple views of this page are available by clicking the tabs in the scroll area. Wedocument elements common to all views first.

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Run ControlID, Report Manager, Process Monitor, Run, Calendar Group ID, Pay Entity.


Place for Signature Enter the place (such as the city) where the certificate willbe signed.

Date of Signature Enter the date that the certificate will be signed.

Name Enter the name of the person that will sign the ASSEDICcertificate.



Status Signator Select the status of the person signing. Valid valuesinclude Accountant, Compulsory Liquidator, Director,Manager, Managing Director, Other, PersonnelManager, and Receiver.

Person Responsible forCertif (person responsible forcertificate)

Enter the name of the person responsible for thecertificate.

Phone Number Enter the phone number of the person responsible for thecertificate.

Select Click the Select button to signal the system to search forthe payees that meet your selection criteria and displaythem in the Select Result region of the page. Then youcan run the ASSEDIC data retrieval process, whichretrieves data for the selected payees.

Note. Only those payees who meet the conditionsspecified in the Verifying Data and Processes section inthis chapter will be selected.

Main Tab

See the previous exhibit for a view of this tab.

Retrieval Select the Retrieval check box if you want the system toretrieve data for the payee named to the right. The checkbox is selected automatically if data is has not beenretrieved before. If the data has already been retrieved,this check box is cleared.

Print Requested The Print Requested check box is selected automaticallyif the ASSEDIC certificate has already been printed forthis payee.

EmplID Displays the EmplID of the selected payee.

Name Displays the name of the selected payee.

Details Tab

ASSEDIC Data Retrieval: Details page



Action Date Displays the date of termination, followed by the action’sdescription.

Company Displays the employee’s company name.

Estab ID (establishment ID) Displays the employee’s establishment and its ID.

Reviewing and Modifying ASSEDIC Certificate Data

After you run the ASSEDIC data retrieval process, you can view this information in theASSEDIC Certificate component. Here you can verify and update, if necessary, all informationrequired to produce an ASSEDIC certificate.

Mapping the Retrieved Data to the ASSEDIC Certificate Component

The ASSEDIC data retrieval process retrieves data from Global Payroll and Human Resourcesand displays it in the ASSEDIC Certificate component. The data retrieved falls into nine maincategories (called frames) displayed on individual pages in this component.

Frame Application Type of Data Data Retrieved

1 HumanResources

Employer Company stamp, address,phone number, number ofemployees, APE/NAF,SIRET, URSSAF number,ASSEDIC/GARP number,special social securityreference, public sectorinformation

2 HumanResources

Employee’s identification Sex, birth name, last name,first name, address, nationalID, birth date

3 Global Payroll Complementary pension ARRCO, AGIRC, and others

4 HumanResources

Employee’s job Termination date, contracttype, part-time

5 HumanResources

Breach of contract,DDTEFP, short-time work

None

6 HumanResources

Reason for departure Reason for departure

7 Global Payroll Salary information Previous 12 month’s salarybefore the last paid andworked day, non-monthlyallowances, last pay period



Frame Application Type of Data Data Retrieved

8 HumanResources

FNGS information None

9 Global Payroll Certification information Data coming from theASSEDIC Data Retrievalpage

Viewing the ASSEDIC Certificate Component

The majority of the data in the ASSEDIC Certificate component automatically populates from thedata retrieval process. We’ve indicated where you need to directly enter information. You canalso modify the data retrieved from the process in this component.

ASSEDIC Certificate - Frame 1 Page

Usage Use the ASSEDIC Certificate - Frame 1 page to display and modifyASSEDIC certificate data concerning the employer.

Object Name GPFR_ASS_CERTIF_1

Navigation Global Payroll France, Global Payroll France, Use, ASSEDICCertificate, Frame 1

Prerequisites You must have run the ASSEDIC data retrieval process.

AccessRequirements

Enter an establishment ID.

ASSEDIC Certificate - Frame 1 page

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: ID, Empl Rcd#.



Company/Establishment

Company Displays the company name entered on the CompanyTable component.

Establishment Displays the establishment entered on the Establishmentcomponent.

Juridic Status Displays the company’s legal entity entered on theCompany Table component.

Phone Number Displays the phone number entered on the Company Tablecomponent.

Address Displays the address entered on the Company Tablecomponent.

SIRET Displays the SIRET code entered on the Establishmentcomponent.

APE Code Displays the APE code entered on the Establishmentcomponent.

For more information about the Company Table andEstablishment components, see PeopleSoft 8 ApplicationFundamentals for HRMS.

Nbr of Employees Past12/31 (number of employeespast 12/31)

Displays the number of employees in the establishment, ascalculated by the previous December’s URSSAF DUCSfor this establishment.

For more information about this process, see PeopleSoft 8Global Payroll for France, “Counting Employees”.

ASSEDIC # (ASSEDICnumber)

Displays the ASSEDIC number entered on theEstablishment component. The ASSEDIC number beginswith a three-digit ASSEDIC code. GARP is defined witha number from 055 to 062. ASSEDIC is defined withanother number. Each ASSEDIC is defined on the DUCSContact Definition page.

For more information about DUCS, see PeopleSoft 8Global Payroll for France, “Generating DUCS”.

Indicator of subscription Displays the appropriate indicator. Valid values includeASSEDIC, GARP, and Other. If necessary, you maychange this value.



Overwrite Employer’s Data

Override Select the Override check box if you want to override thecompany and establishment data.

Print Data

Print Requested Select the Print Requested check box if the certificatehas already been printed. To reprint, clear the check boxto activate the Printing Process button.

Printing Process Click the Printing Process button to open the ASSEDICPrinting Process page, which prompts you to add a newrun control ID.

Note. If you want to print several certificates in one run,you can go directly to the ASSEDIC Printing Process pageby selecting Global Payroll France, Report, ASSEDICPrinting Process.

ASSEDIC Certificate - 2 and 3 Page

Usage Use the ASSEDIC Certificate - 2 and 3 page to display ASSEDICcertificate data concerning the employee and complementary funds.


Navigation Global Payroll France, Global Payroll France, Use, ASSEDICCertificate, 2 and 3


AccessRequirements

Click the 2 and 3 tab.



ASSEDIC Certificate - 2 and 3 page


The title, last name, and first name of the employee appear by default.

Birth Name Displays the maiden name entered on the Personal Datacomponent.

National ID Displays the national ID entered on the Personal Datacomponent.

Address 1 Displays the address entered on the Personal Datacomponent.

Date of Birth Displays the birth date entered on the Personal Datacomponent.

Postal Code Displays the postal code entered on the Personal Datacomponent.

City Displays the city entered on the Personal Data component.

Does the Employee haveany Relationship withManager?

Select this check box if the employee is related to themanager.

Manager or ManagerialStatus

Select this check box if the employee is a manager.

Qualification Level Displays the qualification level entered on the Job Datacomponent.



For more information about the Personal Data and JobData components, see PeopleSoft 8 ApplicationFundamentals for HRMS, “Processing Transactions UsingRegulatory Regions” in PeopleSoft 8 ApplicationFundamentals for HRMS PeopleBook.

Comp. Pension Fund (Frame 3)

ARRCO Displays the ARRCO fund entered on thePension/Contingency Funds component.

AGIRC Displays the AGIRC fund entered on thePension/Contingency Funds component.

Other Displays any other fund entered on thePension/Contingency Funds component.

For more information about the Pension/ContingencyFunds component, see PeopleSoft 8 Global Payroll forFrance, “Understanding ARRCO, AGIRC, andContingency Fund Contributions”.

ASSEDIC Certificate - 4 Page

Usage Use the ASSEDIC Certificate - 4 page to display ASSEDIC certificatedata concerning the employee’s job.


Navigation Global Payroll France, Global Payroll France, Use, ASSEDICCertificate, 4


AccessRequirements

Click the 4 tab.



ASSEDIC Certificate - 4 page


Hire Date Displays the hire date entered on the Job Data component.

Term Date (termination date) Displays the termination date entered on the Job Datacomponent.

Job Code Displays the job code entered on the Job Data component.

Notification Date Displays the notification date entered on the Job Datacomponent.

Last Date Worked Displays the last date worked entered on the Job Datacomponent.

For more information about the Job Data component, seePeopleSoft 8 Application Fundamentals for HRMS,“Processing Transactions Using Regulatory Regions” inPeopleSoft 8 Application Fundamentals for HRMSPeopleBook.

Notice Period

Notice Period Done Select the Notice Period Done check box if the employeehas completed all or part of the required notice period.The related From and To fields appear.

From Enter the begin date of the notice period, if you selectedthe Notice Period Done check box.

To Enter the end date of the notice period, if you selected theNotice Period Done check box.



Notice Period not Done Select the Notice Period not Done check box if theemployee has not completed the required notice period orif only part of the notice period has been completed. TheNotice Period Paid and Notice Period not Paid checkboxes appear.

Note. If only part of the notice period is done, you shouldselect both the Notice Period Done and the Notice Periodnot Done check boxes.

Notice Period Paid Select the Notice Period Paid check box if all or part ofthe notice period has been paid. The related From and Tofields appear.

From Enter the begin date of the paid period, if you selected theNotice Period Paid check box.

To Enter the end date of the paid period, if you selected theNotice Period Paid check box.

Notice Period not Paid Select the Notice Period not Paid check box if all or partof the notice period has not been paid. The related Fromand To fields appear.

From Enter the begin date of the period not paid, if you selectedthe Notice Period not Paid check box.

To Enter the end date of the period not paid, if you selectedthe Notice Period not Paid check box.

Note. The From and To fields appear only if you’veselected the related check box.

Special Security Fund Enter the special security fund, if any.

Number Enter the number of the special security fund if youentered one in the Special Security Fund field.

Alsace-Moselle LocalSystem

This check box is selected if the establishment postal codeis in the Alsace-Moselle region (departments 57, 67, or68).

ASSEDIC Certificate - 4 (end) Page

Usage Use the ASSEDIC Certificate - 4 (end) page to display ASSEDICcertificate data concerning the employee’s job.


Navigation Global Payroll France, Global Payroll France, Use, ASSEDIC



Certificate, 4 (end)


AccessRequirements

Click the 4 (end) tab.

ASSEDIC Certificate - 4 (end) page


Job

CDD/CDI Displays the type of employment contract—either CDD(limited contract) or CDI (unlimited contract)—entered onthe Contract Data component.

Part Contract Displays the particular contract entered on the ContractData component. Valid values include AdaptationContract, Apprenticeship Contract, Solidarity Contract,Other, Qualification Contract, and Orientation Contract.

If you select Other, you should enter a description of theparticular contract in the text box that appears.

Particular Status Enter the particular status entered on the Contract Datacomponent. Valid values include Managing Director,Board Member, Member of executive board, Member ofsupervisory board, Chairman of an association, EIGMember, Partner, and Other.

If you select Other, you should enter a description of theparticular status in the text box that appears.



For more information about the Contract Data component,see PeopleSoft 8 Application Fundamentals for HRMS,“Processing Transactions Using Regulatory Regions” inPeopleSoft 8 Application Fundamentals for HRMSPeopleBook.

Particular Job Categories

Child Caregiver Select this check box if the payee is a child caregiver.

Expatriate Select this check box if the payee is an expatriate.

Other Particular Job Select this check box if the payee holds another particularjob.

Intermittent Worker Select this check box if the payee is an intermittentworker.

Home Worker Select this check box if the payee is a home worker.

Household Employee Select this check box if the payee is a householdemployee.

Temporary Employee Select this check box if the payee is a temporaryemployee.

Number of Worked Hours

Weekly Displays the standard number of weekly work hours thatare one of the following:

• Entered on the Business Unit Options Default page forthe company.

• Entered on the Job Data component for the employee.

Annual Displays the standard number of annual work hours thatare one of the following:

• Entered on the Business Unit Options Default page forthe company.

• Entered on the Job Data component for the employee.

Reason in Case ofDifference

Displays the reason that the weekly or annual hours differ,if any. Valid values include Other Reason and PartialTime.



For more information about the Business Unit OptionsDefault page and the Job Data component, see PeopleSoft8 Application Fundamentals for HRMS, “ProcessingTransactions Using Regulatory Regions” in PeopleSoft 8Application Fundamentals PeopleBook.


Usage Use the ASSEDIC Certificate 5 and 6 page to display ASSEDICcertificate data concerning reason for the contract termination.


Navigation Global Payroll France, Use, ASSEDIC Certificate, 5 and 6


AccessRequirements




Full Unemployment (Frame 5)

Complete Unemployment? Select this check box if the unemployment period followsASSEDIC ‘s definition of complete unemployment.

Did You Ask for Allocationfrom DDTEFP?

Select this check box if you asked for DDTEFP (DirectionDu Travail, de l’Emploi, et de la FormationProfessionnelle) allocation. The related From, To, andForeseen Date to Resume Work fields appear.



From Enter the begin date of the period of compensation, if youasked for DDTEFP allocation.

To Enter the end date of the period of compensation, if youasked for DDTEFP allocation.

Foreseen Date to ResumeWork

Enter the anticipated date to resume work, if you asked forDDTEFP allocation.

Reason for Breach (Frame 6)

Reason of Breach ofContract

Displays the termination action/reason code entered on theJob Data component. If the action/reason code is 20(other dismissal reason), 59 (resignation), or 60 (otherbreach reason), the Reason field appears.

Reason Enter the specific reason for the breach of contract foraction/reason codes 20, 59, or 60.

Social Plan? Select this check box if the employee is laid off within asocial plan. The Social Plan Dt (social plan date) fieldappears.

Social Plan Dt Enter the date of the social plan.

For more information about the Job Data component, seePeopleSoft 8 Application Fundamentals for HRMS,“Processing Transactions Using Regulatory Regions” inPeopleSoft 8 Application Fundamentals for HRMSPeopleBook.

Payee Aged 55 and More

Did the Employee Refuse toSubscribe to FNEConvention?

Select this check box if the employee refused to subscribeto the FNE convention.

ASSEDIC Certificate - 7.1 Page

Usage Use the ASSEDIC Certificate - 7.1 page to display ASSEDIC certificatedata concerning the employee’s salary for the past 12 months.


Navigation Global Payroll France, Global Payroll France, Use, ASSEDICCertificate, 7.1


AccessRequirements

Click the 7.1 tab.



ASSEDIC Certificate - 7.1 page


This page displays the employee’s salary information from the previous 12 months. The datacomes from the GP_PYE_PRC_STAT record, which the system creates during payroll processingand from the GPFR_ASS_WA record, dedicated to writable array accumulator results.

Begin Date of Period Pay Displays the begin date of the pay period for this payeefrom the GP_PYE_PRC_STAT record (the Pay ProcessStat record).

To Displays the end date of the pay period for this payee fromthe GP_PYE_PRC_STAT record.

Date of Pay Displays the actual pay date for this payee from theGP_PYE_PRC_STAT record.

Worked Hours Displays the calculated work hours from theGPFR_ASS_WA.

Nbr Days (number of days) Displays the number of days from the GPFR_ASS_WArecord.

Gross Pay Displays the gross pay from the GPFR_ASS_WA record.

Employee’s ASSEDICAmount

Displays the employee’s ASSEDIC amount from theGPFR_ASS_WA record.

Text Enter additional comments in the Text field.

Currency Displays the currency from the GP_PYE_PRC_STATrecord.

For more information about the GP_PYE_PRC_STATrecord, see PeopleSoft 8 Global Payroll, “Understandingthe Core Application Architecture” in PeopleSoft 8 GlobalPayroll PeopleBook. For more information about writablearrays, see PeopleSoft 8 Global Payroll for France, “UsingWritable Arrays for France”.



ASSEDIC Certificate - 7.2 and 7.3 Page

Usage Use the ASSEDIC Certificate - 7.2 and 7.3 page to display ASSEDICcertificate data concerning the employee’s bonus and other salarypayments.


Navigation Global Payroll France, Use, ASSEDIC Certificate, Frame 7.2 and7.3


AccessRequirements

Click the 7.2 and 7.3 tab.

ASSEDIC Certificate - 7.2 and 7.3 page


Bonus and Compensation of Different Periodicity (Frame 7)

This group box displays the premiums or allowances corresponding to the previous 12 calendarmonths before the last day worked and of a different period. The data comes from several resulttables that the system creates during payroll processing, such as the GP_RSLT_ERN_DED,GP_PYE_PRC_STAT, and GP_PIN records.

From Displays the begin date of the bonus from theGP_RSLT_ERN_DED record.

To Displays the end date of the bonus from theGP_RSLT_ERN_DED record.

Dt of Pay (date of pay) Displays the payment date of the bonus from theGP_PYE_PRC_STAT record.

Entitle Displays the name of the bonus from the GP_PIN record.

Bonus’ Amount Displays the bonus amount from theGP_RSLT_ERN_DED record.



Currency Displays the currency from the GP_PYE_PRC_STATrecord.

Note. The GP_RSLT_ERN_DED record contains theresults of earnings and deductions after batch processing.

For more information about the output tablesGP_PYE_PRC_STAT, GP_RSLT_ERN_DED, andGP_PIN, see PeopleSoft 8 Global Payroll, “Understandingthe Core Application Architecture” in PeopleSoft 8 GlobalPayroll PeopleBook.

Salary Paid (Frame 7.3)

This group box displays the amounts paid after the last complete month paid (after the amountslisted on the 7.1 page and corresponding to the employee’s final pay). The data comes fromseveral result tables that the system creates during payroll processing, such as theGP_RSLT_ERN_DED and GP_PYE_PRC_STAT records. It also draws data from theGPFR_ASS_WA record, dedicated to writable array accumulator results.

The amounts on this page must be in the same currency as that of the ASSEDIC Certificate -7.1 page.

From Displays the begin date of the bonus from theGP_RSLT_ERN_DED record.

To Displays the end date of the bonus from theGP_RSLT_ERN_DED record.

Pay Date Displays the payment date of the bonus from theGP_PYE_PRC_STAT record.

Worked Hours Displays the number of hours worked, including overtime,for each period from the GPFR_ASS_WA record.

Gross Pay Displays the employee’s gross pay for the period specifiedfrom the GPFR_ASS_WA record.

ASSEDIC Amt (ASSEDICamount)

Displays the employee’s ASSEDIC contribution amountfrom the GPFR_ASS_WA record.

Currency Code in whichwas delivered the LeavingEmployee’s Final Pay

Displays the currency code in which the departingemployee’s final pay was delivered from theGP_PYE_PRC_STAT record.



For more information about the output tablesGP_PYE_PRC_STAT and GP_RSLT_ERN_DED, seePeopleSoft 8 Global Payroll, “Understanding the CoreApplication Architecture” in PeopleSoft 8 Global PayrollPeopleBook. For more information about writable arrays,see PeopleSoft 8 Global Payroll for France, “UsingWritable Arrays for France”.

ASSEDIC Certificate - 7.3 Page

Usage Use the ASSEDIC Certificate - 7.3 page to display ASSEDIC certificatedata concerning the employee’s allowances.


Navigation Global Payroll France, Use, ASSEDIC Certificate, 7.3


AccessRequirements

Click the 7.3 tab.

ASSEDIC Certificate - 7.3 page


This page is a continuation of Frame 7.3 and covers allowances paid after the last completemonth paid.

Global Payroll for France displays accumulators related to the fields on this page in the recordGPFR_ASS_WA, dedicated to writable array results. The ASSEDIC Certificate componentretrieves these values after a payroll process populates this record with the current accumulatorvalues.



For more information about writable arrays, see Using Writable Arrays for France.

Notice Period Displays the allowance of notice period from theGPFR_ASS_WA record.

Professional Fund Enter the name of the professional fund for the paidvacation amount.

Paid Vacation Displays the amount of paid vacation from theGPFR_ASS_WA record.

Number of Working Days Displays the number of working days from theGPFR_ASS_WA record.

Redundancy’s LegalAllowance

If this check box is selected, the page displays the amountof the redundancy legal allowance based on the results inthe GPFR_ASS_WA record. If necessary, select thecheck box to manually enter an amount.

Special Allowance ofDismissal

If this check box is selected, the page displays the amountof the dismissal allowance based on the results in theGPFR_ASS_WA record. If necessary, select the checkbox to manually enter an amount.

Additional Redundancy’sAllowa (additionalredundancy’s allowance)

If this check box is selected, the page displays the amountof the additional redundancy allowance based on theresults in the GPFR_ASS_WA record. If necessary, selectthe check box to manually enter an amount.

Allowance for Journalist If this check box is selected, the page displays the amountof the journalist allowance based on the results in theGPFR_ASS_WA record. If necessary, select the checkbox to manually enter an amount.

End Fixed-Term ContractAllowa (end fixed-termcontract allowance)

If this check box is selected, the page displays the amountof the end of a fixed-term (CDD) contract allowancebased on the results in the GPFR_ASS_WA record. Ifnecessary, select the check box to manually enter anamount.

Allowance of Customer If this check box is selected, the page displays the amountof the customer allowance based on the results in theGPFR_ASS_WA record. If necessary, select the checkbox to manually enter an amount.

Allowance for End ofMission

If this check box is selected, the page displays the amountof the end of mission allowance based on the results in theGPFR_ASS_WA record. If necessary, select the checkbox to manually enter an amount.



Allowance for Crew If this check box is selected, the page displays the amountof the crew allowance based on the results in theGPFR_ASS_WA record. If necessary, select the checkbox to manually enter an amount.

Allowance of Retirement If this check box is selected, the page displays the amountof the retirement allowance based on the results in theGPFR_ASS_WA record. If necessary, select the checkbox to manually enter an amount.

Other Legal Allowances If this check box is selected, the page displays the amountof other legal allowances based on the results in theGPFR_ASS_WA record. If necessary, select the checkbox to manually enter an amount.

Negotiated CompensationAgreement?

Select this check box if the employee has a negotiatedcompensation agreement.

Allowance for NegotiatedCompensation Agreement

Displays the amount for the negotiated compensationagreement allowance based on the results in theGPFR_ASS_WA record.

Allowance for CollectiveLabor Agreement

Displays the amount for the collective labor agreementallowance based on the results in the GPFR_ASS_WArecord.

Sums

Sum of all Allowances Displays the total amount of legal, collective laboragreement, or negotiated financial compensationallowances for dismissal based on the results in theGPFR_ASS_WA record.

Amount for LegalAllowances

Displays the amount for legal allowances based on theresults in the GPFR_ASS_WA record.


Usage Use the ASSEDIC Certificate - 8 and 9 page to display ASSEDICcertificate data concerning FNGS and certificate approval.


Navigation Global Payroll France, Use, ASSEDIC Certificate, 8 and 9


AccessRequirements






FNGS (Frame 8)

FNGS Payment Select an option that describes the processing of the FNGSpayment, to be printed on the ASSEDIC certificate. Validvalues include No, will not be received; No, is notreceived; Yes, already received; and Yes, will be received.

If the FNGS won’t be processed, the Reason fieldappears. If the FNGS will be processed, the For WhichClaim field appears.

Reason Enter the reason for the lack of payment to FNGS.

For Which Claim Enter the claim description for the FNGS payment.

Certification

Place for Signature Displays the place entered on the ASSEDIC DataRetrieval component.

Date of Signature Displays the date entered on the ASSEDIC Data Retrievalcomponent.

Name Displays the name entered on the ASSEDIC DataRetrieval component.

Status Signator Displays the status of the person signing the certificateentered on the ASSEDIC Data Retrieval component.



Reason for Breach

Reason for Breach Displays the termination action/reason code entered on theJob Data component.

Person Responsible forCertif (person responsible forcertificate)

Displays the person responsible for the certificate enteredon the ASSEDIC Data Retrieval component.

Telephone Displays the telephone number of the personal responsiblefor the certificate entered on the ASSEDIC Data Retrievalcomponent.

For more information about printing ASSEDICcertificates and the ASSEDIC Certificate Printingcomponent, see PeopleSoft 8 Global Payroll for France,“Understanding French Reports”.

Printing the ASSEDIC Certificate

You print ASSEDIC certificates using the ASSEDIC Certificate Printing component. Afterprinting the certificates, you need to sign them and distribute them to the departing employees.

For more information about printing ASSEDIC certificates and the ASSEDIC CertificatePrinting component, see Understanding French Reports.

P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L U N D E R S T A N D I N G A R R C O , A G I R C , A N D C O N T I N G E N C Y F U N D C O N T R I B U T I O N S 7 - 1

C H A P T E R 7

Understanding ARRCO, AGIRC, andContingency Fund Contributions

Both the Association des Régimes de Retraites Complémentaires (ARRCO) and AssociationGénérale des Institutions de Retraite des Cadres (AGIRC) manage pension funds. Each arecomposed of employer and payee contributions. Most payees, except for apprentices and traineesfor example, are liable for contributions to ARRCO or AGIRC funds.

Contributions to ARRCO and AGIRC are based on the same funding bases as for URSSAF andASSEDIC, with the following differences:

• If the employer contributions for retirement and contingency submitted to URSSAF exceed 85percent of the social security ceiling A (or 19 percent for the contingency only contributions),employers are exempted from making contributions to ARRCO/AGIRC.

• In the case of a work break for illness, maternity, or accident, unpaid or partly-paidcontributions to AGIRC are calculated on fictitious salary for three months. The real salary isnot used because it would be reduced for the time off.

For more information about the 19 percent and 85 percent rules, see Contribution ExceptionLimits. For more information about calculating funding bases for URSSAF and ASSEDIC,see Defining URSSAF Contributions and Understanding ASSEDIC Contributions.

Because contributions paid to the Association Pour l'Emploi des Cadres (APEC) are first paid toAGIRC and then paid to APEC, they are managed with the other AGIRC contributions. Theseinclude lump sum APEC contributions and the APEC contribution base on slice B.

Because Contribution Exceptionnelle de Solidarité (C.E.T.) is paid to AGIRC it is also managedwith the other AGIRC contributions.

Contingency funds supplement the standard social security (URSSAF) payments. There is asingle mandatory payment, paid by all companies, for employees categorized in Article 36 orArticle 4/4 bis. All other payments are voluntary. Each company deals with contingencycontributions in its own way and needs to set up its own rules to handle its calculations. Formandatory contributions to contingency funds, there is one exemption: if the employercontributions for retirement and contingency submitted to URSSAF exceed 85 percent of thesocial security ceiling A (or 19 percent for the contingency only contributions), employers areexempted from making contributions to contingency funds.


7 - 2 U N D E R S T A N D I N G A R R C O , A G I R C , A N D C O N T I N G E N C Y F U N D C O N T R I B U T I O N S P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

Understanding ARRCO/AGIRC/Contingency Rates, Limits, andCeilings

PeopleSoft Global Payroll for France uses rates, limits, and ceilings to determine ARRCO,AGIRC, and contingency contributions. PeopleSoft delivers this data, but you should verify itbefore proceeding with ARRCO, AGIRC, and contingency processing. You should do thefollowing:

• Use the Rates, Elements, and Limits component to view the variables that pertain to thecontributions to these funds.

• Use the Ceilings page to view the monetary value of these limits, which the system uses tocalculate the funding bases for ARRCO, AGIRC, and contingency contributions.

• Use the ARRCO/AGIRC/Contingency Rates component to enter the numeric values for thevarious contribution rates. The ceilings appearing on this page (From 0 to 14700, for example)are dynamically displayed based on the values on the Ceilings page. For example, if you entera new ceiling on the Ceilings page, the ceiling data changes when you view theARRCO/AGIRC/Contingency Rates component as well.

For more information about the Rates, Elements, Limits, Ceilings, and their correspondingpages, see Understanding Country Setup for France.

ARRCO, AGIRC, and Contingency Funds in the Pay Process Flow

This section describes how ARRCO/AGIRC/Contingency Fund processing fits into the overallpay process flow of PeopleSoft Global Payroll for France. ARRCO/AGIRC/Contingency Fundprocessing takes place immediately after gross allowances processing. The next step in theprocess flow after ARRCO/AGIRC/Contingency Fund processing is calculating contributionexemptions (the 19 and 85 percent rules), followed by URSSAF.



OUTPUTGross after Reduction

BracketsDeductions

Payee's and employer's contributionsto retirement and contingency

INPUTGross Salary

Business Expenses ReductionMultiple Employment Rate

Paid Hours NumberCeilingsSMIC

Process

ARRCO/AGIRC in the pay process flow

You must calculate the retirement and contingency contributions before the URSSAFcontributions to accurately apply the 19 and 85 percent rules.

For information about the entire pay process flow and where ARRCO/AGIRC fits into thelarger process, see Understanding Country Setup for France. For more information about the19 and 85 percent rules, see Contribution Exception Limits.

ARRCO/AGIRC Rules

This section contains information about the rules created by PeopleSoft Global Payroll for Franceto handle ARRCO/AGIRC contributions.

ARRCO/AGIRC Deductions

The following tables contain information about the deductions used to calculate ARRCO/AGIRCcontributions in PeopleSoft Global Payroll for France.

Table 1: ARRCO Contributions

Name Description % Base Generation Control

ARC T1 NCS

Payee ARRCOcontribution for non-manager on slice 1

ARC VRTX T1 NCS

ARC FMCALCBASE 1

ARC GC COT S




ARC T1 NCE

Employer ARRCOcontribution for non-manager on slice 2

ARC VRTX T1 NCE

ARC FMCALCBASE 1

ARC GC COT E

ARC T2 NCS

Payee ARRCOcontribution for non-manager on slice 2

ARC VRTX T2 NCS

ARC FMCALCBASE 2

ARC T2 NCE

Employer ARRCOcontribution for non-manager on slice 2

ARC VRTX T2 NCE

ARC FMCALCBASE 2

ARC TAA36 S

Payee ARRCOcontribution for Article36 on slice A

ARC VRTX TA S

ARC FMCALCBASE A

ARC TAA36 E

Employer ARRCOcontribution for Article36 on slice A

ARC VRTX TA E

ARC FMCALCBASE A

ARC GC COT E

ARC TA A4S

Payee ARRCOcontribution for Article 4on slice A

ARC VRTX TA S

ARC FMCALCBASE A

ARC TA A4E

Employer ARRCOcontribution for Article 4on slice A

ARC TRTX TA E

ARC FMCALCBASE A

ARC GC COT E

Table 2: AGIRC Contributions


AGI TB A36S

Payee AGIRCcontribution for Article 36on slice B

AGI VRTX TBS

AGI FMCALC BASEB

AGI TB A36E

Employer AGIRCcontribution for Article 36on slice B

AGI VRTX TBE

AGI FMCALC BASEB

AGI TC A36S

Payee AGIRCcontribution for Article 36on slice C

AGI VRTX TCS

AGI FMCALC BASEC

AGI TC A36E

Employer AGIRCcontribution for Article 36on slice C

AGI VRTX TCE

AGI FMCALC BASEC

SI TB A36 S Payee AGIRC IsolatedAmounts contribution forArticle 36 on slice B

AGI VRTX TBS

AGI FMCALC SI

AGI GC SI S




SI TB A36 E Employer AGIRCIsolated Amountscontribution for Article 36on slice B

AGI VRTX TBE

AGI FMCALC SI

AGI GC SI E

SI TC A36 S Payee AGIRC IsolatedAmounts contribution forArticle 36 on slice C

AGI VRTX TCS

AGI VR SIBASE C

SI TC A36 E Employer AGIRCIsolated Amountscontribution for Article 36on slice C

AGI VRTX TCE

AGI VR SIBASE C

AGI TB A4S

Payee AGIRCcontribution for Article 4on slice B

AGI VRTX TBS

AGI FMCALC BASEB

AGI TB A4E

Employer AGIRCcontribution for Article 4on slice B

AGI VRTX TBE

AGI FMCALC BASEB

AGI TC A4S

Payee AGIRCcontribution for Article 4on slice C

AGI VRTX TCS

AGI FMCALC BASEC

AGI TC A4E

Employer AGIRCcontribution for Article 4on slice C

AGI VRTX TCE

AGI FMCALC BASEC

SI TB A4 S Payee AGIRC IsolatedAmounts for Article 4 onslice B

AGI VRTX TBS

AGI FMCALC SI

AGI GC SI S

SI TB A4 E Employee AGIRCIsolated Amounts forArticle 4 on slice B

AGI VRTX TBE

AGI FMCALC SI

AGI GC SI E

SI TC A4 S Payee AGIRC IsolatedAmounts for Article 4 onslice C

AGI VRTX TCS

AGI VR SIBASE C

AGI GC SI S

SI TC A4 E Employee AGIRCIsolated Amount forArticle 4 on slice C

AGI VRTX TCE

AGI VR SIBASE C

AGI GC SI E

AGI GMP S Payee GMP contributionfor Article 36 and 4

AGI VRTX TBS

AGI FMCALC BAGMP

AGI GMP E Employer GMPcontribution for Article 36and 4

AGI VRTX TBE

AGI FMCALC BAGMP




AGI CET S Payee C.E.T. contributionfor Article 4 on slice ABC

AGI VRTX CETS

AGI FMCALC BAABC

AGI CET E Employer C.E.T.contribution for Article 4on slice ABC

AGI VRTX CETE

AGI FMCALC BAABC

Table 5: APEC Contributions

Name Description % Base Amount Generation Control

APECTB A4 S

Payee APECcontribution for Article4 on slice B

AGI VRTXAPECTB

AGIFMCALCBASEB

APECTB A4E

Employer APECcontribution for Article4 on slice B

AGI VRTXAPECTB

AGIFMCALCBASEB

APECFF A4 S

Payee flat amount APECcontribution for Article4

AGI VRFF APECS

AGI GC APEC FF S

APECFF A4 E

Employer flat amountAPEC contribution forArticle 4

AGI VRFF APECE

AGI GC APEC FFE

For more information about setting up deductions, see Defining Earnings and Deductions.

ARRCO/AGIRC Element Groups

The element group that you use depends on how you set up your system to manage eligibility.You can do this through eligibility groups or sections.

Managing Eligibility Through Eligibility Groups

If you manage the eligibility on deductions through eligibility groups, the section ARC SECOTISATIONS is used. This section includes all the elements in ARC EG EMPLOYEE, ARCEG A36, and ARC EG A4 listed in the following table, and is provided by PeopleSoft.



ARC EG EMPLOYE ARC EG A36 ARC EG A4

ARC T1 NC S ARC TA A36 S ARC TA A4 S

ARC T1 NC E ARC TA A36 E ARC TA A4 E

ARC T2 NC S AGI TB A36 S AGI TB A4 S

ARC T2 NC E AGI TB A36 E AGI TB A4 E

AGI TC A36 S AGI TC A4 S

AGI TC A36 E AGI TC A4 E

SI TB A 36 S SI TB A4 S

SI TB A36 E SI TB A4 E

SI TC A36 S SI TC A4 S

SI TC A36 E SI TC A4 E

AGI GMP S AGI GMP S

AGI GMP E AGI GMP E

AGI CET S AGI CET S

AGI CET E AGI CET E

APEC TB A4 S

APEC TB A4 E

APEC FF A4 S

APEC FF A4 E

Managing Eligibility Through Sections

If you manage the eligibility on deductions through sections, the eligibility group ARC EGCOTISATIONS is used. To do this, you must create a process list that includes ARC SEEMPLOYEE, ARC SE A4, and ARC SE A36. The correct section is triggered by using threecondition formulas: ARC FM DECL EMP (for ARC SE EMPLOYEE), ARC FM DECL A36 (forARC SE A36), and ARC FM DECL A4&4BI (for ACR SE A4). These three formulas then usesituation formulas: SIT FM EMPLOYEE, SIT FM ART36, and SIT FM ART A4&4BIS. Onlyone of these formulas must be set as GP TRUE to indicate the payee’s category.

PeopleSoft provides the elements but not the process list for managing eligibility throughsections. You must create this. You must also create the process to automatically populate theseformulas, because they are not PeopleSoft-maintained.

ARRCO/AGIRC Sections

The section that you use depends on how you set up your system to manage eligibility. You cando this through eligibility groups or sections.




If you manage eligibility on deductions through eligibility groups, there is only one usablesection, ARC SE COTISATIONS, which includes all of the elements in ARC EG EMPLOYEE,ARC EG A36, and ARC EG A4. This section must be inserted in the process list before thecalculation of the URSSAF and the ASSEDIC contributions. This enables you to calculate thetaxable reintegration (the rule of 19 and 85 percent).


If you manage the eligibility on deductions through sections, only one of three sections istriggered, depending on the situation of the employee: ARC EG EMPLOYE (for employees),ARC EG A 36 (for Article 36), and ARC EG A4 (for Article 4/4 bis).

Those sections must be inserted in the process list before the calculation of the URSSAF and theASSEDIC contributions. The condition formulas PRV FM DECL EMP, PRV FM DECL A36,and PRV FM DECL A4&4BI must be used to trigger the sections shown in the followingdiscussion. This enables you to calculate the taxable reintegration (the rule of 19 and 85 percent).

Employee

The section ARC SE EMPLOYE is triggered by the situation SIT FM EMPLOYE through thecondition formula PRV FM DECL EMP.

Type Element

Formula AGI FM CAL ABSA49

Deduction ARC T1 NC S

Deduction ARC T1 NC E

Deduction ARC T2 NC S

Deduction ARC T2 NC E

Article 36

The section ARC SE A36 is triggered by the situation SIT FM ART36 through the conditionformula PRV FM DECL A36.

Type Element

Date AGI DT EXTRAPEC


Deduction ARC TA A36 S

Deduction ARC TA A36 E

Deduction AGI TB A36 S



Deduction AGI TB A36 E

Deduction AGI TC A36 S

Deduction AGI TC A36 E

Deduction SI TB A36 S

Deduction SI TB A36 E

Deduction SI TC A36 S

Deduction SI TC A36 E

Deduction AGI GMP S

Deduction AGI GMP E

Deduction AGI CET S

Deduction AGI CET E

Article 4/4 bis

The section ARC SE A4 is triggered by the situation SIT FM ART 4&4bis through the conditionformula PRV FM DECL A4&4BI.

Type Element

Date AGI DT EXTRAPEC


Deduction ARC TA A4 E

Deduction ARC TA A4 S

Deduction AGI TB A4 S

Deduction AGI TB A4 E

Deduction AGI TC A4 S

Deduction AGI TC A4 E

Deduction SI TB A4 S

Deduction SI TB A4 E

Deduction SI TC A4 S

Deduction SI TC A4 E

Deduction AGI GMP S

Deduction AGI GMP E

Deduction AGI CET S

Deduction AGI CET E


7 - 1 0 U N D E R S T A N D I N G A R R C O , A G I R C , A N D C O N T I N G E N C Y F U N D C O N T R I B U T I O N S P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

Deduction APEC TB A4 S

Deduction APEC TB A4 E

Deduction APEC FF A4 S

Deduction APEC FF A4 E

ARRCO/AGIRC Accumulators

For annual accumulators, the system uses accumulator keys: COMPANY, CONTRACTNUMBER, the variable ARC VR CATEGORIE, which stores the employee retirement category,and the variable ARC VR NUM MEMBRE, which stores the Institution membership number byinstitution.

Name Keys Period Type Members Comments

ARCACBRUTSG

Segment

Ascontributing

GEN ACBRUT SG

This accumulator is equal tothe “generic” gross minussome potential earnings ordeductions that are noteligible for the retirementcontributions.

AGIACBRUTSG

Segment

Ascontributing

GEN ACBRUT SG

This accumulator is equal tothe "generic" gross minussome potential earnings ordeductions that are noteligible for the retirementcontributions.

ARCACCOT SSG

Segment

Ascontributing

Payee Arrcodeductions

This accumulator must besubtracted from the Net topay and Net taxableaccumulators and added tothe total payee deductionaccumulator.

ARCACCOT ESG

Segment

Ascontributing

EmployerArrcodeductions

This accumulator must beadded to the total employercontributions.

AGIACCOT ESG

Segment

Ascontributing

Payee Agircdeductions

This accumulator must besubtracted from the Net topay and Net taxableaccumulators and added tothe total payee deductionsaccumulator.


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L U N D E R S T A N D I N G A R R C O , A G I R C , A N D C O N T I N G E N C Y F U N D C O N T R I B U T I O N S 7 - 1 1


AGIACCOT ESG

Segment

Ascontributing

EmployerAgircdeductions


ARCACBRUTABAAN

COMPANY,

CONTRACT

NUMBER,

ARC VRCATEGORIE, ARCVR NUMMEMBRE

Year AfterCalculation

ARC FMBRUT ABAT

Accumulator of the annualgross after reduction forspecific jobs. Used forARRCO contributions.

AGIACBRUTABAAN

COMPANY,

CONTRACT

NUMBER,



AGI FMBRUT ABAT

Accumulator of the annualgross after reduction forspecific jobs. Used forAGIRC contributions.

ARCACPLAF 1AN

COMPANY,

CONTRACT

NUMBER,



ARC FMCALC PLAFA

Accumulator of the annualslice 1.

ARCACBASE1 AN

COMPANY,

CONTRACT

NUMBER,



ARC FMCALC BASE 1

Accumulator of the annualBase 1.




ARCACPLAF 2AN

COMPANY,

CONTRACT

NUMBER,



ARC FMCALC PLAF 2

Accumulator of the annualslice 2.

ARCACBASE2 AN

COMPANY,

CONTRACT

NUMBER,



ARC FMCALC BASE 2

Accumulator of the annualBase 2.

ARCACPLAFA AN

COMPANY,

CONTRACT

NUMBER,



ARC FMCALC PLAFA

Accumulator of the annual Aslice.

ARCACBASEA AN

COMPANY,

CONTRACT

NUMBER,



ARC FMCALC BASEA

Accumulator of the annual Abase.




AGIACPLAFB AN

COMPANY,

CONTRACT

NUMBER,

ARC VRCATEGORIE, AGIVR NUMMEMBRE


AGI FMCALC PLAF B

Accumulator of the annual Bslice.

AGIACBASEB AN

COMPANY,

CONTRACT

NUMBER,



AGI FMCALC BASEB

Accumulator of the annual Bbase.

AGIACPLAFC AN

COMPANY,

CONTRACT

NUMBER,



AGI FMCALC PLAF C

Accumulator of the annual Cslice.

AGIACBASEC AN

COMPANY,

CONTRACT

NUMBER,



AGI FMCALC BASEC

Accumulator of the annual Cbase.




AGIACPLAFGMPAN

COMPANY,

CONTRACT

NUMBER,



AGI FMCALC PLGMP

Accumulator of the annualGMP slice.

AGIACBASEGMPAN

COMPANY,

CONTRACT

NUMBER,



AGI FMCALC BAGMP

Accumulator of the annualGMP base.

AGIAC BAB BISAN

COMPANY,

CONTRACT

NUMBER


AGI FMCALC BASEB

Accumulator of the annualbase B used for the GMP.For this accumulator, thecategory and the institutionmember must not be used asaccumulator keys.

AGIACPLAFABCAN

COMPANY,

CONTRACT

NUMBER,



AGI FMCALC PLABC

Accumulator of the annualABC slice (from 0 to Cceiling).

AGIACBASEABCAN

COMPANY,

CONTRACT

NUMBER,

ARC VR

CATEGORIE

, AGI VR

NUM

MEMBRE


AGI FMCALC BAABC

Accumulator of the annualABC base.




ARCACMNTABATSG

Segment

AfterCalculation

ARC FM MNTABATT (add),ARC VRSMIC ABATT(subtract)

Accumulator of the basereduction of the month forspecific jobs.

AGIACMNTABATSG

Segment

AfterCalculation

AGI FM MNTABATT (add),AGI VR SMICABATT(subtract)


AGIACMNTABATSG

Segment

Aftercalculation

AGI FM MNTABATT (add)

AGI VR SMICABAT(subtract)


ARCACMNTABATAN

COMPANY Year Aftercalculation

ARC FM MNTABATT (add)

ARC VRSMIC ABAT(subtract)

Accumulator of the basereduction of the year forspecific jobs.

AGIACMNTABATAN


AGI FM MNTABATT (add)

AGI VR SMICABAT(subtract)

Accumulator of the basereduction of the year forspecific jobs.

AGIAC SIMNTSG

Segment

Ascontributing

All isolatedamountsearnings

Accumulator of the IsolatedAmounts of the month. Thisaccumulator must be updatedby the different earnings thatare Isolated Amounts(allowance in lieu of paidvacation, allowance for non-concurrency, allowance ofend of CDD).




AGIACABSA49 SG

Segment

Ascontributing

+ MAL DED H

+ MAL DEDJO

+ MAL DEDJC

+ MAT DED H

+ MAT DEDJO

+ MAT DEDJC

+ ACT TR DEH

+ ACT TR DEJC

+ ACT TR DEJO

+ ACT TJ DEH

+ ACT TJ DEJC

+ ACT TJ DEJO

- MAL VAL H

- MAL VALJC

- MAL VALJO

- MAT VAL H

- MAT VALJO

- MAT VALJC

- ACT TR VAH

- ACT TR VA

Amounts decreased for thebase salary in case of absencefor illness or maternity andused to calculate the fictitiousfunding base according to the“avenant A49”.




AGIACABS -3M SG

Segment

Ascontributing

Update by theabsenceprocess

Absences of the segment forillness, maternity, oraccident.

AGIACABS -3M MO

COMPANY Month AfterCalculation

AGI AC ABS -3M SG

Absences of the month forillness, maternity or accidentlast segment including aftercalculation in the absenceProcess.

AGIACABSBISMO


AGI VR ABS -3M SG

Absences of the month forillness, maternity or accidentlast segment including aftercalculation in the payProcess.

AGIACABS -3M AN

COMPANY Year After cal AGI VR ABSA4/A36

Absences of the year forillness, maternity, oraccident.

AGIACBASEA49AN

COMPANY,

CONTRACT

NUMBER,

ARC VR

CATEGORIE

, AGI VR

NUM

MEMBRE

Year Aftercalculation

AGI FMAVENANTA49

Yearly amounts in case ofabsence for illness, maternity,or accident.

AGIACAPECFF MO

COMPANY Month Aftercalculation

APEC FF A4 E APEC flat amount employercontribution (used to avoid tomultiple payments to thesame company if there aremultiple segments).

Understanding Accumulators and Arrays

The following accumulator keys are used for the ceiling and base accumulators:

• Company: If the payee moves to another company and the company key changes, a newaccumulator is created.

• Employee contract number: If the payee contract changes, a new accumulator is created.

• Employee category (Article 36 and 4/4 bis): This category is recorded at deduction level (in theCategory field) and stored in a variable. PeopleSoft provides retirement deductions for threeretirement categories: Employees, Article 36, and Article 4/4 bis.

The deductions that are triggered are managed through the Eligibility or the Section. For



example, a payee from the category A36 will only have some contributions specificallycreated for his category (such as ARC TA A36 S, AGI TB A36 E). All contributionsretrieved in the element group ARC EG A36 store the value A36 in the Category field. Whena payee changes from an eligibility group (if you manage deductions through eligibilitygroups), the deductions retrieve a different category field and as the key changes, some newaccumulators are created.

• Membership number: This is retrieved by an array and stored in a variable. It is the contractnumber between the employer and contingency retirement fund. It determines which fundreceives the contributions.

Three variables store membership numbers: ARC VR NUM MEMBRE (ARRCOmembership number), AGI VR NUM MEMBRE (AGIRC membership number), and PRVVR NUM MEMBRE (contingency membership number). The membership numberpopulates the variables for ARRCO, AGIRC or Contingency based on the institution typedefined in PeopleSoft Human Resources. To retrieve the correct membership number, thesystem first looks for the number assigned to the payee on the Employee Pensions/Insurancepage. If a membership number does not exist at the payee level, it looks for the membershipnumber assigned to the payee’s establishment, and finally to the payee’s company.

Contingency Fund Rules

This section contains information about the rules created by PeopleSoft Global Payroll for Franceto handle Contingency Fund contributions.

Contingency Fund Deductions

Name Description % Base Accumulator

PRV OBA36 E

Contingencymandatory contributionfor Article 36employees

PRV VRTX COTIOBL

PRV FMCALCBASE A

PRV AC COT ESG

TAX AC ASSTCSG SG

TAX AC BASPREV SG

PRV AC 85% SOCSG

PRV AC 19% SOCSG



Name Description % Base Accumulator

PRV OB A4E

Contingencymandatory contributionfor Article 4 managers

PRV VRTX COTIOBL

PRV FMCALCBASE A

PRV AC COT ESG

TAX AC ASSTCSG SG

TAX AC BASPREV SG

PRV AC 85% SOCSG

PRV AC 19% SOCSG

Contingency Fund Element Groups

Similar to ARRCO/AGIRC, the element group that you use depends on how you set up yoursystem to manage eligibility. You can do this through eligibility groups or sections.


If you manage the eligibility on deductions through eligibility groups, the section PRV SECOTISATION is used. This section includes all the elements in PRV EG A36 and PRV EG A4,and is provided by PeopleSoft.


If you manage the eligibility on deductions through sections, the eligibility group PRV EGCOTISATION triggers two sections: PRV OB A36 E and PRV OB A4 E.

Contingency Fund Sections

Similar to ARRCO/AGIRC, the section that you use depends on how you set up your system tomanage eligibility. You can do this through eligibility groups or sections.


If eligibility is managed through eligibility groups, the section PRV SE COTISATION is used.This section includes all the elements in PRV OB A36 E and PRV OB A4 E. This section mustbe inserted in the process before calculating URSSAF and ASSEDIC, and after the contingencyand retirement sections. This allows the system to calculate the taxable reintegration rule of 19and 85 percent.




If you manage the eligibility on deductions through sections, two condition formulas manage thetriggering of one of the following sections: PRV SE A36 (containing element PRV OB A36 E)and PRV SE A4 (containing element PRV OB A4 E). To use section PRV SE A36, you must setconditional formula PRV FM DECL A36 in the process list. To use section PRV SE A4 youmust set conditional formula PRV FM DECL A4&4BI in the process list. These formulas use thesituation formulas SIT FM ART 36 and SIT FM ART4&4BIS respectively. Both sections mustbe inserted in the process before calculating URSSAF and ASSEDIC, and after the contingencyand retirement sections. This allows the system to calculate the taxable reintegration rule of 19and 85 percent.

Taxable Integrations

The section PRV SE SOCIAL must be inserted in the process before calculating URSSAF andASSEDIC, and after the contingency and retirement sections. This allows the system to calculatethe taxable reintegration rule of 19 and 85 percent.

The section PRV SE FISCAL must be inserted in the process list after the calculation ofARRCO/AGIRC, contingency contributions, and URSSAF contributions. The sections PRV SESOCIAL and PRV SE FISCAL depend on a conditional formula (PRV FM REINT CONDI) setin the process list.

For more information about how these sections function, see Contribution Exception Limitsand Tax and Limits.

Contingency Fund Accumulators


PRVACBRUTSG

Segment

Ascontributing

GEN AC BRUTSG

This accumulator is equalto the "generic" grossminus some potentialearnings or deductions thatare not eligible for theretirement contributions.

PRVACCOT ESG

Segment

Ascontributing

EmployerContingencyDeductions





PRVACBRUTAB AN

COMPANY,

CONTRACTNUMBER,

PRV VRCATEGORIE,

PRV VRNUMMEMBER


PRV VR BRUTABAT

Gross after reduction forspecific jobs.

PRVACPLAFA AN

COMPANY,

CONTRACTNUMBER,

PRV VRCATEGORIE,

PRV VRNUMMEMBER


PRV FM CALCPLAF A

Annual A ceiling forcontingency.

PRVACBASEA AN

COMPANY,

CONTRACTNUMBER,

PRV VRCATEGORIE,

PRV VRNUMMEMBER


PRV FM CALCBASE A

Annual base A forcontingency.

PRVAC85%SOCAN

COMPANY Year AfterCalculation

PRV AC 85%SOC MO

Annual accumulator of theemployer's contributions tocontingency,complementary, andadditional pension funds.




PRVAC85%SOCMO


PRV AC 85%SOC SG

Monthly accumulator ofthe employer'scontributions tocontingency,complementary, andadditional pension funds.

PRVAC85%SOCSG

Segment

Ascontributing

The employer'scontributions tocontingency,complementaryand additionalpension funds ofthe segment

Segment accumulator ofthe employer'scontributions tocontingency,complementary, andadditional pension funds.

PRVAC19%SOCAN


PRV AC 19%SOC MO

Annual accumulator of theemployer's contributions tocontingency funds of thesegment.

PRVAC19%SOCMO


PRV AC 19%SOC SG

Monthly accumulator ofthe employer'scontributions tocontingency funds of thesegment.

PRVAC19%SOCSG

Segment

Ascontributing

The employer'scontributions tocontingencyfunds of thesegment

Segment accumulator ofthe employer'scontributions tocontingency funds.

PRVAC85%CSGAN


PRV AC 85%CSG MO

Annual accumulator of theemployer's contributions tomandatory complementarypension funds of thesegment.

PRVAC85%CSGMO


PRV AC 85%CSG SG

Monthly accumulator ofthe employer'scontributions to mandatorycomplementary pensionfunds of the segment.

PRVAC85%CSGSG

Segment

Ascontributing

The employer'scontributions tomandatorycomplementarypension funds ofthe segment

Segment accumulator ofthe employer'scontributions to mandatorycomplementary pensionfunds.




PRVACREINSOCMO


PRV FMREINT SOCIA

Monthly accumulator ofthe reintegrated amount tocontributions (URSSAF,ASSEDIC, FNAL,Transportation).

PRVACREINCSGMO


PRV VRREINT CSG

Monthly accumulator ofthe reintegrated amount toCSG/CRDS contributions.

PRVAC19%FIS AN


PRV AC 19%FIS SG

Annual accumulator of theemployee's and theemployer’s contributions tocontingency and pensionfunds.

PRVAC19%FISMO


PRV AC 19%FIS SG

Monthly accumulator ofthe employee's and theemployer’s contributions tocontingency and pensionfunds.

PRVAC19%FIS SG

Segment

Ascontributing

The employee'sAND theemployerscontributions toUrssaf(retirementcontributions),contingencyfunds andpension funds

Segment accumulator ofthe employee's and theemployer’s contributions tocontingency and pensionfunds.

PRVAC 3%FIS AN


PRV AC 3%FIS MO

Annual accumulator of theemployee's and theemployer’s contributions tocontingency funds.

PRVAC 3%FISMO


PRV AC 3%FIS SG

Monthly accumulator ofthe employee's and theemployer’s contributions tocontingency funds.

PRVAC 3%FIS SG

COMPANY Segment

Ascontributing

The employee'sAND theemployerscontributions tocontingencyfunds only

Segment accumulator ofthe employee's and theemployer’s contributions tocontingency funds.




PRVACREINFISMO


PRV FMREINT FISCA

Monthly accumulator ofthe reintegrated amount totaxable salary.

PRVACMNTABATSG

Month

Ascontributing

PRV FM MNTABATT

PRV VR SMICABAT

Segment gross salary afterreduction for specific jobs.

PRVACMNTABATAN


PRV AC MNTABAT SG

Annual gross salary afterreduction for specific jobs.

ARRCO Rates Page

Usage Use the ARRCO Rates page to view the contribution rates for ARRCO.PeopleSoft initially delivers these rates, but you must maintain themwhen the government issues changes.

Object Name GPFR_ARC_RATES

Navigation Global Payroll France, Global Payroll France, Setup 2,ARRCO/AGIRC/Contingency Rates


AccessRequirements

None



ARRCO Rates page

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Eff Date(effective date), Status.

Limits Currency Displays the limits currency entered on the Limits page.This is the currency in which the ceilings are displayed.Valid values are Euro and Franc.


Non-Managers Slice 1 This group box displays the contribution rates for thepension fund for both employer and payee. The rates areexpressed as a percentage of the payee’s gross fundingbase.

The Non-Managers Slice 1 rate is applied to funding basesbelow the A ceiling. The A ceiling displayed is populatedfrom the Ceiling page.

Non-Managers Slice 2 The second rate of unemployment insurance contributionis applied to non-management payees when the grosssalary is between the A Ceiling and the A Ceilingmultiplied by 3, known as slice 2.

Article 36 and 4/4bis Slice A This group box displays the contribution rates for slice Apaid to ARRCO by those payees categorized by Article 36and 4/4 bis. This rate also applies to payees with salariesbelow the A Ceiling.



Note. The field names From 0 to 14700 and From 14700to 44100 are dynamically displayed based on what isentered on the Ceilings page. These ceilings are current asof 1 January 2000.


AGIRC Rates Page

Usage Use the AGIRC Rates page to view the contribution rates for AGIRC,CET, and APEC. AGIRC contributions are for the non-managementpension fund. CET contributions are paid into a special AGIRC fund,and APEC contributions are paid into a managers unemployment benefitfund. PeopleSoft initially delivers these rates, but you must maintainthem when the government issues changes.

Object Name GPFR_AGI_RATES



AccessRequirements

Click the AGIRC Rates tab.

AGIRC Rates page






Slice B+GMP+IsolatedAmounts

This group box displays the AGIRC contribution rates forboth employer and payee, for those payees with earningsbetween the A and B ceilings or on the specific GMPslice. The rates are expressed as a percentage of thepayee’s gross funding base.

These rates apply to payees classified by Article 36 and4/4 bis.

Note. GMP contributions are for the Minimum Guaranteeof Points. Payees earning below the GMP limit pay aminimum contribution as if they were earning the same asthe limit. Although the GMP contribution is based on anannual amount, the PeopleSoft system performs thecalculation monthly and adjusts the contributionsaccordingly. The GMP ceiling is defined on the Ceilingspage. The calculation of the GMP base is done by thebase formula of the GMP deduction.

Note. Isolated Amounts are payments in lieu of a payeeleaving a company. They are isolated from the fundingbase, and do not accumulate contribution points towardsthe payee’s retirement fund. They are liable forcontributions, regardless of upper and lower limits. Theyinclude compensation in lieu of paid vacation, retirementallowance for an amount exceeding 20.000 FRF, andsalary, premium or bonus payments paid after departure.

Slice C+Isolated Amounts This group box displays AGIRC contribution rates forboth payee and employer, for payees with a gross fundingbase between Slice B and Slice C.




C.E.T. Slice ABC Payees and employers pay the C.E.T. contribution on agross funding base up to the C ceiling.


APEC for Managers Slice B Manager and employer contributions are paid monthly, ifthe manager has a funding base between the A and Bceilings.

These rates apply to payees classified by Article 4/4 bis.

For more information about Article 36 and 4/4 bis, see theContingency Fund Rules. For more information aboutceilings, see PeopleSoft 8 Global Payroll for France,“Understanding Country Setup for France”.

Note. The filed names From 14700 to 58800, From58800 to 117600, and so on are dynamically displayedbased on what is entered on the Ceilings page. Theseceilings are current as of 1 January 2000.

APEC Page

Usage Use the APEC page to view the APEC Flat Amount for Managers.PeopleSoft initially delivers these rates, but you must maintain themwhen the government issues changes.

Object Name GPFR_APEC


Prerequisites None

AccessRequirements

Click the APEC tab.



APEC page


APEC Flat Amount forManagers

This is a fixed, annual contribution, paid every March byemployer and payee for those payees in employmentduring that month. The current March Fixed Amountrates are indicated for payee and employer, in both francsand euros.

Note. The information is processed in either francs oreuros, depending on the processing currency selected atthe Pay Entity level.

Contingency Rates Page

Usage Use the Contingency Rates page to view the mandatory rates forcontingency funds paid by the employer for management classes Article36 and Article 4/4 bis. PeopleSoft initially delivers these rates, but youmust maintain them when the government issues changes.

Object Name GPFR_CONT_RATES



AccessRequirements

Click the Contingency Rates tab.



Contingency Rates page




Contribution Art 36 &4/4bis(contribution Articles 36 and4/4 bis)

This group box displays the mandatory employercontribution to the contingency fund, for payees inmanagement class Article 36 and Article 4/4 bis. Thecontributions are limited to salaries below the A ceiling.

The employer contribution is included in the funding baseof CSG, CRDS, and the 8 percent contingency levy. Thecontribution base is the same as for URSSAF, with theexception of the reintegration of amounts over the 85percent and 19 percent exemption limits. The payment ismade to a registered organization and linked to a contractnumber.

For more information about the 19 and 85 percent rule,see Contribution Exception Limits.



Note. The field name From 0 to 14700 is dynamicallydisplayed based on what is entered on the Ceilings page.This ceiling is current as of 1 January 2000.


Voluntary Contributions

You may want to set up voluntary contributions to contingency and pension funds. The detailsdepend on what, when, and how you want to contribute. Because conditions differ from companyto company, you must design your own rules for voluntary contributions.

When creating these elements it is important to update the following accumulators:

• The funding base accumulator for the 8 percent contingency key (TAX AC BAS PREV SG).

• The funding base accumulator for CSG and CRDS (TAX AC ASST CSG SG).

• The funding base accumulator for the levy on salaries (TAX AC BASE SG).

• The employee taxable salary accumulator (GEN AC NET FISCAL).

• The payee and employer contribution accumulators which calculate contributions and taxablelimits (PRV AV 85% SOC SG, PRV AC 19% SOC SG, PRV AC 85% CSG SG, PRV AC 19%FIS SG, and PRV AC 3% FIS SG).

Contribution Exception Limits

The government sets the annual social security contribution ceiling. If the employer contributionsto contingency funds and additional pension funds (ARRCO and AGIRC) are less than 85 percentof the annual social security ceiling, then these contributions are exempted from social securitycontributions. If the employer contribution to contingency funds only is less than 19 percent ofthe social security ceiling, these are also exempt from contributions. If both the 85 percent limitand the 19 percent limit are exceeded, the largest excess amount is added to the URSSAF andASSEDIC accumulators and reintegrated into the social security base. This has no impact on thepension fund contribution.

For CSG and CRDS, only the mandatory contributions to the complementary pension funds arecompared to the 85 percent limit of the annual ceiling.

Three calculations are required to determine the limits:

• Contributions to contingency funds and additional pension funds are checked against the limitof 85 percent of the annual social security ceiling. Any excess is paid into the social securitybase.



• Contributions to contingency funds only are compared to 19 percent of the total funding base.Excess is paid into the social security fund.

If both the 19 and 85 percent limits are exceeded, only the largest excess is reintegrated intothe social security and ASSEDIC base.

• Mandatory, complementary pension fund contributions are compared to the 85 percent of theannual ceiling limit. Excess is paid into the CSG and CRDS base. This calculation is appliedeven if the rate for retirement contribution is over the minimum rate.

These calculations are performed by the formula PRV FM REINT SOCIA, which is triggered bysection PRV SE SOCIAL. The formula performs the calculation for departing employees orduring the month of December.

For more information about section PRV SE SOCIAL, see Taxable Integrations.

Tax and Limits

There are two systems of taxation applied to contingency and additional pension funds. Oneapplies to mandatory contributions, and the other applies to voluntary contributions.

The exemption limit is calculated once a year, in the case of departure, or in December. It is thentriggered at the same time as the 19 and 85 percent exemptions. The calculation of the tax limitsis done by the formula PRV FM REINT FISCA, which is a member of section PRV SE FISCAL.

For more information about section PRV SE FISCAL, see Taxable Integrations.

Voluntary Contributions to Contingency Funds and Additional Pension Funds

In the case of voluntary contributions, both the payee and employer contributions are liable to tax.The payee contributions are not deducted from the taxable net salary and the employercontributions are added to the taxable net salary. PeopleSoft does not manage voluntarycontributions. You need to update the accumulators.

Mandatory Contributions

If contributions are mandatory, they are not subject to tax if they are below the legal limits. Thereare two limits: one for contingency and pension funds, the other for contingency funds only. Thefirst limit is for contributions to contingency funds and pension funds. If the contributions frompayee and employer do not exceed 19 percent of the annual social security ceiling multiplied by8, they are not liable to tax. The second limit is for contributions to contingency funds only. If



the payee and employer contributions do not exceed 3 percent of the annual social security ceilingmultiplied by 8, they are not liable to contributions. If contributions go over either limit, thesurplus is reintegrated back into the taxable base, and is liable for tax. If contributions go overboth limits, the largest surplus is added to the net salary. PeopleSoft provides the accumulatorsPRV AC 19% FIS SG and PRV AC 3% FIS SG to calculate these limits in formula PRV FMREINT FISCA. It is your responsibility to update these accumulators.

Reports for ARRCO/AGRIC

You can use PeopleSoft’s DUCS functionality to generate reports for ARRCO/AGRIC.


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L U N D E R S T A N D I N G L E V I E S 8 - 1

C H A P T E R 8

Understanding Levies

Levies are deductions that don’t fall into obvious categories such as URSSAF, ASSEDIC, orAGIRC. Levies are paid to several organizations, with different funding bases, differentconditions, and on different dates. They cover things like training, transport, apprenticeships,CSG and CRDS contributions, and the Levy on Salaries. Some of these levies are often groupedunder ‘Other Employers Deductions’ on the pay slip.

The levies addressed in the PeopleSoft Global Payroll for France functionality are listed here.

Levy Description

Levy on Contingency Funds This levy is based on an employer’s contributions to thenon-mandatory contingency funds. So this is acontribution on contributions. This levy is paid to theURSSAF and is paid by employers with more than ninepayees.

For more information about contingency funds, seePeopleSoft 8 Global Payroll for France, “UnderstandingARRCO, AGIRC, and Contingency Fund Contributions”.

Professional Training Employers must allocate a percentage of their totalpayroll to professional training. The levy rates varydepending on whether the employer has less than tenpayees or ten or more payees.

There is a specific contribution paid by companies thathave contractual employees. The funding base for thislevy is gross salary. Levy rates vary depending onwhether the employer has less than ten payees, ten ormore payees, or has contractual payees.


8 - 2 U N D E R S T A N D I N G L E V I E S P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

Levy Description

Transportation This levy applies to employers with more than ninepayees in the same transportation area (Syndicat detransport). The rate can vary, depending on thetransportation area, and the funding base is gross salary.Payment is made on the same date as URSSAFcontributions and is paid to the URSSAF. The levy isonly paid for areas where a transportation levy isapplicable.

Note. This rate is recorded at the establishment level.

Participation of theConstruction Effort

This levy applies to employers with ten or more payeesand the funding base is gross salary. It is paid to aregistered collector organization or the employermanages it. The levy is paid at the end of the year and isbased on salaries paid during the previous 12 months.

Apprenticeship The funding base of this levy is gross salary. The rate ofthis levy is based on region (Alsace-Moselle or otherregions) and is paid to the tax office. The postal code ofthe establishment is used to determine which rate must beapplied.

CSG and CRDS Most payees are subject to this levy. The rate is based onwhether the levy is CSG taxable, CSG non-taxable, orCRDS and the funding base is 95 percent of the grosssalary plus the employer’s contributions to thecontingency fund. Payments are made to the URSSAF atthe same time as other URSSAF contributions.

Levy on Salaries This levy is only paid by employers that do not, in wholeor in part, pay the VAT. The rate varies by establishedbrackets and it is paid to the tax office.

Participation in the WorksCouncil

Generally, an employer with more than 50 payees has aWorks Council, but this situation varies amongstemployers. The payee’s and employer’s rates vary, asdoes the funding base. The levy is paid to the WorksCouncil.

PeopleSoft Global Payroll for France delivers a set of levy rates to you with the application.However, it is not the responsibility of PeopleSoft to ensure that these rates are accurate. Ifregulations change, or you need to modify the levy rates for any reason, you can use thepages described elsewhere in this section to modify those rates.



For more information about the URSSAF funding base, see Defining URSSAFContributions.

Levies in the Pay Process Flow

This section describes how the levies functionality fits into the overall pay process flow ofPeopleSoft Global Payroll for France.

The levies processing takes place immediately after the ASSEDIC contributions processing.After the levies contributions are processed, a net liable to income tax result is calculated for eachpayee. The next step in the payroll process flow is the calculation of garnishments and loans inorder to calculate the net pay result.

INPUTGross salary

Business expenses reductionMultiple employment rates

Number of paid hoursSMIC

Calculate Levies

OUTPUTGross after reduction

Deductions

Levies process flow

Levies Rules

This section explains the rules definitions created for PeopleSoft Global Payroll for France thathandle levies processing.

For more information about how to extract element definitions from the database, seeUnderstanding PeopleSoft-Delivered Elements for France.



Deduction Elements

This section details the primary deduction elements that PeopleSoft delivers to accommodatelevies processing. The following table lists the delivered elements, their description, and thegeneration control applied, if any. PeopleSoft does not maintain these elements.

Element Description Generation Control

TAX 8% PREV 8 percent contingency funds tax TAX GC 8%PREV

TAX FOCAPTEM Capital education tax TAX GC FORM

TAX CGFORIND Individual education tax TAX GC FORM

TAX FORALTER Sandwich course tax TAX GC FORM

TAX FORMSAL Employee education tax TAX GC APP

TAX FORMSUPL Additional education tax TAX GC FORMSUP

TAX FORMCDD CDD education tax TAX GC FORMCDD

TAX TRANSPOR Tax on transportation TAX GC TRANSPORT

TAX CONSTRUC Tax on construction TAX GC CONSTR

TAX APPRENTI Tax for apprenticeship - allinstitutions

TAX GC APP EXCLUDE

TAX CSG IMPO Taxable CSG tax TAX GC APP EXCLUDE

TAX CSG NIMP Non-taxable CSG tax TAX GC APP EXCLUDE

TAX CRDS CRDS tax TAX GC APP EXCLUDE

TAX SALAIRE1 Salary tax on bracket 1 TAX GC SALAIRE



TAX BGT CE S Works Council tax – payee

TAX BGT CD E Works Council tax – employer

To find out the specifics of an element’s definition, you can use the PeopleSoft GlobalPayroll core application online element definition pages to display the element’s definition.

For more information about generation control, see Generation Control in the PeopleSoft 8Global Payroll PeopleBook. For more information about the element definition pages in thecore application, see Defining General Element Information in the PeopleSoft 8 GlobalPayroll PeopleBook.



Element Groups

PeopleSoft delivers, but does not maintain, two element groups—one for all companies (TAX EGTAXES) and one for companies that do not pay the VAT (TAX EG TAXSAL). The TAX EGTAXES element group contains the primary elements for all levy deductions except for the levyon salaries. The TAX EG TAXSAL element group contains only the three primary elementsdefined for the levy on salaries.

Participation in the Works Council varies by company. PeopleSoft has these levies in theTAX EG TAXES element group and in the TAX SE TAXES section. If you do not want totrigger these deductions, you should remove them from TAX EG TAXES and TAX SETAXES.

To find out the specifics of an element group’s definition, you can use the PeopleSoft GlobalPayroll core application online element group definition pages to display the elementgroup’s definition.


Sections

PeopleSoft delivers, but does not maintain, the sections TAX SE TAXES and TAX SE CSG.These sections are triggered by formulas.

These levies sections must be placed after the ASSEDIC section in the process list to ensurecorrect results. When doing so, make sure to respect the proper order of all contributionssections.

To find out the specifics of a section’s definition, you can use the PeopleSoft Global Payrollcore application online section definition pages to display the section’s definition.




Accumulators

The following accumulators are delivered by PeopleSoft, but not maintained.


TAX AC COT S SG All employee’s deductions for levies.

TAX AC COT E SG All employer’s deductions for levies.

TAX AC BASE SG Gross (funding base) taxable for levies.

TAX AC BASE AN Stores the annual gross funding base.

TAX AC BAS PREV SG Stores the funding base for the contingency levy ( theemployer’s deduction to the contingency fund).

TAX AC BASCDDFO AN Stores the funding base for the CDD Education Taxdeduction paid for contractuals.

TAX AC ASS CSG SG Stores the funding base for CSG/CRDS calculation ( thegross and the employer’s deductions to the contingencyfunds).

TAX AC TAXSAL 1 AN Stores the funding base calculated for the first slice (orbracket) of the Levy on Salaries.

TAX AC TAXSAL 2 AN Stores the funding base calculated for the second slice ofthe Levy on Salaries.

TAX AC TAXSAL 3 AN Stores the funding base calculated for the third slice ofthe Levy on Salaries.

To find out the specifics of an accumulator’s definition, you can use the PeopleSoft GlobalPayroll core application online accumulator definition pages to display the accumulator’sdefinition.


General Rates 1 Page

Usage The General Rates 1 page establishes the levy rates for levies oncontingency funds and professional training.

Object Name GPFR_TAX_RATES

Navigation Global Payroll France, Global Payroll France, Setup 2, Levy Rates,



General Rates 1

Prerequisites None

AccessRequirements

None

Generate Rates 1 page

This page establishes the levy rates for Contingency Funds and Professional Training. TheContingency levy is paid only by companies with more than 10 payees.

There are two sets of contribution rates for the various training funds. One is for companies withmore than 10 payees; the other rates are for companies with less than 10 payees.

The levy for Professional Training for Contractors is for all companies who employ contractors,regardless of the number of payees in the company.

PeopleSoft delivers these rates, but does not maintain them.

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Effective Date,Status.



Levy on Contingency Funds This section displays the employer’s contribution levy onContingency funds. The amount is based on theemployer’s contribution to non-mandatory contingencyfunds. The levy only applies to companies with more than10 payees. Each company must, if they have some non-mandatory contingency fund contributions, update thefunding base on the Levy on Contingency fund. It is theemployer’s responsibility to include these contributions inthe base for calculating the contingency levy. Thesecontributions should be added to the accumulator used bythis levy (the TAX AC BAS PREV SG accumulator).

For more information about accumulators, see Understanding Accumulators in thePeopleSoft 8 Global Payroll PeopleBook.

Professional Training

More than 10 Payees This levy is divided between four different contributionsused for different purposes: Capital Formation–Time,Individual Formation Time-off, Cooperative Education,and Training of the Employees.

Less than 10 payees The Employer pays a mandatory levy to ProfessionalTraining and Supplement Rate.

Professional Training forContractors

This levy is paid by companies employing contractors,regardless of the size of the company. The levy is paid bythe employer at the rate indicated.

Remember to add the correct contingency funds deduction elements to the base accumulatorused by the contingency funds levy.

General Rates 2 Page

Usage The General Rates 2 page establishes the levy rates for theapprenticeship, Participation of the Construction Effort, CSG, andCRDS levies.

Object Name GPFR_TAX_RATES2

Navigation Global Payroll France, Global Payroll France, Setup 2, Levy Rates,General Rates 2



Prerequisites None

AccessRequirements

None

Generate Rates 2 page


Apprenticeship Levy The employer pays a contribution for financingapprenticeships. This rate is indicated opposite OtherRegions. The Alsace-Moselle region has its own rate ofcontribution, which is indicated opposite Alsace-Moselle.The rate for the apprenticeship levy depends on the postalcode of the establishment to which the payee is linked.

For more information about brackets, see PeopleSoft 8Global Payroll, “Defining Data Retrieval Elements” in thePeopleSoft 8 Global Payroll PeopleBook.


8 - 1 0 U N D E R S T A N D I N G L E V I E S P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

Other The remaining levies are displayed here. TheParticipation of the Construction Effort levy is paid by theemployer. The payee pays both the CSG levies and theCRDS levy.

The funding base for the CSG and CRDS levies consist ofthe gross salary, the employer’s contribution to thecontingency fund, and departure or modificationallowances that exceed a predefined amount.

Participation of the Construction Effort levy is paid onlyby the Employer. The rate is a percentage of the grossfunding base.

CSG levies are paid by all payees to finance socialsecurity and retirement funds. Part of the CSG levy istaxable and part of it is exempt. The taxable rate isdisplayed opposite C.S.G. Taxable, as a percentage. Thenon-taxable rate is displayed opposite C.S.G. nonTaxable, as a percentage.

The rate for the CRDS levy is displayed here. This levy istaxable.

Levy on Salaries Rates Page

Usage The Levy on Salaries Rates page establishes the levy rate on salaries forcompanies that do not pay Value Added Tax (VAT) or only pay VAT onless than 10 percent of sales (such as banks and insurers).

Object Name GPFR_TAX_RATES3

Navigation Global Payroll France, Global Payroll France, Setup 2, Levy Rates,Levy on Salaries Rates

Prerequisites None

AccessRequirements

None


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L U N D E R S T A N D I N G L E V I E S 8 - 1 1

Levy on Salaries Rates page

Companies that do not pay Value Added Tax (VAT) or only pay VAT on less than 10 percent ofsales (such as banks and insurers) are liable to pay a levy on salaries. The funding base for thislevy is the gross salary, although there may be a deduction for companies that partially pay VAT.

There are three rates of contribution to this levy. The rates are expressed as a percentage of thefunding base. The monetary amount ranges and limits are displayed to the left of the rate.


Limits Currency This field displays the monetary unit in which the rates aredisplayed. Valid values are Franc and Euro.

Annual Bracket 1 This group box displays the rate for the salary levy forearnings within Annual Bracket 1.



For more information about eligibility groups, see Ceilings.


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Special VAT-Exempt Element Group

A special element group (TAX EG TAXSAL) has been created to indicate which companies areexempt from VAT contributions, and are hence liable to pay the salary levy.

Works Council Levy

Contributions to the Works Council budget vary from company to company and depend on rates,funding bases, employee participation, and so on. Contributions, paid by both the employer andemployee, are based on a percentage of the gross salary, profit, or revenue.

Because this levy is different for different employers, PeopleSoft does not maintain an element tomanage it. PeopleSoft does, however, offer two elements that contain sample contributions,indicating rates and funding bases.

You may activate these elements and adapt them for your own use. It is your responsibility tomaintain these elements.

For more information about the Works Council element, see Deduction Elements.

Tips and Tricks for Levies

This section details some useful supplementary information regarding levies.

Understanding Headcount

Some levy rates are based upon the headcount of your company.

For more information about headcount, see Counting Employees.

Headcount Limits and Rates

The system calculates the headcount of a company after the payroll process. The resultsheadcount is used during payroll processing for the following month. Therefore, your headcountmight be inaccurate for your current month and you might have to override the value.

For example, during the month of May you might have eight payees and then hire four payees inJune. The system uses the headcount calculated in May for determining whether your company iseligible for specific contributions (for example, the Levy on Contingency contributions paid bycompanies with more than 10 payees). Then, in June, the system does not trigger the Levy onContingency contributions even though this contribution should be triggered. The best solution insuch a case is to override the variable that stores the headcount. This variable is GEN VREFFECTIF SO and can be overridden at Pay entity or Pay Group level.


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L U N D E R S T A N D I N G L E V I E S 8 - 1 3

PeopleSoft strongly recommends that you define your pay entity to be equal to yourcompany.

What to do if your company is not liable for a levy

Each levy rate for companies with less than nine payees is stored as a rate to be used by allcompanies. If your company is not liable for a certain levy, you can override the variable GENVR EFFECTIF SO if you think that the levies depending on your headcount are not going to becorrectly triggered.

Modifying GEN VR EFFECTIF SO impacts all of the contributions (and perhaps some otherelements) that use the headcount.

PeopleSoft strongly recommends that you define your pay entity to be equal to yourcompany.

Transportation Levy

The transportation rate is stored at the establishment level. Because the payroll process does notmanage the headcount, you must manage whether the levy is due or not. You record a rate if thelevy is due or record a rate equal to zero if it is not due.

If a payee is an itinerant worker with a transportation rate that is different than the rate applied tothe establishment to which the payee is linked, you can override the rate at the payee level.

Make sure that you update the rates at the establishment level.

DUCS Considerations

The following levies appear on the URSSAF Report and their DUCS codes and descriptions arethe following:

• Transportation.

• 8 percent on employers’ contribution to contingency funds.

• CSG taxable, non-taxable, CRDS.


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L U N D E R S T A N D I N G S P E C I F I C C O N T R A C T S 9 - 1

C H A P T E R 9

Understanding Specific Contracts

Specific contracts give exemptions on contributions. Usually they are set up between an

employer and a government department or between an employer and payee, subject to controls

from the DDTE (regional government organization responsible for employment laws).

PeopleSoft delivers some rules for some common exemptions regarding some fixed-term

contracts, some specific exempted contracts, and for some specific categories of payees.

There are a few rules that have been developed which relate directly to specific contracts.

Specific contracts have an impact on many areas of the payroll process. At the end of this section

is an explanation of the effect on each contribution. Sometimes the information needed to

determine a contribution is not available from PeopleSoft Human Resources. In these cases, the

formula SIT FM assigns a default value. During the implementation of your system you can

create fields to manage the values not currently provided by Human Resources. Then you can

create any needed elements (arrays, for example) to update the formula SIT FM.

Special earnings have been developed for apprentices and trainees. Rules also exist to manage

deductions for other specific contracts. Specific contracts also affect both the payee’s and the

employer’s contributions to social funds, and have an impact on counting employees.

Specific contracts have an impact on many areas of PeopleSoft Global Payroll.

Apprentices

Apprentices, by law, may not earn less than a set percentage of the SMIC (legal minimum salary).

The percentage depends on the age of the apprentice and the year of the contract. You enter the

apprentice’s salary and a control checks whether the earning is below the legal minimum. If this

is the case, a warning message appears.

The bracket APP BR REMUN stores the minimum percentages to apply to the SMIC according

to the year of contract and the age of the payee. The appropriate percentage is retrieved and

checked with the standard SMIC control.

The age of the payee is calculated using the payee date of birth in PERSONAL_DATA.

The year of the contract is calculated using the contract begin date in the contract data.


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Year of contract Minimum salaryequal to apercentage of theSMICApprenticesunder 18

Minimum salaryequal to apercentage of theSMICApprenticesbetween 18 and20

Minimum salary equalto a percentage of theSMIC or of theconventional salaryApprentices over 21

1st year 25 % 41 % 53 %

2nd

year 37 % 49 % 61 %

3rd

year 53 % 65 % 78 %

The system does not calculate the minimum salary, but does check that the salary you

entered is greater than the minimum required by law. Since the system does not manage the

conventional salary (that is, the minimum salary required by the collective agreement) for

apprentices over the age of 21, the system applies the percentages in the previous table on

the SMIC only.

Bracket for Specific Contract Compensation Scale

The bracket APP BR REMUN returns values for the specific contract compensation scale. It

returns values for the apprenticeship contract and also for the qualification and orientation

contract. The keys for this bracket are CONTRACT TYPE and APP VR ANNEE CONT and the

return column is APP BR REMUN. The variables APP VR REM-21 and APP VR REM+21 are

populated based on the key.

It is important that you understand the definition of this bracket because PeopleSoft delivers, but

does not maintain, this bracket. You must maintain this bracket to ensure that your setup

functions properly.

The following table contains the sample values delivered with PeopleSoft Global Payroll for

France.

The bracket APP BR REMUN retrieves the percentage for payees under 18 years old.

The variable APP VR REM-21 retrieves the percentage for payees between 18 and 21 years old.

The variable APP VR REMP+21 retrieves the percentage for payees over 21 years old.

CONTRACTTYPE (Key)

APP VR ANNEECONT (Key)

APP BR REMUN(Return)

APP VR REM-21 (Variable)

APP VRREM+21(Variable)

APP 1 25 41 53

APP 2 37 49 61

APP 3 53 65 78



CONTRACTTYPE (Key)

APP VR ANNEECONT (Key)

APP BR REMUN(Return)

APP VR REM-21 (Variable)

APP VRREM+21(Variable)

QUA 1 30 50 65

QUA 2 40 60 75

ORI 30 50 65

For more information about brackets, see Defining Brackets. For more information about

variables, see Variables.

Extending the Apprenticeship

The normal length of an apprenticeship is two years. However, in some circumstances this may

be extended to three years. In this case, the variable GEN VR ANC REINT allows you to

subtract or add a period of time from the contract begin date to compensate for the extension of

the apprenticeship period.

There may be times when you need to modify the number of years for a contract calculated

between the Contract Begin Date and the first day of the period. The variable GEN VR ANC

REINT can be overridden by the number of days to add or subtract for the calculation of the year

of the contract.

URSSAF Contributions

Payees are assigned to a particular contribution class (régime) which determines their URSSAF

contributions. Apprentices in companies with more than 10 payees have a specific contribution

class of their own—régime code 128.

The funding base percentage for apprentices is a lump-sum amount determined by the

government. This percentage varies according to the age of the payee and the year of the

contract. The bracket APP BR BASE stores the lump-sum funding base (in French francs and in

euros). You should update this bracket to comply with the law and to meet your particular needs.

For companies with less than 10 payees, neither employer nor payee is liable to pay URSSAF

contributions for apprentices. No régime code is entered and no deductions are made.

For more information about the apprentice contribution class and the lump-sum base, see

Defining URSSAF Contributions.



Bracket for Specific Contract Contribution Bases

The bracket APP BR BASE returns values for specific contract wages contribution bases. The

key for this bracket is APP VR % BASE and the return column is APP BR BASE. The variable

APP VR BASE EUR is populated based on the key.

It is important that you understand the definition of this bracket because PeopleSoft delivers, but

does not maintain, this bracket. You must maintain this bracket to ensure that your setup

functions properly.

The following table contains the sample values delivered with PeopleSoft Global Payroll for

France.

The bracket APP BR BASE retrieves the lump sum funding base in French francs.

The variable APP VR BASE EUR retrieves the lump sum funding base in euros.

The payroll process uses one or the other value following the processing currency defined.

APP VR % BASE(Key)

APP BR BASE(Return)

APP VR BASE EUR(Variable)

14 963 147

26 1789 273

29 1996 304

30 2065 315

For more information about brackets, see Defining Brackets. For more information about

variables, see Variables.

ASSEDIC Contributions

As with URSSAF, for companies with less than 10 payees, neither employer nor payee is liable to

pay ASSEDIC contributions for apprentices. No deductions are triggered.

For companies with more than 10 payees, ASSEDIC deductions are triggered, but they are

subject to a generation control. Payee contributions are not triggered if the payee is an

apprentice. No controls are managed for the employer’s contribution.

The system checks the contract type to determine whether a payee is an apprentice.

Therefore, an important setup consideration is to update the contract type with the correct

value.



Levies

This set of contributions is not triggered for apprentices in companies with less than 10 payees.

For companies with more than 10 payees, these deductions are triggered. There are no CSG and

CRDS deductions for apprentices.

The funding base percentage for apprentices is a lump-sum amount determined by the

government. This percentage varies according to the age of the payee and the year of the

contract. The bracket APP BR BASE stores the lump-sum funding base (in French francs and in

euros). You should update this bracket to comply with the law and meet your particular needs.

For more information about the APP BR BASE bracket, see Bracket for Specific Contract

Contribution Bases.

ARRCO/AGIRC

Payees do not pay the ARRCO/AGIRC contributions if they are apprentices. And if a payee is an

apprentice, the ARRCO/AGIRC employer’s contributions are due only if the company has more

than 10 payees and these contributions are triggered.

Contingency Funds

Contingency fund contributions follow the same rules as for ARRCO/AGIRC. For companies

with more than 10 payees there is only a single contribution from the employer. For companies

with less than ten payees, there is no contribution triggered.

Counting Employees

Apprentices are not included in the head count of employees. This may have an impact on

contributions that depend on the number of employees in the company (that is, more or less than

10).

For more information about headcount, see Counting Employees.

Trainees

Trainees are identified using the formula SIT FM STG URSSAF. If this formula retrieves the

value GP TRUE (or 1), the payee is considered to be a trainee. If this formula retrieves the value

GP FALSE (or 0), the payee is not considered to be a trainee. By default, the formula is resolved



to GP FALSE (that is, the payee is not a trainee). You can update the formula by overriding it

(using a Supporting Element Override) or by modifying the formula SIT FM STG URSSAF to

create the logic that determines whether the payee is a trainee.

Trainees are not covered by a work contract because they are not classed as salaried employees.

The training establishment may or may not be covered for work accident insurance (RT), and the

training may or may not be mandatory. Both of these factors have an effect on the trainees’

earnings and contributions.

You should use different earnings to identify whether the establishment is covered for work

accident insurance. For example, if you enter the salary in the earning STG OBL NAT, it means

that this salary applies to a trainee in mandatory training, but without work accident coverage.

In case of mandatory training, the following table presents the different contributions due.

Description Social Securitycontributions:Payee’s Part

Social Securitycontributions:Employer’s Part

CSG / CRDS

Compensation ≤ 30% of the

SMIC

- AT risk covered

- AT risk not covered

Non-liable

Non-liable

Non-liable

Liable on 25% of the

SMIC

Non-liable

Non-liable

Compensation > 30% of the

SMIC

- AT risk covered

- AT risk not covered

Liable

Liable

Liable except AT

deduction

Liable

Liable

Liable

Some contributions can be paid on 25% of the SMIC even if the payee doesn’t receive any

compensation.

In case of non-mandatory training, the following table presents the different contributions due.

Description Social Securitycontributions:Payee’s Part

Social Securitycontributions:Employer’s Part

CSG / CRDS

Training not compensated No contributions Liable on 25% of the

SMIC

No

contributions

Training compensated

-compensation ≤ 25% of the

SMIC

Non-liable

Liable

Liable on 25% of the

SMIC

+ benefits in kind

Non-liable

Liable



- compensation ≥ 25% of

the SMIC

Liable

In this case, the AT contributions are paid when the compensation is liable to employers’

contributions on 25 percent of the SMIC or on the complete compensation.

URSSAF contributions are not calculated if the régime class is not indicated on the French

Contract Data page, with an exception for trainees. For trainees, the régime class does not

have to be entered because the régime depends on the compensation level, if the training is

mandatory or not, and on the work accident coverage. The system triggers the correct

régime class according to the situations described in the preceding two tables.

Earnings

Three earnings have been created to cater for the different classes of trainee. Make sure that you

populate the correct one.

Earning Description

STG OBL AT For trainees undergoing mandatory training with AT

coverage.

STG OBL NAT For trainees undergoing mandatory training without AT

coverage.

STG NOBL For trainees undergoing non-mandatory training.

GEN VR STAG NB M The number of months corresponds to an allowance, stored in

GEN VR STAG NB M. The default value is 1.

GEN VR STG NSIR The value is 1 for mandatory training with a duration equal

to, or less than, three months.

GEN VR STAG NB M and GEN VR STG NSIR are not used if there is no compensation.

All three earnings feed the accumulator GEN AC BRUT SG.

The rules compare the earnings to the minimum salary or relevant percentage of the minimum

salary.

If a payee has no compensation, in certain cases, some contributions must be paid. Since there is

no salary input, and therefore the earnings in the preceding table are not populated, we use five

variables in order to indicate the specific situations in which there is no compensation.



Variable Description

GEN VR STG O AT Used to indicate a mandatory training with work

accident coverage.

GEN VR STG ONAT Used to indicate a mandatory training without work

accident coverage.

GEN VR STG NOBL Used to indicate a non-mandatory training.

These variables can be overridden using the Supporting Element Override page.

The variable GEN VR STAG NSIR is used to indicate whether the training lasts more or less than

three months. This information is used to determine whether the compensation paid to the trainee

is submitted to income tax (that is, if the accumulator GEN AC NET FISCAL is populated by the

compensation or not). By default, the variable GEN VR STAG NSIR stores a value indicating

that the training lasts less than three months. If you want to indicate that the training lasts more

than three months, you must override the variable GEN VR STAG NSIR by assigning the value

zero (0) or by using the variable GP FALSE.

The variable GEN VR STAG NB M can be used if you pay all of the compensations of several

months for trainees in only one payroll. In such a case, the system needs to control this

compensation within the limits given by the law multiplied by the number of months. For

example, suppose that a trainee stays with a company for two months for a mandatory training,

knowing that school is covered for the work accident risk. The trainee earns 3500 francs. This

compensation is compared to 30 percent of the SMIC multiplied by two, because it is derived

from two months of work. By default, the variable has one month as its value (meaning that the

compensation is paid each month). You can override this variable by the number of months that

the compensation refers to if this compensation is not paid each month.

Social Security Contributions

All trainees are liable to pay URSSAF, transportation, and CSG/CRDS contributions. URSSAF

contributions are based on régime codes, but for a trainee it is not necessary to enter the code.

The correct code is triggered by the rules.

Trainees are not liable for contributions to ASSEDIC, ARRCO/AGIRC, contingency funds,

training tax, or levies.

At first, all the deductions are triggered. Then, a generation control for each contribution checks

whether the payee is a trainee. Payment is not triggered for non-liable contributions.

Transportation contributions are triggered by a check of whether URSSAF contributions are

being paid, because both have the same conditions of eligibility.

Example 1: Mandatory Training, Four Months, With Insurance

Suppose that a payee is taking mandatory training and is covered for work accident insurance by

the employer. Training lasts for four months and the payment is 1000 FRF per month.

• The compensation needs to be entered into the earning STG OBL AT.



• The work accident coverage is deducted from the same earning.

• The variable GEN VR STG NSIR should be updated, because the training period is longer than

three months.

• The salary becomes liable to income tax when the training exceeds three months.

Example 2: Mandatory Training, Five Months, No Compensation orInsurance

Suppose that a payee is taking mandatory training and is not covered for work accident insurance

by the employer. Training lasts for five months and there is no payment.

• In this case, the employer is liable for some contributions. These are calculated on 25 percent

of the SMIC.

• Because there is no compensation, it is not necessary to update any earnings or deductions.

• The user should set the value of the variable GEN VR STG ONAT to 1 (TRUE).

• There are no CSG/GRDS contributions.

• The result of the process is that there are no payee contributions.

Qualification Contract

The qualification contract is for payees between the ages of 16 and 26. It allows the payee

periods of study as part of a sandwich course (formation en alternance). It is a fixed-term

contract for a period between six months and two years. It does not give entitlement to an end-of-

contract allowance.

Certain setup must be completed for this rule. For more information, see the explanation of

the bracket IND BR DT SPEC in Understanding Allowances.

There is an Adult Qualification contract for payees over the age of 26. This is not managed by

PeopleSoft.

PeopleSoft checks that the contract does not exceed two years and displays an error message if it

exceeds this limit.

Remuneration

The system does not calculate any base salary earnings because such information is retrieved

from PeopleSoft Human Resources data. Therefore, the earning for the qualification contract,

which is based on a percentage of the SMIC, is not calculated.


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This percentage varies according to age and the year of contract.

Age Remuneration

1st year of contract

Remuneration

2nd year of contract

< 18 30% of the SMIC 45% of the SMIC

≥ 18 and < 21 50% of the SMIC 60% of the SMIC

≥ 21 65%* 75%*

* Percentage of the SMIC or of the minimum conventional salary corresponding to the job held.

A warning message is displayed if the base salary is less than the minimum salary defined by

law. The system does not determine whether the salary is over the conventional salary for

apprenticeship contracts because the system does not manage the conventional salary.

Exemption on Contributions

If payees are on a qualification contract, there are employers’ exemptions on illness, maternity,

disability, the death and the old age deductions, and on some of the URSSAF contributions.

The exemption is applied to the part of the salary that does not exceed the SMIC. The part

greater than the SMIC is then liable for all contributions. This mechanism is managed by the

régime definition and setup.

For more information about setting up régimes, see Defining URSSAF Contributions.

The qualification contract is managed by the régime 914, except in Alsace-Moselle where it is

915.

The limit for the contribution exemption is equal to the hourly SMIC value multiplied by the

number of paid hours, that is, standard hours – absences + additional hours (without

supplementary hours).

Other considerations

Payees with a qualification contract are not included in the company head count. They are not

included in the social and fiscal staff limits (seuils d’effectif fiscal et social) with the exception of

the work accident rate.


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Example 1: Payee on Qualification Contract Exceeding SMIC Limit

Suppose that a payee is on a qualification contract. You do not need to enter or update anything

in this case. This example illustrates how the results are obtained. The employer is exempt from

contributions on earnings below the SMIC. When the earnings go over the limit, contributions

are due on the excess amount.

Suppose that the salary is 25,000 FRF and the payee is paid for 150 hours per month.

The limit for employers contribution exemption (SMIC) is calculated as 150 x 40 = 6000 FRF.

Under this limit, contributions are based on contribution régimes 914 and 915 (Alsace-Moselle)

Over the SMIC limit, the régimes change to 100 and 101 (Alsace-Moselle).

For more information, see Defining URSSAF Contributions.

There is no ceiling on URSSAF contributions, so these are paid on the amount over the limit,

which is 19,000 FRF.

Other contributions are limited to a ceiling of 14,470 FRF.

A qualification contract is identified within a rule by the contract type and by entering the

correct régime class.

The bracket APP BR REMUN is used to return values for the qualification contract.

For more information about the APP BR REMUN bracket, see Bracket for Specific Contract

Compensation Scale.

Orientation Contract

The orientation contract is available for payees between the ages of 16 and 26 years old. It is a

fixed-term contract for no more than six months. The duration may be extended to a maximum of

nine months for people under the age of 22 who do not have any qualifications. There is no

control on the contract duration because this duration has no impact on the compensation. It is

based on a percentage of the SMIC according to the payee’s age.



Remuneration

The minimum remuneration depends on the age of the payee. In case of a change of age slice, the

new percentage is applied the first day of the month following the birthday. The salaries are

defined as percentages of the SMIC.

Age Remuneration

< 18 30% of the SMIC

18 and < 21 50% of the SMIC

21 65% of the SMIC

As for the apprenticeship and qualification contract, a supplementary salary must be paid to

maintain the compensation. PeopleSoft only checks that the compensation is above the statutory

minimum based on the percentage of the SMIC. If the salary is less than the salary as defined in

the preceding table, a warning message is displayed.

Exemption on Contributions

There are entitlements for a reduction in the employers’ social security contributions during the

contract. The contributions exempted are the illness, maternity, disability, and the death and old

age deductions. The exemptions are not submitted to limits and are managed by the régime code.

The qualification contract is managed by the régime code 386, except in Alsace-Moselle, where it

is 387.

Other Considerations

Payees with orientation contracts are not included in the company head count. They are not

included in the social and fiscal staff limits (seuils d’effectif fiscal et social) with the exception of

the work accident rate.

The training periods are paid and are included in the working time of the payees.

No end-of-contract allowances are due when the contracts terminate.



The rules for the benefits-in-kind are the same as for apprentices.

An orientation contract is identified within a rule by the contract type and by entering the

correct régime class.



The bracket APP BR REMUN is used to return values for the orientation contract.

For more information about the APP BR REMUN bracket, see Bracket for Specific Contract

Compensation Scale.

Adaptation Contract

The adaptation contract helps payees between the ages of 16 and 26 adapt themselves to their job

by providing special training periods.

There are no exemptions on contributions for adaptation contracts.

Fixed and Unfixed Terms

The contract may or may not run for a fixed term. No end-of-contract allowance is paid at the

end of a fixed-term adaptation contract. The duration of a fixed-term adaptation contract is

between six months and one year. After two years, payees on an adaptation contract without a

fixed term are classified as regular employees.

There are two values in the Contract Type table for adaptation contract. The first one is

Adaptation Contract (ADA) for adaptation contracts with no limits. The second is Fixed-Term

Adaptation Contract (ADD) for fixed-term contracts. For the contract ADA, you have to modify

the contract value at the end of the two years. The new contract type value can then be CDI for

unlimited contract.

Remuneration

For contracts of both fixed and unfixed terms, remuneration is equal 80 percent of the

conventional minimum salary for the job and may not be less than the SMIC. The only control is

a check that the salary is not less than the SMIC.

For payees under the age of 18, the salary minimum remuneration is based on a percentage of the

SMIC.

There is no control to check whether the remuneration is equal to 80 percent of the SMIC.

Counting Employees

People on adaptation contracts are not included in the company head count.

For fixed-term contracts, the end-of-contract allowance is not due.





Work Initiative Contract (Contrat Initiative Emploi)

The Contrat Initiative Emploi (CIE) assists unemployed people with returning to work. The

payees eligible for this contract must meet certain requirements. Depending on the situation of

the payee, the employer is entitled to help and exemptions from contributions.

There are two PeopleSoft Human Resources values in the Contract Type table used to identify the

CIE contract. INE is the value for CIE without a fixed term and IND is the value for CIE with a

fixed term.

CIE and Return-to-Work Contract (Contrat de Retour à l’Emploi)

Before the CIE contract was created, there was a similar contract that helped the unemployed

return to work called the Contrat de Retour à l’Emploi (CRE). When the CIE was introduced,

many payees continued to work under old CRE contracts. Payees who are still working with

CRE contracts follow the same rules as payees under CIE. The only difference is the régime code

managing the URSSAF contributions for these two contracts.

For the CRE, the régime code used is the code 944 (945 for Alsace-Moselle) and is applied to

payees over 50 years of age and unemployed for more than one year when they signed their

contracts. For the CIE, two régime codes may be used: 956 for the general case and 960 for

contracts concluded with people over 50 years of age (957 and 961 for Alsace-Moselle).

Fixed and Unfixed Term Contracts

The CIE may be a fixed-term contract (CDD) or a contract without term (CDI). CDD contracts

are for a minimum of 12 months and a maximum of 24 months.

At the end of the CDD, the payee is not eligible for the end-of-contract allowance.



Exemptions

Employers hiring people under CIE are entitled to exemption from social security contributions

for illness, maternity, disability, and the death and old age deductions. The exemption is applied

to the part of the salary that does not exceed the SMIC. The part greater than the SMIC is then



subject to the normal contributions, based on the associated régime. This mechanism is managed

by the régime definition and setup.

For more information about setting up régimes, see Defining URSSAF Contributions. For

more information about associated régimes, see Defining URSSAF Contributions.

The CIE is managed by the régime code 956 for the normal case and by the régime code 960 for

payees over 50 years of age, subject to certain conditions. Another régime code is used for

AlsaceMoselle.

The codes are 957 and 961 for Alsace-Moselle.

The limit for the exemption contribution is equal to the hourly SMIC value multiplied by the

number of paid hours.

The exemption is granted for the duration of the contract for the CDD with a maximum of 24

months. The exemption is granted for 24 months for the CDI. For payees over 50 years of age

and some other specific categories, the exemptions are granted for the complete duration of their

contracts.

At the end of the two years exemption limit, the régime codes must be modified at the payee level

for payees under 50 years of age. Payees that were over 50 years of age when their contracts

were signed are still entitled to exemptions after two years, so they do not need their régime codes

changed. It is your responsibility to change the régime codes for payees under 50 years of age.

Counting Employees

Payees with CIE contracts are not included in the company head count, except for the valuation

of the work accident rate made by the Social Security. Payees with fixed-term contracts are not

counted until the end of the contract. Payees without fixed-term contracts are not counted for two

years after the hiring date.

The system does not count the payees having the contract types INE or IND. Payees without

fixed-term contracts are not counted in the staff of the company until their contract type value

equals INE. The system does not check whether the contracts last more than two years.

Special Part-Time Contracts

Special part-time contracts may be agreed upon between an employer and some government

departments (URSSAF and DDTE). They are not work contracts. The payee and the employer

are bound by a part-time employment contract that allows the employer some exemptions in

contributions.

Social security for illness, age, family allowances, and work accident are reduced by 30 percent.

The deductions are granted for payees whose theoretical working week is between 18 and 32

hours. These limits may be expressed in monthly or yearly values. The calculation of the limits

in yearly values is subordinate to a work time reduction agreement.



The exemptions and a control on the weekly hour limits are managed by a specific régime code.

It is your responsibility to enter the régime code and ensure that the hours worked are within the

18 to 32-hour limit.

The régime classes that must be used to manage this case are 392 in the current case and 393

for Alsace-Moselle.

For more information about régime codes, see Defining URSSAF Contributions.

Fixed-Term Contracts (CDD)

The fixed-term contract (or CDD) is for a duration specified in advance. The standard work

contract in France is the contract without term (CDI) and the CDD is regarded as an exception.

The CDD is limited to specific cases determined by law.

The fixed-term contract is liable for the same contributions as a contract without a fixed term

(CDI).

Training Contribution

The fixed-term contract makes the employer liable for an extra contribution for training. The

contribution is called TAX FORMCDD. A generation control triggers this contribution, checking

that the contract is CDD.

For more information, see Understanding Levies.

End-of-Contract Allowance

The payee receives an allowance at the end of a fixed-term contract equivalent to 6 percent of the

gross earnings during the duration of the contract. The allowance is not paid if the contract ends

prematurely.

For more information, see Understanding Allowances.



Paid Vacation

There are some special rules regarding paid vacation for payees on fixed-term contracts. Usually

a payee has to work for 28 days before entitlement, but for fixed-term contracts this qualification

period is waived.

For more information, see Understanding French Absence Rules.

Fixed-Term Contracts for Students

A special fixed-term contract exists for students. The only difference from a regular CDD

contract is that there is no allowance paid at the end of the contract.

You use the same contract type for current CDDs as for fixed-term contracts for students. To

prevent the payment of the end-of-contract allowance, you need to create a contract type value for

this kind of contract. Then, you update the bracket IND BR DT SPEC by indicating a different

allowance entitlement for this kind of contract. In this case, the variable IND VR DP IFC

populated by this bracket must be set equal to zero (0) to avoid the triggering of the end-of-

contract allowance.


Seasonal and Custom Contracts

Some special CDD contracts are defined for seasonal activity, and some custom contracts are

defined for special industries such as show business. As with fixed-term contracts for students,

there is no end-of-contract allowance paid.

The triggering of the end-of-contract allowance should be prevented. PeopleSoft Human

Resources provides as sample data the value Seasonal Contract in the Contract Type table. But

you need to update the bracket IND BR DT SPEC to manage this case.


Specific Categories of Payees

There are some specific categories that have special rules applied to their contributions.



Payees Under 18

There is a different minimum wage (SMIC) for payees under the age of 18 who have spent less

than six months with their employer. They may earn 80 percent of the SMIC if they are under 17

years of age and 90 percent of the SMIC if they are between the ages of 17 and 18.

In these cases, you should enter the earning. The system then checks the age of the payee, and if

it is below 18 the system checks that the earning is not below the statutory percentage of the

SMIC.

Assignees

Sometimes a payee is assigned to another company (secondee) and works outside of France. In

these cases the payee is classified as an assignee in PeopleSoft Human Resources.

The field to update is Employee Class. By updating this field with the value Assignee, it the

system updates the formula SIT FM DETACHE used by the rules.

Secondees pay the same contributions as other payees, except for the AGIRC contribution for

managers and the CSG/CRDS contribution.

A situation has been created to allow a payee’s salary to be treated as an expatriate, to allow a

secondee to opt out of ARRCO/AGIRC contributions.

The formula SIT FM DETACHE AGI triggers the contributions for expat secondees. By default,

this formula is equal to GP TRUE, which means that the payee does pay ARRCO/AGIRC

contributions. If the payee is considered an expatriate by the ARCCO/AGIRC, you can update

this formula to GP FALSE (or 0) and then the retirement contributions are not triggered.

If the secondee is fiscally domiciled out of France, he does not have to pay the CSG/CRDS

contributions. The formula SIT FM DOMICILE FR must be overridden to GP FALSE to

indicate that the payee is not domiciled in France and does not have to pay CSG/CRDS

contributions.

Company Managers or Officials

The formula SIT FM MANDATAIRE is used to identify company managers. The formula SIT

FM MANDAT RETR is used for ARRCO/AGIRC contributions. You must manage the formula

SIT FM MANDAT RETR. If the condition in the formula SIT FM MANDAT RETR is TRUE,

retirement contributions are triggered. SIT FM MANDAT RETR is used to trigger the retirement

contributions when a payee is a company officer. By default, this formula is equal to GP TRUE,

which means that the retirement contributions are triggered. You have the ability to override this

formula to avoid calculating the retirement contributions. Payees are classified as non-managers

by default (condition FALSE, value zero). You may change this value to classify a payee as a

company official. Company officials are not liable to ASSEDIC contributions. The formula SIT

FM MANDATAIRE is used to trigger ASSEDIC.



If a company manager is not affiliated with URSSAF, set up your own rules to manage the

situation. If the manager is affiliated with URSSAF, the régime code should be entered.

There is no ceiling proration for managers that are classified as part-time employees or who work

for multiple employers. The formula SIT FM MANDATAIRE is used to avoid the triggering of

the ceiling proration. By default, the formula retrieves the value GP FALSE and this formula can

be overridden to GP TRUE if a payee is a company officer.

Company managers are not classified as employees and do not have any contract data. This

means that they cannot be assigned URSSAF régime codes by the rules, in the usual way. There

is a contract type called “No work contract,” which is assigned to managers to allow régime

codes to be assigned.

For more information, see Defining URSSAF Contributions.

Doctors

The situation formula SIT FM DOCTEUR has the default value FALSE. It may be overridden at

the payee level to indicate that a payee is a doctor.

When you override the formula to be TRUE, you are indicating that the payee is a doctor and that

no ceiling proration (for part-time or multiple employers) should be applied to the ceilings. The

URSSAF régime class to enter for a doctor is 336, or 337 for a doctor in Alsace-Moselle.

Using SIT FM Formulas

PeopleSoft Human Resources tables provide some of the data needed by PeopleSoft Global

Payroll for France. PeopleSoft Global Payroll tables provide other necessary data. Sometimes,

however, the information needed to verify a particular situation does not exist in the tables or

there are no fields to manage some cases. In such instances, PeopleSoft has created formulas

with the prefix SIT. These formulas are not maintained by PeopleSoft. You can update these

formulas to meet the specific needs of your organization.

You can update these formulas in one of two ways:

• If you want to automate the resolution of the information, you can update the table where the

information is missing or create the needed missing field. Then, you can use system elements,

if they exist, to retrieve the new values (for example, if the new value created is in the Contract

Type table, the system element Contract Type retrieves it). Or, you can create an array to

retrieve the value of the field you created. This solution can be useful if the situation occurs

often so that you do not have to manually update the formulas.

• If you do not want to automate the resolution of the information, you have to override, when

needed, the formulas with the correct value. This solution is best for cases that do not occur

often.

P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L S E T T I N G U P G A R N I S H M E N T S 1 0 - 1

C H A P T E R 1 0

Setting Up Garnishments

When a payee owes money to a third-party for alimony, tax debts or other obligations, the

employer may be required to deduct part of what is owed before the payee receives payment. The

deduction, known as a garnishment, is taken every month, according to national guidelines. The

size of the deduction depends on the payee’s earnings and the number of dependents.

This section describes how to set up garnishment deductions in PeopleSoft Global Payroll for

France. Once you set up garnishments, the system automatically deducts the correct amount from

payees’ earnings each month.

Garnishment Types and Priorities

There are two types of garnishments: alimony and other debts. Alimony deductions take priority

over other debts when a payee’s earnings are not sufficient to cover multiple garnishments.

Other debts fall into the following three categories, which are listed in the order of priority:

• Tax debts

• Penal sentences

• Ordinary debts

In cases where there is more than one garnishment for the same type of debt, for example, three

deductions for alimony, the system prioritizes deductions in the order in which you enter them,

rather than deducting a prorated amount for each debt.

You can define up to three deductions for each garnishment type (alimony, tax debt, penal

sentence, ordinary debt) in the same pay run.

Attachable and Unattachable Earnings

An attachable amount of a payee’s income is the part that may be garnished. A payee’s earnings

may be split into three amounts:

• Obligatory attachable amount.

The obligatory attachable amount includes severance allowance, retirement pay over the

taxable limit of 20000 FRF, and a profit-sharing allowance. These amounts are completely

attachable and do not follow the usual garnishment calculation rules.


1 0 - 2 S E T T I N G U P G A R N I S H M E N T S P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

• Obligatory unattachable amount.

The obligatory unattachable amount consists of reimbursements of professional expenses (not

including creditors), family allowances paid by the employer (not including creditors), and

the RMI (legal minimum subsistence wage), which the government sets annually.

If there is not enough money to pay alimony from the attachable portion of the salary, it may

be taken from the unattachable amount, provided the payee’s salary doesn’t fall below the

RMI. Only alimony payments may be taken from this portion of the salary.

• Attachable amount.

You should always place a garnishment against the attachable amount of the earnings. The

system uses a bracket element to calculate the attachable portion of the payee’s earnings.

Garnishment Brackets

Garnishment calculations are based on a payee’s net taxable earnings. The attachable portion is

calculated as a fraction of net taxable earnings and is adjusted if the payee has dependents. The

government sets annual ceilings each year, which appear on the Garnishment Bracket page.

PeopleSoft delivers but does not update the values in the garnishment bracket. You can update

the values on the Garnishment Bracket page if statutory changes occur.

To see the name of the variables that store the values in the garnishment bracket, access the

Rates and Elements Page using the component name, GPFR_GAR_RATES.

Garnishment Bracket Page

Usage Use the Garnishment Bracket page to view and update the salary ceilings

for garnishments.

Object Name GPFR_GAR_RATES

Navigation Global Payroll France, Setup 2, Garnishment Bracket

Prerequisites None

Access

Requirements

None



Garnishment Bracket page

The following elements are common to multiple pages in this application and are defined in the

preface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Eff Date

(Effective Date), Status.

Salary Slice (Ceilings)

The fraction of a payee’s salary that is attachable varies according to the salary limits set by the

government. The fraction that corresponds to each salary limit is listed under Salary Slice

(Ceilings). To the right, you see the corresponding salary limit in both French francs and euros.

For example, a payee with a salary between 18900 FRF and 37500 FRF can have up to 1/20 of

his salary garnished.

Other

Increase per dependant

person

The statutory amount displayed here indicates the increase

in the salary slice, or range, for each dependent person. If

a payee has one dependent, for example, the bottom salary

slice would change from between 18900 FRF and 37500

FRF to between 19600 FRF and 44500FRF.

Note. The system counts only those dependents for whom

the Garnishment check box is selected on the Dependent

Data - Personal Profile Page in the PeopleSoft 8 Human

Resources PeopleBook.

Monthly unattachable

portion (“RMI”)

This is the statutory minimum wage, adjusted for the

number of dependants.



Setting Up Garnishments

Use the Garnishment Data page to create a new garnishment. You enter the garnishment amount,

the start date and end date, the type of garnishment, and other instructions.

When you save the garnishment data, the system does two things:

• Assigns a deduction to the payee. (You can see the assignment on the Earnings/Deduction

Assignment page.)

• Creates a section override for the payee section named SAI SE SAISIES (the garnishments

section). The override instructions appear on the Section Overrides page.

For the garnishment instructions to be processed, you must add the section, SAI SE SAISIES, to

the process list that you use to calculate the payee’s pay.

To see the names of the deduction elements used for garnishment processing and the names

of the variables that store the garnishment ID, the start date, and initial amount, access the

Rates and Elements Page using the component name, GPFR_GAR_DAT.

For more information about payee sections, see Payee Sections in the PeopleSoft 8 Global

Payroll PeopleBook.

Garnishment Data Page

Usage Use the Garnishment Data page to set up a new garnishment or display

the details of an existing garnishment.

Object Name GPFR_GAR_DAT

Navigation Global Payroll France, Use, Garnishment

Prerequisites None

Access

Requirements

EmplID

Garnishment Data: Garnishment Identification page



The following elements are common to multiple pages in this application and are defined in the

preface of this PeopleBook in PeopleBooks Standard Page Element Definitions: EmplID, Empl

Rcd#.

Multiple views of this page are available by clicking the tabs in the scroll area.

Garnishment Identification Tab

Garnishment ID Enter the garnishment number on the garnishment

notification. You can enter up to 19 alphanumeric

characters.

Type Select the type of garnishment. Valid values are Alimony,

Other, Penal, and Tax.

Note. You can enter up to three garnishments of each

type for the same payee.

Start Date Enter the date on which the payee’s earnings become

subject to garnishment. Start Date is a required field and

should fall within the current processing period. You

cannot change this date once the system processes the first

garnishment amount.

If you enter a start date that falls within an earlier

processing period, the system will not begin to calculate

the garnishment until you process a retroactive pay run.

In addition, the results may be unpredictable and may

require manual adjustment.

Amount If the garnishment is for alimony, enter the amount of the

monthly payment.

In all other cases, enter the initial amount of the

garnishment—that is, enter the total amount owed

according to the garnishment notice.

If you need to change the amount of the garnishment later,

you can use positive input to make the adjustment. See

Changing a Garnishment Balance later in this section for

more information.



Status Tab

Garnishment Data: Status tab

Garnishment ID Automatically populates from the Garnishment

Identification tab or Status tab if you already entered the

garnishment ID.

Remove Select this check box only if you want to remove a

garnishment. To delete the garnishment, you must remove

it first, save the page, and then click the minus (-) button

to the right.

End Date Enter the final payment date.

Status The system automatically displays the status. Valid

values are the following:

Created: Appears when you add a new row by clicking the

plus (+) button.

Processed: The status is set to Processed when you save

the garnishment data. This indicates that the system has

created a section override for the payee.

Updated: Indicates that you modified the garnishment

data.

Removed: Indicates that the system has deleted the

deduction for the payee and has updated the section

override (or deleted it if there are no other garnishments).

Error: Indicates that the system could not assign the

deduction to the payee or create a section override due to a

technical problem.



Elements Tab

Garnishment Data: Elements page

Garnishment ID Automatically populates from the Garnishment

Identification tab or Status tab if you already entered the

garnishment ID.

Element Name Once you save the garnishment data, the system displays

the name of the deduction element that returns the

garnishment amount during processing. The following are

valid names:

PENSION AL 1, PENSION AL 2, PENSION AL 3

(alimony deductions)

COND PENAL 1, COND PENAL 2, COND PENAL 3

(penal sentence deductions)

IMPOT 1, IMPOT 2, IMPOT 3 (tax debt deductions)

CREANCE 1, CREANCE 2, CREANCE 3 (ordinary debt

deductions)

Stopping, Removing, and Deleting Garnishments

You can stop or remove a garnishment, when necessary.

To stop a garnishment:

1. Access the Garnishment Data: Status page for the payee.

2. Change the date in the End Date field and save your change.

To close a garnishment:

1. Access the Garnishment Data: Status page for the payee.

2. Select the Remove check box and save your change.

The system removes the deduction assigned to the payee and updates or deletes the section



override for the payee. You cannot make additional changes to the garnishment.

To delete a garnishment:

1. Close the garnishment according to the instructions for closing a garnishment.

2. Click the minus (-) button that appears to the right of the garnishment on any of the

Garnishment Data pages. Save your change.

The system removes the garnishment from the database.

Changing a Garnishment Balance

If you need to adjust a payee’s garnishment balance, you can do so through the use of positive

input. For example, if you receive a notice from the TGI stating that a garnishment has been

cancelled or reduced, you can use the Positive Input page to enter the amount of the adjustment.

To enter the adjustment:

1. Access the Positive Input page.

2. Complete the Entry Type and Element Name fields as follows:

� Select Deduction in the Entry Type field.

� In the Element Name field, select the name of the deduction element (for example, PENSION

AL 1 or COND PENAL 1, depending on which garnishment you want to reduce).

3. Click the Element Override link to access the Supporting Element Overrides page.

4. Complete the Element Type, Element Name, and Numeric Value fields as follows:

� Select Variable in the Entry Type field.

� In the Element Name field, select the name of the variable you want to use for the

adjustment: SAI VR AJUST PEN for penal sentences, SAI VR AJUST IMP for tax debts, or

SAI VR AJUST CRE for ordinary debts.

� In the Numeric Value field, enter the amount by which you want to reduce the garnishment

balance.

Enter the adjustment amount in the same currency as the processing currency.

Generating a Garnishment Report

Use the Generic Report function to produce the garnishment report named FRPAY004.



For more information about this report, see Alphabetic List of PeopleSoft Global Payroll for

France Reports.

P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L U N D E R S T A N D I N G L O A N S A N D A D V A N C E S 1 1 - 1

C H A P T E R 1 1

Understanding Loans and Advances

The employer may agree to pay the payee before the payee’s pay date or agree to pay the payeemore than the payee has earned. The employer has four options: issue a loan, salary advance,permanent advance, or advance on salary. In this section we do the following:

• Define the four different options.

• Illustrate how Loan and Advance Reimbursement processing fits into the overall pay processflow.

• Specify how to set up each option.

• Describe the reimbursement terms of each option.

Defining Key Terms

A loan is a payment that is expected to be paid back over several months with interest. Thesystem allows each payee to have up to three loans at a given time.

A salary advance (avance) is an advanced payment of salary that has not been earned yet. Theamount advanced may not exceed the monthly salary and can be considered an interest-free loan.It is paid back over one or more months. The system allows a payee to have up to three salaryadvances at a given time.

A permanent salary advance is similar to a salary advance, except that the payee repays the entireamount all at once. For example, many payees repay this amount when they leave theorganization. A payee can have more than one permanent salary advance, however, the systemaccepts only one per pay period. If you want to add more than one permanent advance for thesame pay period, add the new permanent salary advance amount to the balances of any existingpermanent salary advances and enter this result as one permanent advance for the pay period.

An advance on salary (acompte) is a partial payment for work already done and is paid inadvance of the regular payment date for the pay period. The amount advanced cannot be morethan the amount earned. The law or collective agreement defines the rules that give theentitlement for a payee to have an advance on salary. It is up to the employer to manage thoseentitlements.


1 1 - 2 U N D E R S T A N D I N G L O A N S A N D A D V A N C E S P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

Loan and Advance Reimbursement in the Pay Process Flow

This section describes how Loan and Advance Reimbursement processing fits into the overall payprocess flow of PeopleSoft Global Payroll for France. All reimbursement processing begins aftergarnishment processing and before accruals processing. The following diagram illustrates theinputs necessary to complete the Loan and Advance Reimbursement process and the outputs thatresult from the process.

OUTPUTNet Salary after Reimbursements

INPUTLoan and Advance Reimbursement

Process

Loan and Advance Reimbursement in the pay process flow

For information about the entire pay process flow and where Loan and AdvanceReimbursement fits into the larger process, see Overview of the Pay Process Flow.

Loan and Advance Reimbursement Rules

This section contains information about the rules created by Global Payroll for France to handleLoan and Advance Reimbursements.



Formulas and Descriptions for Loan and Advance Reimbursement Deductions

Formula Description

PRE FM AV1

PRE FM AV2

PRE FM AV3

Each of these three formulas is used for Salary Advances,where they do the following:

Test whether the system can deduct the amount requestedfor reimbursement.

Test whether the amount requested exceeds 1/10th of thepayee’s net salary.

Initialize the salary advance accumulator (PRE ACAVANCE C).

PRE FM PR1

PRE FM PR2

PRE FM PR3

Each of these three formulas is used for loans, where theydo the following:

Test whether the system can deduct the amount requestedfor reimbursement.

Test whether the amount requested exceeds 1/10th of thepayee’s net salary.

Initialize the loan accumulator (PRE AC PRET C).

PRE FM MNT AVPE This formula is used for permanent advance, where it doesthe following:

Tests whether the system can deduct the amount requestedfor reimbursement.

Tests whether the amount requested exceeds 1/10th of thepayee’s net salary.

Initializes the permanent advance accumulator (PRE ACAVPE C).

PRE FM MNT AVPE D This formula is used for permanent advance (at departure),where it does the following:

Tests whether the system can deduct the amount requestedfor reimbursement.

Tests whether the amount requested exceeds 1/10th of thepayee’s net salary.

Initializes the permanent advance accumulator (PRE ACAVPE C).



Loan and Advance Reimbursement Deductions

The following tables contain information used to calculate Loan and Advance reimbursementdeductions in Global Payroll for France.

Loan and Advance Reimbursement Deductions

Name Description Percent Base Amount GenerationControl

RETENUEACOM

Advance onsalary - Acompte

PositiveInput

No GenerationControl

RETENUEAV1

Salary advance 1- Avance

PRE FMAV1

Positive Input


RETENUEAV2


PRE FMAV2

Positive Input


RETENUEAV3


PRE FMAV3

Positive Input


RETENUEPR1

Loan 1 PRE FMPR1

Positive Input


RETENUEPR2

Loan 2 PRE FMPR2

Positive Input


RETENUEPR3

Loan 3 PRE FMPR3

Positive Input


RETENUEAVPE

Permanentadvance

PRE FMMNT AVPE


RETENAVPE D

Permanentadvance -departure

PRE FMMNT AVPED

PRE GCDEPART

For more information about setting up deductions, see Defining Earnings and Deductions.

Loan and Advance Reimbursement Element Group

PeopleSoft delivers the element group PRE EG PRETS for Loan and Advance Reimbursementelements. All of the element assignment definitions are by payee. The elements are triggeredwhen an override exists for the payee (Earning/Deduction assignment or Positive Input). Theonly exception is the deduction RETENUE AVPE D, which is defined by the eligibility group.This deduction is triggered if it is referenced in the eligibility group of the payee, or if thegeneration control linked to this deduction triggers it.



The following elements belong to this element group:

Elements in the PRE EGPRETS Element Group

RETENUE ACOM

RETENUE AV1

RETENUE AV2

RETENUE AV3

RETENUE AVPE

RETENUE PR1

RETENUE PR2

RETENUE PR3

RETENUE AVPE

RETEN AVPE D

Loan and Advance Reimbursement Section

PeopleSoft delivers the section PRE SE PRETS for Loan and Advance Reimbursement elements.The Loans and Advance section is included in the process list provided by PeopleSoft after theGarnishment section. After the loans section, there are sections that trigger report preparation(ASSEDIC certificate, DUCS), accruals calculations, and negative net pay management.

The following elements belong to this section:

Elements in the PRE SEPRETS Section

RETENUE ACOM

RETENUE AV1

RETENUE AV2

RETENUE AV3

RETENUE AVPE

RETENUE PR1

RETENUE PR2

RETENUE PR3

RETENUE AVPE

RETEN AVPE D



Loan and Advance Reimbursement Accumulators

PeopleSoft delivers the following accumulators:

Accumulator Description Period Member; Description

PRE AC AVPE Permanent Advanceaccumulator

Custom PRE VR CAPITALAVP (+); initialPermanent Advance

RETENUE AVPE (-);Reimbursement(Positive Input)

RETEN AVPE D (-);Reimbursement (atDeparture)

PRE ACAVANCE

Salary Advance accumulator Custom PRE VR CAPITALAV1 (+); initial SalaryAdvance1

PRE VR CAPITALAV2 (+); initial SalaryAdvance2


RETENUE AV1 (-);Reimbursement SalaryAdvance1






PRE AC PRET Loan accumulator Custom PRE VR CAPITAL PR1(+); initial loan1

PRE VR CAPITAL PR2(+); initial loan2


RETENUE PR1 (-);Reimbursement loan1



PRE ACLIMITE SG

Limit (1/10th Net Salary)accumulator. This segmentaccumulator is used whenthe payee departs from theorganization.

Segment GEN AC NET APAYER; Net Salary

RETENUE ACOM (-);Reimbursement SalaryAdvance

PRE ACLIMITE CA

Limit (1/10th Net Salary)accumulator. This calendaraccumulator is used duringthe last segment calculation

Calendar PRE AC LIMITE SG




PRE ACRETENUES

Total Reimbursementsaccumulator

Segment RETENUE ACOM (-);Reimbursement SalaryAdvance

RETENUE AVPE (-);Reimbursement(Positive Input)

RETEN AVPE D (-);Reimbursement (atDeparture)







PRE ACAVANCE C

Total Initial Salary Advanceaccumulator

Custom PRE VR CAPITALAV1 (+); initial SalaryAdvance1






PRE ACAVANCE P

Total Salary AdvanceReimbursement accumulator

Calendar RETENUE AV1 (+);Reimbursement SalaryAdvance1

RETENUE AV2 (+);Reimbursement SalaryAdvance2

RETENUE AV3 (+);Reimbursement SalaryAdvance3

PRE AC PRETC

Total Initial Loanaccumulator

Custom PRE VR CAPITAL PR1(+); initial loan1



PRE AC PRETP

Total Loan Reimbursementaccumulator

Calendar RETENUE PR1 (+);Reimbursement loan1

RETENUE PR2 (+);Reimbursement loan2

RETENUE PR3 (+);Reimbursement loan3

PRE AC AVPEC

Total Initial PermanentAdvance accumulator

Custom PRE VR CAPITALAVP (+); InitialPermanent Advance

RETENUE AVPE (+);ReimbursementPermanent Advance(Positive Input)

PRE AC AVPEP

Total Permanent AdvanceReimbursement accumulator

Calendar PRE VR CAPITALAVP (+); InitialPermanent Advance

RETENUE AVPE (+);ReimbursementPermanent Advance(Positive Input)


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Setting Up Loans and Advances

Permanent salary advances and advances on salary are set up using the Positive Input page. Thepurpose of the Positive Input page is to override elements for a single period. When you want toenter the amount of an advance on salary, use the Positive Input page to override the amount forthe deduction RETENUE ACOM. If you want to modify the balance of the permanent salaryadvance, use the Positive Input page to override the amount for the variable PRE VR CAPITAL.

For each loan, PeopleCode automatically generates positive input for the following elements:

• Deduction name (RETENUE PR1, RETENUE PR2 or RETENUE PR3).

• Calendar ID.

• Instance.

• Deduction's base (which is set to the reimbursement amount).

• Loan identification PIN (PRE VR IDENTIFIANT).

• Start date of the Loan (PRE VR DATE DEBUT).

• Loan initial capital (PRE VR CAPITAL).

For each salary advance, PeopleCode automatically generates positive input for the followingelements:

• Deduction name (RETENUE AV1, RETENUE AV2, or RETENUE AV3).

• Calendar ID.

• Instance.

• Deduction's base (which is set to the reimbursement amount).

• Salary advance identification PIN (PRE VR IDENTIFIANT).

• Start date of the salary advance (PRE VR DATE DEBUT).

• Salary advance initial capital (PRE VR CAPITAL).

How to Set Up Permanent Salary Advances

You set up a permanent salary advance using the Positive Input page. You need to create apositive input of the deduction RETENUE AVPE. Next, you use the Element Override link onthe Positive Input page to override the variable PRE VR CAPITAL. By doing so, you are lettingthe system know what the initial amount of the advance was.

You can view the balance of the permanent salary advance by viewing the value of theaccumulator PRE AC AVPE. If you want to modify this balance, you must use the Positive Inputpage to modify the amount of this balance.


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For more information about using the Positive Input page, see Entering Positive Input.

How to Set Up Advances on Salary

You set up an advance on salary using the Positive Input page. You must create a positive inputfor the deduction RETENUE ACOM.

For more information about using the Positive Input page, see Entering Positive Input.

How to Set Up Loans and Salary Advances

Loans and advances on salary must be set up on the Loans and Salary Advances page. You usethis page to do the following:

• Enter loan/salary advance information.

• Create and modify the reimbursement schedule.

• View past and current loan/salary advance balances.

Loans and Salary Advances Page

Usage Use the Loans and Salary Advances page to enter loan or salary advancedetails and to generate a payback schedule.

Object Name GPFR_LOANS

Navigation Global Payroll France, Global Payroll France, Use, Loans andAdvances

Prerequisites None

AccessRequirements

Select a payee and, if the payee has more than one job, a record number.



Loans and Salary Advances: Amounts page

The following fields are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBook Standard Page Element Definitions: EmplID(employee ID), and Empl Rcd# (employee record number).



Once you click the Create Schedule button, it is not possible to change any data in the Loangroup box; instead, you must make adjustments in the Amounts and Balances tabs, which arelocated in the Schedule group box.

Loan Identification Enter a loan or salary advance ID here. This is a characterfield, which is generated as supporting element override inthe positive input. This field is mandatory and must beunique to each payee.

Loan or Advance Select Loan if you want to create a loan. Loan is thedefault value.

Select Advance if you want to create a salary advance.

Period Begin Date Enter the date that the loan or salary advance commences.This date cannot be before the next Calendar ID. Theperiod begin date is generated as a supporting elementoverride for positive input.



Loan Initial Amount Enter the amount of the loan or salary advance here. Afteryou make your selection, you must also specify thecurrency. The initial amount is generated as a supportingelement override for positive input.

Payback Amount Enter the amount of each payback installment here. Thispayback amount populates the Amount field in theSchedule group box, after you create the schedule. ThePayback Periods field in the Loan group box mustremain empty if you enter a payback amount in this field.

Payback Periods Enter the number of payback periods here. If you enterthe number of payback periods, the system divides theinitial loan amount by the number of payback periods todetermine the payback amount for each period. Thepayback amount is calculated and populated in theAmount field in the Schedule group box. The PaybackAmount field in the Loan group box must remain emptyif you enter the number of payback periods in this field.

Pay Group Select the payee’s pay group. This field is used togenerate the schedule, but it is not required for entry.

Deduction The system assigns the first free deduction element anddisplays it here. If you are setting up a loan, the threepossible deduction elements are RETENUE PR1,RETENUE PR2, and RETENUE PR3. If you are settingup a salary advance, the three possible deduction elementsare RETENUE AV1, RETENUE AV2, and RETENUEAV3. This is the name that appears on the payslip.

Create Schedule Click this button to create the reimbursement scheduleautomatically. The system splits the initial loan amountinto segments, using either the payback amount or thenumber of periods. It starts from the begin date andretrieves the different calendars available for the paygroup listed. If more than one calendar has the samebegin date and is available to the same pay group, thesystem uses the calendar that was created first; the othercalendar is not be used. After creating the schedule, allchanges must be made in the Amounts and Balances tabs.

This button is not mandatory for creating thereimbursement schedule. You can also create theschedule row by row. For example, if the payee changeshis pay group, then you must manually change theschedule for each row affected.



Remove Select this check box to remove a loan or advance fromthe system.

For more information about deleting a loan or advance,see Understanding How to Delete a Loan.

Status The Status field in the Loan group box is used only todisplay Removed. The system displays Removed whenthe loan has been created (saved) and then removed.

Pay Group The pay group entered in the Loan group box is displayedhere. You can also overwrite the pay group by selecting anew pay group.

Calendar ID The calendar ID for each reimbursement is displayed here.The Calendar ID can be changed any time that the status isequal to Created, Updated, or Awaiting.

Amounts Tab

See the previous exhibit for a view of this tab. The Amounts tab displays the payback amountsand their associated Calendar IDs.

Skip Select the Skip check box if you want to suspend areimbursement for the calendar period.

Note. If you skip a reimbursement, you must ensure thatthe total amounts of all non-skipped reimbursements addup to the initial loan amount. Hence, when you skip areimbursement, you have to increase the amounts of theremaining payments to ensure that the full amount of theloan is scheduled to be paid. Or, you can add an extramonthly payment for the same amount as the skipped one.

Amount The amount of each reimbursement is displayed here. Thesystem evenly distributes the initial loan amount over thenumber of payback periods to obtain the payback amountfor each period. The sum of all the amounts listed in theAmount fields must equal the Loan Initial Amount inthe top half of the page. Thus, if you change the amountof one of the payments, you must check to make sure thatall of your scheduled payments add up to the total amountof the loan. If the amounts do not equal the initial loanamount, the system does not validate the information. Italso issues an error message and explains what to do to fixthe error.



Balances Tab

Loans and Salary Advances: Balances page

The Balance tab displays reimbursement balance information.

Balance The balance at the end of the Calendar ID date isdisplayed here.

Status Created appears if the schedule row has been created butthe page has not been saved yet; thus, no positive inputexists in the system for this row.

Awaiting appears if a positive input has been created andsaved and is ready for the payroll.

Processed appears if a positive input has been created andthe payroll is finalized. The row cannot be updated.

In order to determine whether the positive input has beenprocessed, when the loan page starts, the application readsthe pay results and checks if the pay run for eachcorresponding pay group and calendar have beenfinalized. If a row has a status of Awaiting and the payrun is finalized, the status changes to Processed. Thisinformation is recorded in the database when you save thedata.

Error appears if the schedule row is not synchronizedwith the positive input that was updated manually. Thus,the row is not updated. In this situation, a new payrollneeds to be created.



Updated appears if the row has been modified since itscreation. This may happen even if a positive input hasalready been generated. The value Updated appears if oneof the following is true:

The calendar is changed. If previously created, the oldpositive input is deleted and a new one is created.

The amount is changed. If previously created, the positiveinput is automatically updated.

A payment is skipped. If previously created, the positiveinput is deleted.

Removed appears if the positive input was generated andthen removed before the pay run was finalized. Thisstatus is displayed for the cases when the positive inputhas been deleted. For example, when the row is created,the page is saved, and then the row is skipped, or when theloan is created, saved, and then removed.

Understanding How to Delete a Loan

There are two aspects to deleting a loan. You must first remove the loan. To remove a loan fromthe system and cancel the positive input, you must select the Remove check box and then savethe page. By removing the loan, the definition of the loan still exists in the system, but thepositive inputs are deleted. The second aspect is to delete the loan details. To delete the loandetails, you must click the minus sign in the top right area of the page.

Understanding Reimbursement Terms

There are different rules and regulations that govern what the reimbursement terms are. GlobalPayroll for France was designed to manage many of them. In addition to what the system alreadyoffers, you can also reconfigure the system to meet further needs, if necessary.

Reimbursements for Loans and Salary Advances

Loan and salary advance payback is usually set up to be due once a month, therefore the paybackis triggered once a month. If there are multiple segments within the month, the system triggersthe payback during the first segment of that month. In addition, according to regulations, thededuction for reimbursement of a salary advance or loan is limited to a maximum of 10 percent ofthe net salary each month. If you request that the system deducts more than 10 percent of thepayee’s net salary, it issues an error stating that the payment amount exceeds the 10 percentregulation. This message is sent to the user and can be displayed on the Payee Message page.

For more information about setting up the payee message, see Payee Messages Page.



If multiple salary advances and loans are owed, the system pays loans and salary advances in a setorder. The priority for reimbursements for loans and salary advances is as follows:

1. Loan (RETENUE PR1)



4. Salary Advance (RETENUE AV1)



When the system takes the deduction payments for loans and salary advances, the system doesnot consider the order in which the loans and salary advances were created. It always pays eachloan and salary advance reimbursement based on this list of priorities.

Special Circumstances for Reimbursement of Loans and Salary Advances

Payee Leaves the Organization

In the case of departure, the 10 percent limitation is applied to the notice allowance (indemnitécompensatrice de congés payés) and vacation allowance (“indemnité compensatrice de congéspayés”) but is not be applied to the severance pay and to all the elements that are damages(dommages et intérêts).

If the payee leaves the organization and the balance of his or her advance or loan is more than1/10th of his or her net salary, the system accommodates this scenario. The system allows anyamount to be deducted from the payee’s salary. Thus, in this case, the system allows the fullpayment for the loan or salary advance, however the system issues a warning stating that thepayment amount is more than 1/10th of the payee’s net salary. At that point, it is up to theorganization to change the amount of payback to follow regulation.

Payee Is Transferred to Another Affiliated Organization

Sometimes a payee is transferred to an affiliated organization, that is an organization whosepayees are paid using the same payroll system, and the payee’s net salary from the formerorganization cannot cover the balance of the loan or salary advance. In this circumstance, theorganization can process the last deduction from the former organization payslip and roll over thebalance owed to the new organization.

Reimbursement of Permanent Salary Advances

The permanent advance is set up to be recovered when the payee leaves the organization.However, if you want to recover, partially or completely, the permanent advance sooner, you canuse the Positive Input page and override the variable PRE VR REMB AVPE with the value thatyou want to recover. In this positive input, the user must override at Element Override level theamount paid back for the permanent advance in the variable PRE VR REMB AVPE. Then, if theamount entered at the Positive Input level in the variable PRE VR REMB AVPE is more than the



balance of the permanent advance, the process puts the payment in error. The reason is that thepayback cannot be more than the advance given. If you want to know the amount of the balancefor the permanent advance, you can look at the accumulator PRE AC AVPE calculated during theprevious payroll.

Reimbursement of Advances on Salary

When a payee receives an advance on salary, they receive an amount in cash, not by check,before the payroll payment. The system then reduces the payee’s next payslip by the amountalready paid in advance.

Special Circumstance for Reimbursement of Advances on Salary

Payee Does Not Have Enough to Pay Back Advance on Salary

The process first calculates garnishments. Garnishments are based on the salary of the payee and,therefore, do not produce a negative salary. However, after the deduction of garnishments of thesalary, the loans and advance reimbursement payments are calculated. If the salary, aftergarnishments, is not enough to pay all owed reimbursements, the payee has a negative salary.The system resolves this issue by paying as many higher priority reimbursements as possible andthen leaves the remaining reimbursements to be paid during the next pay period.

For more information about resolving negative net pay balances, see Negative Net-to-PayManagement.

Reports for Loans and Advances

For more information about generating a Loans and Advance report, see UnderstandingFrench Reports.

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C H A P T E R 1 2

Understanding Accruals

PeopleSoft Global Payroll manages two accruals: paid vacation and the 2483 Annual TrainingReport.

The 2483 report, generated by PeopleSoft Human Resources, is used to reclaim a statutorytraining allowance and contains details of a payee’s hourly rate of pay and the number of hoursspent training.

The 2483 training report is managed by PeopleSoft Human Resources. Global Payroll for Franceprovides the calculation of two elements: a monthly hourly rate and an annual hourly rate. Thesetwo rates are calculated in formulas and the results of those formulas are subsequently retrievedby Human Resources so that the report can be created.

Two different paid vacation accruals are calculated: the paid vacation accruals of the currentaccounting year and the accruals of the balance paid vacation of past accounting years. Theseaccruals are considered future earnings of the payees during their vacation. The accrualscalculation also includes the future contributions paid on these vacations.

General Ledger integration is managed during integration.

For more information about formulas, see Formula in the PeopleSoft Global PayrollPeopleBook. For more information about General Ledger integration, see Integrating withPeopleSoft General Ledger in the PeopleSoft 8 Global Payroll PeopleBook.

The elements, formulas, accumulator, and section used in the accruals process are deliveredby PeopleSoft, but not maintained. It is your responsibility to ensure that the rules complywith regulations and with your company’s needs.

The calculation of the levy for professional training is not used in the 2483 report. HumanResources retrieves the total salaries from the DADS report to calculate the contribution.

For more information about how Global Payroll for France handles levies, seeUnderstanding Levies.


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Accruals Rules

This section explains the rules definitions created for Global Payroll for France that handleaccruals processing.

For more information about how to extract element definitions from the database, seeUnderstanding PeopleSoft-Delivered Elements for France.

Sections

PeopleSoft delivers, but does not maintain, the section PRO SE PROVISION. The sectioncontains formula elements used to calculate the data needed for the 2483 report created byPeopleSoft Human Resources and the data needed to track paid vacation accruals.

The formula GP CHK LST ACT SEG is used as a condition formula to trigger section PRO SEPROVISION. The accruals are calculated only once during the pay period, on the last activesegment.

This section must be placed at the end of the process list after the calculation of all of thecontribution sections.

To find out the specifics of a section’s definition, you can use the Global Payroll coreapplication online section definition pages to display the section’s definition.

For more information about sections, see Understanding Sections in the PeopleSoft 8 GlobalPayroll PeopleBook. For more information about formulas, see Formula in the PeopleSoft 8Global Payroll PeopleBook. For more information about process lists, see UnderstandingProcess Lists in the PeopleSoft 8 Global Payroll PeopleBook.

Accumulators

The following accumulators are delivered by PeopleSoft, but not maintained.




PRO AC HRS 2483 MO Paid hours (surcharges or reductions included) of themonth.

Note. The accumulator GEN AC HRS SMIC SG storesthe paid hours with surcharges or reductions. Theaccumulator GEN AC HRS SMIC SG is a member of theaccumulator PRO AC HRS 2483 MO.

Note. To populate GEN AC HRS SMIC, for sicknesshours not completely paid—sickness paid at 66.66, forexample—the paid percentage is applied to these hours toadd them in the hours monthly accumulator (the Percentto Accumulate field is updated). The overtime hours aremembers of this accumulator, following the same logic.

PRO AC HRS 2483 AN Paid hours (surcharges or reductions included) of theyear.

Note. This accumulator has the accumulator GEN ACHRS SMIC SG as a member.

PRO AC SAL 2483 MO Gross salary plus employer’s contribution of the month.The members of this accumulator are GEN AC BRUTSG (the gross salary) and GEN AC COT PAT SG (theemployer’s contributions).

PRO AC SAL 2483 AN Gross salary plus employer’s contribution of the year.

Note. This accumulator has the same members as PROAC SAL 2483 MO, but its accumulation period is a year,not a month.

Note. Because this accumulator is delivered as sampledata, you can define the date on which to beginaccumulation as appropriate for your company. This canbe useful if you want to calculate the accruals for a perioddifferent than the calendar year.

To find out the specifics of an accumulator’s definition, you can use the Global Payroll coreapplication online accumulator definition pages to display the accumulator definition.


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The keys applied to the accumulators are EmplID (employee ID), Company, and ContractNumber.


2483 Training Accruals Calculations

A monthly hourly rate and a yearly hourly rate are calculated for each payee and each month.The hourly rates are calculated from the payment gross plus the employer’s contributions dividedby the paid hours (surcharges and reductions included).

The value of the accrual is produced by two formulas. PRO FM CAL 2483 MO produces themonthly value and PRO FM CAL 2483 AN produces an annual value.

These formulas are included in section PRO SE PROVISION. PRO SE PROVISION is triggered(including the formulas in the section) on the last active segment, which depends on theresolution of the condition formula GP CHK LST ACT SEG.

The accumulator PRO AC HRS 2483 MO stores the paid hours, including surcharges andreductions, per month. The accumulator PRO AC HRS 2483 AN stores the paid hours, includingsurcharges and reductions, per year.

The accumulators PRO AC SAL 2483 MO and PRO AC SAL 2483 AN store the gross salaryplus the employer’s contributions (per month or per year, respectively). Then, the two formulasPRO FM CAL 2483 MO and PRO FM CAL 2483 AN retrieve the result of the division of thesalary accumulator by the hour accumulator to arrive at the monthly rate and the hourly rate.

Paid Vacation Accruals Calculations

There are two accruals associated with a paid vacation: one for the current year and one forprevious years. The formula PRO FM EC CP+CHARG retrieves the paid vacation accruals plusthe theoretical contributions that apply to it for the current year (that is, for the paid vacationentitlements calculated from the 1st of June).

The formula PRO FM EP CP+CHARG retrieves the paid vacation accruals plus the theoreticalcontributions that apply to it for the previous years.

The calculation for determining the accrual compares one tenth of the annual salary to acalculation based on the Salary Uphold Rule, and accepts the most favorable amount.

The formula PRO FM TX CHARGES calculates the employer’s contribution rate based on thepayee’s gross salary.



You may want to apply a lump-sum contribution rate for all payees while not calculating adifferent rate for all payees. To do this, you can override the formula PRO FM TX CHARGESby indicating in the override the rate you want to apply.

For more information about the Salary Uphold Rule, see Understanding Allowances.

The calculation involves two formulas. PRO FM EC CP+CHARG produces the paid vacationaccruals for the current year and PRO FM EP CP+CHARG calculates paid vacation accruals forthe previous three years.

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C H A P T E R 1 3

Introducing AFB Rules

Many industries have developed special working and payment arrangements for their employees,usually offering benefits above the statutory minimum. This document explains the workingarrangements adopted by banks that are members of the AFB (Association Française desBanques).

The AFB has a collective agreement with its employees, detailing their agreed upon workingarrangements. PeopleSoft has created a set of rules to implement these arrangements, which aredetailed in this section.

AFB absences and contingency contributions are not dealt with in this section, but there are linksto the relevant sections.

For more information about AFB contingency funds, see Understanding ARRCO, AGIRC,and Contingency Fund Contributions. For more information about AFB absences, seeUnderstanding French Absence Rules.

AFB Rules Overview

This topic explains at a high level the AFB rules developed by PeopleSoft. Other topics thatfollow provide more detail.

AFB Sections

AFB sections are triggered in the process list if the payee has a collective agreement AFB in thepayee’s Human Resources (HR) information. This is verified by using the condition formulaAFB FM TEST CC.

The formula AFB FM TEST CC is delivered as sample data and you may modify it to suit yourneeds.


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The formula AFB FM TEST CC determines whether the system element LABORAGREEMENT is equal to the variable AFB VR VALUE. By default, the value of thevariable AFB VR VALUE is equal to AFB (AFB VR VALUE is a variable with a characterformat). Then, if the value of the system element LABOR AGREEMENT is equal to AFB,the sections managing the AFB rules are triggered. PeopleSoft does not provide the AFBcollective agreement value in the HR table. There are two solutions to handle this situation.You can create a Labor Agreement (Administer Workforce, Administer Workforce (GBL),Setup, Employee Categorization) with a value equal to AFB for the banking collectiveagreement. Or, you can create the banking collective agreement with the value you want,but you must modify the value of the variable AFB VR VALUE in order to have this valueequal to the Labor Agreement name.

Base Salary

Three earnings are developed as sample data. The calculation of the thirteenth month is based onaccumulators that you must populate.

Transportation Premium

The premium is triggered through a payee assignment.

Diploma Premium

The premium is triggered through a payee assignment.

Global Payroll for France manages the severance and retirement allowance defined by theAFB labor agreement.

Compensation

The collective agreement stipulates that the annual salary for a payee must be paid in twelvemonthly payments along with an additional amount for the thirteenth month, which is usuallypaid during the December payroll. However, companies can decide to pay the annual salaryusing twelve identical payments rather than use the thirteenth amount. Earnings elements havebeen created for each case and these elements are explained in the following table:

Earnings Element Description

AFB SAL 13 M Used to pay the twelve payments when a payee is paid usingthirteen amounts.



Earnings Element Description

AFB SAL 13EM Used to pay the thirteenth payment.

AFB SAL 12M Used if the payee is paid using twelve identical amounts.

PeopleSoft does not maintain these earnings. The calculation rules and proration rules have beenspecified by PeopleSoft, but you may change them to fit your own requirements.

One instance where you might want to modify the proration rules is for the proration appliedto the calculation of the thirteenth month. The formula ABS FM BASE 13EME calculatesthe amount of the thirteenth-month payment.

PeopleSoft does not check whether earnings are below the statutory minimum earnings aredefined by the collective agreement according to the defined category of the employee.PeopleSoft also does not check whether earnings paid comply with the salary scale stipulated bythe collective agreement.

The Thirteenth Payment

There is an extra earnings element for the thirteenth salary amount: AFB SAL 13EM. Thisearning is triggered by a generation control when the payee leaves, or when the thirteenthpayment becomes due. The payee may choose in which month he or she wants to receive thepayment.

The earning is prorated, based on calendar days, calendar half days, and hours worked in the year.These prorations depend on accumulators, which are listed in the following table:

Accumulator Description

AFB AC JR CAL AN Stores the number of calendar days of the year. This accumulatoris populated only by the calendar days included in the segmentperiod paid.

AFB AC JR NPAY AN Stores the number of calendar days unpaid. You can populatethis accumulator based on how your organization defines anunpaid day.

AFB AC JR DPAY AN Stores the calendar days half paid. You can populate thisaccumulator based on how your organization defines a half-paidday.

AFB AC HR THEO Populated by the number of theoretical hours of the segments ofthe year.

AFB AC HR ABS AN Stores the number of hours of absences.



The accumulators in the preceding table are used in the formula AFB FM BASE 13EME tocalculate the thirteenth payment following some prorations, depending on the presence of thepayee in your company during the year.

The payment date is stored in the variable AFB VR DAT PAY 13M. The payment of thethirteenth month is triggered when the date that you indicate in this variable is included in thesegment period.

Diploma Premium

A payee may be granted an extra earning, called a Diploma Premium. The earning, PRM DIPLAFB, is entered as positive input and is liable for contributions and income tax.

All elements are delivered as sample data and are not maintained by PeopleSoft. You maymodify the rules for these earnings as required by your company’s needs. The onlyexception is the earning Diploma Premium, which is maintained by PeopleSoft.

Absences

For more information about AFB absences, see Understanding French Absence Rules.

Transport Allowance

There are two transport allowance amounts. One is for large cities (Paris and large cities listed inthe labor agreement), and the other is for smaller cities (cities with more than 100,000 inhabitantslisted in the labor agreement). They have two associated earnings elements: PRM TR 1 NC andPRM TR 2 NC.

Using an Earnings/Deductions Assignment, you must enter the earning PRM TR 1 NC for Parisand large cities. Using an Earnings/Deductions Assignment, you must also enter the earningPRM TR 2 NC for cities with more than 100,000 inhabitants.

A payee is only allowed to receive one of these two allowances, so the two earnings are exclusiveand should not be triggered for the same payee. The system does not control whether the twoearnings are entered simultaneously. It is your responsibility to manage this process.

The earnings for smaller cities are not liable to tax or social security contributions because thelimit is equal to the earnings. The other earnings are split into an amount liable to contributionsand an amount not liable to contributions.



You assign the allowance to the payee. PeopleSoft does not check whether the allowance for alarge city is being paid to a payee working in a small city. There is, however, a check to see if theearning is liable for social security contributions and tax, to a limit of 23 FRF.

Other Transport Benefits

Payees may receive other transport benefits. For example, someone may work in Paris andreceive an allowance for a ‘Carte Orange.’

Some payees may receive a car benefit in kind. A payee receiving an allowance for a CarteOrange, or a transport benefit in kind, is not liable to receive a Premium 1 or Premium 2 transportallowance.

A generation control verifies whether either of these allowances is being paid, and if either isbeing paid, a Premium 1 or Premium 2 allowance is not triggered, even if requested by the user.

End of Contract

When a payee’s contract is terminated prematurely for a non-disciplinary or economic reason(that is, the payee is laid off), the payee is entitled to a severance allowance as defined by thecollective agreement. The allowance is paid in one payment and depends on various conditions,such as term of service and the reason for the layoff. The amount of the allowance depends onthe salary base, years of service, and the payee’s category.

Payees dismissed for disciplinary reasons, including being sentenced in court, receive thestatutory allowance defined by the government because this is more favorable than the allowancedefined by the collective agreement.

For more information about the severance allowances for disciplinary dismissals, seeUnderstanding Allowances.

The severance allowance for a non-disciplinary or economic reason is triggered in the EarningIND LIC AFB.

Severance Allowance Calculation

The bracket AFB BR IND LIC contains various elements that are used in the severanceallowance calculation. The entitlement depends on the reason that triggered the action. There area variety of reason codes available in the core application, but only two are used in the bracketcalculation: termination for economic reasons or a non-disciplinary reason. You should modifythis bracket to meet your needs.

If you require additional reason codes, those reason codes need to be included in the calculation,within the bracket.



There must be a link between the bracket and the generation control, which triggers theallowance. This is why the generation control AFB GC IND LIC CC should contain the samereasons as those indicated in the bracket.

The bracket allows for seven values to be retrieved. One value is retrieved by the bracket itselfand six are retrieved in the variables listed in the following table.

Three of the variables in the following table relate to changes being introduced in the year2002.

The payee classification triggers the correct ceiling for severance allowances paid before 2002.The formula SIT FM CLASSIF AFB stores the value zero (0) if the payee is a technician and 1 ifthe payee is a manager. Because PeopleSoft does not know how and where companies will storethe payee's category, you must update the formula.

Element Name Usage

AFB VR LIMIT TECH Stores the entitlement limit used in the severanceallowance calculation for banking technicians.

AFB VR LIMIT CADR Stores the entitlement limit used in the severanceallowance calculation for banking managers.

AFB VR LIMIT > 02 Stores the entitlement limit for all payee categories after2002.

AFB VR TX LIC < 02 Stores the rate applied to calculate the severanceallowance before 2002.

AFB VR TX LIC > 02 Stores the rate applied to calculate the severanceallowance after 2002.

AFB BR IND LIC Stores the multiplier applied to the annual salary (1 for anon-disciplinary reason and 13/12 for an economicreason).

GEN VR IND LIC CC Stores an indicator with the value of 1 if the bracket isresolved (that is, if the severance allowance defined bythe collective agreement is paid). This variable will bechecked to avoid the payment of the legal severanceallowance if the labor agreement severance allowancehas already been paid.

Bracket for AFB Labor Agreement Severance Allowance Parameters

The bracket AFB BR IND LIC returns values for AFB labor agreement severance allowanceparameters. The key for this bracket is GEN VR MOTIF and the return column is AFB BR INDLIC. The variables AFB VR LIMIT TECH, AFB VR LIMIT CADR, AFB VR LIMIT > 02, AFBVR TX LIC < 02, AFB VR TX LIC > 02, and GEN VR IND LIC CC are populated based on thekey.



It is important that you understand the definition of this bracket because PeopleSoft delivers, butdoes not maintain, this bracket. So you must maintain this bracket to ensure that your setupfunctions properly.

If your organization applies the AFB collective agreement, use the sample values for this bracketand the AFB BR IND DEP RET bracket for the setup of your AFB collective agreement in orderto manage your severance and retirement allowances. If you have a collective agreement otherthan AFB, you should not use these brackets.

If you are applying the AFB collective agreement, and the AFB collective agreement definesnew values to calculate the allowance, you may need to change the parameters of thebrackets, but you do not need to create any new brackets for this allowance. If are applyingthe AFB collective agreement, you should use the brackets (AFB BR IND LIC and AFB BRIND DEP RET) delivered by PeopleSoft.

For more information about the AFB BR IND DEP RET bracket, see Bracket for AFB LaborAgreement Retirement Allowance Parameters.

If you use this bracket, make sure the variable GEN VR IND LIC CC is set to 1. Thisvariable, along with variable GEN VR IND RET CC used by the bracket AFB BR IND DEPRET, allow the system to know that the allowances are being calculated through a laboragreement brackets setup and that it should not be calculated again by legal setup.

The following table contains the sample values delivered with Global Payroll for France.

GEN VRMOTIF(Key)

AFB BRIND LIC(Return)

AFB VRLIMITTECHVariable

AFB VRLIMITCADRVariable

AFB VRLIMIT >02Variable

AFB VRTX LIC <02Variable

AFB VRTX LIC >02Variable

GEN VRIND LICCCVariable

INS 1 21,517241

16,137931

15 0,448275 0,2 1

RED 1,083333 24 18 18 0,5 0,25 1

For more information about brackets, see Defining Brackets in the PeopleSoft 8 GlobalPayroll PeopleBook. For more information about variables, see Variables in the PeopleSoft8 Global Payroll PeopleBook.



Seniority and 2002

The entitlement used to calculate severance allowance changes in 2002. The existing seniorityvalues will be frozen at the end of 2001, so the formula containing payee classification willautomatically switch to a new effective date and calculate the new entitlements when the changesare introduced..

The HR files do not tell us if a person is classified as a technician or a manager. The formula SITFM CLASSIF AFB stores the value zero (0) if the payee is a technician, and 1 if the payee is amanager.

The formula SIT FM CLASSIF AFB is used by the system until then end of the year 2001.

You maintain the formula, so the formula needs to be populated so that it can retrieve a value forthe payee’s category. By default, the value in the formula is set to zero (0). This means that ifthe formula is not updated, it will only retrieve values for technicians.

Severance Allowance Calculations

The following tables detail the calculation parameters for the severance allowance.

Severance Allowance for No Disciplinary Dismissal

Managers Technicians

Seniority required The payee must have one year ofseniority to have severance allowance.

Same as managers.

Base for calculation Base = 1/13 of the annual basic salarythe payee had or would have had duringthe last twelve months (annual basesalary of the last twelve months dividedby 13 / 12).

Same as managers.




Semester calculation The entitlements must be calculated fortwo periods as follows:

The semester must be complete; from15/09/2002 to 15/03/2003 is a completesemester. From 16/09/2002 to15/03/2003 is not a complete semester.

In case of unpaid absences, the length ofservice must be reduced for thecorresponding calendar days.

In case of the semester overlapping01/01/2002, this semester is a completesemester and the correspondingallowance is calculated in two parts: thepart corresponding to the period before01/01/2002, and the part from01/01/2002.

Same as managers.

Complete semesteracquired before01/01/2002

½ x (13/14,50) for each completesemester acquired before this date. Thisvalue is retrieved by the variable AFBVR TX LIC < 02.

Same as managers.

Complete semesteracquired from01/01/2002

1/5 for each complete semester acquiredfrom this date. This value is retrievedby the variable AFB VR TX LIC > O2.

Same as managers.

Ceilings The ceiling is the upper limit for thetwo-semester sum; the ceiling varieswith the hire date. In case of part-timeperiods, the ceiling is calculated inproportion.

Same as managers.

Hired before12/31/1999

24 x (13 / 14,50) = 21,51724This value is retrieved by the variableAFB VR LIMIT CADR.

18 x (13 / 14,50) =16,13793This value is retrieved bythe variable AFB VRLIMIT TECH.

Hired from01/01/2000

15This value is retrieved by the variableAFB VR LIMIT > O2.

Same as managers.


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Severanceallowance amount

Base for calculation x semester number.

The part-time periods must beconsidered for the calculation. Thepart-time periods must be consideredbefore the 01/01/2002 and from01/01/2002.

Same as managers.

Severance Allowance in Case of (Economic) Redundancy


Seniority required The payee must have one year ofseniority to have severance allowance.

Same as managers.

Base for calculation Base = 1/12 of the annual basic salarythe payee had or would have had duringthe last twelve months.

In case of an incomplete year, theannual salary must be rebuilt.

Same as managers.

Semester calculation The entitlements must be calculated fortwo periods as follows:

The semester must be complete; from15/09/2002 to 15/03/2003 is a completesemester; from 16/09/2002 to15/03/2003 is not a complete semester.

In case of unpaid absences, the length ofservice must be reduced for thecorresponding calendar days.

In case of semester the overlapping01/01/2002, this semester is a completesemester and the correspondingallowance is calculated in two parts: thepart corresponding to the period before01/01/2002, and the part from01/01/2002.

Same as managers.

Complete semesteracquired before01/01/2002

½ x Base for each complete semesteracquired before this date.This value is retrieved by the variableAFB VR TX LIC < O2.

Same as managers.


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Complete semesteracquired from01/01/2002

¼ x Base x Base for each completesemester acquired from this date. Thisvalue is retrieved by the variable AFBVR TX LIC > O2.

Same as managers.

Ceilings The ceiling is the upper limit for thetwo-semester sum; the ceiling varieswith the hire date. In case of part-timeperiods, the ceiling is calculated inproportion.

Same as managers.

Hired before12/31/1999

24This value is retrieved by the variableAFB VR LIMIT CADR.

18This value is retrieved bythe variable AFB VRLIMIT TECH.

Hired from01/01/2000

18This value is retrieved by the variableAFB VR LIMIT > O2.

Same as managers.

Severanceallowance amount

Base for calculation x semester number.

The part-time periods must beconsidered for the calculation. Thepart-time periods must be consideredbefore the 01/01/2002, and from01/01/2002.

Same as managers.

Retirement

The AFB labor agreement defines some entitlements for the calculation of the retirementallowance. In cases of voluntary retirement, the allowance defined by the collective agreementsupercedes the one defined by law. In case of compulsory retirement, the legal retirementallowance supercedes the allowance defined by the labor agreement, in which case only the legalallowance is calculated. The earning used for the retirement allowance for AFB is IND DRETAFB.

Some retirement entitlement is retrieved from the bracket AFB BR IND DEP RET. The bracketresolves itself to a value for the retirement rate. The search keys are GEN VR MOTIF (that is,the departure reason and GEN VR AN ANC, the number of years of seniority). If the values inthese two variables match with the search keys (using the “Use next lower” interpolation methodin the look-up rules page of the bracket) the values of the return column are populated by thevalues indicated in the bracket. The bracket AFB BR IND DEP RET retrieves the rate applied tothe average salary of the last 12 months. The variable GEN VR IND RET CC retrieves the value1 and is used to not trigger the legal retirement allowance (because if the bracket retrieves somevalues, it means that the retirement allowance for AFB will be paid and then the system shouldnot trigger the legal allowance).

You must update the bracket if you want to add some new reason to retrieve the values used forcalculating the AFB retirement allowance.


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A retirement allowance is triggered by the generation control AFB IND DRET CC. Thegeneration control triggers the retirement allowance calculation for the action/reason indicated init. The reasons listed in this generation control must be the same as the reasons used as searchkeys in the bracket AFB BR IND DEP RET.

You maintain the generation control, so you need to populate it with whatever action/reasons arerequired.

In the case of compulsory retirement, allowances are defined by law. In such cases, the AFBallowance is not triggered.

For more information about the statutory compulsory retirement allowance, seeUnderstanding Allowances.

Bracket for AFB Labor Agreement Retirement Allowance Parameters

The bracket AFB BR IND DEP RET returns values for the AFB labor agreement retirementallowance parameters. The keys for this bracket are GEN VR MOTIF and GEN VR AN ANCCONT and the return column is AFB BR IND DEP RET. The variable GEN VR IND RET CC ispopulated based on the key.

It is important that you understand the definition of this bracket because PeopleSoft delivers, butdoes not maintain, this bracket. So you must maintain this bracket to ensure that your setupfunctions properly.

If your organization applies the AFB collective agreement, use the sample values for this bracketand the AFB BR IND LIC bracket for the setup of your AFB collective agreement in order tomanage your severance and retirement allowances. If you have a collective agreement other thanAFB, you should not use these brackets.

If you are applying the AFB collective agreement, and the AFB collective agreement definesnew values to calculate the allowance, you may need to change the parameters of thebrackets, but you do not need to create any new brackets for this allowance. If are applyingthe AFB collective agreement, you should use the brackets (AFB BR IND LIC and AFB BRIND DEP RET) delivered by PeopleSoft.

For more information about the AFB BR IND LIC bracket, see Bracket for AFB LaborAgreement Severance Allowance Parameters.

If you use this bracket, make sure the variable GEN VR IND RET CC is set to 1. Thisvariable, along with variable GEN VR IND LIC CC used by the bracket AFB BR IND LIC,allow the system to know that the allowances are being calculated through a labor agreementbrackets setup and that it should not be calculated again by legal setup.


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The following table contains the sample values delivered with Global Payroll for France.

GEN VRMOTIF (Key)

GEN VR ANANC (Key)

AFB BR IND DEPRET (Return)

GEN VR IND RETCC (Variable)

VRE 10 0,666666 1

VRE 15 1,25 1

VRE 20 2,5 1

VRE 30 2,5 1

For more information about brackets, see Defining Brackets in the PeopleSoft 8 GlobalPayroll PeopleBook. For more information about variables, see Variables in the PeopleSoft8 Global Payroll PeopleBook.

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C H A P T E R 1 4

Understanding French Absence Rules

PeopleSoft delivers predefined rules for processing absences due to vacation, illness, maternity,work accidents, and other reasons. We’ve designed these rules in accordance with Frenchstatutory requirements. You can easily modify many of these rules to reflect absence policies thatare specific to your organization or to collective agreements that may be in force for youremployees.

This section supplements the absence documentation provided in the PeopleSoft 8 Global PayrollPeopleBook. Before you begin reading about French absence functionality, we recommend thatyou read the Understanding Absences section to acquaint yourself with the absence featuresoffered by PeopleSoft Global Payroll and to develop a basic understanding of the concepts behindabsence processing in Global Payroll.

Absence Setup Steps for France

Before you can enter and process absences, you must complete various setup tasks. We describethe general setup steps under Absence Set-up and Management Tasks in the PeopleSoft 8 GlobalPayroll PeopleBook. The specific steps applicable to PeopleSoft Global Payroll for Francefollow.

To prepare PeopleSoft Global Payroll for France for absence processing:

1. Define work schedules and assign a schedule to each payee.

You can find instructions for creating and assigning work schedules in the Using Schedulessection of the PeopleSoft 8 Global Payroll PeopleBook.

2. Define holiday schedules.

Instructions for creating and assigning holiday schedules are in the Using Schedules sectionof the PeopleSoft 8 Global Payroll PeopleBook.

3. Run the Build Work Days by Week process to count the working days in each week.

For instructions, see Calculating Worked Days later in this section.

4. Modify the delivered absence take and absence entitlement elements; create new absenceelements, as needed.

A complete list of the absence take and absence entitlement elements we deliver withPeopleSoft Global Payroll for France appears at the end of this section. We deliver sample


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values for many of these elements. Most likely, you’ll want to replace at least some of thesevalues with data that is specific to your organization. We explain how to do this in thissection.

In most cases, modifying a delivered absence rule involves updating variable or bracketelements the system uses to resolve the absence entitlement or take rules. The Variables byCategory Page offers a quick way to update several variable elements at the same time. Toupdate bracket elements, use the Bracket component described in the Defining Bracketssection of the PeopleSoft 8 Global Payroll PeopleBook.

If you plan to create your own absence rules, you can use any of the supporting elementsdescribed in this section. Be sure to also read Defining Absence Elements in the PeopleSoft 8Global Payroll PeopleBook and Adding New Elements to the Absence and Payroll Process inthis book.

5. Assign absence elements to payees and process lists.

As with all primary elements, you must assign absence entitlement and take elements topayees and include the elements in the process lists that you use when you run the absenceprocesses. (This step is not necessary for per-absence entitlement elements.)

PeopleSoft delivers predefined sections and process lists for absence processing. You canuse these, modify them, or create your own.

Absence Rules for Paid Vacation

We deliver the following absence entitlement and absence take rules (elements) for paid vacation.You can modify some of these absence rules by updating the variables and brackets described inthis section.


Standard paid vacation CPT CG PAYES CPE CG PAYES

Split vacation days CPT FRACTMT CPE FRACTMT

Seniority paid vacation CPT ANCIENTE CPE ANCIENTE

Anticipated paid vacation CPT CG ANTICIP CPE CG PAYES

Other paid vacations CPT AUTRES CPE AUTRES

Modifying Entitlement Rules for Paid Vacations

The variables and brackets that you can update for paid vacation, along with the sample valueswe deliver are listed in the following table. After the table, we provide a short discussion of eachof these elements. The Category column identifies the category you should select if you use theVariables by Category page to update the variable.



Element Name Use DeliveredValue

Category

CPA VR MOISDEB REF

Reference period. Stores the number of thestarting month of the reference period.

6 CPA

CPA VR MAX PDDAYS

Maximum entitlement. Stores the maximumnumber of paid vacation days that anemployee can accumulate during thereference period.

The value of this variable should beconsistent with the value entered for CPAVR JRS/1 SEM described later in this table.

30(workingdays)

CPA

CPA VR GESTFRACT

Split vacation days (conges payes pourfractionnement). Specifies whether thesystem should track split vacation days. (1 =yes; 0 = no)

1 CPA

CPA VR JRS/1SEM

Day weight. Stores the number of days to bedecreased when an employee takes one weekof vacation. This enables you to specify ifyou want to use business days or workingdays as the basis for counting paid vacationdays.

6 workingdays

CPA

CPA VR J JNEMERE

Extra paid vacation days. Specifies thenumber of extra days of paid vacationavailable to employees (for example, youngmothers).

0 CPA

CPA VR C 1/10 Comparison of 1/10 rule to salary upholding.Tells the system when to perform thecomparison. 1 = compare at each take; 2 =compare at the last take (when all entitlementhas been taken).

1 CPA

CPA BR DRTS Stores the number of days of paid vacation towhich an employee is entitled for a numberof periods of 4 worked weeks.

2.5workingdays and2.08businessdays foreachperiod of4 weeks

Notapplicable

ABS BR ASS TRVLOI, ABS BR ASSTRAV CC

Identifies which types of absences areconsidered as effective work days whencalculating entitlement and the period of timethat a payee must work before eligible toaccrue entitlement.

SeeDefiningEffectiveWorkDays.

Notapplicable



Element Name Use DeliveredValue

Category

CPA BR JRSANCIEN

Seniority. Stores the number of days of paidvacation to which an employee is entitledaccording to years of seniority.

SeeDefiningExtra PaidVacationDays forSeniority.

Notapplicable

ABS BR ANC_ABSLOI, ABS BRANC_ABS CC

Identifies which types of absences areconsidered as effective work days whencalculating seniority.

SeeDefiningEffectiveWorkDays forSeniorityAccrual.DefiningEffectiveWorkDaysABSBRABX140141

Notapplicable

Changing the Reference Period (CPA VR MOIS DEB REF)

Entitlement for paid vacation is based on a reference year. The reference year, usually 1 June to31 May, represents the 12 previous, consecutive months during which an employee accumulatesentitlement to paid vacation. Employees can use the accrued entitlement only after completingthe reference year.

When you receive Global Payroll for France, the reference year is set to 6 to represent 1 June, thelegal begin date that applies in most cases. If you want to change the reference year, update thevalue of the CPA VR MOIS DEB REF variable element.

Defining Maximum Entitlement for Paid Vacation (CPA VR MAX PD DAYS)

You can specify the maximum number of paid vacation days an employee can accumulate duringthe reference period. When entitlement exceeds the limit, the system rounds entitlement to themaximum value.

The maximum entitlement value is set to 30 when Global Payroll for France is delivered. Tochange this number, update the value of the variable element CPA VR MAX PD DAYS.

Note. The values stored by CPA VR MAX PD DAYS and CPA VR JRS/1 SEM shouldrepresent the same type of days—business days or working days.



Tracking Split Vacation Days (CPA VR GEST FRACT)

Employees may be eligible for up to two extra days of paid vacation, or split vacation days(conges payes pour fractionnement), when they split their principal paid vacation and take somevacation days after the end of the legal vacation period (1 May and 31 October). To be grantedthe split vacation days, a person must take more than 12 and less than 24 consecutive paidvacation days during the legal vacation period.

If you want the system to calculate extra days of vacation for employees who qualify for splitvacation entitlement, set the value of the CPA VR GEST FRACT variable to 1. Otherwise, setthe value to 0. (You must also assign the entitlement element CPE FRACTMT to eligiblepayees.)

Changing the Day Weight (CPA VR JRS/1 SEM)

When a payee takes one week of paid vacation, the system can decrease entitlement by sixworking days (jours ouvrables) or five business days (jours ouvres) depending on the value of thevariable element CPA VR JRS/1 SEM. The variable is set to 6 when we deliver PeopleSoftGlobal Payroll for France.

The system uses the value of CPA VR JRS/1 SEM as a weighting factor so that it can correctlyreduce paid vacation entitlement for both full-time and part-time employees. It also uses CPAVR JRS/1 SEM to determine the denominator for the rate it applies when calculating positiveinput for the earnings and deductions associated with the absence. For example, if CPA VRJRS/1 SEM is set to 5 (for business days), the system calculates the payee’s earnings for eachpaid vacation day by dividing the monthly base salary by the number of business days in themonth. If you enter 6, the valuation is in working days.

The values stored by CPA VR JRS/1 SEM and CPA VR MAX PD DAYS should represent thesame type of days—business days or working days.

Note. When a paid vacation day falls on a holiday that is normally a work day, the systemfirst adds the weighted value to the paid days and also adds the weighted value of thevacation day to the entitlement balance.

Warning! You can choose between business days or working days only once. If youchange your selection later, the consequences may be unpredictable. In addition, if youtransfer entitlement accumulators from one company to another within your organization andthe companies use different calculation methods for paid vacation, the entitlement resultswill not be accurate.

Example 1: Company Counts Paid Vacation in Working Days (CPA VR JRS/1 SEM= 6)

Assume that a payee normally works 2 days per week. The weighting for each day is 3 (or 6/2).Each time that the payee takes one vacation day, the system deducts 3 days (the weighting factorof 3 x 1 absent day).



Example 2: Company Counts Paid Vacation in Business Days (CPA VR JRS/1 SEM= 5)

Assume that a payee normally works one day a week. The weighting factor for each worked dayfor the payee is 5/1 or 5. When the payee takes one day of paid vacation, the system deducts 5days of entitlement (5 x 1 day).

If the entitlement balance is greater than 0 and the absence take weight exceeds the balance, thesystem replaces the take weight with the balance accumulator. In other words, if the take exceedsthe entitlement balance, the system reduces the balance to 0. For example, if the entitlementbalance is 0.85 days and the payee takes a vacation day with a weight of 1.66, the balancereplaces the absence weight. The balance accumulator value after this absence is then equal to 0.

Defining Extra Paid Vacation Days (CPA VR J JNE MERE)

If you want to grant extra days of paid vacation to employees, use the variable element, CPA VRJ JNE MERE, to specify the number of extra days. You can use the element to define extra daysof paid vacation for young mothers, or to grant extra paid vacation for any other reason.

CPA VR J JNE MERE returns the entitlement amount for CPE AUTRES, the entitlement elementthat you use to record other paid vacation take. The value of CPA VR J JNE MERE is set to 0when you receive PeopleSoft Global Payroll for France.

Unused entitlement for extra days of paid vacation is not carried forward at year-end.

If you enter a value for CPA VR J JNE MERE, every person to whom the entitlementelement CPE AUTRES is assigned accrues entitlement regardless of the person’s age orgender.

Comparing the 1/10 Rule and Salary Upholding Rule (CPA VR C 1/10)

The allowance for paid vacation is determined by comparing two calculations, the 1/10 rule andthe salary upholding rule. For the 1/10 rule, the basis for calculating paid vacation is 1/10 of thepayee’s earnings in the previous year. For the salary upholding rule, the basis is the payee’scurrent year earnings.

You can use the variable element, CPA VR C 1/10, to specify whether you want the system tocompare the two calculation methods for each absence take or for the last take only—the take thatreduces the entitlement balance to 0.

• Set CPA VR C 1/10 to 1 compare the calculation methods for each take and apply the mostfavorable outcome to the payee. This is the delivered value.

• Set CPA VR C 1/10 to 2 to do the comparison only when the last absence occurs.



Defining Entitlement for 4-week Periods (CPA BR DRTS)

By law, employees are entitled to 2.5 working days (jours ouvrables) or 2.08 business days ofpaid vacation for each period of 28 calendar days of work. Working days include all weekdaysexcept the legal day off, usually Sunday.

You can store entitlement values for paid vacation in the bracket element CPA BR DRTS. Thekeys to this bracket are CPA FM CALC DRTS and LABOR AGREEMENT. For eachcombination of these two keys, the bracket returns the number of working days of entitlement (inthe bracket, itself), and the number of business days of entitlement (in the variable CPA VR DRTOUVRES).

The value of CPA VR JRS/1 SEM determines whether the system retrieves entitlement inworking days (CPA VR JRS/1 SEM = 6) or business days (CPA VR JRS/1 SEM = 5).

For more information about CPA VR JRS/1 SEM, see Changing the Day Weight (CPA VRJRS/1 SEM).

You can update the bracket with the values for each valid combination of keys in yourorganization. The entitlement values that you enter should represent 4-week periods. Forexample: 1 period of 4 weeks = 2.5 working days or 2.08 business days; 2 periods of 4 weeks = 5days working days and 4.16 business days, and so on, up to 30 working days or 25 business days(depending on the value of the variable CPA VR MAX PD DAYS).

Some of the sample values we deliver with CPA BR DRTS are as follows:

CPA FM CALC DRTS(key)

LABORAGREEMENT(key)

ABS BR DRTS(return column forworking days)

CPA VR DRTOUVRES(return column forbusiness days)

1 2.5 2.08

2 5 4.16

3 7.5 6.24

The system uses proration to calculate the exact number of paid vacation days to which the payeeis entitled at the end of the reference year and when an employee leaves your organization.

Defining Effective Work Days (ABS BR ASS TRV LOI, ABS BR ASS TRAV CC)

Two periods of time affect entitlement for paid vacation:

• The period of time that an employee must work (4 weeks) before he can begin to accumulateentitlement. We also refer to this as the opening of entitlement.

• The reference period upon which entitlement calculations are based.



These two periods of time do not use the same definition of working days. For example, certainabsences that are treated as effective work days when calculating entitlement are not consideredeffective work days when determining whether the 4-week period has been met.

PeopleSoft delivers two bracket elements that you can update, if necessary, to specify whichabsences the system should interpret as effective workdays in each of these cases.

• ABS BR ASS TRV LOI specifies which absences the system should interpret as effectiveworkdays according to the law. The key for the bracket is TAKE CONFIG2. For each valueof TAKE CONFIG2, the bracket returns two values: one for the bracket itself and one for thevariable element ABS VR CP OUV LOI (0 = count as effective working day; 1 = do not countas an effective work day). The first value, returned for the bracket, tells the system how tointerpret absences for entitlement calculations (0 = count as effective work day). The secondvalue tells the system how to interpret absences for the opening of entitlement (the 28-dayperiod). For the list of valid TAKE CONFIG2 values, see Understanding the User-Defined(TAKE CONFIG) Fields.

Some of the sample values we deliver for ABS BR ASS TRV LOI are as follows.

TAKE CONFIG2(key)

ABS BR ASS TRV LOI(return column forentitlement calculations)

ABS VR OUV CP LOI(return column for openingof entitlement)

MAL 1 1

AT 0 1

ATRCH 1 1

• ABS BR ASS TRAV CC specifies which absences the system should interpret as effectivework days according to collective agreements. The keys for this bracket are TAKE CONFIG2and LABOR AGREEMENT. For each combination of these keys, the bracket returns twovalues: one for the bracket itself and one for the variable element ABS VR CP OUV CC. Thefirst value, returned for the bracket, tells the system how to interpret absences for entitlementcalculations. The second value tells the system how to interpret absences for the opening ofentitlement (the 28-day period).

For example, suppose that you want sick days to be interpreted as effective working days whencalculating the opening of entitlement for collective agreement XYZ. In this case, you accessthe bracket element ABS BR ASS TRAV CC and for the combination of the keys TAKECONFIG2 = MAL and Labor Agreement = XYZ, you set the value returned in the variableABS VR CP OUV CC to 0.

Some of the sample values we deliver for ABS BR ASS TRAV CC are as follows:

TAKE CONFIG2(key)

LABORAGREEMENT(key)

ABS BR ASS TRAVCC(return column forentitlementcalculations)

ABS VR OUV CP CC(return column foropening ofentitlement)

MAL AFB 1 1



ATRCH AFB 1 1

AT AFB 0 1

Defining Extra Paid Vacation Days for Seniority (CPA BR JRS ANCIEN)

The entitlement element CPE ANCIENTE defines rules for granting extra days of paid vacationto payees based on seniority (conges payes anciennete). The bracket element CPA BR JRSANCIEN returns the appropriate entitlement value for CPE ANCIENTE.

CPA BR JRS ANCIEN has the following keys:

• GEN VR AN ANC, a variable element that stores years of service.

• LABOR AGREEMENT, a system element that identifies the collective agreement.

For each combination of these keys, the bracket returns the number of business days ofentitlement (in the bracket itself).

The following table shows the sample entitlement values PeopleSoft delivers with CPA BR JRSANCIEN. You can change these values as well as specify seniority entitlement by collectiveagreement, if applicable.

Sample values for CPA BR JRS ANCIEN:

GEN VR AN ANC(Key: Years of Seniority)

LABOR AGREEMENT(Key: Labor Agreement)

CPA BR JRS ANCIEN(Return column:Entitlement)

2 2

3 3

6 6

When calculating entitlement, the system refers to the payee’s years of service as of the firstday of the absence. If the payee crosses a seniority boundary during his absence, the systemdoes not increase entitlement for that absence.

Defining Effective Work Days for Seniority Accrual (ABS BR ANC_ABS LOI, ABSBR ANC_ABS CC)

Two bracket elements define how the system should consider a payee’s absences whencalculating years of seniority. One bracket (ABS BR ANC_ABS LOI) specifies the legalrequirements; the second (ABS BR ANC_ABS CC) specifies the requirements by collectiveagreement.

• ABS BR ANC_ABS LOI uses the system element TAKE CONFIG2 as the key. The bracketreturns one of the following values:


1 4 - 1 0 U N D E R S T A N D I N G F R E N C H A B S E N C E R U L E S P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

� 0 if the absence is not considered an effective work day

� 1 if the absence is considered an effective work day, or

� 0,5 if only half of the absent days are considered as effective work days (designed for aspecific leave of absence).

For more information about the TAKE CONFIG2 values, see Understanding the User-Defined (TAKE CONFIG) Fields.

Some of the sample values we deliver for ABS BR ANC_ABS LOI are:

TAKE CONFIG2(key)

ABS BR ANC-ABS LOI(return column)

MAL 0

AT 1

ATRCH 0

• ABS BR ANC_ABS CC uses the system elements TAKE CONFIG2 and LABORAGREEMENT as keys. For each combination of these two values it returns one value for thebracket element itself (0 or 1) and one value for the variable ABS VR J PAYES CC (0 or 1).

Possible values returned by the bracket element are as follows:

� 1 if the absence is considered as effective work by the collective agreement

� 0 if the absence is not considered as effective work by the collective agreement

The value returned by ABS VR J PAYES CC is only relevant when the bracket returns avalue of 1. Valid values returned by ABS VR J PAYES CC are as follows:

� 1 if the absence is considered as an effective work day only if it is paid

� 0 if the absence is considered an effective work day regardless of whether it is paid.

Some of the sample values we deliver for ABS BR ANC ABS CC are:

TAKE CONFIG2(key)

LABORAGREEMENT(key)

ABS BR ANC-ABS CC(return column)

ABS VR J PAYES CC(return column)

MAL AFB 1 1

AT AFB 1 1

ATRCH AFB 1 1


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L U N D E R S T A N D I N G F R E N C H A B S E N C E R U L E S 1 4 - 1 1

The Minimum Work Period

Legally, the minimum work period required before a payee can begin to earn entitlement for paidvacation, is one month or four weeks of work. This is equivalent to 28 calendar days, the numberthat the system uses to determine when a payee meets the minimum work period. This number isstored in the element CPA VR OUV DTS and should not be changed.

Fixed-Term Contracts (CDD)

The delivered entitlement rules for paid vacation take into account the requirements specific topersons with fixed-term contracts (CDD). The system identifies these employees through thecontract information maintained in PeopleSoft Human Resources.

Accumulation Periods for Paid Vacation (CPE CG PAYES)

PeopleSoft delivers accumulators that track paid vacation entitlement for the four periods (48months) shown in the following table. At the end of each accumulation period, the systemautomatically carries over any remaining entitlement to the next period.

Period PeriodName

Comments

Current reference period A+1 Current period of accumulation.

Current period (for taking vacation) A Entitlement calculated in A+1 istransferred to A each 31 May or 1 June.

The period before the previous period A-1 The balance for the current period istransferred to A-1 each 31 May or 1June.

The period before A-1 A-2 The balance for A-1 is transferred to A-2 each 31 May or 1 June.

Example

Assume today is 5 October, 2000. If the reference period is 1 June to 31 May, then the relevantaccumulation periods are displayed in the following exhibit:

Text

Text

Text

Text

June1997

June1998

June1999

June2000

June2001

A-2 A-1 A A+1

5 October

The four accumulation periods for paid vacation entitlement



We track four totals for each accumulation period: entitlement earned, the entitlement balance,take, and adjustments. For each, the accumulation period is set to Year To Date. By default, theBegin Option date is 1 June, meaning that the accumulation period runs from 1 June to 31 May ofthe following year.

You can change the beginning month of the reference period by updating the variable CPA VRMOIS DEB REF. The Begin Option field refers to CPA VR MOIS DEB REF for the month. So,if the variable is set to 1, the accumulation period begins in January, if it is set to 5, the periodbegins in May, and so on.

If you change the reference year by updating the variable element CPA VR MOIS DEB REFthe system automatically updates the accumulator periods for CPE CG PAYES.

Paid Vacation In-lieu Allowance

Upon leaving a company, a payee is entitled to compensation in-lieu of any unused paid vacationdays. Global Payroll for France automatically calculates the correct earnings for terminatedpayees, generating earnings for each day of unused paid vacation, seniority paid vacation, splitvacation days, and other paid vacation days for which the employee is entitled to receivecompensation.

Generation control triggers the calculation of allowances for paid vacation in-lieu. The systemcan generate up to four earnings for each period of paid vacation (if any days remain in theprevious periods): A-2, A-1, A and A+1. (The four accumulation periods are described in theprevious topic.)

The system does not pay entitlement earned during the current reference period (A+1) when youselect Termination in the Action/Reason field in Job Data, and then select misconduct (CON) orgross misconduct (GMI).

Absence Rules for Illness, Maternity, Work Accident

PeopleSoft delivers absence entitlement and absence take rules for illness, maternity, and workaccidents. You can modify some of these absence rules by updating the variables and bracketsdescribed in this section.

Entitlement for the elements discussed in this section is calculated per absence—that is, at thetime of each absence event, not at a regular frequency.

The following tables present a partial list of the take elements and corresponding entitlementelements delivered for illness, maternity, and work accidents. We list only those take elementsthat you enter when recording absences on the Absence Event Entry page. The system uses themapping and negative entitlement features of Global Payroll to trigger the resolution of other takerules during processing, when required.

For example, if you enter the absence take element MLT MALADIE to record sick time, onceentitlement for this element has been depleted, the system automatically uses the entitlement forMLT MALADIE 2, which contains the appropriate compensation rate for the second absence



period. When entitlement for MLT MALADIE 2 is depleted, the system uses the entitlementassociated with MLT MALADIE 3, and so on.

For a complete list of the take and entitlement elements delivered with Global Payroll for France,the associated earnings or deduction elements, and corresponding payment rates and units, see theList of Absence Take Elements.

Illness Rules


Illness take 1 MLT MALADIE MLE MALADIE

Therapeutic part time MLT MT THERP MLE MT THERP

Authorized unpaid therapeutic MLT MT THER NP

None

Long period illness MLT LGMALADIE

MLE LG MALAD

Unpaid course of treatment MLT CURE NP None

Paid course of treatment 1 MLT CUREPAYEE

MLE CURE

Maternity Rules


Paid maternity MTT MATERNPAYEE

MTE MAT PAY

Unpaid maternity MTT MATERNNON PAY

None

Paid adoption MTT ADOPTION MTE ADOPTION

Unpaid adoption MTT ADOPTIONNON PAY

None

Pathological leave 1 MTTPATHOLOGIQ

MLE MALADIE

Pathological leave before maternity 1 MTT PATHO AV MLE MALADIE

Additional maternity absence MTT CG SUP MTE CG SUP

Work Accident Rules


Work accident - take 1 ATT TRAVAIL ATE TRAVAIL

Accident on way to work 1 ATT TRAJET ATE TRAJET

Work accident relapse 1 ATT RECHUTETRAV

ATE TRAVAIL




Accident on way to work: relapse 1 ATT RECHUTETRAJ

ATE TRAJET

Professional disease 1 MLT PROFESSL MLE PROFESSL

Relapse of professional disease 1 MLT PRORECHUTE

MLE PROFESSL

Modifying Absence Rules for Illness, Maternity, and Work Accidents

The following table lists the variable, bracket, and accumulator elements that you can update forillness, maternity, and work accidents, along with the sample values we deliver. After the table,we provide a short discussion of these elements. The Category column identifies the categoryyou should select if you use the Variables by Category page to update the variable.

Element Name Use DeliveredValues

Category

ABS BR ABSVALO

Specifies whether to generate positiveinput for earnings and deductions in hours,business days, or calendar days.

See DefiningUnits forEarnings andDeductionCalculations

Notapplicable

ABS BR IJSSDTS/TX,

ABS BR IJSSMN/MX

IJSS entitlement. Returns entitlementvalues for IJSS calculations and specifiesthe minimum and maximum entitlementrate or amount.

See IJSSEntitlementand PercentCalculation

Notapplicable

ABS VR ENF LIMIJ

Illness – IJSS entitlement calculation.Specifies the number of children thattriggers a change in entitlement and ratesfor IJSS calculation. Works with theDependent Data page in PeopleSoftHuman Resources.

3 MAL

MAL VRCARENCE IJ

Illness waiting period. Specifies thewaiting period for social security dailyallowance in the event of illness.

3 MAL

MAL VRCARENCE MT

Illness waiting period. Specifies thewaiting period for salary upholdingbecause of illness.

10 MAL

ATR VRCARENCE IJ

Work accident waiting period. Specifiesthe waiting period for social security dailyallowance in the event of a work accident.

0 ATR

ATR VRCARENCE MT

Work accident waiting period. Specifiesthe waiting period for salary upholding inthe event of a work accident.

1 ATR




Category

ABS BR MT SALLOI

Salary upholding. Specifies the legalsalary upholding rates for illness and workaccidents.

See DefiningEntitlementfor SalaryUpholding.

Notapplicable

ABS BR MT SALAFB

Salary upholding for AFB. Specifies theAFB salary upholding rates for illness andwork accidents.

See DefiningEntitlementfor SalaryUpholding.

Notapplicable

MAL VRCARENCE AFB

Illness. Specifies the maximum number ofabsences due to illness without a waitingperiod for salary upholding. For AFBonly.

3 MAL

ABS VR ENF LIMAFB

Illness – entitlement calculation for AFB.Specifies the number of children thattriggers a change in entitlement. Workswith the Dependent Data page inPeopleSoft Human Resources. Onlydependents for which the Status 9 checkbox is selected are counted as children.

1 MAL

ABS VR PENSINVALD

Long-term illness (IJSS amount). Theannual amount for the disability pension.

17633 (valuein FrenchFranc)

ABS

ABS VR DTSMATERN

Maternity. Specifies the number of daysof paid time off to which payees areentitled for maternity. You enter the valuevia a supporting element override.

See EnteringAbsences forMaternityand Adoption

MAT

MAT VR DTSADOPT

Maternity. Specifies the number of daysof paid time off to which payees areentitled for adoption.

42 (calendardays)

MAT

MAT VR DTS IJ Maternity. Specifiies the number of daysof social security daily allowances formaternity.

42 (calendardays)

MAT

ATR AC SALBASE

Work accident certificates. Specifieswhich earnings elements contribute to theaccumulator for the base salary that thesystem uses to produce work accidentcertificates.

Accumulatormembers:SAL BASEAFB SAL12MAFB SAL13M

Notapplicable




Category

ATR AC AV NAT Work accident certificate. Identifies theearnings elements that contribute to thepayments-in-kind amount that the systemuses when preparing work accidentcertificates. This amount appears in theAdv Kind & Tips field on the Frames Aand B Page (Salary Accessories tab). Youcan change the elements that are membersof the accumulator.

Accumulatormembers:ANNOURRITURANLOGEMENTANVEHICULEANAUTRES

Notapplicable

ATR AC PRIMESATR AC FPSOUMISATR AC RAPPELSATR AC PRIMETRIMATR AC PRIMEAN

Work accident certificate. Identifies theearnings or deduction elements thatcontribute to the allowances amount(including premiums and gratuities) thatthe system uses when preparing workaccident certificates. This amount appearsin the Allowances field on the Frames Aand B Page (Salary Accessories tab).. Youcan select the members of theaccumulator.

None.PeopleSoftdoes notdeliver anyearnings ordeductionelements forallowances.

Notapplicable

Defining Units for Earnings and Deduction Calculations (ABS BR ABS VALO)

When you run the Take process, the system creates positive input for the earnings or deductionelements associated with the absence take element that was used to record the payee’s absence.Although the absence event is stored in units of days or hours, you can instruct the system to usehours, business days, or calendar days when generating the positive input. For each type ofabsence, you use the ABS BR ABS VALO bracket to define the type of units you want to use forearnings and deductions. (The unit type must be the same for earnings and deductions.)

The key to ABS BR ABS VALO is the system element TAKE CONFIG2, which identifies theabsence type, for example MAL for illness, AT for work accident, and so on.

For more information about TAKE CONFIG2 see Understanding the User-Defined (TAKECONFIG) Fields

The return columns for the bracket are as follows:

• ABS VR VALO HEURES - hours.

• ABS VR VALO JO - business days.

• ABS VR VALO JC - calendar days.



To select the units that you want the system to use, set the value of corresponding variable to 1.Set the value of the other two variables to 0.

Some of the sample values delivered with ABS BR ABS VALO are as follows:

TAKE CONFIG2(key)

ABS VR VALOHEURES(return column)

ABS VR VALO JO(return column)

ABS VR VALO JC(return column)

MAL 1

AT 1

ATRCH 1

When you enter a value of 0 in a return column, the field appears empty. For this reason, wedo not show zeros in the previous table.

IJSS and Salary Upholding

When an employee is eligible to receive a daily IJSS allowance during an absence, the employermust uphold the employee’s salary, that is, the employer must pay the current salary minus theamount of the allowance.

The take elements that PeopleSoft delivers for illness, work accidents, and maternity are allmapped to take elements that automatically trigger IJSS calculations, when appropriate. Whenyou record the absence on the Absence Event Entry page, the system checks to see whether thepayee meets the requirements for receiving an IJSS allowance. If he does, the system appliessalary upholding.

The system calculates a payee’s eligibility for IJSS entitlement only once, at the original begindate of the absence. If a payee is not eligible for IJSS, the system does not calculate IJSS nordoes it uphold the employee’s salary.

Should you need to, you can manually update the opening of entitlement for employees byentering a supporting element override that sets the formula that triggers the opening of IJSS(ABS FM TEST OUV IJ) to 1.

For more information about entering absences when IJSS is not paid, see When IJSSAllowance is Not Paid.

The system calculates a payee’s daily allowance for IJSS until entitlement for salary upholding isdepleted.



Subrogation of Social Security Daily Allowances (IJSS)

Some employers can choose to receive an employee’s daily social security allowance and thenpay the allowance to the payee with his salary. We use the term subrogation to refer to thismethod of paying IJSS. Global Payroll for France does not manage subrogation of IJSSallowances.

IJSS Entitlement and Percent Calculation (ABS BR IJSS DTS/TX, ABS BR IJSSMN/MX)

The system uses two bracket elements for IJSS calculations:

• ABS BR IJSS DTS/TX.

This bracket stores the number of days of entitlement due to an employee based on the typeof absence and the number of children the employee has. One of the two keys for this bracketis the variable ABS VR NOM PRISE, which is populated by a formula and stores the nameof the absence that’s being processed (MALADIE for illness, LG MALADIE for long termillness, TRAVAIL for work accident, CURE for course of treatment, PATHOAV forpathological leave before maternity, PATHOAP for pathological leave after maternity). Theother key is the formula ABS FM ENF BR IJ, which returns either 0 or 3 (entitlementchanges when a payee has over 3 children).

For each combination of the two keys, the bracket returns the number of days of entitlementand the appropriate percent to apply. It can store up to three entitlement amounts and threepercentages for each combination of keys.

The return columns for the bracket are as follows:

� ABS BR IJSS DTS/TX (the bracket itself): the number of days of entitlement for the first rateapplicable to IJSS.

� ABS VR IJ TX1: the first rate.

� ABS VR IJ DTS2: the number of days of entitlements for the second rate.

� ABS VR IJ TX2: the second rate.

� ABS VR IJ DTS3: the number of days of entitlements for the third rate.

� ABS VR IJ TX3: the third rate.

The following table shows some of the sample values delivered with ABS BR IJSS DTS/TX.

ABS VRNOMPRISE(key)

ABS FMENF BRIJ (key)

ABSBRIJSSDTS/TX

ABSVR IJTX1

ABSVR IJDTS2

ABSVR IJTX2

ABS VRIJ DTS3

ABS VRIJ TX3

MALADIE 0 30 50 150 50 999 51.49



MALADIE 3 30 50 150 66.66 999 68.66

LG

MALADIE

0 900

LG

MALADIE

3 900

• ABS BR IJSS MN/MX.

This bracket uses the same keys as ABS BR IJSS DTS/TX, but returns for each combinationof these keys the maximum and minimum limits to apply to the daily allowance. Limits arestated as rates or amounts, as defined by law. The return columns for the bracket are asfollows:

� ABS BR IJSS MN/MX (the bracket itself): the minimum rate for the first entitlement rateapplicable to IJSS.

� ABS BR IJ MAXI1: the maximum for the first entitlement rate (it calculates the dailyallowance as follows: ABS BR IJ MAXI1 x theoretical A ceiling x 12).

� ABS VR IJ MINI2: the minimum for the second entitlement rate.

� ABS VR IJ MAXI2: the maximum for the second entitlement rate (it calculates the dailyallowance as follows: ABS BR IJ MAXI2 x theoretical A ceiling x 12).

� ABS VR IJ MINI3: the minimum for the third entitlement rate (a monetary variable).

� ABS VR IJ MAXI3: the maximum for the third entitlement rate (it calculates the dailyallowance as follows: ABS BR IJ MAXI3 x theoretical A ceiling x 12).

Some of the sample values delivered with ABS BR IJSS MN/MX are as follows.

ABS VRNOMPRISE(key)

ABS FMENF BRIJ (key)

ABSBRIJSSMN/MX

ABS VRIJ MAXI1

ABS VRIJ MINI2

ABS VRIJ MAXI2

ABS VRIJ MINI3

ABS VRIJ MAXI3

MALADI

E

0 0 0.001389 0 0.001389 48.31 F 0.001429

MALADI

E

3 0 0.001852 0 0.001852 64.39 F 0.001905



Identifying Dependent Children for IJSS Calculations

IJSS allowances are based, in part, on the number of children that are dependent on the payee. Achild is considered a dependent until age 16 (age 18 if the child is an apprentice, age 20 if thechild is a student).

You use the Dependent Data - Personal Profile page to indicate which children qualify asdependents. If you update dependent information during the time that a payee is absent, thesystem automatically adjusts the calculation for the IJSS allowance.

To identify dependent children who meet the criteria for IJSS entitlement:

1. Access the Dependent Data - Personal Profile Page in PeopleSoft Human Resources.

The navigation to this page is Administer Workforce, Administer Workforce (GBL), Use,Dependent Data.

2. Select the French flag at the bottom of the page to display additional fields for France.

3. Select the Status 10 check box.

Updating the Number of Dependent Children for IJSS Calculations (ABS VR ENFLIM IJ)

The variable element ABS VR ENF LIM IJ specifies the number of dependent children thattriggers a change in the calculations for IJSS entitlement. The variable is set to 3 when delivered.You can update the number if the legal limit changes.

Defining Waiting Periods for IJSS and Salary Upholding (MAL VR CARENCE IJ,MAL VR CARENCE MT, ATR VR CARENCE IJ, ATR VR CARENCE MT)

In most cases, separate waiting periods must be met before IJSS allowances are paid and salaryupholding begins. PeopleSoft uses variable elements to define the waiting periods. The deliveredvalues are shown in the table at the beginning of the section entitled Modifying Absence Rulesfor Illness, Maternity, and Work Accidents. You can update the values if the legal limits change.

For more information about the AFB rules regarding waiting periods, see AFB Rules.

Defining Entitlement for Salary Upholding (ABS BR MT SAL LOI and ABS BR MTSAL AFB)

PeopleSoft delivers two bracket elements that define the rates that apply, by seniority, to salaryupholding for illness and work accidents: ABS BR MT SAL LOI, which identifies the legalrequirements, and ABS BR MT SAL AFB, which specifies the AFB requirements. Theseelements are not maintained by PeopleSoft, so you can update either one, if necessary.



If you have additional collective agreements, you can create new brackets, using the deliveredbrackets as models. Name each bracket ABS BR MT SAL XXX (where XXX represents thecode for your collective agreement). Use the same return columns as those used by the ABS BRMT SAL LOI and ABS BR MT SAL AFB:

• ABS BR MT SAL XXX (XXX represents your collective agreement): stores the number ofdays of entitlement for the first applicable percent for salary upholding.

• ABS VR MAINT %1: stores the first applicable percent for salary upholding.

• ABS VR MAINT JRS2: stores the number of days of entitlement for the second applicablepercent for salary upholding.

• ABS VR MAINT %2: stores the second applicable percent for salary upholding.

• ABS VR MAINT JRS3: stores the number of days of entitlement for the third applicablepercent for salary upholding.

• ABS VR MAINT %3: stores the third applicable percent for salary upholding.

• ABS VR MAINT JRS4: stores the number of days of entitlement for the fourth applicablepercent for salary upholding.

• ABS VR MAINT %4: stores the fourth applicable percent for salary upholding.

Some of the sample values delivered with ABS BR MT SAL LOI are as follows.

AB

S V

RN

OM

PR

ISE

(Key

)

GE

N V

R A

NA

NC

(Key

)

AB

S B

R M

TS

AL

LO

I

AB

S V

RM

AIN

T %

1

AB

S V

RM

AIN

TJR

S2

AB

S V

RM

AIN

T %

2

AB

S V

RM

AIN

TJR

S3

AB

S V

RM

AIN

T %

3

AB

S V

RM

AIN

TJR

S4

AB

S V

RM

AIN

T %

4

MALADIE

0 0 90 0 66.66

MALADIE

3 30 90 30 66.66

MALADIE

8 40 90 40 66.66

Some of the sample values delivered with ABS BR MT SAL AFB are as follows.

AB

S V

RN

OM

PR

ISE

(Key

)

AB

S V

RE

NF

<16

(Key

)

GE

N V

R A

NA

NC

(Key

)

AB

S B

R M

TS

AL

LO

I

AB

S V

RM

AIN

T %

1

AB

S V

RM

AIN

TJR

S2

AB

S V

RM

AIN

T %

2

AB

S V

RM

AIN

TJR

S3

AB

S V

RM

AIN

T %

3

AB

S V

RM

AIN

T

AB

S V

RM

AIN

T %

4

MALADIE

0 100 0 50

MALA 1 60 100 60 50



DIE

MALADIE

5 90 100 90 50

MALADIE

1 0 0 100 0 50

MALADIE

1 1 60 100 150 50

MALADIE

1 5 90 100 180 50

We deliver (but do not maintain) the formula element ABS FM BRACK DTS, which enables youto tell the system which bracket should return the upholding rates for the collective agreement.To update the formula, add the following rows to the end of it:

IF LABOR AGREEMENT = XXX (where XXX equals the code for the collective agreement)THEN ABS BR MT SAL XXX >> ABS FM BRACK DTSELSE ABS BR MT SAL LOI >> ABS FM BRACK DTSEND IF

For more information about setting up formulas, see Formula.

Wage Certificates and Reclassifying Illnesses as Long-Term

After a payee receives an IJSS allowance for six consecutive months, Social Security requiressome additional information from the employer to determine if the payee remains eligible forpayments. You provide this information by producing a certificate for Social Security.

For more information about preparing certificates, see Producing Wage Certificates forAbsences.

If CPAM reclassifies an illness leave as long-term, you can use the Absence Event Entry page tochange the end date of the first absence event to the date before the start of the long-term illnessperiod. You then enter the long-term illness with the correct begin date and end date (if alreadyknown). This triggers retroactive processing when you run the payroll process for the affectedpayroll periods.

AFB Rules

This topic is applicable only if your organization is a member of the AFB (Association Françaisedes Banques). It describes absence rules specific to the AFB collective agreement thatPeopleSoft Global Payroll for France supports.



Specifying AFB Waiting Period Requirements (MAL VR CARENCE AFB)

According to the AFB collective agreement, a payee becomes subject to a waiting period forabsences due to illness only after reporting a certain number of absence events. The variableMAL VR CARENCE AFB identifies this number and is set to 3 when delivered. You can updatethis number if the legal limit changes.

Identifying Dependent Children for AFB Entitlement Calculations

Use the Dependent Data - Personal Profile page to indicate which children qualify as dependentsaccording to AFB rules.

To identify dependent children who meet the criteria for AFB entitlements:

1. Access the Dependent Data - Personal Profile page in PeopleSoft Human Resources.

The navigation to this page is Administer Workforce, Administer Workforce (GBL), Use,Dependent Data.

2. Enter the correct birthdate.

3. Select the French flag at the bottom of the page to display additional fields for France.

4. Select the Status 9 check box.

AFB Rules for Additional Maternity Leave

The AFB collective agreement institutes an additional paid leave after the maternity leave. Theadditional leave is equal to 45 days upheld at 100 percent of the base salary or to 90 days upheldat 50 percent. Use the take element MTT CG SUP to record the absence on the Absence EventEntry page. Once entitlement for the 45 days has been used, the system automatically uses theentitlement balance for the take element MTT CG SUP2.

Rules for Other Absences

This topic describes the absence entitlement and take elements that PeopleSoft delivers forabsences due to special family leaves, unpaid absences, public holidays, AFB absences, time-offentitlements for staff representatives, and othe r absences.

Family Leave and Other Personal Leave Rules


Birth leave EVT NAIS/ADOP EVE NAIS/ADO

Payee’s marriage EVT MAR SAL EVE MAR SAL

Marriage of payee’s child EVT MAR ENF EVE MAR ENF

Death of child EVT DEC ENFANT EVE DEC ENFA




Death of husband or wife EVT DECCONJOINT

EVE DEC CONJ

Death of parent EVT DEC PARENT EVE DEC PARE

Death of brother or sister EVT DECCOLLATERAU

EVE DEC FRER

Death of parent-in-law EVT DEC BEAUXPARE

EVE DEC B.PA

Child illness EVT ENF MAL EVE ENF MALA

Child illness AFB EVT ENF MALAFB

EVE E.ML.AFB

Breast feeding EVTALLAITEMENT

EVE ALLAITEM

Moving EVTDEMENAGEMENT

EVE DEMENAGE

Unpaid sabbatical training ABT CIFNONPAYE

None

Unpaid Absence Rules


Unauthorized unpaid absence ABT AB N AUT NPAY

None

Authorized unpaid leave (conge sanssolde)

ABT AUT NONPAYEE

None

Suspension for protective reason (mise apied conservatoire)

ABT MAPCONSER

None

Suspension for disciplinary reason (mise apied disciplinaire)

ABT MAPDISCIPLI

None

Strike ABT GREVE None

Parental childcare - unpaid ABT CONGEPARENTAL

None

Adoption ABT ADOPTION None

Work Council, Union, and Staff Representative Rules


Work council without entitlement REP CE SS DT None

Work council time off REP CE REE CE




Staff representative hours REP DELEGUEPERSON

REE DELEGUE

CHSCT member hours REP CHSCT REE CHSCT

Trade union representative hours REP DELSYNDICAL

REE DEL SYND

Other Rules


Authorized paid absence ABT AUT ABSPAYEES

None

Paid sabbatical training ABT CIF PAYE None

Sabbatical leave ABT SABBATIQ None

Time off in lieu ABT REP COMP ABE REP COMP

Modifying Absence Rules for Other Absences

In some cases, you can modify the rules that PeopleSoft delivers for other time off. Thefollowing table lists the supporting elements that you can update along with the delivered values,where applicable. The Category column identifies the category you should select if you use theVariables by Category page to update the variable.


Category

GEN AC JOURANC

Enables you to adjust a payee’s seniorityfor absences recorded in PeopleSoftHuman Resources.

None Notapplicable

ABS BRC.FAMIL1

Specifies days of entitlement for death ofa family member, by collectiveagreement.

See FamilyLeave andPersonalLeave.

Notapplicable

ABS BRC.FAMIL2

Specifies days of entitlement for births,weddings and other family-relatedevents, by collective agreement.

See FamilyLeave andPersonalLeave.

Notapplicable

EVE VR DECASCENDA

Specifies the legal minimum days ofentitlement for death of a parent.

1 ABS

EVE VR DECB,PAREN

Specifies the legal minimum days ofentitlement for death of a parent-in.

1 ABS

EVE VR DECCONJOIN

Specifies the legal minimum days ofentitlement for death of a spouse.

2 ABS




Category

EVE VR DECENFANT

Specifies the legal minimum days ofentitlement for death of a child.

2 ABS

EVE VR DECFRERE

Specifies the legal minimum days ofentitlement for death of a brother orsister.

1 ABS

EVE VR MARSAL

Specifies the legal minimum days ofentitlement for payee’s wedding.

4 ABS

EVE VR MARENF

Specifies the legal minimum days ofentitlement for wedding of payee’s sonor daughter.

1 ABS

EVE VRNAIS/ADOP

Specifies the legal minimum days ofentitlement for birth or adoption.

3 ABS

EVE VR EVEMAL DN

Specifies the legal minimum standarddays of entitlement for child’s illness.

3 ABS

EVE VR EVEMAL DM

Specifies additional days of entitlementfor child’s illness.

5 ABS

EVE VRDEMENAGEMEN

Specifies days of entitlement for moving 0 ABS

REE VR CE Specifies the number of paid hoursallowed for work council obligations.

20 ABS

REE VRCHSCT

Specifies the number of paid hoursallowed for CHSCT obligations.

10 ABS

REE VR DELSYNDICA

Specifies the number of paid hoursallowed for trade union representativeobligations.

20 ABS

REE VRDELEGUEPER

Specifies the number of paid hoursallowed for staff representativeobligations.

15 ABS

Adjusting Seniority for Absences Entered in PeopleSoft Human Resources (GENAC JOUR ANC)

Entitlement for certain types of absences covered in this section is based on a payee’s seniority.When the system determines a payee’s seniority, it does not take into account any absences thatyou enter only through PeopleSoft Human Resources, such as leave with pay. If you want thesystem to adjust seniority to reflect these absences, you can adjust the accumulator GEN ACJOUR ANC, which stores the number of days that a payee is present during a segment.

For more information about adjusting accumulators, see Accumulators in Global Payroll forFrance.



Family Leave and Personal Leave (ABS BR C.FAMIL1 and ABS BR C.FAMIL2)

We deliver two bracket elements that store entitlement values, by collective agreement, for familyevents such as births, adoptions, weddings, and deaths: ABS BR C.FAMIL1 and ABS BRC.FAMIL2. The key to these brackets is LABOR AGREEMENT.

The sample entitlement values delivered with the brackets represent AFB requirements. AFBentitlement applies only to payees who have completed at least one year of service. Employeeswith less than one year of service accrue the minimum legal entitlement that is defined by thevariables (that begin with EVE VR) listed in the previous table. You can use the Variables byCategory page to adjust the legal values, should they change.

When it retrieves entitlement for a family-related absence event, the system checks to see if theAFB collective agreement applies. If yes, it triggers the appropriate bracket listed above, whichoverrides the existing values of the variables. If there is no AFB collective agreement, the systemretrieves the existing value of the same variable (for example, EVE VR MAR SAL).

You can add entitlement values for other collective agreements, as needed.

ABS BR C.FAMIL1 returns entitlement values for death of a family member:

• EVE VR DEC ASCENDA: death of a parent

• EVE VR DEC B.PAREN: death of a mother-in-law or father-in-law

• EVE VR DEC CONJOIN: death of spouse

• EVE VR DEC ENFANT: death of a son or daughter

• EVE VR DEC FRERE: death of a brother or sister.

The sample AFB entitlement values delivered for ABS BR C.FAMIL 1 are as follows:

LABORAGREEMENT(key)

EVE VR DECASCENDA(returncolumn)

EVE VR DECB.PAREN(returncolumn)

EVE VR DECCONJOIN(returncolumn)

EVE VR DECENFANT(returncolumn)

EVE VRDECFRERE(returncolumn)

AFB 3 3 5 5 2

ABS BR C.FAMIL2 returns entitlement values for births, marriage, moving, and child illness:

• EVE VR MAR SAL: payee's wedding

• EVE VR MAR ENF: wedding of payee's son or daughter

• EVE VR NAIS/ADOP: birth or adoption



• EVE VR ENF MAL DN: standard entitlement for child’s illness (AFB specific)

• EVE VR ENF MAL DM: increased entitlement for child’s illness (AFB specific)

• EVE VR DEMENAGEMEN: moving

Sample AFB entitlement values delivered with ABS BR C.FAMIL 2

LABORAGREEMENT(key)

EVE VRMARSAL(returncolumn)

EVE VRMARENF(returncolumn)

EVE VRNAIS/ADOP(returncolumn)

EVE VRENF MALDN(returncolumn)

EVE VRENF MALDM(returncolumn)

EVE VRDEMENAGEMEN(returncolumn)

AFB 5 2 3 3 2

The system does not check to see whether payees meet the three-month seniorityrequirement for paid time off due to the death of a brother, sister, or in-law.

Child’s Illness

Parents are entitled to one unpaid absence leave per calendar year to take care of sick children.Entitlement is as follows:

• 3 days for employees who have 1 dependant child under age 14.

• 6 days for employees who have 2 dependant children under age 14.

• 9 days for employees who have 3 or more dependant children under age 14.

Hospitalization of Child (AFB)

Two additional paid days are granted during the calendar year if a dependant child under age 14is hospitalized. Before you record the absence, use the Supporting Element Overrides page toenter the value for EVE VR ENF MAL HOS. Use the take element EVT ENF MAL AFB toenter this absence.

Breast-feeding period (période d’allaitement)

Young mothers who breast-feed a child up to one year after the child’s birth are eligible for onepaid hour per worked day for breast-feeding. Use the take element EVT ALLAITEMENT torecord paid time off taken for breast-feeding.

Unpaid Leave

PeopleSoft delivers several absence rules for unpaid leave, including those described below.



Childcare Leave (congé parental d’éducation)

Employees with more than one year of seniority at the birth or adoption of their children areeligible for unpaid parental childcare leave, which is granted until the child’s third birthday.When you use the absence take ABT CONGE PARENTAL to record the absence, the systemgenerates positive input for the parental deduction PAR DED JC, PAR DED JO, or PAR DED H(depending on the units you selected for valuation).

During childcare leave, the payee acquires half of his absence period as entitlement for theseniority calculation.

During childcare leave, half of the payee’s absence period is considered as effective work timewhen determining entitlement for seniority.

Adoption Leave

Parents who adopt children who are over age 3 may be eligible for unpaid parental adoptionleave. Use the absence take element ABT ADOPTION to enter these absences. The systemgenerates positive input for the authorized unpaid leave deduction CSS RET XX (where XXrepresents JC, JO, or H, depending on whether you are using calendar days, working days orhours as units).

The system does not verify the child’s age; however, it does require that you select the ManagerApproved check box when entering the absence on the Absence Event Entry page.

Authorized Unpaid Absences

You can use the ABT AUT NON PAYEE take element to record the following types of unpaidabsences:

• Jury duty (juré d’assises).

• Ability assessment (bilan de compétence).

• Councilor of the employees (conseiller des salariés).

• Absence for company creation (absence création d’entreprise).

• Absence for being with an end-life patient (congé d’accompagnement fin de vie)

Work Council, Union, and Staff Representative Obligations (REE VR CE, REE VRCHSCT, REE VR DEL SYNDICA, REE VR DELEGUE PER)

Staff representatives (delegues du personnel), members of the work council (comite d’entreprise),trade union representatives (délégués syndicaux), and members of the CHSCT are entitled tosome paid hours for executing their mandates. PeopleSoft identifies these hours on the subsidiarypayslip, but not on the payslip itself.

If the number of hours taken exceeds entitlement, a regularization earning element (RPP VALRG H) calculates the complement. This earning does not appear on the payslip, but does appearon the supplementary payslip.



You can update the entitlement hours for work council (REE VR CE), CHSCT (REE VRCHSCT), trade union representative (REE VR DEL SYNDICA), or staff representative (REE VRDELEGUE PER), if necessary.

Travel time (délai de route) and specific meetings do not decrease entitlement. The Take Config1field is populated in the event take with DL for journey duration and specific meetings.

Other Absences

A description of other absence rules delivered with Global Payroll for France follows.

Authorized Paid Leave

When you cannot or do not want to identify the reason for a paid absence, use the absence takeelement ABT AUT ABS PAYEE. (The system uses the same units to generate positive input forboth the earnings and deduction.)

Sabbatical Leave (congé sabbatique)

Payees with more than three years seniority in their company and more than six years ofprofessional activity are eligible for unpaid sabbatical leave. Sabbatical leave cannot be less than6 months or over 11 months. Use the absence take element ABT SABBATIQ to enter theseabsences. The system generates positive input for the Authorized Unpaid Leave deduction;however, it does not check to see whether the payee meets the requirements for years of seniorityor professional activity, nor does it monitor the length of the sabbatical.

Payees do not earn entitlement for the seniority calculation during a sabbatical leave.

Sabbatical Training (conge individuel de formation)

During a sabbatical taken for training, a payee receives some compensation from his employer,who is reimbursed by the FONGECIF. The payee is entitled to paid vacation during thesabbatical training and his seniority is not reduced by the amount of time spent on sabbatical.

If the FONGECIF compensates only part of the payee’s salary, part of the absence may beunpaid. In this case, you may want to create a second employee record number for the payee.For the first record number, set up a part-time schedule for the payee; for the second employeerecord number, set up a part-time schedule for sabbatical training.

Enter the take for sabbatical training using the employee record number dedicated to sabbaticaltraining. Then, when the employee takes a paid vacation, enter the vacation take using theemployee record number dedicated to the regular part-time schedule.

Time Off in Lieu of Compensation

When an eligible payee works more than a standard number of hours per week, employers areobligated to pay overtime on the extra time worked. If the extra time exceeds a second limit, theemployer may have to give the payee time off in lieu of payment (repos compensateur).



The entitlement element ABE REP COMP, which stores the bonus hours that an employee canrecover in time off rather than pay, is populated automatically by the accumulator HRS ACRCOMP EX AN.

Employees can take time off in lieu in increments of half days or full days. A half day absence isequal to 4 hours of entitlement; a full day absence is equal to 8 hours of entitlement. If a payee’swork days are less than 8 hours—for example, a payee works 6-hour days—and the payee isentitled to 8 hours of time off in lieu, entitlement is reduced to 0 after one day’s absence due totime off in lieu.

Use the take element ABT REP COMP to record time off on the Absence Event Entry page. Besure to select the Half Day check box when reporting half-day absences. Otherwise, entitlementis reduced by one day.

Absences for time off in lieu are linked to the Authorized Paid Absence deduction/earningelement.

The system does not manage the loss of entitlement if a payee does not take time off in lieuof compensation during the two months following the acquisition of the entitlement.

For more information about overtime, see Paying Overtime.

Notice Period Not Worked

During a notice period, employers can pay an employee for time that is not worked. During thisperiod, the employee continues to accrue entitlement for paid vacation, seniority calculation, andother time off. Premiums and allowances that depend on the payee’s presence, such astransportation premiums and meal tickets (ticket restaurant) are not given to the payee during thenon-worked period. To record a notice not worked absence, use the absence take element ABTPREAV N F.

Understanding the User-Defined (TAKE CONFIG) Fields

The Calculation page that you use to define take elements includes four user-defined fields,which populate the system elements TAKE CONFIG1 through TAKE CONFIG4. The TAKECONFIG fields provide additional instructions to the system during the Absence process.

Although you should not modify the user-defined fields for the take elements delivered withGlobal Payroll for France, you may want to follow the same usage conventions if you define yourown take elements.

• TAKE CONFIG1 identifies the type of take followed by the sequence number of the take ifother takes are used when the entitlement balance reaches 0 (the Take with Other Absence fieldon the take element’s Negative page identifies these take elements). For example, the first takeelement for illness, MLT MALADIE, has the code MAL1.



The TAKE CONFIG1 field works in conjunction with the offset formula identified on the DayFormula page. The offset formula decreases the beginning entitlement balance by the numberof units that have already been paid for the same type of absence. For example, suppose that apayee who is entitled to 30 paid days for illness is ill for 15 days. He uses 15 days ofentitlement. Two months later, the payee is out sick again for 20 days. When the systemprocesses the second absence, it retrieves the 30 days of entitlement, then decreases it by thenumber of days that have already been paid for illness during the past 12 months. (It does notdecrease entitlement for absences due to work accidents, family events, or any reason otherthan illness.) It determines the number of days to decrease entitlement by looking for absencetakes where the TAKE CONFIG1 field is set to MAL1.

• TAKE CONFIG2 identifies the absence type (MAL for illness, AT for work accident, MAT formaternity, and so on). These codes are used in several brackets related to seniority calculations(ABS BR ANC-ABS LOI and ABS BR ANC-ABS CC), and paid vacation calculations (ABSBR ASS TRV LOI and ABS BR ASS TRAV CC). They are also used within ABS BR ABSVAL, the bracket that designates the units you want the system to use when generating positiveinput for earnings and deductions.

• TAKE CONFIG3 identifies which absence take the system is processing: the first in asequence, the last in a sequence, or a single take, if there is only one.

For example, we deliver a sequence of four absence take elements for illness. The first take,MLT MALADIE, has a TAKE CONFIG3 code of 1 and the last take, MLT MALADIE4, hasa code of DER. As another example, take element EVT MAR SAL has a code of 1DER toindicate that it is the only take element for this type of absence.

The formula ABS FM ALIM AC ABS uses the value in the TAKE CONFIG3 field to triggerother formulas. For example, if TAKE CONFIG3 equals 1 or 1DER, the formula ABS FMALIM AC NTR is triggered. This formula calculates the unworked units (hours, businessdays and calendar days) and stores the units in accumulators.

If TAKE CONFIG3 equals DER or 1DER, the formula ABS FM ALIM AC NPA istriggered. This formula calculates the unpaid units (hours, business days and calendar days)and stores them in accumulators.

For the complete list of valid values that PeopleSoft delivers for the TAKE CONFIG1, TAKECONFIG2, and TAKE CONFIG3 fields, see TAKE CONFIG1, 2 and 3 To see the TAKECONFIG codes that correspond to each take element, see List of Absence Take Elements.

Calculating Worked Days

The Build Worked Days by Week process (GPFR_WRK_AE) calculates the number of businessdays for each week that falls within the dates that you specify. The system considers that a dayhas been worked if the number of scheduled hours is greater than zero. The paid vacationabsence process uses the number of business days per week to calculate the day weight used toprocess paid vacation take.

Before you can run this process, you must create schedules in Global Payroll or PeopleSoft Timeand Labor and run the Build Schedule Calendar process.



For more information about creating schedules, see Using Schedules in the PeopleSoft 8Global Payroll PeopleBook or Defining Schedules in the PeopleSoft 8 Time and LaborPeopleBook.

Typically, you run this process only after you run the Build Schedule Calendar process. Forexample, if you build schedule calendars at the beginning of the year for 1 January to 31December, you should run the Build Worked Days by Week process for the same period. If youupdate schedules during the year and rebuild the calendars, run the Build Worked Days by Weekprocess again so that the system always has an accurate description of all work days.

Run the Build Worked Days by Week process for every schedule.

Build Worked Days Page

Usage Use the Build Worked Days page to launch the GPFR_WRK_AEprocess that determines the number of worked days in each week for theperiod of time that you specify.

Object Name GPFR_WRK_RUNCTL

Navigation Global Payroll France, Process, Build Worked Days by Week

Prerequisites Create schedules and run the Build Work Schedules process.

AccessRequirements

Enter the run control ID. You can enter up to 30 alphanumericcharacters.

Build Worked Days page

Run Control ID Displays the run control ID.

Schedule ID Enter the schedule that you want the system to read whencalculating the number of worked days per week.

From date Enter the date of the first Monday that you want thesystem to include in the count of worked days.



To date Enter the date of the last Monday that you want the systemto include in the count of worked days.

Worked Days Page

Usage Use the Worked Days page to view the number of worked days for theperiod that you selected to run the Build Worked Days by Week process.

Object Name GPFR_WORKED_DAYS

Navigation Global Payroll France, Inquire, Worked Days of the Week

Prerequisites Run the Build Worked Days by Week process (GPFR_WRK_AE).

AccessRequirements

Enter the schedule ID.

Worked Days page

Schedule ID Displays the schedule ID.

Effective date Identifies the beginning of the week for which work dayswere counted. The effective date must fall on a Monday.

Note. You see one row of data if each week within theschedule has the same number of work days. If theschedule includes work weeks of varying lengths (such asa 3-day work week followed by a 5-day work week), aseparate row of data appears whenever the length of thework week changes.

Worked Days of the Week Displays the number of work days for the week indicated.

Warning! Changing the number of worked daysdisplayed in this field may cause unintended results.



Assigning Absence Elements to Payees and Process Lists

To be resolved during processing, absence elements must be associated with payees and theprocess lists you use to run the absence process.

Associating Absence Elements With Payees

Absence elements must be associated with payees, with the exception of entitlement elements thatare resolved per absence. You can individually assign the take and entitlement elementsdelivered with Global Payroll for France directly to payees using the Entitlement/TakeAssignment page, or you can assign element groups that contain the absence elements to theeligibility groups that are associated with payees’ pay groups.

PeopleSoft delivers, but does not maintain, three element groups for absences. You can use thesegroups as they are delivered or modify them to meet your needs. To view a list of the elementswithin each element group, use the Element Groups component.

Element Groups for Absences

Description of Element Group Name

Paid vacation CPA EG CG PAYES

Illness, work accident, and maternity ABS EG MAL/AT/MAT

Other absences ABS EG AUTRES

The element group GEN EG IJSS includes the deduction elements used for calculating IJSSallowances and should be assigned to payees that are eligible to receive IJSS allowances forabsences.

General Guidelines for Assigning Absence Elements

• Senior executives (mandataires sociaux) that do not have a working contract are not entitled topaid vacation. Do not assign these individuals to an eligibility group that includes entitlementelements for paid vacations.

• Employees that work in discontinuous jobs may not be eligible for the standard rules for paidvacation if they receive entitlement for paid vacation through certain funds (caisses de congespayes). Do not assign these payees to an eligibility group that includes entitlement elementsfor paid vacation. PeopleSoft does not deliver rules to manage contributions to caisses deconges payes.



Associating Absence Elements With Process Lists

PeopleSoft delivers a process list named ABS PROCESS LIST that you can use to run theabsence process. The delivered process list combines the entitlement and take processes.

You can use ABS PROCESS LIST as is, modify the list to meet your needs, or create your ownprocess lists for absence processing.

The following table lists the sections that make up ABS PROCESS LIST, in the order in whichthey are executed. To see the members of each section, access the Section - Definition page.

Purpose Section Name

Initialization AB SE INT

Paid vacation CPA SE CG PAYES

Paid vacation - positive input CPA SE CG PAYES PI

Illness, work accident, maternity ABS SE MAL/AT/MAT

Illness, work accident, maternity - positiveinput

ABS SE MAL/AT/MT PI

Other absences ABS SE AUTRES

Other absences - positive input ABS SE AUT PI

The section ABS SE RET VAL, which is included in the delivered payroll process listREGLEMENTAIRE PAIE, includes the earnings and deduction elements associated withthe delivered absence take elements. The section IND SE FIN CONTR includes theearnings elements for paid vacation that are resolved when a payee is terminated.

Entering Absences

Enter all absences on the Absence Event Entry component as described in the Absence Entry andProcessing section of the PeopleSoft 8 Global Payroll PeopleBook. Here we provide additionalinstructions that are specific to France.

Entering Absences Due to Illness

When you enter an absence due to illness, always select MLT MALADIE as the take element andenter the begin and end dates for the entire absence event. The system automatically does thefollowing:

• Triggers the calculation of the daily social security allowance. (It does this by creating asecond absence take using MLT MAL IJSS for each paid absence day.)



• When the entitlement balance is depleted, uses the entitlement balance for the next illness takeelement in the sequence (MLT MALADIE 2, MLT MALADIE 3, then MLT MALADIE 4).

When IJSS Allowance is Not Paid

• If social security does not pay the IJSS allowance to the payee, you can either use the takeelement for unpaid authorized absences, ABT AUT N PAYEE, to record the absence or use thetake element for illness, MLT MALADIE, and the system creates a deduction for the absence,but does not create earnings. (The advantage of the second solution is that the payslip showsthe true reason for the absence—that is, illness–whereas the other take only identifies theabsence as authorized and unpaid.)

• If you uphold a payee’s salary and are later informed of the non-payment of IJSS, you canchange the reason for the absence. This triggers retroactive processing the next time that yourun the absence process.

For more information about salary withholding, see IJSS and Salary Upholding.

Entering Absences Due to Work Accident

When you enter an absence due to a work accident, always select ATT TRAVAIL as the takeelement and enter the begin and end dates for the entire absence event. The system automaticallydoes the following:

• Triggers the calculation of the daily social security allowance. (It does this by creating asecond absence take using ATT TRAV IJ for each paid absence day.)

• When the entitlement balance is depleted, uses the entitlement balance for the next takeelement in the sequence (ATT TRAVAIL 2, ATT TRAVAIL 3, then ATT TRAVAIL 4).

For accidents on the way to work, always select ATT TRAJET as the take when entering theabsence and enter the begin and end dates for the entire absence event. The system automaticallydoes the following:


• When the entitlement balance is depleted, uses the entitlement balance for the next takeelement in the sequence (ATT TRAJET 2, ATT TRAJET 3, then ATT TRAJET 4).

For absences due to occupational disease, select MLT PROFESSL as the take element and enterthe begin and end dates for the entire absence. The system automatically does the following:


• When the entitlement balance is depleted, uses the entitlement balance for the next take



element in the sequence (MLT PROFESS 2, MLT PROFESS 3, then MLT PROFESS 4).

Entering Absences Due to a Relapses

Employees who suffer a relapse from a work accident, an accident on the way to work, oroccupational illness, may be eligible for additional entitlements for the daily allowance. Therelapse may also affect the calculation of effective work days for seniority and paid vacationcalculations. Use the absence take elements designed specifically for relapses to record theseabsences.

For a relapse related to a work accident, use the take element ATT RECHUTE TRAV. Thesystem automatically does the following:

• Triggers the calculation of the daily social security allowance. (It does this by creating asecond absence take using ATT TRV IJ RECH1 for each paid absence day.)

• When the entitlement balance is depleted, uses the entitlement balance for the next takeelements in the sequence (ATT RECHUT TR2, ATT RECHUT TR 3, then ATT RECHUT TR4).

For a relapse related to an accident on the way to work, use the take element ATT RECHUTETRAJ. The system automatically does the following:


• When the entitlement balance is depleted, uses the entitlement balance for the next takeelement in the sequence (ATT RECHUT TJ2, ATT RECHUT TJ 3, then ATT RECHUT TJ 4).

For a relapse related to an occupational disease, use the take element MLT PRO RECHUTE. Thesystem automatically does the following:


• When the entitlement balance is depleted, uses the entitlement balance for the next takeelement in the sequence (MLT PRO RECH2, MLT PRO RECH 3, then MLT PRO RECH 4).

Entering Absences for Pathological Leave

Although we deliver ten take elements for pathological leave, you only need to use two of theseelements to record absences on the Absence Event Entry page:

• To record a pathological leave before maternity, use the take element MTT PATHO AV.

MTT PATHO AV is mapped to the take element MTT PATHO IJ AV, which automaticallytriggers the calculation of the daily social security allowance.

• To record a pathological leave after maternity, use the take element MTT PATHOLOGIQ.



MTT PATHOLOGIQ is mapped to the take element MTT PATHO IJAP1, whichautomatically triggers the calculation of the daily social security allowance.

Entering Absences for Maternity and Adoption (ABS VR DTS MATERN)

A woman who has been employed 9 months or longer at the time she gives birth or adopts a childis eligible for paid maternity or adoption leave, as applicable.

Because entitlement for paid maternity or adoption leave is based on the number of children thatthe employee already has and whether the absence is before or after the birth, the system does notcalculate entitlement automatically. Before entering the absence on the Absence Event Entrypage, use the Supporting Element Overrides Page to enter the correct number of calendar days towhich the payee is entitled. Enter the override for the variable element ABS VR DTS MATERN(maternity) or MAT VR DTS ADOPT (adoption).

The take element you use to record a maternity or adoption leave depends on whether the payee isentitled to an IJSS allowance:

• For paid maternity or adoption leave use MTT MATERN PAYEE or MTT ADOPTION.

Use these take elements when the payee’s salary exceeds the social security ceiling. Thesystem calculates IJSS allowances automatically.

• For unpaid maternity or adoption leave use MTT MATERN NON PAY or MTT ADOPTIONNON PAY.

For more information about maternity rules specific to AFB, see AFB Rules.

Entering Absences That Occur During Public Holidays

You do not need to enter public holidays as absence events. Instead, you define holidays on theHoliday Schedule page and the system automatically takes these days into account whencalculating absence take and entitlement.

If you want to differentiate between paid and unpaid holidays, you can use the unpaid absencetake element (ABT AUT NON PAYEE) or create your own absence take rules to determinewhether holidays should be paid.

If a payee is absent during a period that includes a public holiday, the first absence reason istaken into account. For example, suppose that Easter falls during the period when a payee isout sick. For the payee, the Easter holiday is not compensated as a public holiday but as anillness. This is true for most absences where the payee’s contract is suspended (for example,maternity and strike).



Entering Extra Days Off Before or After a Public Holiday

If you give employees paid time off (les ponts) on the days before or after a public holiday, usethe absence take element Authorized Paid Absence (ABT AUT ABS PAYEES) to record theextra days off. These extra days off are compensated by the earnings element for other paidabsences (AAP VAL H).

Entering Absences for Anticipated Paid Vacation

Use the take element for anticipated paid vacation, CPT CG ANTICIP, to record an absence onlyif a payee has depleted the entitlement balance (CPE CG PAYES_SOLD) for the current period.

Absences That Require Manager Approval

You must select the Manager Approved check box on the Absence Event Entry Detail page whenyou enter an absence for any of the following take elements. The system processes the absenceonly if the check box is selected.

• ABT ADOPTION

• ABT AUT ABS PAYEES

• ABT AUT NON PAYEE

• ABT CIF NONPAYE

• ABT CONGE PARENTAL

• ABT REP COMP

• ABT SABBATIQ

• CPT ANCIENTE

• CPT AUTRES

• CPT CG ANTICIP

• CPT CG PAYES

• CPT FRACTMT

• EVT DEMENAGEMENT

• EVT MAR ENF

• EVT MAR SAL

• EVT NAIS/ADOP

• MLT CURE PAYEE



• MTT CG SUP

Absence Calculations

Absence Units

When you enter absences on the Absence Event Entry page, you specify the from and to dates ofeach absence.

Later, when you run the Absence process, the system calculates the number of paid and unpaidunits of time that the absence represents. During the payroll process it uses these units todetermine the appropriate rate to apply when resolving the earnings and deduction amountsassociated with the absence.

The units associated with the take elements delivered with Global Payroll for France are initiallyset as follows:

Type of Absence Delivered Setting forUnits

Valid Options

Paid vacation Working days Working days, business days

Staff representative, workcouncil, CHSCT, and uniontime

Hours Hours

All other absences Calendar days Hours, business days,calendar days

For example, the system uses calendar days to determine the compensation rate that applies whenan employee takes paid time off for family leave. The rate equals the employee’s monthly basesalary divided by the number of calendar days in the month.

You have the option of changing the units for all absences except staff representatives, workcouncil, CHSCT, and union time. For paid vacation, you can select business days or workingdays by updating the variable element CPA VR JRS/1 SEM, as explained in Changing the DayWeight (CPA VR JRS/1 SEM).

For other absences, you can select hours, business days, or calendar days. You make thisselection by updating the bracket ABS BS ABS VALO as described in Defining Units forEarnings and Deduction Calculations (ABS BR ABS VALO).

When you run the payroll process, the system uses the selected units to calculate the rate itapplies to resolve the deduction and earnings elements.

Base

You can change the base salary that the system uses to calculate the compensation rate byupdating the formula element ABS FM SAL BA THEO.



For more information about ABS FM SAL BA THEO, see Creating New EarningsElements.

Percent

The Day Formula page for each take element includes fields that define the percent that thesystem applies to the earnings and deduction amounts calculated for an absence.

For example, the first 30 days of an absence due to illness can be compensated at 90 percent, thenext 30 days can be compensated at 66.66 percent, and so forth. Percentages are predefined forthe illness and work accident take elements delivered with PeopleSoft Global Payroll for France.

For more information about updating the elements that define the percentages for illness andwork accidents, see Defining Entitlement for Salary Upholding (ABS BR MT SAL LOI andABS BR MT SAL AFB).

List of Absence Take Elements

The following table lists the take elements delivered with Global Payroll for France along withthe associated earnings and deduction elements. You also see the name of the elements thatretrieve the units and percent that the system uses to calculate positive input.

The last three columns identify the codes that appear in the User Defined 1, 2, and 3 fields on thetake element’s Calculation page. (These values are stored by the TAKE CONFIG 1, TAKECONFIG 2, and TAKE CONFIG 3 system elements.)

For more information about the TAKE CONFIG fields, see Understanding the User-Defined(TAKE CONFIG) Fields.

Take Elements /Miscellaneous

Earnings /DeductionElements

Element thatRetrieves Unitsfor Positive Input

Element thatRetrievesPercent forPositiveInput

TC1

TC2

TC3

ABT AB N AUT NPAY

ANA DED HANA DEDJOANA DEDJC

ABS VR JC SSOLDEABS VR JO SSOLDEABS VR HR SSOLDE

DIV

1DER

ABT ADOPTION CSS RET JCCSS RET JO

ABS VR JC SSOLDEABS VR JO S

EVF 1DE

R



CSS RET H SOLDEABS VR HR SSOLDE

ABT AUT ABSPAYEES

AAP RET HAAP VAL HAAP RET JOAAP VALJOAAP RET JCAAP VALJC

ABS VR HR SSOLDEABS VR HR SSOLDEABS VR JO SSOLDEABS VR JO SSOLDEABS VR JC SSOLDEABS VR JC SSOLDE

DIV 1DE

R

ABT AUT NONPAYEE

CSS RET JCCSS RET JOCSS RET H


DIV 1DE

R

ABT CIFNONPAYE

CIF RET H ABS VR CIF HRS CIF 1DE

R

ABT CIF PAYE CIF RET HCIF VAL H

ABS VR CIF HRSABS VR CIF HRS

CIF 1DE

R

ABT CONGEPARENTAL

PAR DEDJCPAR DEDJOPAR DED H


PAR 1DE

R

ABT GREVE GREVE RETHGREVE RETJOGREVE RETJC

ABS VR HR SSOLDEABS VR JO SSOLDEABS VR JC SSOLDE

DIV 1DE

R

ABT MAPCONSER

MAP CO DEHMAP CO DEJOMAP CO DEJC


DIV 1DE

R

ABT MAPDISCIPLI

MAP DI DEH

ABS VR HR SSOLDE

DIV 1DE

R



MAP DI DEJOMAP DI DEJC

ABS VR JO SSOLDEABS VR JC SSOLDE

ABT PREAV N F PRE NEVAL HPRE NERET HPRE NE VAJOPRE NE REJOPRE NE VAJCPRE NE REJC

ABS VR HR SSOLDEABS VR HR SSOLDEABS VR JO SSOLDEABS VR JO SSOLDEABS VR JC SSOLDEABS VR JC SSOLDE

PRE

AV

1DE

R

ABT REP COMP RCL VAL HRCL RET HRCL VALJORCL RET JORCL VALJCRCL RET JC

ABS FM GENHRSABS VR HR DEDABS FM GEN JOABS VR JO DEDABS FM GEN JCABS VR JC DED

1DE

R

ABT SABBATIQ CSS RET JCCSS RET JOCSS RET H


SAB

B

1DE

R

Take Element /Work Accident


Element thatRetrieves Unitsfor PositiveInput

Element thatRetrievesPercent forPositive Input

TC1 TC2 TC3

ATT TRAVAIL ACT TRVA HACT TRDE HACT TRVA JOACT TRDE JOACT TRVA JCACT TR

ABS FMHEURESABS VR HRDEDABS FM JRSOUVABS VR JODEDABS FM JRSCALABS VR JC

ABS VRMAINT %1

ABS VRMAINT %1

ABS VRMAINT %1

ATRV1

AT 1



DE JC DED

ATT TRAVAIL2 ACT TRVA HACT TRDE HACT TRVA JOACT TRDE JOACT TRVA JCACT TRDE JC

ABS FMHEURESABS VR HRDEDABS FM JRSOUVABS VR JODEDABS FM JRSCALABS VR JCDED

ABS VRMAINT %2

ABS VRMAINT %2

ABS VRMAINT %2

ATRV2

AT



ABS VRMAINT %3

ABS VRMAINT %3

ABS VRMAINT %3

ATRV3

AT



ABS VRMAINT %4

ABS VRMAINT %4

ABS VRMAINT %4

ATRV4

AT DER

ATT TRAJET ACT TJVA HACT TJDE HACT TJVA JOACT TJDE JOACT TJVA JC

ABS FMHEURESABS VR HRDEDABS FM JRSOUVABS VR JODEDABS FM JRSCAL

ABS VRMAINT %1

ABS VRMAINT %1

ABS VRMAINT %1

ATRV1

AT 1



ACT TJDE JC

ABS VR JCDED

ATT TRAJET2 ACT TJVA HACT TJDE HACT TJVA JOACT TJDE JOACT TJVA JCACT TJDE JC


ABS VRMAINT %2

ABS VRMAINT %2

ABS VRMAINT %2

ATRV2

AT



ABS VRMAINT %3

ABS VRMAINT %3

ABS VRMAINT %3

ATRV3

AT



ABS VRMAINT %4

ABS VRMAINT %4

ABS VRMAINT %4

ATRV4

AT DER

MLT PROFESSL ACT TRVA HACT TRDE HACT TRVA JOACT TRDE JOACT TR

ABS FMHEURESABS VR HRDEDABS FM JRSOUVABS VR JODEDABS FM JRS

ABS VRMAINT %1

ABS VRMAINT %1

ABS VRMAINT %1

ATRV1

AT 1



VA JCACT TRDE JC

CALABS VR JCDED

MLT PROFESS2 ACT TRVA HACT TRDE HACT TRVA JOACT TRDE JOACT TRVA JCACT TRDE JC


ABS VRMAINT %2

ABS VRMAINT %2

ABS VRMAINT %2

ATRV2

AT



ABS VRMAINT %3

ABS VRMAINT %3

ABS VRMAINT %3

ATRV3

AT



ABS VRMAINT %4

ABS VRMAINT %4

ABS VRMAINT %4

ATRV4

AT DER

Take Element /Work AccidentRelapse




TC1 TC2

TC3

ATT RECHUTE ACT TRVA H

ABS FMHEURES

ABS VRMAINT %1

ATR ATRC

1



TRAV ACT TRDE HACT TRVA JOACT TRDE JOACT TRVA JCACT TRDE JC

ABS VR HRDEDABS FM JRSOUVABS VR JODEDABS FM JRSCALABS VR JCDED

ABS VRMAINT %1

ABS VRMAINT %1

V1 H

ATT RECHUTTR2

ACT TRVA HACT TRDE HACT TRVA JOACT TRDE JOACT TRVA JCACT TRDE JC


ABS VRMAINT %2

ABS VRMAINT %2

ABS VRMAINT %2

ATRV2

ATRCH

ATT RECHUTTR3



ABS VRMAINT %3

ABS VRMAINT %3

ABS VRMAINT %3

ATRV3

ATRCH

ATT RECHUTTR4



ABS VRMAINT %4

ABS VRMAINT %4

ABS VRMAINT %4

ATRV4

ATRCH

DER

ATT RECHUTE ACT TJ ABS FM ABS VR ATR AT 1



TRAJ VA HACT TJDE HACT TJVA JOACT TJDE JOACT TJVA JCACT TJDE JC

HEURESABS VR HRDEDABS FM JRSOUVABS VR JODEDABS FM JRSCALABS VR JCDED

MAINT %1

ABS VRMAINT %1

ABS VRMAINT %1

V1 RCH

ATT RECHUTETJ2

ACT TJVA HACT TJDE HACT TJVA JOACT TJDE JOACT TJVA JCACT TJDE JC


ABS VRMAINT %2

ABS VRMAINT %2

ABS VRMAINT %2

ATRV2

ATRCH

ATT RECHUTETJ3



ABS VRMAINT %3

ABS VRMAINT %3

ABS VRMAINT %3

ATRV3

ATRCH

ATT RECHUTETJ4



ABS VRMAINT %4

ABS VRMAINT %4

ABS VRMAINT %4

ATRV4

ATRCH

DER



MLT PRORECHUTE



ABS VRMAINT %1

ABS VRMAINT %1

ABS VRMAINT %1

ATRV1

ATRCH

1

MLT PRORECH2



ABS VRMAINT %2

ABS VRMAINT %2

ABS VRMAINT %2

ATRV2

ATRCH

MLT PRORECH3



ABS VRMAINT %3

ABS VRMAINT %3

ABS VRMAINT %3

ATRV3

ATRCH

MLT PRORECH4

ACT TRVA HACT TRDE HACT TRVA JOACT TRDE JOACT TRVA JCACT TR

ABS FMHEURESABS VR HRDEDABS FM JRSOUVABS VR JODEDABS FM JRSCALABS VR JC

ABS VRMAINT %4

ABS VRMAINT %4

ABS VRMAINT %4

ATRV4

ATRCH

DER



DE JC DED

ATT TRAV IJ ATR DEDIJ 1

DAY COUNTPD

ATIJ1

ATT TRAV IJ2 ATR DEDIJ 2

DAY COUNTPD

DERN

ATT TRV IJRECH1

ATR DEDIJR1

DAY COUNTPD

ATRC1

ATT TRV IJRECH2

ATR DEDIJR2

DAY COUNTPD

DERN

Take Element /Paid Vacation




TC1 TC2 TC3

CPT ANCIENTE CP VAL A JCP DED A

DAY COUNTPDDAY COUNTPD

CP

CPT AUTRES CP DED ACP VAL A J


CP

CPT CG ANTICIP CP DED 1ACP VAL1AJ

CPA VR J A+1CPA VR J A+1

CP

CPT CG PAYES CP DED A2CP VALA2JCP REG SAA2

CPA VR J A-2CPA VR J A-2CPA VR J A-2

CP

CPT FRACTMT CP VAL A JCP DED A


CP



Take Element /Family Events




TC1 TC2 TC3

EVTALLAITEMENT

ALL RETJCALL VALJC

ALL RETJOALL VALJO

ALL RET HALL VALH

ABS VR JCDEDABD FM GENJCABS VR JODEDABS FM GENJOABS VR HRDEDABS FM GENHRS

ALLAI

EVF

1DER

EVT DECBEAUX PARE

CPE VAL DHCPE RET DHCPE VAL DJOCPE RET DJOCPE VAL DJCCPE RET DJC

ABS FM GENHRSABS VR HRDEDABS FM GENJOABS VR JODEDABS FM GENJCABS VR JCDED

EVF

1DER

EVT DECCOLLATERAU



EVF

1DER

EVT DECCONJOINT

CPE VAL DHCPE RET DHCPE VAL DJO

ABS FM GENHRSABS VR HRDEDABS FM GENJO

EVF

1DER



CPE RET DJOCPE VAL DJCCPE RET DJC

ABS VR JODEDABS FM GENJCABS VR JCDED

EVT DECENFANT



EVF

1DER

EVT DECPARENT



EVF

1DER

EVTDEMENAGEMENT

CPE VALDM HCPE RETDM HCPE VALDM JCPE RETDM JCPE VLDM JCCPE RTDM JC


DEMEN

1DER

EVT ENF MAL CPE RET EHCPE RET EJOCPE RET E

ABS VR HR SSOLDEABS VR JO SSOLDEABS VR JC S

EVF

1DER



JC SOLDE

EVT ENF MALAFB

CPE VAL EHCPE RET EHCPE VAL EJOCPE RET EJOCPE VAL EJCCPE RET EJC


EM EVF

1DER

EVT MAR ENF CPE VALM HCPE RET MHCPE VALM JOCPE RET MJOCPE VALM JCCPE RET MJC


EVF

1DER

EVT MAR SAL CPE VALM HCPE RET MHCPE VALM JOCPE RET MJOCPE VALM JCCPE RET MJC


EVF

1DER

EVT NAIS/ADOP CPE VAL NHCPE RET NHCPE VAL NJOCPE RET NJOCPE VAL NJC

ABS FM GENHRSABS VR HRDEDABS FM GENJOABS VR JODEDABS FM GENJC

ADOPT

1DER



CPE RET NJC

ABS VR JCDED

Element /Illness




TC1 TC2 TC3

MLTMALADIE

MAL VALHMAL DEDHMAL VALJOMAL DEDJOMAL VALJCMAL DEDJC

ABS FMHEURESABS VR HRDEDABS FM JRSOUVABS VR JO DEDABS FM JRSCALABS VR JC DED

ABS VRMAINT %1

ABS VRMAINT %1

ABS VRMAINT %1

MAL1

MAL

1

MLTMALADIE 2



ABS VRMAINT %2

ABS VRMAINT %2

ABS VRMAINT %2

MAL2

MAL

MLTMALADIE 3



ABS VRMAINT %3

ABS VRMAINT %3

ABS VRMAINT %3

MAL3

MAL

MLTMALADIE 4

MAL VALHMAL DED

ABS FMHEURESABS VR HR

ABS VRMAINT %4

MAL4

MAL

DER



HMAL VALJOMAL DEDJOMAL VALJCMAL DEDJC

DEDABS FM JRSOUVABS VR JO DEDABS FM JRSCALABS VR JC DED

ABS VRMAINT %4

ABS VRMAINT %4

MLT LGMALADIE



ABS VRMAINT %1

ABS VRMAINT %1

ABS VRMAINT %1

LGM1

MAL

1

MLT LGMALAD2



ABS VRMAINT %2

ABS VRMAINT %2

ABS VRMAINT %2

LGM2

MAL

DER

MLT MTTHERP



ABS VRMAINT %1

ABS VRMAINT %1

ABS VRMAINT %1

MAL1

THERP

1

MLT MTTHRP2

MAL VALH

ABS FMHEURES

ABS VRMAINT %2

MAL2

THER



MAL DEDHMAL VALJOMAL DEDJOMAL VALJCMAL DEDJC

ABS VR HRDEDABS FM JRSOUVABS VR JO DEDABS FM JRSCALABS VR JC DED

ABS VRMAINT %2

ABS VRMAINT %2

P

MLT MTTHRP3



ABS VRMAINT %3

ABS VRMAINT %3

ABS VRMAINT %3

MAL3

THERP

MLT MTTHRP4



ABS VRMAINT %4

ABS VRMAINT %4

ABS VRMAINT %4

MAL4

THERP

DER

MLT THER NP

CSS RET H ABS VR HR SSOLDE

THERP

1DER

MLT CUREPAYEE

MAL VALHMAL DEDHMAL VALJOMAL DEDJOMAL VALJC


ABS VRMAINT %1

ABS VRMAINT %1

ABS VRMAINT %1

MAL1

MAL

1



MAL DEDJC

MLT CUREPAY2



ABS VRMAINT %2

ABS VRMAINT %2

ABS VRMAINT %2

MAL2

MAL

MLT CUREPAY3



ABS VRMAINT %3

ABS VRMAINT %3

ABS VRMAINT %3

MAL3

MAL

MLT CUREPAY4



ABS VRMAINT %4

ABS VRMAINT %4

ABS VRMAINT %4

MAL4

MAL

DER

MLT CURE NP MAL DEDHMAL DEDJOMAL DEDJC

ABS VR HRDEDABS VR JO DEDABS VR JC DED

MAL

1DER

MLT MAL IJSS MAL DEDIJ 1

DAY COUNT PD IJ1 MAL



MLT MAL IJ2 MAL DEDIJ 2

DAY COUNT PD IJ2 MAL

MLT MAL IJ3 MAL DEDIJ3

DAY COUNT PD DERN

MAL

MLT LG MALIJ

MAL DEDLGM

DAY COUNT PD LGIJ

MAL

MLT CUREIJSS

CUR DEDIJSS

DAY COUNT PD ABS VRMAINT %1

IJCR

Take Element /Maternity




TC1

TC2 TC3

MTT MATERNPAYEE

MAT VALHMAT DEDHMAT VALJOMAT DEDJOMAT VALJCMAT DEDJC


MAT1

MAT

1DER

MTT MATERNNON PAY

MAT DEDHMAT DEDJOMAT DEDJC


MAT1

MAT

1DER

MTT ADOPTION MAT VALHMAT DEDHMAT VALJOMAT DEDJOMAT VALJCMAT DEDJC


ADOPT

1DER

MTT CG SUP MAT VAL ABS FM ABS VR M MT 1



HMAT DEDHMAT VALJOMAT DEDJOMAT VALJCMAT DEDJC

HEURESABS VR HRDEDABS FM JRSOUVABS VR JO DEDABS FM JRSCALABS VR JC DED

MAINT %1

ABS VRMAINT %1

ABS VRMAINT %1

AT1

SUP

MTT CG SUP2 MAT VALHMAT DEDHMAT VALJOMAT DEDJOMAT VALJCMAT DEDJC


ABS VRMAINT %2

ABS VRMAINT %2

ABS VRMAINT %2

MAT2

MTSUP

DER

MTT MATERNIJSS

MAT DEDIJSS

DAY COUNT DERN

MTT PATHO AV MAL VALHMAL DEDHMAL VALJOMAL DEDJOMAL VALJCMAL DEDJC


ABS VRMAINT %1

ABS VRMAINT %1

ABS VRMAINT %1

MAL1

MAL

1

MTT PATHO AV2

MAL VALHMAL DEDHMAL VALJOMAL DEDJOMAL VALJC


ABS VRMAINT %2

ABS VRMAINT %2

ABS VRMAINT %2

MAL2

MAL



MAL DEDJC

MTT PATHO AV3



ABS VRMAINT %3

ABS VRMAINT %3

ABS VRMAINT %3

MAL3

MAL

MTT PATHO AV4



ABS VRMAINT %4

ABS VRMAINT %4

ABS VRMAINT %4

MAL4

MAL

DER

MTTPATHOLOGIQ



ABS VRMAINT %1

ABS VRMAINT %1

ABS VRMAINT %1

MAL1

MAL

1

MTTPATHOLOGIQ2

MAL VALHMAL DEDHMAL VALJOMAL DEDJOMAL VAL

ABS FMHEURESABS VR HRDEDABS FM JRSOUVABS VR JO DEDABS FM JRSCAL

ABS VRMAINT %2

ABS VRMAINT %2

ABS VRMAINT %2

MAL2

MAL



JCMAL DEDJC

ABS VR JC DED

MTTPATHOLOGIQ3



ABS VRMAINT %3

ABS VRMAINT %3

ABS VRMAINT %3

MAL3

MAL

MTTPATHOLOGIQ4



ABS VRMAINT %4

ABS VRMAINT %4

ABS VRMAINT %4

MAL4

MAL

DER

MTT PATHO IJAV

MAT DEDIJSS

DAY COUNT DERN

MTT PATHO IJAP1

MAL DEDIJ 1

DAY COUNTPD

MTT PATHO IJAP2

MAL DEDIJ 2

DAY COUNTPD

MTT PATHO IJAP3

MAL DEDIJ 3

DAY COUNTPD

DERN

Take Element /StaffRepresentative



ElementthatRetrievesPercent forPositiveInput

TC1 TC2 TC3

REP CE RPP RET HRPP VAL H

DAY COUNTDAY COUNT PD

DL REP 1DER



RPP VALRG H

DAY COUNTUNP

REP CE SS DT RPP RET HRPP VAL H

DAY COUNTDAY COUNT

REP 1DER

REP CHSCT RPP RET HRPP VAL HRPP VALRG H

DAY COUNTDAY COUNT PDDAY COUNTUNP

DL REP 1DER

REP DELSYNDICAL

RPP RET HRPP VAL HRPP VALRG H

DAY COUNTDAY COUNT PDDAY COUNTUNP

DL REP 1DER

P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L P R O D U C I N G W A G E C E R T I F I C A T E S F O R A B S E N C E S 1 5 - 1

C H A P T E R 1 5

Producing Wage Certificates forAbsences

Wage certificates are official Cerfa documents that provide proof that a payee is entitled toreceive social security payments for sick leave, maternity leave, work accidents, or occupationalillness. This section describes how to generate wage certificates.

Overview of Setup Steps

The high-level steps for creating wage certificates are described here.

To generate wage certificates:

1. Use the Elements for Reports page to update the elements to be printed on the certificates, ifnecessary.

PeopleSoft delivers the list of element codes that the system uses when printing certificates.Each element code is linked to an element—typically an accumulator. For example, if grosssalary is required on a certificate, it is linked to the accumulator element for gross salary.You can use the Elements for Reports page to see which element a code is linked to. You canalso change the linked element, when necessary.

2. Use the Pay-slip Absence Codes page to create any absence codes you need to print on thecertificates.

PeopleSoft delivers absence codes that the system can use when printing certificates. Youcan use the Pay-slip Absence Codes page to see which elements these codes are linked to.You can also change the codes.

3. Enter absences through the Absence Event Entry page, as usual.

For more information about entering absence events, see the Absence Entry and Processingsection in the PeopleSoft 8 Global Payroll PeopleBook.

4. Use the Certificates Data Retrieval page to launch a process that retrieves the data for thecertificate.

5. Use the Illness/Maternity Certificate component or the AT/MP Certificate component, as


1 5 - 2 P R O D U C I N G W A G E C E R T I F I C A T E S F O R A B S E N C E S P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

appropriate, to display the data retrieved for the certificates and to add or update data, ifnecessary.

6. Use the Certificates Printing Process Details to print the certificates.

Defining Absence Codes Used in Reports

When you produce payslips, attachments to payslips (annexes), and certificates for illnesses orwork accidents, the system identifies the reason for a payee’s absence by printing codes on thedocuments, rather than the names of the take elements. The Pay-slip Absence Codes pagedisplays the codes that the system uses.

We deliver sample codes with PeopleSoft Global Payroll for France.

Pay-slip Absence Codes Page

Usage Use the Pay-slip Absence Codes page to view or change the codes thatare printed on various documents in place of the absence take elementnames.

Object Name GPFR_ABS_TAKEN

Navigation Global Payroll France, Global Payroll France, Setup 3, AbsenceCodes Used in Reports

Prerequisites None

AccessRequirements

Enter the name of the absence take element.

Pay-slip Absence Codes page


Element Name Displays the name of the take element that you entered toaccess this page.



Payslip Absence Code Displays the code that prints on the payslip schedule toidentify the reason for the absence. Codes can consist ofup to two characters.

Annexe Absence Code Displays the code that prints on the annex (payslipattachment) to identify the reason for the absence. Codescan consist of up to two characters.

Absence Code 6 Displays the code that prints in column 6 of the illnesscertificate to identify the reason for the absence. Codescan consist of up to seven characters.

Absence Code 14 Displays the code that prints in column 14 of the workaccident certificate to identify the reason for the absence.Codes can consist of up to seven characters.

Retrieving Data for Certificates

Use the Certificates Data Retrieval - Run Control page to extract absence data entered through theAbsence Event Entry page and retrieve the additional data that the system needs to produce wagecertificates for maternity leave and illness leave.

You select the Group ID and the begin date and end date for which you want to retrieve data.

Certificates Data Retrieval - Run Control Page

Usage Use the Certificates Data Retrieval - Run Control page to initiate theGPFR_ILL_AE process, which retrieves data for the certificates thatyou want to generate.

Object Name GPFR_ILL_RNCTL

Navigation Global Payroll France, Global Payroll France, Process, CertificatesData Retrieval

Prerequisites None

AccessRequirements

Enter the run control ID. You can enter up to 30 characters.



Certificates Data Retrieval - Run Control page

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: ReportManager, Process Monitor.

Run Control ID Displays the run control ID that you entered to access thispage.

Prepare Illness/MaternityData

Select this check box if you want to generate data forwage certificates for illness, maternity, and long-termillness.

Prepare Accident Data Select this check box if you want to generate data forwage certificates for work accidents and occupationaldisease.

Certification by theEmployer

Click the Certification by Employer link to access theCertification page, where you can enter the name of theperson who will sign the certificate on behalf of theemployer, identify the person’s position, the name of thelocation where the certificate will be signed, and the date.

Group ID Select the group for which you want to generatecertificates.

You define groups in PeopleSoft Human Resources.

For more information about groups, see Working WithGroups in your PeopleSoft 8 Application FundamentalsPeopleBook.

Group As Of Date If you want to rebuild the group before generating thecertificates, enter the date that you want the system to useto identify group members.



Refinement Date If you want to rebuild the group before generating thecertificates, you can enter the refinement date here.

For more information about refining a group, see RefiningGroups in PeopleSoft Modules in your PeopleSoft 8Application Fundamentals PeopleBook.

Grp generation (Groupgeneration)

Click the Grp generation button if you want to rebuildthe group before generating data for the certificates.

Beginning of the ref period Enter the start date of the period for which the system willsearch for absences.

The system only looks for absences that begin and endduring the period of time you specify. That is, it looks forabsences that begin on or after the date you enter in thisfield and end on or before the date you enter in the nextfield.

End of the Ref Period Enter the end date of the period for which the system willsearch for absences.

The system only looks for absences that begin and endduring the period of time you specify.

Select When you click the Select button, the system searches forthe payees that meet your selection criteria and displaysthem in the Select Result section of the page.

Select Result

Retrieval Select this check box if you want the system to retrievedata for the payee named to the right. The check box isselected automatically if data for this absence has not beenretrieved before.

Print Requested This check box is selected automatically if a certificatehas already been printed for this absence.

EmplID (employee ID) Displays the employee ID of the payee who qualifies for awage certificate.

Name Displays the name of the payee who qualifies for a wagecertificate.

Absence Take Displays the name of the absence take element that wasused to record the payee’s absence on the Absence EventEntry page.

Begin Date Displays the begin date of the absence as entered on theAbsence Event Entry page.



End Date Displays the end date of the absence as entered on theAbsence Event Entry page.

Certification Page

Usage Use the Certification page to enter the default information for thesignature that will be generated for all certificates. If you do notcomplete this page, you must enter this information for each certificatebefore printing it.

Object Name GPFR_AT_CERTIF_SEC

Navigation Click the Certification by the Employer link on the Certificates DataRetrieval page

Certification page

Place for Signature Enter the name of the city or other location where thecertificate will be signed.

Date of Signature Enter the date that the certificate will be signed.

Name Enter the name of the person who will sign the certificateon behalf of the employer.

Status Signator Select the signer’s position in the company. Valid valuesare Accountant, Compulsory Liquidator, Director,Manager, Managing Director, Other, PersonnelManager, and Receiver.

Viewing and Updating Data for Illness and Maternity Certificates

The Certificate of Wages, registered under the number 11135-01, provides proof that a payee isentitled to receive social security payments for sick leave or maternity leave. Payees are entitledto these benefits if they worked the statutory minimum period during the reference periodpreceding the absence or if they paid the sickness contribution on the minimum number of SMIChours.

The Illness/Maternity Certificates component is composed of five pages that display the data thatthe system retrieved when you launched the Certificates Data Retrieval process. This is the samedata that will be printed on the certificates. You can add or update information on these pages, asneeded.



The information that you enter is reflected on the certificates but does not update the PeopleSoftGlobal Payroll or Human Resources database.

Admin Information Page

Usage Use the Admin Information page to view or update the basicadministrative information that will appear on certificates for illness andmaternity.

Object Name GPFR_ILLNESS_1

Navigation Global Payroll France, Global Payroll France, Use,Illness/Maternity Certificates

Prerequisites Run the Certificates Data Retrieval process.

AccessRequirements

Enter the EmplID.

Illness/Maternity Certificates - Admin Information (administrative information) page

Employer

Establishment ID Displays the establishment with which the employee wasassociated on the original date of the absence.

Address Click the Address link to access the Company Addresspage, which displays the address of the establishment thatyou selected.

Phone Number Displays the phone number for the establishment.

SIRET Displays the SIRET identification number for theestablishment.

Temporary Work Agency Select this check box if the employer is a temporary workagency.



Employee

National ID Displays the payee’s national ID followed by the key.

EmplID Displays the employee ID that you entered to access thispage.

First and Last Name Displays the payee’s name.

Address Click the Address link to access the Employee Addresspage, which displays the payee’s address.

Job or ProfessionalCategory

Displays the employee’s job or professional category.

Overwrite Database Data

Overwrite Database Data Select this check box if you want to enter any informationabout the employer that differs from the informationalready stored in the PeopleSoft Human Resources (HR)database. The information will be printed only on thecurrent certificate, but will not update the HR database.

Right Study Page

Usage Use the Right Study page to view or update information about theabsences due to maternity or illness. This page does not apply to long-term illness.


Navigation Global Payroll France, Global Payroll France, Use,Illness/Maternity Certificates, Right Study


AccessRequirements

Click the Right Study tab.

Right Study page



Last Date Worked Enter the date of the last paid day on which the employeeworked.

Reason for Leaving Displays the reason for the employee’s absence as enteredon the Absence Event Entry page. Valid values areIllness and Maternity.

Situation at the Date ofLeave

If the employee was unemployed, on vacation, in militaryservice or absent for some reason other than illness ormaternity on the last date worked preceding the leave,enter the reason for the absence. You can enter up to 30characters in this field.

Resume Work Dt (resumework date)

Enter the date that the employee will return to work.

No Work Resumption atthis Day

If the payee is has not yet returned from the absence,select this check box.

Work Resumption PartialTime

If the employee will resume work on a part-time basis,enter the reason for working part time. Valid values areMedical Reason and Personal Reason.

Cases This field is related to the contribution amount and hours.The system automatically selects General. SelectParticular for seasonal workers, employees who work athome, and so forth. You can then manually enter thecontribution amount and hours.

Amount of the Contribution If General appears in the Case field, the amount of thecontribution represents total contributions for sicknessinsurance, maternity insurance, disability insurance, anddeath insurance based on the wages earned during the 6calendar months preceding the leave date.

If you select Particular in the Case field, enter the sameinformation for the wages earned during the 12 precedingcalendar months.

Currency Select the currency that you want to use on the printedcertificate.

More Than 200 WorkedHours

This field appears only when General is displayed in theCase field.

If the payee worked at least 200 hours during the last 3calendar months or the last 90 consecutive days, thesystem automatically selects the More Than 200 WorkedHours check box and leaves the Amount of theContribution field clear.


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More Than 800 WorkedHours

This field appears only when you select Particular in theCase field. Select this check box if the payee workedmore than 800 hours within the 12 calendar months or 365consecutive days preceding the leave date.

From Date for the Period Displays the begin date of the period of validity for theprevious four fields. Typically the period is 3, 6, or 12months.

To Displays the end date of the period of validity. Typicallythe period is 3, 6, or 12 months.

Reference Salaries Page

Usage Use the Reference Salaries page to view or update the reference salaries.The page displays the employee’s gross pay for the last three monthsbefore the leave date. This page does not apply to long-term illness.


Navigation Global Payroll France, Global Payroll France, Use,Illness/Maternity Certificates, Reference Salaries


AccessRequirements

Click the Reference Salaries tab.

Reference Salaries: Base Salary page

From Displays the begin date of the period on whichcontributions were based.

The reference period starts three months before the monthin which the absence begins. For example, if the absencebegins in October 2000, the reference period is from July2000 through September 2000, so 01/07/2000 appears inthis field.

To Displays the end date of the period on which contributionswere based.


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L P R O D U C I N G W A G E C E R T I F I C A T E S F O R A B S E N C E S 1 5 - 1 1

Gross Pay The gross amount of the employee’s earnings on whichcontributions to sickness, maternity, disability, and deathinsurance were based. CSG and other mandatorycontributions are also deducted for maternity leave.

Euro This check box is selected automatically if the salary ispaid in euros.

Reference Salaries: Regularization of Contributions Tab

Reference Salaries: Regularization of Contributions page


The reference period starts three months before the monthin which the absence begins. For example, if the absencebegins in October 2000, the reference period is from July2000 through September 2000, so 01/07/2000 appears inthis field.


Period 1 Amount The system does not populate this field. Enter an amounthere only if you made retroactive adjustments (outside ofGlobal Payroll) to a payee’s contributions during thecalendar year that precedes the reference period indicatedin the From and To fields.

Do not enter the amount of retroactive adjustments thatwere made by Global Payroll. When Global Payrollcalculates contribution amounts each month, itautomatically adds or subtracts any retroactiveadjustments, as applicable. Thus, the current periodcontributions already reflect any retro adjustments thatmay have been made.



Period 2 Amount The system does not populate this field. If necessary, youcan enter the retroactive amount applicable to period 2here. (Period 2 is the calendar year that began two yearsbefore the reference period indicated in the From and Tofields.)

Reference Salaries: Not Full Time Period Tab

Reference Salaries: Not Full Time Period page

The Not Full Time Period tab displays data only if the payee worked part time during thereference period.


The reference period starts three months before the monthin which the absence begins. For example, if the absencebegins in October 2000, the reference period is from Julythrough September 2000, so 01/07/2000 appears in thisfield.


Absence Code Displays the absence code associated with the absence.

For more information about absence codes, see DefiningAbsence Codes Used in Reports.

Worked Hours Displays the actual number of hours worked.

Full Time Hours Displays the number of hours that the payee would haveworked if able to work all of the full-time schedule.

Calculated Wage Displays the full-time equivalent wage.




Subrogation Page

Usage Use the Subrogation page to enter the information that the socialsecurity agency needs to pay the social security allowance to yourorganization, rather than directly to the payee.


Navigation Global Payroll France, Global Payroll France, Use,Illness/Maternity Certificates, Subrogation


AccessRequirements

Click on the Subrogation tab.

Subrogation page

Beginning of theSubrogation

Enter the begin date for which you are submitting a claimfor subrogation.

To Enter the end date for which you are submitting a claimfor subrogation.

Account of the employer

Bank Code Enter the company’s bank code. This is the bank codethat the social security agency should use to deposit thefunds.

Agency code Enter the company’s agency code. This is the agencycode that the social security agency should use to depositthe funds.



Account number Enter the company’s account number. This is the accountnumber that the social security agency should use todeposit the funds.

Account number’s key Enter the company’s key number for the account that thesocial security agency should use to deposit the funds.

Title of the Account Enter the title of the company’s bank account into whichthe funds are to be deposited.

Payment in Euro Select this check box if you want to receive the allowancein euros.

Certification

Place for Signature Displays the name of the city or other location where thecertificate will be signed.

Date of Signature Displays the date that the certificate will be signed.

Name Displays the name of the person who will sign thecertificate on behalf of the employer.

Status Signator Displays the signer’s position in the company. Validvalues are Accountant, Compulsory Liquidator, Director,Manager, Managing Director, Other, PersonnelManager, and Receiver.

Printing Process

Print Requested A check mark indicates that the certificate has alreadybeen printed.

Printing Process If you are ready to print the certificates, select this checkbox. A Launch button appears.

Launch If you want to print the certificate just for the employeethat you selected on the Admin Info page, click theLaunch button to access the Certificates Printing ProcessDetails page, where you can launch the printing process.

If you prefer to print certificates for more than oneemployee at a time, navigate to the page as follows:Global Payroll France, Report, Certificates PrintingProcess.

The Launch button appears only when you select thePrinting Process check box.



Long-Term Illness Page

Usage Use the Long-Term Illness page to enter the total insurancecontributions and number of worked hours for a payee with a long-termillness. Use this page for long-term illnesses only.


Navigation Global Payroll France, Global Payroll France, Use,Illness/Maternity Certificates. Long-Term Illness


AccessRequirements

Click on the Long-Term Illness tab.

Long-Term Illness page

Long Term Illness

Long Term Illness Select this check box if you want to prepare a certificatefor a long-term illness (absences entered with the takeelement MLT LG MALADIE).

Last Date Worked Enter the last day that the employee worked.

Contribution Amounts

In the Contribution Amounts group box, enter the amount of health insurance contributions thathave been deducted from the employee’s earnings in either the top or bottom field, as appropriate.If the amount that you enter represents euros, select the Euro check box.

Number of Worked Hours

In the Number of Worked Hours group box, enter the total number of paid hours that the payeeworked in either the top or bottom field, as appropriate.



Printing Process



Launch Select the Launch button to access the CertificatesPrinting Process Details, where you can launch theprinting process. If you prefer to print certificates formore than one employee at a time, navigate to the page asfollows: Global Payroll France, Report, CertificatesPrinting Process.

The Launch button appears only when you select thePrinting Process check box.

Viewing and Updating Data for Work Accidents and Occupational IllnessCertificates

Wage certificates for the payment of a daily allowance for industrial accidents or occupationalillness are printed on Cerfa documents registered under the number 11137-01 and published bythe Ministry for Employment and Solidarity (CNAMTS).

For payees who join or leave the company mid-year, you must enter the data necessary toproduce the certificate manually.

Admin Information Page

Usage Use the Admin Information page to generate the data needed to producecertificates for work accidents and occupational illness.

Object Name GPFR_ATMP_1

Navigation Global Payroll France, Global Payroll France, Use, AT/;MPCertificate, Admin Information

Prerequisites None

AccessRequirements

Enter the employee ID.



AT/MP Certificate - Admin Information (administrative information) page

Company

Company Displays the payee’s company on the date of the accident.

Phone Number Displays the phone number for the company.

Address Click the Address link to access the Company Addresspage, which displays the address of the establishment thatyou selected.

Establishment

The Establishment group box displays information about the establishment at which the employeeworks, as entered in PeopleSoft Human Resources.

For more information about establishment data, see the Defining Establishments in yourPeopleSoft 8 Application Fundamentals PeopleBook.

Establishment ID Displays the establishment with which the employee wasassociated on the original date of the absence.

Address Click the Address link to access the EstablishmentAddress page, which displays the address of theestablishment that you selected.

SIRET Displays the SIRET identification number for theestablishment.

Risk Code Displays the risk code for the establishment.



Phone Number Displays the establishment’s phone number.

Employee

National ID Displays the payee’s national ID followed by the key.

Sex Displays the payee’s gender. Valid values are Female,Male, and Unknown.

Birthdate Displays the payee’s date of birth.

Nationality Displays the payee’s nationality. Valid values are EECResident, French, and Other.

First and Last Name Displays the payee’s name.

Address Click the Address link to access the Employee Addresspage, which displays the employee’s address.

Hire Date Displays the date on which the employee was hired.

Job Code Displays the employee’s job code.

Employee Category Valid values are Executive, Manager, and Workman.

Professional ExperienceDate

Displays the employee’s years of seniority in the job.

Are There Other Victims? For work accidents, select this check box if another personwas injured during the accident.

Frames A and B Page

Usage Use the Frames A and B page to display the payee’s earnings during thereference period. This page pertains to industrial accidents andoccupational illness


Navigation Global Payroll France, Global Payroll France, Use, AT/;MPCertificate, Frames A and B

Prerequisites None

AccessRequirements

Click on the Frames A and B tab.



Frames A and B: Base Salary page



Name & Address Displays the name and address of the company’s doctor.

Date of the Accident/Illness Displays the date of the accident or the first medicalobservation (for an occupational illness). This is the samedate entered in the Original Begin Date field on theAbsence Event Entry page.

Last Date Worked Enter the last date that the payee worked.

Return Date Enter the date on which the payee returned to work, ifapplicable.

No Work Resumption atthis Day

If the payee has not yet returned from the absence, selectthis check box.

Reason for Absence Displays the reason for the absence as recorded on theAbsence Event Entry page. Valid values are IndustrialAccident or Occupational Illness.

Frame A: Reference Period Basic Salary and Accessories

Frame A displays the payee’s monthly gross earnings for each month.



Base Salary Tab

The base salary represents the paid and unpaid earnings during the reference period, includingany wages that were upheld during this period.

From Displays the begin date of the earliest segment in theselected period.

To Displays the end date of the latest segment of the selectedperiod.

Date of Pay Displays the date on which the payee was paid.

Gross Pay Displays the employee’s gross pay.

For more information about the element that contribute tothe amount in this field, see PeopleSoft 8 Global Payrollfor France, “Understanding French Absence Rules”


Salary Accessories Tab

Frames A and B: Salary Accessories page

From Displays the begin date of the earliest segment in theselected period.

To Displays the end date of the latest segment of the selectedperiod.



Adv Kind & Tips(advantages in kind and tips)

Displays the advantages in kind (avantages en nature) andtips (pourboires) not included in the base gross salary.

For more information about the element that contribute tothe amount in this field, see PeopleSoft 8 Global Payrollfor France, “Understanding French Absence Rules”.

Allowances Displays any allowances, premiums, or gratuities notincluded in the base gross salary.

For more information about the elements that contribute tothe amount in this field, see PeopleSoft 8 Global Payrollfor France, “Understanding French Absence Rules”.

Wage Share Displays the wage share of the contributions thatcorrespond to the gross amount declared in columns 4, 5,and 6 of the certificate.

Bus Expenses (businessexpenses)

Displays the previously paid business expenses that aresubject to contributions (that is, that are not part of thepayee’s standard gross pay).

Ded Sup % (supplementaldeduction percent)

If the payee’s job qualifies for an additional deduction(journalists, for example), the supplemental deductionpercentage appears here.

Frame B: Back Wages & Different Periods Wages

Frame B displays any back wages or wages that were paid to the payee at different intervals thanthe basic pay. For example, it might show a quarterly allowance (earned during the period from 1January to 31 March) that was paid in the March payroll.

From Displays the begin date of the period to which the amountin the Gross Pay field applies.

To Displays the end date of the period to which the amount inthe Gross Pay field applies.

Date of Pay Displays the date on which the payee was paid theprocessed gross.

Gross Pay Displays the gross amount of the employee’s earnings.


Wage Share Displays the wage share of the contributions thatcorrespond to the gross amount declared in column 12 ofthe certificate.



Frames C and D Page

Usage Use the Frames C and D page to display and update information aboutsalary upholding, apprenticeships, and lost wages for industrialaccidents and occupational illness.


Navigation Global Payroll France, Global Payroll France, Use, AT/;MPCertificate, Frames C and D

Prerequisites None

AccessRequirements

Click on the Frames C and D tab.

Frames C and D page

Space D: Particular Cases

Minimum Wage ofApprentices

If the payee is an apprentice or trainee, enter the minimumwage for the category, level or qualified employment inwhich the apprentice or the trainee would normally havebeen classified at the end of the training period orapprenticeship.

Contract Number and Date If the payee is an apprentice, enter the number and date ofthe employment contract.

Space C: Upholding the salary

Upholding the Salary Select this check box if you upheld the payee’s salary.

Upholding If the Upholding the Salary check box is selected,indicate the type of salary upholding that was done. Validvalues are Integral Upholding or Partial Upholding.



Frame C: If the Reference Period Does not Have Been Totally Made

Frame C displays information only if the reference period was not completed because of theabsence.

Print

Absence code Displays the reason for the absence. (The codecorresponds to the code displayed in the Absence Code 14field of the Pay-slip Absence Codes page.)

The following are valid values:

MAL: illness

MLD: long-term illness

AT: industrial accident.

MAT: maternity

CHOM: total unemployment

FERM: closing of establishment

COP: vacation pay

ABS AUT: authorized unpaid vacation

SN: national service

ABA: authorized absence

Other absence codes you have defined.

From Displays the begin date of the leave.

To Displays the end date of the leave.

Lost of Wage Displays the wages lost during the absence period, if thesalary was not upheld for this absence.


Wage Share Represents the portion of the employee’s contributionsthat were lost because of the leave.

Subrogation and Certification Page

Usage Use the Subrogation and Certification page to enter the information thatthe social security agency needs to pay the social security allowance toyour organization, rather than directly to the payee. This informationapplies to industrial accidents and occupational illness.




Navigation Global Payroll France, Global Payroll France, Use, AT/;MPCertificate, Subrogation and Certification

Prerequisites None

AccessRequirements

Click on the Subrogation and Certification tab.

Subrogation and Certification page

Subrogation

Beginning of theSubrogation

Enter the begin date for which you are submitting a claimfor subrogation.

To Enter the end date for which you are submitting a claimfor subrogation.

Upholding of the Salary Valid values are Integral Upholding and PartialUpholding.

Account of the employer

Bank Code Enter the company’s bank code. This is the bank codethat the social security agency should use to deposit thefunds.

Agency code Enter the company’s agency code. This is the agencycode that the social security agency should use to depositthe funds.



Account number Enter the company’s account number. This is the accountnumber that the social security agency should use todeposit the funds.

Account number’s key Enter the company’s key number for the account that thesocial security agency should use to deposit the funds.

Title of the Account Enter the title of the bank account into which the funds areto be transferred.

Payment in Euro Select this check box if you want to receive the allowancein euros.

Certification

Place for Signature Displays the name of the city or other location where thecertificate will be signed.

Date of Signature Displays the date that the certificate will be signed.

Name Displays the name of the person who will sign thecertificate on behalf of the employer.

Status Signator Displays the signer’s position in the company. Validvalues are Accountant, Compulsory Liquidator, Director,Manager, Managing Director, Other, PersonnelManager, and Receiver.

Printing Process



P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L S E T T I N G U P P A Y S L I P S F O R F R A N C E 1 6 - 1

C H A P T E R 1 6

Setting Up Payslips for France

There are two processes when working with payslips: setting them up and generating them. Thissection explains how to set them up.

For more information about generating payslips, see Understanding French Reports.

PeopleSoft supplies a payslip model, which may be redesigned to fit your needs. Although wegive you the flexibility to redesign the format of the payslip, we also recommend that you followrules regarding what information should be printed on the payslip.

By law, some information is not allowed to appear on the payslip (bulletin de paie). If thisinformation is relevant to a payee, it is printed on another form, called an annex (annexe).You are responsible for determining which information belongs on each form.

Setting Up the Payslip

The payslip displays elements such as earnings, deductions, absence hours, current and year-to-date totals, as well as a daily record. When setting up the payslip, you must define which of theseelements to print on the payslip and define the format of the payslip. You must do the following:

• Assign at least one pay group to each payslip. You can do this on the Payslip/Pay Group Page.

• Define the sort-order keys that will be used to sort the payslip’s forms. You can do this usingthe Payslip Sort Keys Page.

• Select and define elements (earnings, deductions, and accumulators) to be printed on thepayslip. You must also put the earning and deduction elements in the order in which theyshould appear in the body of the payslip or annex. You can do this using the Pay-slip LinesPage.

• Select the elements that must have totals printed on the payslip. You can do this using the Pay-slip Totals Page.


1 6 - 2 S E T T I N G U P P A Y S L I P S F O R F R A N C E P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

Payslip/Pay Group Page

Usage Use the Payslip/Pay Group page to associate pay groups with anindividual payslip. Payslips must be associated with at least one PayGroup before they are included in a pay run.

Object Name GPFR_P_SLIP_GRP

Navigation Global Payroll France, Global Payroll France, Setup 3, Pay-slipEntry, Pay-slip/Pay Group

Prerequisites You must set up your Payslip IDs and define your pay groups.

AccessRequirements

Enter a Payslip ID number.

Payslip/Pay Group page

Payslip ID The payslip ID that you entered appears here. Thedescription of the payslip ID appears to the right of thepayslip ID. You can insert a new payslip ID descriptionby inserting text in the description field.

If you are using this page to create a new payslip ID, youwill not see a description; you must enter one.

Payslip/Paygroups

Pay Group Select the pay group from the drop-down list box. Eachpayslip can have multiple pay groups. However, you canassociate each pay group with only one payslip.

Description Displays a description of the pay group.

Reassigning a Pay Group to a New Payslip ID

If you want to reassign a pay group to a new Payslip ID, you must first delete the pay group fromthe payslip it is initially associated with. You can do this by clicking the delete button on thePayslip/Pay Group Page. After you delete the pay group from the payslip, you can add the paygroup to a different Payslip ID by using the Payslip/Pay Group page. To add a pay group to thePayslip ID, click the add button on the Payslip/Pay Group page.



Payslip Sort Keys Page

Usage Use the Payslip Sort Keys page to set up the methods and order forsorting the different payslip forms.

Object Name GPFR_P_SLIP_SK

Navigation Global Payroll France, Global Payroll France, Setup 3, Pay-slipEntry, Pay-slip Sort Keys

Prerequisites This is the second page in a four-page component. You must firstcomplete the Pay-slip/PayGroup page.

AccessRequirements


Payslip Sort Keys page

Each payee receives a payslip form per pay segment. The payee may also receive an annex, ifnecessary. The payslip and annex may be associated with up to five sort keys that are then usedto sort the payslips.

Payslip ID The payslip ID that you entered on the entry page to thiscomponent appears here.

Sort Key 1–5 Select the sort keys. You can select up to five sort keys.The information is sorted in the following order: Sort Key1, Sort Key 2, Sort Key 3, Sort Key 4, and then Sort Key5. For example, if you select COMPANY for Sort Key 1and ESTABID (establishment ID) for Sort Key 2, thepayslips are first sorted by company and then byestablishment.

A/D (ascending/descending) This field enables you to specify the sort order. To sort inascending order, select ASC. To sort in descending order,select DSC. For example, if you select ascending order,values appear in alphabetical order (A to Z) or numericalorder (smallest to biggest).



Payslip Lines Page

Usage Use the Payslip Lines page to determine what is printed on each line ofthe body of the payslip.

Object Name GPFR_PAY_SLIP_1

Navigation Global Payroll France, Global Payroll France, Setup 3, Pay-slipEntry, Pay-slip Lines

Prerequisites This is the third page in a four-page component. You must firstcomplete the Pay-slip/PayGroup and Pay-slip Sort keys pages.

AccessRequirements


Payslip Lines: Elements page

Payslip ID The payslip ID that you entered on the entry page for thiscomponent appears here.



Payslip/Annex Select the document that you want the elements to printon. Valid options are Pay-slip (Bulletin de paie) andAnnex (Annexe).



Print Order This field is used to determine the order in which elementsare printed on the payslip. All earnings and deductionelements delivered by PeopleSoft print in the followingorder:

Salary

Other Gross (overtime, premium, allowances, absences,and so on)

URSSAF Contributions

ASSEDIC Contributions

AGIRC/ARCCO Contributions

Other Contributions

Other Net

However, you may reorder the elements. Whenreordering, you can use decimal points for the print orderif there are no whole numbers available. For example, ifElement A has print order 100.00 and Element B has printorder 101.00, and you want element Element C to printbetween the other two elements, you can assign it printorder 100.50.

Elements Tab

See the previous exhibit for a view of this tab. Use this tab to specify and order earnings anddeductions that will be printed on the payslip.

The rows on each tab correspond directly to the rows on all other tabs. For example, theelement referenced in row 1 of the Retro tab is the same as the element in row 1 of theDescription tab.

EE Element Type (employeeelement type)

Select the element type for the payee’s column in thepayslip’s body. Valid options are Earnings andDeductions.

Element Name Select a payee’s earning or deduction element. If youspecify Earnings in the EE Element Type field, you mayonly select earnings elements. If you specify Deductions,you may only select deduction elements.



ER Element Type (employerelement type)

Select the element type for the employer’s column in thepayslip’s body. Valid options are Earnings andDeductions. The employer’s earning and deductionelements also appear on the payslip. The name of eachelement appears in the second Element Name field.

Element Name Select an employer’s earning or deduction element. If youspecify Earnings in the ER Element Type field, you mayonly select earnings elements. If you specify Deductions,you may only select deduction elements.

Description Tab

Payslip Lines: Description page

Use this page to view or change descriptions of earnings or deduction elements.

Take Description from Select Employee Element to extract the payee element’sdescription from the GP_PIN table.

Select Employer Element to extract the employerelement’s description from the GP_PIN table.

Select Description to enter your own description.

Description The description of the element appears here. If you selectDescription in the Take Description from field, you mayenter a new description for the element here. If you entera new description here, it prints on the payslip, however itdoes not update the GP_PIN table.



Retro Tab

Payslip Lines: Retro page

Use this page to select the method for printing retro earnings and deductions.

Retro Type Select a method for printing the retro earnings ordeduction element. Valid options are One Line, Currentand Adjustment, and Current and Deltas.

Detailed Instances If Detailed Instances is selected, each instance of theearning or deduction prints separately on the payslip.

The following example illustrates the differences among these three options for Retro Type.Suppose that last year a payee had a fixed monthly salary of 20000. However, in January of thisyear, the payee received a raise of 1000 per month. Despite the raise, payroll mistakenly paid thepayee 20000 for the months of January and February. In March, the system must pay 1000 inretro pay for both January and February, as well as pay March’s salary of 21000.

If One Line is selected, one line will include all current earnings and retro payments in a lumpsum. Based on our example, 23000 appears on a single line.

If Current and Adjustment is selected, the current salary appears on one line and the retro payappears on the next line. Based on our example, the salary for March, 21000, appears on one lineand the retro adjustment, 2000, appears on the next line.

If Current and Deltas is selected, the current salary appears on the first line, and each payperiod’s retro pay appears on an individual line. Based on our example, the salary for March,21000, appears on one line, and the adjusted monthly amounts, 1000 for January and 1000 forFebruary, appear on the following two lines.



This page does not process retro earnings and deductions. You do not use this page to definethe retro rules for payroll. This page is only used to define a printing method. For moreinformation about processing retro earnings and deductions, see Defining RetroactiveProcessing.

Spaces Tab

Payslip Lines: Spaces page

Use this page to insert blank lines to space the elements on the payslip form.

Description Displays the element description. The value automaticallypopulates from the Description field in the Descriptiontab.

No. of Space Lines Before(number of space linesbefore)

This field enables you to insert spaces before the Elementlines on the payslip. Enter the number of empty lines yourequire before the element description. The default valueis 0 lines. The maximum number of lines you can enter is99.

No. of Space Lines After(number of space lines after)

This field enables you to insert spaces after the Elementlines on the payslip. Enter the number of empty lines yourequire after the element description. The default value is0 lines. The maximum number of lines you can enter is99.

For more information about the format of the payslip, see Sample Layout of the PayslipForm.



Payslip Totals Page

Usage Use the Payslip Totals page to determine which accumulators to displayin the footer of the payslip form.

Object Name GPFR_PAY_SLIP_2

Navigation Global Payroll France, Global Payroll France, Setup 3, Pay-slipEntry, Pay-slip Totals

Prerequisites This is the fourth page in a four-page component. You must firstcomplete the Pay-slip/PayGroup, Pay-slip Sort keys, and Pay-slip Linespages.

AccessRequirements


Payslip Totals page

Payslip/Annex Select whether the accumulator elements are displayed onthe payslip (bulletin de paie) or the annex (annexe).


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Col. No. (column number) Select the column number to which you want to assigneach accumulator. These columns appear in the footersection of the payslip form. The payslip contains up tofourteen different accumulators. The fourteen totalsdisplayed on the payslip form correspond to the fourteenelements displayed on this page. The columns areseparated into three sections: column numbers 1–10, 11–13, and 14.

The first section contains ten columns in a row that aredesigned for accumulating earnings and deductions. Eachof the 10 accumulators has two values; the top rowdisplays the current total and the bottom row displays theyear-to-date total. PeopleSoft delivers the accumulators inthe following order:

Column 1: Fiscal Net.

Column 2: Gross.

Column 3: Payee Contribution.

Column 4: Employer Contribution.

Column 5: Social Security Ceiling.

Column 6: Base hours of the payee.

Columns 7–10: Not delivered by PeopleSoft.

The second section contains three consecutive columnsthat display the holiday/vacation information. PeopleSoftdelivers the accumulators in the following order:

Column 11: Days Due.

Column 12: Days Taken.

Column 13: Balance.

Each of these three accumulators has two values: the toprow displays the current year’s information and the bottomrow displays the previous year’s information.

The final section contains a single column, which displaysthe time-off in lieu of compensation earned (in days andhalf-days) during this month, and that may be spent by thepayee during the next two months.

Column 14: RC (Repos Compensateur), time-off in lieu ofcompensation earned.

Note. If any amount is resolved to zero, the header forthat amount is still printed on the payslip form.

For more information about the layout of a payslip, seeSample Layout of the Payslip Form.


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Descr. 1 (description 1) The description of the element appears here. Thisdescription appears at the top of the column on the payslipform.

Element Name The element name for the first amount (see above) appearshere. The system uses this element to retrieve an amountfrom the Accumulator Results Table.

Element Name The element name for the second amount (see above)appears here. The system uses this element to retrieve anamount from the Accumulator Results Table.

For more information about the format of the payslip, see Sample Layout of the PayslipForm.

Payslip Observations

You can print comments in the footer of the payslip. You may enter up to four different lines forcomments. When requested, the four lines will print on the payslip.

Payslip Observation Page

Usage Use the Payslip Observation page to view or edit the observationsassociated with the given observation ID. You can also use this page tocreate a new Observation ID.

Note. Use the Supporting Element Override page to give theobservations an element name.

Object Name GPFR_P_SLIP_GRP

Navigation Global Payroll France, Global Payroll France, Setup 3, Pay-slipObservations

Prerequisites None

AccessRequirements

Enter an Observation ID.


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Payslip Observation page

Observation ID The Observation ID that you selected appears here.

Observation 1–4 These four lines are for the observations, also known ascomments, associated with this Observation ID. Everypayslip form and Pay Annex sheet has a space at thebottom for observations. These observations areassociated with an Observation ID, which exists in theGP_PIN table.

There are two observation elements on the GP_PIN table:REP UR PS OBS for the payslip observations and REPVR PS OBSA for the annex observations. These areassigned to a payee when the payslip is run. Observationscreated and edited here may be associated with eitherelement.

When the payroll is run, any observation element linked tothe payee assigns the associated comments to the payslipor annex.

GPFR Absence Codes

Every payslip and Pay Annex sheet lists the current segment dates, day by day, with the hoursscheduled for that day. If for some reason the payee is absent for a day, an absence code isinserted, indicating the reason for the absence.

For more information about setting up absence codes, see Understanding French AbsenceRules.

Sample Layout of the Payslip Form

The payslip has three different sections:

• The payslip’s header usually contains payee personnel information, employer name andaddress, and pay period dates.


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• The payslip’s body usually contains payee and employer earnings and deduction information.

• The payslip’s footer usually contains accumulator information and payslip observations.

Sample header of a payslip

Sample body of a payslip

Sample footer of a payslip

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C H A P T E R 1 7

Setting Up Banking for France

The banking feature in PeopleSoft Global Payroll is optional. If you decide to use the bankingfeature, you start by defining pages in the core application and continue with processing inPeopleSoft Global Payroll for France.

For more information about banking setup in the core application, see UnderstandingBanking in PeopleSoft 8 Global Payroll PeopleBook.

After running a payroll, funds are sent to the bank, along with instructions for payment. The bankneeds to know who is going to be paid, how much they are to be paid, and which bank the wagesare paid to. This information is extracted from the core application and stored in the Frenchpayroll files, based on a list of payees corresponding to those in the last payroll run. A file iscreated with a line for each payee, containing a name, bank account number and amount ofmoney. This file is sent to the bank that then distributes the funds.

You can produce a report containing the information in the file and additional details for payeeswho don’t have their wages paid directly into a bank account through a bank transfer, but get cashor a check.

Overview of the Banking Process for France

The following diagram illustrates the banking process in Global Payroll for France:


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Core Global Payroll Process RunPopulation of GP PAYMENT

French Global Payroll ProcessRun Population ofGPFR PAYMENT

Electronic Fund TransferProcess to deliver the flat

output file

Electronic Fund TransferProcess to print the report of

the payment

The banking process in Global Payroll for France

Global Payroll handles the banking process in the following way:

1. In the core Global Payroll application, a payroll is run.

2. In the core Global Payroll application, the banking process is run and the GP PAYMENToutput table is populated. The GP status is set to P (prepared).

The GP PAYMENT table contains one entry for every net pay distribution from everypayment included in a given calendar run. The GP PAYMENT table is the base on which acompany pays its payees.

For more information about running the banking process after a payroll is run, see theBanking Run Control Page in PeopleSoft 8 Global Payroll PeopleBook.

3. In Global Payroll for France, the payment preparation is run and the GPFR PAYMENToutput table is populated.

In this step, payees with a payment status of P are selected from GP PAYMENT. Thepayment preparation is run. The payment status for the selected payees is set to T(transferred) in GP PAYMENT. The payment status for the selected payees is set to P(prepared) in GPFR PAYMENT.

If the GP PAYMENT is rerun, you must cancel and rerun the GPFR PAYMENTpreparation. You can delete the selected Calendar Run ID in GPFR PAYMENT and the GPPAYMENT status changes back from T (transferred) to P (prepared).

4. An SQR, called FREFT, is run. An EFT file is generated, containing the details of eachpayment from the payroll run. The EFT file is sent to the bank so that the funds can betransferred to payees’ bank accounts.



PeopleSoft does not provide for sending the EFT file to the bank.

The EFT file is generated for bank transfers only. The EFT file has a unique and genericformat for France and is 160 characters long. This format is in compliance with the structuredefined by the AFB.

5. An SQR, called GPFRTREP, is run, which generates a French report for all payment modes(transfer, check, and cash).

This report contains payment details including all payments for all pay entities. You canstore this document and keep it for your accounting records.

Payroll Preparation Page

Usage Use the Payroll Preparation page to populate the GPFR PAYMENTrecord. Part of the banking process involves populating the Frenchrecord of the payroll results. The Payroll Preparation page enables youto select a group of payees for whom you want to retrieve data. It shouldbe the same group for which the payroll was run.

Object Name GPFR_BANK_POPULATE

Navigation Global Payroll France, Global Payroll France, Process, PaymentPreparation

Prerequisites You must first run the banking process in the core application.

AccessRequirements

Enter a Run Control ID.

Payroll Preparation page

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: ReportManager, Process Monitor, Run.

Run Control ID The Run Control ID of the payroll run that you selectedis displayed.

Calendar Group ID Select the calendar group for which the payroll was run.


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Cancel Data Select the Cancel Data check box to cancel the datatransfer. You can cancel the data transfer if you need to.The GPFR PAYMENT table is cleared, and the GPPAYMENT table status changes back from T (transferred)to P (prepared) once again.

Payment File Generation Page

Usage Use the Payment File Generation page to create a flat output file (EFT)that is sent to the bank. The EFT file contains the payment details foreach payee. It is sent to the bank so that funds can be transferred topayees accounts. The file format consists of a line for each payee,containing the payee’s name, bank account number, and amount ofpayment. Each line can contain up to 160 characters.

Object Name GPFR_BANK_EFT

Navigation Global Payroll France, Global Payroll France, Process, PaymentFile Generation

Prerequisites You must first run the banking process in the core application and thepayment preparation process in Global Payroll for France.

AccessRequirements


Payment File Generation page


Run Control ID The Run Control ID of the payroll run that you selectedis displayed.

Calendar Group ID Select the calendar group for which the payroll was run.



Pay Entity Select a pay entity.

Note. You must select both a calendar group ID and a payentity.

File Name Enter a name and location for the EFT file. You mustenter the complete name and path. Remember that thepath is available on your server, but not on your desktop.

Tips and Tricks for the Banking Process in Global Payroll for France

Q. What if a payee has two bank accounts?

If a payee has two bank accounts, the system generates two rows, dividing the net wage bythe percentage to be paid to each bank account. You'll define the percentages to be paid onthe Net Distribution Page in the core application.

Q. In which currency is a payee paid?

The bank transfer file is created in the currency of the pay entity, which is defined in thepayee's bank account information. The currency conversion is done during the transferbetween the employer's bank and the payee's bank.

Creating the Payments Report

Once the GP PAYMENT table and the GPFR PAYMENT table are populated, you can launch anSQR that summarizes payment details. You create this report on the Payments Reports page.

For more information about the Payment Reports page, see Generating a Payment Report.

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C H A P T E R 1 8

Generating DUCS

You may want to take advantage of PeopleSoft’s ability to create Unified Declaration of socialsecurity contributions (DUCS) files for submitting social security contribution information togovernment agencies. You can use the Global Payroll system to generate the following:

• URSSAF monthly and quarterly reports, including VLU.

• ASSEDIC monthly and quarterly reports, including PG.

• ARRCO/AGIRC monthly, quarterly, and annual reports.

• Electronic payments for each declaration.

URSSAF and ASSEDIC annual reports are excluded from DUCS requirements and must bedone separately.

Rather than having each establishment declare and pay their contributions to the URSSAF officesin each of their locations, a company may arrange to file a Versement en Lieu Unique, or VLU.This way a company can submit one report to the URSSAF office near its headquarters, on behalfof its establishments. Similarly, a company can arrange to file a Paiement Groupe (PG) withASSEDIC.

For more information about URSSAF, see Defining URSSAF Contributions. For moreinformation about ASSEDIC, see Understanding ASSEDIC Contributions. For moreinformation about ARRCO/AGIRC, see Understanding ARRCO, AGIRC, and ContingencyFund Contributions.

Understanding DUCS File Production

Once you run the payroll process, the system has most of the data that you need to produce aDUCS file. You need to enter the information that is unique to your process setup. You alsoneed to specify which data the process must select, where it must place the results, and whatalterations, if any, must be made.


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User-Entered Setup Information

You create a DUCS file by running a batch program, in which the system searches and compilesrelevant data, writes it to a specific table, and then creates a magnetic file and a control report. Ifneeded, you can make some changes regarding the payment before posting the file.

There are 3 kinds of setup:

• Basic Setup: Consists of DUCS Types page and DUCS Parameters component. PeopleSoftdelivers both of these.

� Each DUCS Type is defined on the DUCS Types Page.

� DUCS parameters are defined in the DUCS Parameters Component.

• Contributions Setup: The DUCS Contributions Page shows which elements are calculatedduring the payroll process and then applied to the writable array. The table created containsthe elements needed for each payee and segment. PeopleSoft delivers this component, but youmust update it in the PeopleSoft-delivered deductions setup if you make any additions.

For more information about payroll process, see Payroll Processing. For more informationabout writable arrays, see Using Writable Arrays for France.

• Organization Setup: Consists of the DUCS Contacts component and the DUCS Definitionpage. Peoplesoft does not deliver this data, because it depends on the organization of eachcustomer.

� All DUCS contacts, Recipients, Transmitters, Informants, Editors, and Establishments aredefined in the Contacts Component.

� These contacts are then assigned their specific roles on the DUCS Definition Page. This iswhere the report information is connected with the transmission and banking information.Transmission of payment is done using the Source Bank information that you’ve establishedin the system.

For more information about setting up a source bank, see Understanding Banking.

User-Entered Process Information

Once all of this information is in the system, you use the DUCS Preparation - Run Control Pageto focus the process on specific pay elements and organizations, during a specific period. Thissets up the tables needed to run the file creation.

If needed, you use the Update DUCS File Page to adjust the data in the DUCS file before it isgenerated. You can change the amount paid and the authentification. For AGIRC/ARRCO youmay also change the credit/debit.



You use the DUCS File Generation Page to actually create the DUCS information. Here you alsoselect the destination for this data—either a file, report, or both.

DUCS in the Pay Process Flow

This section describes how DUCS processing fits into the overall pay process flow of PeopleSoftGlobal Payroll for France.

OUTPUTDUCS File

INPUTOrganization DescriptionDUCS Processing Data

Element DescriptionPayee's result after payroll

cycle

Process DUCS

DUCS in the Pay Process flow

For information on the entire pay process flow and where DUCS fits into the largerprocess, see Understanding Country Setup for France.

DUCS Types Page

Usage Use the DUCS Types page to view declaration codes for each DUCStype in the system and to establish new ones. You reference theseDUCS Types when preparing and generating DUCS files. Theinformation on this page is PeopleSoft-delivered and maintained.

Object Name GPFR_DUCS_PARAM0

Navigation Global Payroll France, Global Payroll France, Setup 1, DUCSTypes

Prerequisites None

AccessRequirements

Enter a Declaration Code.



DUCS Types page

Declaration Code Displays the Declaration Code. Valid values are 901 forURSSAF, 902 for ASSEDIC, and 903 forAGIRC/ARRCO.

Description Enter the description associated with the DeclarationCode.

DUCS Parameters

You use the DUCS Parameters component to identifier code, declaration type, contributionstypes, amount types, and pay information. This information is used to define DUCS contacts anddefinitions.

DUCS Parameters - Identifier Code Page

Usage Use the Identifier Code page to view the parameters of the identifierqualification code used in the Contact Table. The information on thispage is PeopleSoft-delivered and maintained.


Navigation Global Payroll France, Global Payroll France, Setup 1, DUCSParameters, Identifier Code

Prerequisites None

AccessRequirements

None

DUCS Parameters - Identifier Code page



Identifier Qualification

Identifier Type Displays the Identifier Type. Valid values are SIREN,which references a previously set up company, SIRET,which references a previously set up establishment, andOther, which references any other legal entity.

Identifier Code Displays the Identifier Code. Valid values are 22 forSIREN, 5 for SIRET, and ZZZ for other.

DUCS Parameters - Declaration Type Page

Usage Use the Declaration Type page to set declaration type parameters foreach DUCS Type. The information on this page is PeopleSoft-deliveredand maintained.


Navigation Global Payroll France, Global Payroll France, Setup 1, DUCSParameters, Declaration Type

Prerequisites None

AccessRequirements

Click the Declaration Type tab.

DUCS Parameters - Declaration Type page


DUCS File Type

File Type Displays the File Type.

DUCS Type Displays the DUCS Type.

Multi Establishments(multiple establishments)

This option is selected if multiple establishments areallowed. This occurs for VLU filed with URSSAF andPG filed with ASSEDIC.



DUCS Type File Type Description

URSSAF 913 BRC with no VLU

URSSAF 914 BRC with VLU

ASSEDIC 920 ADV for one establishment

ASSEDIC 921 ADV for several establishments

AGIRC/ARRCO/Other

930 Quarterly declaration

AGIRC/ARRCO/Other

931 Monthly declaration

AGIRC/ARRCO/Other

932 Annual declaration

DUCS Parameters - Contributions Page

Usage Use the Contributions page to set parameters for the contribution family.The information on this page is PeopleSoft-delivered and maintained.


Navigation Global Payroll France, Global Payroll France, Setup 1, DUCSParameters, Contributions

Prerequisites None

AccessRequirements

Click the Contributions tab.

DUCS Parameters - Contributions page


Contribution Family Displays the Contribution Family.




DUCS Type Contribution Family Description

URSSAF 905 URSSAF

ASSEDIC 906 ASSEDIC

AGIRC/ARRCO/Other 907 AGIRC

AGIRC/ARRCO/Other 908 ARRCO

AGIRC/ARRCO/Other 909 Contingency Funds

DUCS Parameters - Amounts Types Page

Usage Use the Amounts Types page to set the parameters for the amountcontribution type. The information on this page is PeopleSoft-deliveredand maintained.


Navigation Global Payroll France, Global Payroll France, Setup 1, DUCSParameters, Amounts Types

Prerequisites None

AccessRequirements

Click the Amounts Types tab.

DUCS Parameters - Amounts Types page


Contribution Type Displays the contribution type.

Contribution Type Description

920 URSSAF Gross

921 URSSAF A-Ceiling

930 ASSEDIC Gross Plus

931 ASSEDIC Lump-Sum Plus

932 ASSEDIC Gross Minus



Contribution Type Description

933 ASSEDIC Lump-Sum Minus

940 IRC Gross Plus

941 IRC Plus

942 IRC Lump-Sum Plus

948 IRC Fictitious Plus

950 IRC Gross Minus

951 IRC Minus

952 IRC Lump-Sum Minus

958 IRC Fictitious Minus

DUCS Parameters - Pay Information Page

Usage Use the Pay Information page to set the parameters for pay mode, bankaccount and reference type. The information on this page is PeopleSoft-delivered and maintained.


Navigation Global Payroll France, Global Payroll France, Setup 1, DUCSParameters, Pay Information

Prerequisites None

AccessRequirements

Click the Pay Information tab.

DUCS Parameters - Pay Information page


Pay Mode Displays the mode of payment. Valid descriptions areCheck, Transfer, Automatic Deduction, andTelepayment.

Bank Account Type Displays the type of bank account. Valid descriptions areRecipient bank account and Declarant bank account.



Reference Type Displays the reference type. Valid values are PQ (SocialReference), and CR (Free Cpop).

DUCS Contributions Page

Usage Use the DUCS Contributions page to view the contribution specifics foreach recipient: URSSAF, ASSEDIC, and AGIRC/ARRCO. PeopleSoftdelivers contribution information for these contribution families. If youadd a new contribution to this list, you must maintain that information.

Object Name GPFR_DUCS_COT

Navigation Global Payroll France, Global Payroll France, Setup 2, DUCSContributions

Prerequisites None

AccessRequirements

Enter a Contribution Family.

DUCS Contributions: Contribution Type page

Multiple views of this page are available by clicking the tabs in the scroll area.


Contribution Family Displays the Contribution Family.

Contribution Type Tab

Contribution Type Displays the element type used for the contribution.

Order Number Displays the order in which the element is processed.


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Base Tab

DUCS Contributions: Base page

Base Displays the element and element type used for the Base.The row number corresponds to the Contribution Typelisted on the Contribution Type tab.

Rate Tab

DUCS Contributions: Rate page

Employee Displays the element and element type used for theemployee contribution rate. The row number correspondsto the Contribution Type listed on the Contribution Typetab.

Employer Displays the element and element type used for theemployer contribution rate. The row number correspondsto the Contribution Type listed on the Contribution Typetab.

AT Displays the element and element type used for the workaccident. This element is used to declare all of thedifferent AT rates. The row number corresponds to theContribution Type listed on the Contribution Type tab.


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Amount Tab

DUCS Contributions: Amount page

Employee Displays the element and element type used for theemployee contribution amount. The row numbercorresponds to the Contribution Type listed on theContribution Type tab.

Employer Displays the element and element type used for theemployer contribution amount. The row numbercorresponds to the Contribution Type listed on theContribution Type tab.

Payee FTE Tab

DUCS Contributions: Payee FTE page

Payee FTE Displays the element and element type used for the PayeeFTE contribution. The row number corresponds to theContribution Type listed on the Contribution Type tab.



Payee FTE, lump sum cont(payee FTE, lump sumcontributions)

Used to count the number of contributions declared on thesame line in the file. A value of GP True (value is 1)means that any element found in the pay results will countfor 1. If no value is entered the element will not becounted, even if it is found in the pay results. The lumpsum count is specifically used for the ARRCO/AGIRCcontributions, in which the number of lump sumcontributions must be calculated separately from thenumber of standard contributions.

For more information about ARRCO/AGIRC, seePeopleSoft 8 Global Payroll for France, “UnderstandingARRCO, AGIRC, and Contingency Fund Contributions”.

Transportation If this option is selected, the element is an URSSAFtransportation contribution. When selected, thecontribution generates a TRS record instead of a COTrecord.

For more information about URSSAF, see PeopleSoft 8Global Payroll for France, “Defining URSSAFContributions”.

Amount Type 1 Tab

DUCS Contributions: Amount Type 1 page

Positive As required, each contribution is assigned an AmountType 1 as defined in the DUCS requirements. After thetotal sum is calculated, those elements listed here aregiven a positive value.

Negative As required, each contribution is assigned an AmountType 1 as defined in the DUCS requirements. After thetotal sum is calculated, those elements listed here aregiven a negative value.



Amount Type 2 Tab

DUCS Contributions: Amount Type 2 page

Positive As required, each contribution is assigned an AmountType 2 as defined in the DUCS requirements. After thetotal sum is calculated, those elements listed here aregiven a positive value.

Negative As required, each contribution is assigned an AmountType 2 as defined in the DUCS requirements. After thetotal sum is calculated, those elements listed here aregiven a negative value.

DUCS Contacts - Contact Definition Page

Usage Use the Contact Definition page to record the list of contacts for DUCS.You specify the role of these contacts on the DUCS Definition page.

Object Name GPFR_DUCS_CONTACT

Navigation Global Payroll France, Global Payroll France, Setup 3, DUCSContacts, Contact Definition

Prerequisites None

AccessRequirements

Enter a Contact Definition.



DUCS Contacts - Contact Definition page


Contact Definition Displays the contact definition.

OPS Identification

DUCS Type Select the DUCS type from the available options. Validvalues are determined by what you established on theDUCS Types page.

Identifier Type Select Other, SIREN or SIRET.

Identification Number Enter the identification number, as defined in the DUCSrequirements.

Reference 1 Enter the reference 1, as defined in the DUCSrequirements.

DUCS Contacts - Address and Phone Page

Usage Use the Address and Phone page to enter address and phone informationfor DUCS contacts.

Object Name GPFR_DUCS_CONTACT1

Navigation Global Payroll France, Global Payroll France, Setup 3, DUCSContacts, Address and Phone

Prerequisites This is the second page in the DUCS Contacts component. You shouldfirst enter data on the Contact Definition page.

AccessRequirements

Click the Address and Phone tab.



DUCS Contacts - Address and Phone page

Contact Definition Displays the contact definition

Address Definition

Address Type Select the address type. Valid values are CompanyAddress, Establishment Address, and Other.

Address Click this hyperlink to access the Secondary Page for theAddress page.

Phone Definition

Service / Correspondent Enter the service or correspondent.

Contact Type Select the contact type. Valid values are CompanyAddress, Establishment Address, and Other.

Phone Click this hyperlink to access the Phone Numbers page.

Secondary Page for the Address Page

Usage Use the Secondary Page for the Address page to enter specific addressinformation for DUCS contacts.

Object Name GPFR_DUCS_ADD1_SEC

Navigation Click the Address hyperlink on the Address and Phone page.



Secondary Page for the Address page

The following element is common to multiple pages in this application and is defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Country.

Postal Search Use this feature to activate postal searching for addressesin the system. You can look up addresses by entering apostal code or house name and number.

Phone Numbers Page

Usage Use the Phone Numbers page to enter specific phone information forDUCS contacts.

Object Name GPFR_DUCS_TEL1_SEC

Navigation Click the Phone hyperlink on the Address and Phone page.

Phone Numbers page

Contact Definition Displays the contact definition.

Phone

Phone Type Select the phone type. Valid values are Phone # (phonenumber), and Fax # (fax number). You may make morethan one entry.



DUCS Definition Page

Usage Use the DUCS Definition page to define how establishments are used increating DUCS.

Object Name GPFR_DUCS

Navigation Global Payroll France, Global Payroll France, Setup 3, DUCSDefinition

Prerequisites Many fields on this page draw information from the DUCS Contactscomponent. You must first enter data on that page.

AccessRequirements

Enter a DUCS Code and a DUCS Type.

DUCS Definition page

DUCS Code Displays the DUCS Code.


DUCS Addressee Select the addressee from the DUCS Contact DefinitionComponent. This information is for your use only, and isnot a DUCS requirement.

Declaration Definition

Recipient Name (“MR”) Select the recipient of the DUCS file. Available valuesare determined by the Contact Definition field on theContact Definition page.



Transmitter Name (“FR”) Select the Transmitter Name. Available values aredetermined by the Contact Definition field on the ContactDefinition page.

Informant Name (“DT”) Select the Informant Name. Available values aredetermined by the Contact Definition field on the ContactDefinition page.

Editor Name (“AE”) Select the Editor Name. Available values are determinedby the Contact Definition field on the Contact Definitionpage.

Slip Type Select a file type from the DUCS Parameters - DeclarationType page. Available values correspond to the DUCSType that you are working with.

For more information about file types, see DUCSParameters - Declaration Type Page.

Payment Type Select a payment type. Valid values are determined by thePay Mode field on the DUCS Parameters - PayInformation page. They are Check, Transfer, AutomaticDeduction, and Telepayment.

For more information about pay mode, see DUCSParameters - Pay Information Page.

Source Bank ID Select a source bank from where the payment will bewithdrawn. You must have established a source bank.

For more information about establishing a source bank,see PeopleSoft 8 Global Payroll, “UnderstandingBanking”.

Establishments List

Establishment Select the Establishments. If you are setting up VLU orPG, at least 2 establishments must be entered. Otherwise,1 establishment must be entered. Available values aredetermined by the Contact Definition field on the ContactDefinition page.

Main Establ. (mainestablishment)

If you are setting up VLU or PG, select this check box toindicate the main establishment, as defined by the DUCSrequirements.



DUCS Preparation - Run Control Page

Usage Use the DUCS Preparation - Run Control page to create the work tablesthat the system needs to produce the DUCS files.

Object Name GPFR_DUCS_RUNCNTL

Navigation Global Payroll France, Global Payroll France, Process, DUCSPreparation

Prerequisites You must first set up the DUCS Definition page.

AccessRequirements


DUCS Preparation - Run Control page

Run Control ID Displays the Run Control ID.

DUCS Code

DUCS Code Enter the DUCS code.

DUCS Type Enter the DUCS type.

Test Indicator Select Essai if the generated file is a technical test. Theinformation is sent to the addressee to verify that the file iscorrect. It is not used as a real declaration.

Payment Date Enter the appropriate payment date. This is used togenerate payment order.



Period Format Select the period format. Valid values are Monthlyqualifier (for ASSEDIC, ARRCO/AGIRC), Periodqualifier (for URSSAF), Quarterly qualifier (forARRCO/AGIRC), and Yearly qualifier (forARRCO/AGIRC).

Begin Date Enter the period begin date

End Date Enter the period end date.

Pay Groups

Pay Group Select the pay group for which you would like to generatea DUCS file.

DUCS File Update - Update DUCS File Page

Usage Use the Update DUCS File page to update the data in the DUCS files.

Object Name GPFR_DUCSF_UPDT

Navigation Global Payroll France, Global Payroll France, Process, DUCS FileUpdate

Prerequisites You must have run the DUCS File Generation process.

AccessRequirements

Enter a DUCS Code and a DUCS Type.

DUCS File Update - Update DUCS File page

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Description,Currency.



DUCS Code Displays the DUCS code.

DUCS Type Displays the DUCS type.

GEN Segments

Declaration Number Displays the declaration number that you are viewing, asdefined in the DUCS declaration page. Use the scroll areato view multiple declaration numbers for the same DUCSCode and DUCS Type.

Credit to Subtract Enter the amount to be subtracted to the ARRCO/AGIRCdeclaration, if applicable.

Debit to Add Enter the amount to be added to the ARRCO/AGIRCdeclaration, if applicable.

Authentification Enter the authentification code.

PAI Segments

Bank Number Displays the bank number that you selected on the DUCSDefinition page.

Bank Office Number Displays the bank office number that corresponds to thebank number that you selected.

Amount Displays the amount to be transferred to the bank.

DUCS File Generation Page

Usage Use the DUCS File Generation page to run the DUCS report process andgenerate a DUCS file. This process must be run for each file that youwant to generate.

Object Name GPFR_DUCS_FILE

Navigation Global Payroll France, Global Payroll France, Process, DUCS FileGeneration

Prerequisites You must first use the DUCS Preparation page to create the tables thatyou need to run this process.

AccessRequirements




DUCS File Generation page

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Run ControlID, Language.

DUCS

DUCS Code Select the DUCS Code that you want to process.

DUCS Type Select the DUCS Type that you want to process.

Output

Output Select an output type. Valid values are File, Report orBoth.

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C H A P T E R 1 9

Counting Employees

Several payroll reports are based on headcount. For example, separate monthly headcounts of themen and women in your organization are required for ASSEDIC reporting, along with othercounts. The headcount frequency and conditions that must be met to be included in a headcountvary by report.

This section explains how the system performs headcounts and how you can adjust the countswhen necessary.

Understanding Employee Counts

PeopleSoft Global Payroll for France automatically performs the employee counts that you needto meet ASSEDIC, URSSAF, DADS, AGIRC, and ARRCO reporting requirements. When yourun the payroll process, the system performs the legally required counts of employees, non-employees, contributors, non-contributors, males, females, and so forth. It stores the results in thewritable array, REP WA DU COTI. You then run the DUCS File Preparation process, whichsummarizes the counts by company and establishment.

During the next payroll cycle, and during the production of the ASSEDIC certificate and theDADS-U report, the system uses some of the automatic counts generated by the previous DUCSprocess. For example, it writes the count into a record that stores the monthly headcount. Whenyou run the DADS-U process at year-end, the system can then calculate the headcount for theentire year.

For more information about the DUCS File Preparation process, see Generating DUCS.

Adjusting Headcounts

At times, you may need to adjust headcounts. For example, you may need to increase theheadcount for the number of employees that you do not process through PeopleSoft GlobalPayroll for France—possibly some senior executives.

You may also need to add employees who were absent during the entire processing period. In thecase of a long-term absence, you can change the value of the Action/Reason field on the Job Data– Work Location Page to Paid Leave of Absence or Leave of Absence. When you select Leave ofAbsence, the system automatically changes the employee’s status to Inactive. If you excludeinactive payees from your payroll calculations, the system does not count these payees.


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Therefore, you need to increase the automatic headcount by the number of inactive payees whoare still employed by your organization.

Which Counts Are Performed

The system automatically performs the following counts:

• Headcount for each establishment as of 31 December. These counts are done for theASSEDIC certificate and for DADS-U.

• Headcounts for each establishment and company in accordance with DUCS requirements forASSEDIC and URSSAF reporting.

• Monthly headcount per company, used in the next monthly payroll cycle.

Viewing Headcounts by Company

You can view the current payee headcount for each company in your organization after you runthe DUCS process. The Headcount per Company page lists the count for each pay period. Thesystem saves all counts for use in retro calculations.

Headcount per Company Page

Usage Use the Headcount per Company page to view the headcount values foreach company that exists in the company reference table.

Object Name GPFR_DUCS_COUNT

Navigation Global Payroll France, Inquire, Headcount per Company

Prerequisites You must run the DUCS File Preparation process to generate the countsshown on this page.

AccessRequirements

Enter a company name.


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Headcount per Company page

Company Displays the company that you entered to access this page.

Period End Date Displays the end date of the pay period for which thecounts were generated.

Current Headcount Displays the total headcount for the company.

Adjusting DUCS Counts

The Adjustment per Establishment page lets you adjust the number of men and women countedfor an establishment

After adjusting the figures, run the DUCS File Preparation process again so that next month’spayroll process retrieves the correct headcounts.

Adjustment per Establishment page

Usage Use the Adjustment per Establishment page to adjust the DUCSheadcount to include employees who were excluded from the countingprocess. Because ASSEDIC requires separate counts for men andwomen, you enter a separate count for each.

Object Name GPFR_DUCS_ADJ

Navigation Global Payroll France, Setup 3, DUCS Adjustments

Prerequisites None

AccessRequirements

Enter the Establishment ID.


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Adjustments per Establishment page


Establishment ID Displays the establishment ID that you entered to accessthis page.

Current Headcount Displays the headcount for the selected establishment, asgenerated by the DUCS process.

Period End Date Displays the end date of the last period for which theDUCS process was run.

DateTime Displays the date and time of the last adjustment so thatyou can determine if the adjustment was made before orafter the DUCS File Generation process was last run forthe same period.

Adj. Men (adjustment men) Enter the adjustment to the total number of maleemployees. To make a negative adjustment, enter a minussign (-) before the number.

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C H A P T E R 2 0

Understanding French Reports

This section contains information for setting up and running the reports that are delivered withPeopleSoft Global Payroll for France. The system offers you a range of reports and enables youto generate a summary slip for electronic file transfers. It also prepares mandatory reports such asthose required by health insurance providers, tax offices and employer liability insuranceagencies. This documentation will familiarize you with the reports that are designed to supportyou as you perform your payroll processing tasks.

Using the Process Scheduler

PeopleSoft Process Scheduler is a PeopleTool that performs tasks behind the scenes of yourapplication. You use the Process Scheduler to schedule and run reports and processes, such asCOBOL programs, database queries, and reports. It can run each report or process either on aregular schedule or at your request. Furthermore, it can run the processes at your workstation oron a server.

All the PeopleSoft Global Payroll for France reports are run with the Process Scheduler.

For more information about using the Process Scheduler, see Overview of Global PayrollReports in PeopleSoft 8 Global Payroll PeopleBook.

Report Categories

There are several categories of reports associated with PeopleSoft Global Payroll for France:

• Generic Reports.

• Payslip.

• Bank Reports.

• Absence Salary Statements.

• Termination Salary Statement.

• DUCS (Déclaration Unifiée des Cotisations Sociales).

PeopleSoft delivers most of the reports already set up.


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List of Reports by Report Category

ReportCategory

Report Name SetupDelivered byPeopleSoft?

RelatedDocumentation

Generic Summary Salary Statement Yes Country Setup

Generic Loans and Advances Report Yes Loans and Advances

Generic Garnishments Report Yes Garnishment

Generic Tax on Salaries Report Yes Levies

Generic Tax Reduction on Low SalaryReport

Yes URSSAF

Payslip Payslip and Annex Yes Payslip

Bank Payment Control Report No Banking

Bank Payment File No Banking

AbsenceSalary

Illness/Maternity Certificate Yes Certificates

AbsenceSalary

Long-Term Illness Certificate Yes Certificates

AbsenceSalary

Work Accident/ OccupationalDisease Certificate

Yes Certificates

Termination Salary

ASSEDIC Certificate Yes ASSEDIC

DUCS DUCS Control Report Yes DUCS

DUCS DUCS File No DUCS

All reports, except for DUCS, are described in this chapter. For more information aboutDUCS reports, see Generating DUCS in this PeopleBook.

Alphabetic List of PeopleSoft Global Payroll for France Reports

Report Name Report ID Navigation/Description ReportType

Summary Salary Statement FRPAY001(GPFRGEN)

Global Payroll France, GlobalPayroll France, Report, GenericReport

SQR




Loans and Advances Report FRPAY003(GPFRGEN)


SQR

Garnishments Report FRPAY004(GPFRGEN)


SQR

Tax on Salaries Report FRPAY005(GPFRGEN)


SQR

Tax Reduction on LowSalary Report

FRPAY006(GPFRGEN)


SQR

Payslip and Annex GPFRPSL Global Payroll France, GlobalPayroll France, Report, Pay-slip

SQR

Payment Control Report GPFRTREP

Global Payroll France, GlobalPayroll France, Report, PaymentReport

SQR

Payment File GPFREFT Global Payroll France, GlobalPayroll France, Report, PaymentReport

SQR

Illness/Maternity Certificate GPFRILL Global Payroll France, GlobalPayroll France, Report,Certificates Printing Process

SQR

Long-Term IllnessCertificate

GPFRLT Global Payroll France, GlobalPayroll France, Report,Certificates Printing Process

SQR

Work Accident/Occupational DiseaseCertificate

GPFRATMP

Global Payroll France, GlobalPayroll France, Report,Certificates Printing Process

SQR

ASSEDIC Certificate GPFRASS Global Payroll France, GlobalPayroll France, Report, ASSEDICPrinting Process

SQR

DUCS Control Report GPFRDUCS

Global Payroll France, GlobalPayroll France, Process, DUCSFile Generation

SQR




DUCS File GPFRDUCS

Global Payroll France, GlobalPayroll France, Process, DUCSFile Generation

SQR

Numeric List of PeopleSoft Global Payroll for France Reports

Report ID Report Name Report Type

FRPAY001(GPFRGEN)

Summary Salary Statement SQR

FRPAY003(GPFRGEN)

Loans and Advances Report SQR

FRPAY004(GPFRGEN)

Garnishments Report SQR

FRPAY005(GPFRGEN)

Tax on Salaries Report SQR

FRPAY006(GPFRGEN)

Tax Reduction on Low SalaryReport

SQR

GPFRPSL Payslip and Annex SQR

GPFRTREP Payment Control Report SQR

GPFREFT Payment File SQR

GPFRILL Illness/Maternity Certificate SQR

GPFRLT Long-Term Illness Certificate SQR

GPFRATMP Work Accident/ OccupationalDisease Certificate

SQR

GPFRASS ASSEDIC Certificate SQR

GPFRDUCS DUCS Control Report SQR

GPFRDUCS DUCS File SQR

Generating a Generic Report

Usage Use the Generic Report page to run a generic report. PeopleSoft deliversfive generic reports: Summary Salary Statement, Loans Report,Garnishments Report, Tax on Salaries Report, and Tax Reduction onLow Salary Report.

Object Name GPFR_GENRPT_RUNCTL

Navigation Global Payroll France, Global Payroll France, Report, Generic



Report

Prerequisites You must first set up the generic report using the Generic Report Setuppage.

AccessRequirements


For more information about samples of this and other reports in your application, see thePDF files published on CD-ROM with your documentation.

Generic Report Page

The following elements are common to multiple pages and are defined in the preface of thisPeopleBook in PeopleBooks Standard Page Element Definitions: Run Control ID, ReportManager, Process Monitor, Run, Language, Currency.

Report Code

Report Code The report code that you selected on the entry pageappears here. PeopleSoft delivers five generic reports.

From date Enter a calendar code corresponding to the beginning datethat you want to extract.

To date Enter a calendar code corresponding to the ending datethat you want to extract.



Report Code The report code that you selected on the entry pageappears here. PeopleSoft delivers five generic reports.

From date Enter a calendar code corresponding to the beginning datethat you want to extract.

To date Enter a calendar code corresponding to the ending datethat you want to extract.

Sort Option Select the sort option for the report. Valid options are Id,Record number or Name, Record number.

For more information about how to do high-level sortingby company, establishment, department, or business unit,see Formatting the Generic Report page in thisPeopleBook.

Detail of the payees Select the check box to display the details of each payee inthe report. If you do not select the check box, only thetotal amounts for each payee appears in the lines of thereport.

Group ID

Group ID Select the group ID for which you wish to reportinformation.

As Of Date Select the as of date if you want to re-create the groupbefore launching the generic report.

Refinement Date Select the refinement date if you want to re-create thegroup before launching the generic report.

Rebuild Select this check box if you want to re-create the groupbefore launching the generic report.

For more information about the HR Group notion, see theGroup Definition page in the Working with Groupssection of PeopleSoft 8 Application FundamentalsPeopleBook.

Rows or Columns

This group box appears if you select a Personal Summary type of generic report. It’s generatedfor each calendar included between the begin and end dates that you enter.



From date Select the beginning date that you would like to reportinformation for in the given column or row. You can haveup to 13 columns appear on the report. For example, youcould use a column for each month and use the 13th

column for the year-to-date totals. This 13th column is notautomatically generated; you must define it.

To date Select the end of the reporting period for the given columnor row.

For more information about Process Scheduler, seePeopleSoft Payroll PeopleBooks in your PeopleSoftPeopleTools PeopleBook.

Generic Report Details

Description Use this page to obtain a pay report based upon a previously establishedsetup. PeopleSoft delivers five generic reports: Summary statement,Loans, Garnishments, Tax on salaries, and Tax reduction on low salary.

For more information about how to set up a generic report, seeFormatting the Generic Report page in this PeopleBook.

Report ID GPFRGEN

Type ofReport

SQR

Parameters Run Control ID, Report Manager, Process Monitor, Run, Language,Report Code, From Date, To Date, Sort Option, Currency, Details for thepayees, Group ID, As Of Date, Refinement Date, Rebuild, From date,To date

Source GPFR_GENRPT_RUNCTL

SourceRecords

GP_RSLT_ERNDED (earnings and deduction), GP_RSLT_ACUM(accumulators), GP_RSLT_PIN (other elements)

Sorted By Depending on the setup definition, sort, break page and accumulation arepossible by business unit, company, department, establishment, payee’sId and payee’s name.

Generating Payslips and Annexes

Usage Use the Payslip Run Control page to print payslips and annexes.

Object Name GPFR_RUNCTL_PYSL

Navigation Global Payroll France, Global Payroll France, Report, Pay-slip



Prerequisites A payroll must be calculated before generating payslips.

AccessRequirements



Payslip Run Control Page

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Run ControlID, Report Manager, Process Monitor, Run, Calendar Group ID.

For more information about Process Scheduler, see Process Scheduler in your PeopleSoftPeopleTools PeopleBook.

Payslip Details

Description Use the Payslip Run Control page to generate payslips for the payeesassociated with a pay group. The data in the header of the report, suchas payee and organization name and address, is extracted from theHuman Resources data tables. All of the body and footer data comesfrom result tables from the payroll run process.

Report ID GPFRPSL

Type ofReport

SQR

Parameters Run Control ID, Report Manager, Process Monitor, Run, CalendarGroup ID

Source GPFR_RUNCTL_PYSL

SourceRecords

GPFR_PAY_SLIP_1, GPFR_PAY_SLIP_2, GPFR_PAY_SLIP_H,GPFR_P_SLIP_SK, GPFR_P_SLIP_GRP, GP_RSLT_ERN_DED,GP_RSLT_ACUM, GP_RSLT_PIN.



Sorted By The information is sorted based on the setup.

Generating a Payment Report

Usage Use the Payments Report page to process the data selected and run areport that summarizes payees’ loan and advance information.

Object Name GPFR_BANK_REPORT

Navigation Global Payroll France, Global Payroll France, Report, PaymentReport

Prerequisites The payroll must be calculated and finalized, and then, the GP Codepayment preparation must be done.

AccessRequirements



Payments Report page


Run Control ID The Run Control ID of the payroll run you have selectedis displayed here.

Calendar Group ID Select the Calendar group for which the payroll was run.

Note. You should select the same Calendar Group ID andthe same Pay Entity for which you ran the payroll andcreated the EFT file.

Pay Entity Select a Pay Entity.


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Payment Report Details

Description The report prints in electronic form and paper form. The report displaysinformation regarding loan, Salary Advance, Permanent Salary Advance,and Advance on Salary information for each payee with an existingaccount. The report displays the organization, Loan ID, month, balance,and type of loan.

Report ID GPFRTREP

Type ofReport

SQR

Parameters Run Control ID, Report Manager, Process Monitor, Run, CalendarGroup ID, Pay Entity

Source GPFR_BANK_REPORT

SourceRecords

GPFR_PAYMENT

Sorted By Employee ID, Employee Record Number

Printing Certificates

Usage Use the Certificates Printing Process page to print Certificates forIllness/Maternity, Long-Term Absence, or OccupationalAccident/Illness.

Object Name GPFR_ILL_AT_RNCTL

Navigation Global Payroll France, Global Payroll France, Report, CertificatesPrinting Process

Prerequisites You must first retrieve data for the certificates.

For more information about retrieving data for certificates, seePeopleSoft 8 Global Payroll for France, “Producing Wage Certificatesfor Absences” in PeopleSoft 8 Global Payroll PeopleBook.

AccessRequirements



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Certificates Printing Process page

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Run ControlID, Company, Establishment ID, EmplID (employee ID).

Source

Source Certificate Select the Source Certificate. Valid options areIllness/Maternity, Long-Term Absence, andOccupational Accident/Illness.

Refine Search

Select All Click the Select All button to select all payees that are inthe organization and the establishment that you entered.By clicking the button, the system lists all payees whohave certificate data retrieved.

Print By default, this check box is selected if the certificate hasnot been printed for the payee. Select the Print check boxto print the ASSEDIC Certificate for the payee listed.

Name The payee’s name appears here.

Begin Date The date that the absence begins appears here.

End Date The date that the absence ends appears here.

Company The payee’s company appears here.



Estab ID (establishment ID) The payee’s establishment appears here.


Certificates Printing Process Details

Description The Illness/Maternity, Long-term Illness, or Work Accident certificatesare printed for each payee selected. These three certificates are printedas the requirement definition delivered by the Cerfa institution.

Report ID GPFRILL (illness/maternity), GPFRLT (long-term illness),GPFRATMP (work accident).

Type ofReport

Crystal

Parameters Run Control ID, Report Manager, Process Monitor, Run, SourceCertificate, Company, Establishment ID, Select All, Print, EmplID,Name, Begin Date, End Date, Company, Estab ID

Source GPFR_ILL_AT_RNCTL

SourceRecords

GPFR_ILL_ADMIN, GPFR_ILL_WAGES, GPFR_ILL_LONG

Sorted By Information is not sorted.

Printing the ASSEDIC Certificate

Usage Use the ASSEDIC Certificate Printing page to produce an ASSEDICCertificate (Crystal Report) for each selected payee.

Object Name GPFR_ASS_CER_RUN

Navigation Global Payroll France, Global Payroll France, Report, ASSEDICPrinting Process

Prerequisites You must retrieve data for the certificate first.

For more information about retrieving data for the certificate, seePeopleSoft 8 Global Payroll for France, “Understanding ASSEDICContributions” in PeopleSoft 8 Global Payroll PeopleBook.

AccessRequirements



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ASSEDIC Certificate Printing page

The following elements are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Run ControlID, Report Manager, Process Monitor, Run, Calendar Group ID, Company, EstablishmentID, EmplID.

Select All button Click the Select All button to select all payees that fallwithin the selection criteria. By clicking the button, thePrint check box will be selected for every payee listed.

Print Select the Print check box to print the ASSEDICCertificate for the payee listed.

Name The payee’s name appears here.

Reason The termination reason entered in the Job page in HumanResources appears here.


ASSEDIC Certificate Printing Details

Description The ASSEDIC certificate is delivered to payees at the moment ofbreach, termination or expiration of payee’s contract of employment.The certificate serves as evidence for eligibility for state unemployment



funds.

Report ID GPFRASS

Type ofReport

Crystal

Parameters Run Control ID, Report Manager, Process Monitor, Run, CalendarGroup ID, Company, Establishment ID, Select All, Print, EmplID,Name, Reason

Source GPFR_ASS_CER_RUN

SourceRecords

GPFR_ASS_ADMIN, GPFR_ASS_WAGE_1, GPFR_ASS_WAGE_2,GPFR_ASS_WAGE_3

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C H A P T E R 2 1

Using Writable Arrays for France

Writable arrays are elements you can use to populate your own result tables. You use PeopleSoftApplication Designer to create the result table, then you use the writable array pages inPeopleSoft Global Payroll to define the writable array element that populates the table duringbatch processing.

Writable array functionality makes it easy for you to design reports that exactly meet yourneeds—each row in your table can produce a corresponding line of information in your report.You can also combine multiple tables to create a report. For example, you may want to use onetable for a report header, one for the body of the report, and another table for the footer.

Writable arrays can also conserve valuable storage space by consolidating many vertical rows ofinformation into a single horizontal row. This feature can be particularly useful for storingtemporary data.

For more information about PeopleSoft Application Designer, see the Application Designer.

Storage Considerations

While custom result tables can conserve storage space, they can also increase the need for spaceif they duplicate data from the standard result tables. Following is a list of the types of resultsyou may want to consolidate or store temporarily using the writable array feature:

• Miscellaneous personal data required for audit purposes.

To conserve space, you may want to store these values in a single row instead of in thestandard result tables and keep the records as long as you need them for auditing purposes.

• Period summary data.

If you need to summarize data by period on year-to-date reports, you can save summary datafor each period for as far back as needed.

• Temporary data used in reports.

For ease of reporting, you may want to duplicate data found in the standard result tables butpresent it in a different form. You can then delete the data once you complete the reportingperiod.


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Because you may want to delete temporary data at different times, we leave the management ofthe data in your result tables up to you.

Defining Writable Arrays

Writable arrays are in many ways the opposite of standard arrays. Instead of writing values froma row in a table to user-defined variables, a writable array takes the values from user-definedelements and inserts them into a row in a table.

The pages that you use to define writable array elements resemble the pages that you use to createstandard arrays; however no formula processing is associated with writable array elements.

The element type associated with writable arrays is WA; the element entry type is WA0.

To define a writable array:

1. Use PeopleSoft Application Designer to create the table that the writable array element willpopulate.

The first six fields in the table must be the same as the result table keys in the basic resulttables:

� EMPLID

� CAL_RUN_ID

� EMPL_RCD

� GP_PAYGROUP

� CAL_ID

� RSLT_SEG_NUM

You can also use some of the optional result table keys, such as INSTANCE orSLICE_BGN_DT, and include keys that are not used in the basic result tables, such asDEPTID.

2. On the Write Array Name page, define the naming information for the writable array.

3. On the Keys page, identify the table that the writable array will populate, and enterinformation about the key fields in the table.

4. Define the fields within the writable array on the Fields page. The information on this pagedetermines the elements that the system resolves when it retrieves the writable array.



When you create a result table using a writable array, the table must include the basicsegment status keys shared by all the standard result tables. You can include additional keysas well.

Write Arrays - Write Array Name Page

You must name every element and define its basic parameters on an Element Name page.All element components within PeopleSoft Global Payroll share the same first ElementName page (GP_PIN). For more information about how to complete this page, see Definingan Element Name (GP_PIN).

Like most elements, writable array elements resolve to a value. If the writable array resolvessuccessfully, it resolves to 1 and initiates a process that causes data to be put into the writablearray. Most likely, you will probably not want to store the value of the element itself in theresults tables. When this is the case, clear the Store/Store if Zero check box on the Write ArrayName page.

Writable arrays are not effective-dated, so there is no Definition as of Date on the Write ArrayName Page. If you need to change the element’s definition, create a new writable array instead,and then create new effective-dated elements that reference the new writable array. If a databasetable or view is renamed, you should also create a new writable array.

Keys Page

Usage Use the Keys page to identify the target table into which the writablearray process will insert data. Also use this page to identify the keys ofthe target table.

Object Name GP_WA_KEYS

Navigation Define Business Rules, Define Global Payroll Rules, Setup 2, WriteArrays, Keys

Prerequisites This is the second page in the Write Arrays component. You must firstcomplete the Write Array Name page.

AccessRequirements

Click the Keys tab.



Keys page

The following fields are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Element Name,Owner, Version.

Record (Table) Name Enter the name of the table that the SQL statement uses inthe INSERT clause.

The system appends the prefix PS_ to the table name inyour SQL statement.

Temporary Table Select this check box if you want the system to set a Y/N(yes/no) flag on the writable array definition table,GP_WA_ARRAY. You can use the flag to identify tablesthat can be deleted. No Peoplesoft functionality makesuse of this field.

Key Options

Use the Key Options check boxes to identify optional result table keys that you want to use, suchas INSTANCE or SLICE_BGN_DT.

Instances Select Instances if you want to track each instance ofpositive input individually.

For more information about creating separate rows ofoutput for multiple instances, see Single Versus MultipleRow Output in Understanding Writable Arrays in BatchProcessing.

Slice Dates Select this check box if you want to use slice dates askeys. The Slice Dates check box should be selected whenyou choose Instances.



Accum. Keys (accumulatorkeys)

Select this check box if you want to use all four user keysthat you define for the element on the Level Page as keyson the custom result table.

For more information about accumulators, see PeopleSoft8 Global Payroll, “Setting Up Accumulators”

Additional User-Defined Keys

You can use the following fields to identify keys that are not used in the basic result tables, butthat you want to include in the writable array table; for example, DEPTID.

Field Name Select the name of the writable array field that you want topopulate. The list of available options includes only thosefields that are included in the table that you selected in theRecord (Table) Name field.

Entry Type Select the element type from the list of available options.

Element Name Select the element whose value the system will use topopulate the writable array key field you are defining.

Fields Page

Usage Use the Fields page to identify the elements with which you wish topopulate the writable array, and to establish a one-to-one correspondencebetween the source elements and the target fields on the Array Table.

Object Name GP_WA_FLDS

Navigation Define Business Rules, Define Global Payroll Rules, Setup 2, WriteArrays, Fields

Prerequisites This is the third page in the Write Arrays component. You must firstcomplete the prior pages in this component.

AccessRequirements

Enter the element name.



Fields page

The following fields are common to multiple pages in this application and are defined in thepreface of this PeopleBook in PeopleBooks Standard Page Element Definitions: Element Name,Owner.

Record (Table) Name Displays the name of the table into which data will beinserted.

Array - Fields

Field Name Select the name of each field (column) of the databasetable that you want the writable array to populate.

Entry Type Select the type of element that you want to populatewithin the writable array. Valid values are Accumulatr(accumulator), Auto Assgn (auto assign), Bracket,Deduction, Duration, Earnings, Formula, SystemElem(system element), and Variable.

Element Name Select the name of the element whose value will beinserted into the writable array.

Understanding Writable Arrays in Batch Processing

Typically, each call to a writable array element should create one row of data. To producemultiple rows of output, you can use loops within a subprocess section and arrays to call thewritable array multiple times. Using pointers and variables, you can populate the same field in awritable array with values from different elements, as long as you do not map character andnumeric elements to the same field.

Suppose that an element has more than one value per segment due to positive input or slicing. Ifyou want to see all of the values, select the Instance check box on the Keys page. This instructsthe program to report all individual instances of an element, rather than summing the resultsaccording to normal element processing.



Individual instance reporting applies only to the first user field of the row. This is also known asthe driver field. For all other fields, normal element processing occurs for the first row output.For the second and subsequent rows, the output for these fields is 0 or blank.

Example

You may want to see all instances of overtime along with base salary. If so, you should select theInstance and Slice Dates check boxes on the Keys page and make Overtime the first fieldretrieved. The output might look something like this:

INSTANCE SLICE_BGN_DT SLICE_END_DT OVERTIME BASE_SAL

1 1/1/2001 1/1/2001 2 1000

2 5/1/2001 5/1/2001 4 0

3 10/1/2001 10/1/2001 3 0

In this case, the slice dates are actually the positive input dates. The value for base salary is onlyreported once.

There are two other important points related to multiple instances:

• When reporting on multiple instances of a driver field, the writable array program directlyreports on the values stored in PINV—it does not perform normal element processing. This isbecause the PIN Manager does not loop through individual occurrences of an element.

• Multiple instance reporting only applies to elements stored in PINV—it does not apply toaccumulators. If an accumulator has multiple instances due to different values for a User Key,you must manage your output by resetting the User Key value and re-invoking the writablearray element.

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C H A P T E R 2 2

Appendix 1: Understanding NetGuarantee

French law stipulates that an employer must pay a guaranteed percentage of a payee’s grosssalary during the time that the payee is on sick leave. Alternatively, some collective agreementsstipulate a guaranteed percentage of a payee’s net salary during a payee’s sick leave.

Many collective agreements stipulate that the allowance paid to a payee during the payee’sillness, after deduction of the social security daily allowances, cannot result in the payee’s netsalary exceeding the net salary earned when the payee is not on sick leave. This is called theguarantee on the net salary (garantie sur le net).

The law stipulates a guarantee on the gross salary. For companies not bound by a collectiveagreement, the guarantee on the net salary does not have to be applied. However, mostcompanies in France are bound by a collective agreement. Also, most companies apply the netguarantee rule because it is generally considered a fair way to do business. However, in somecases such as with small companies without a collective agreement or a collective agreementwithout any reference to the net guarantee, the net guarantee does not have to be considered.

PeopleSoft Global Payroll for France is delivered with rules to manage the net guaranteecalculation.

All elements created specifically for the net guarantee calculation are named with a prefix ofGEN and a suffix of GN. This allows you to easily identify the relevant elements.

Net Guarantee Calculation Method

The net guarantee calculation is managed through a sub-process section (GEN SE GARANTINET) and the following are the steps in the calculation:

1. The net guarantee sub-process section is triggered if there are some social security dailyallowances (Indemnités Journalières de Sécurité Sociale or “IJSS”)–that is, if the accumulatorGEN AC IJSS GN SG is over zero (0). The condition formula GEN FM COND NET GA isused to trigger the sub-process section.

2. The formula GEN FM INIT initializes the sub-process section. The formula populates thevariable GEN VR IERE ITERAT to indicate that the system is processing the first loop.


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3. The processing loop begins. The formula GEN FM NB ITERAT is processed at thebeginning of each loop. This formula populates the variable GEN VR NB ITERAT with thevalue of the number of iterations (for example, GEN VR NB ITERAT will be equal to 5during the fifth iteration). To exit the loop, the variable GEN VR EXIT, used in the conditionformula GEN FM EXIT, must be equal to FALSE.

4. The net guarantee section GEN SE IJSS AJUST is triggered. This section stores theadjustments that are being calculated iteratively. The section GEN SE IJSS AJUST includesthe deduction IJSS AJUST. This section and this deduction are also used during “normal”processing (that is, outside the sub-process section) and IJSS AJUST is equal to theadjustment calculated in the sub-process section.

5. During the first iteration of processing, the modification of the gross salary is calculated. Theformula GEN FM MODIF BRUT populates a variable by the amount of the IJSS and theresult of this variable is a member of the accumulator GEN AC BRUT SG. Then the netsalary, without the impact of the IJSS, is calculated. This produces a target net salary.

6. The various sections created specifically for the net guarantee calculation are triggered usingthe same condition formula and in the same order as the regular contributions sections in theprocess list.

7. The formula GEN FM RAZ VR GN is resolved and the indicator variables are set to zero (0).If you create any formulas using the same logic as GEN FM RAZ VR GN, the formula mustresolve to set the indicator variable to zero (0). Your new formula must be inserted into thesub-process section immediately after the formula GEN FM RAZ VR GN. If you create anyformulas using the same logic as the one described in the section Understanding NetGuarantee Formulas, the indicator variables you create must be set equal to zero (0). Such aformula must have the same goal as GEN FM RAZ VR NG (that is, set the indicatorvariables equal to 0). Your new formula must be inserted into the sub-process sectionimmediately after the formula GEN FM RAZ VR GN.

8. The target net salary is calculated during the first iteration. The formula GEN FM NETGARANT calculates the target net salary and stores the result in the variable GEN VR NETA PAYER. The target net to pay is equal to net salary calculated during the first iteration(that is, gross salary, without impact of the IJSS, minus the contributions). This net salary isreduced by the amount of the IJSS, with the IJSS reduced by the CSG and CRDS.

9. The IJSS adjustment is calculated. The formula GEN FM GARANTI NET calculates theIJSS adjustment if there is still more than one cent of difference between the net salary andthe target net salary. The adjustment calculated during each iteration is equal to thedifference between the net salary and the target net salary multiplied by a calculatedcontribution rate. This amount is added to the previous value of the IJSS adjustment. If thereis no difference between the net salary and the target net salary, the variable used as anindicator of the last iteration (GEN VR DERN ITERAT) and the variable used to exit theloop (GEN VR EXIT) are populated.

10. The IJSS adjustment is limited so that the IJSS plus the IJSS adjustment are not greater thanthe appropriate salary upholding for the month.

11. The sub-process section is stopped and the normal process list continues processing.

The maximum number of iterations for this process is fifteen. If there is still more than one centdifference between the net salary and the target net salary after the fifteenth iteration, the



processing loop is stopped, the IJSS adjustment is set equal to the last amount calculated, and awarning message is displayed letting you know that the calculation of the IJSS adjustment is notaccurate.

The variable GEN VR CALC GN is used in the condition formula GEN FM COND NET GA totrigger the calculation of the net guarantee sub-process section. By default, GEN VR CALC GNis equal to True (1), which means that the net guarantee is processed when the accumulator GENAC IJSS GN SG is over zero (0).

If you want to avoid the calculation of the net guarantee and you want to directly enter anamount for the IJSS adjustment, you must override the variable GEN VR CALC GN to False(0) and enter the value of the adjustment in the variable GEN VR AJUSTEMENT.

If your organization does not want to use the calculation of the net guarantee, there are severalpossible solutions, some of which are:

• Override the variable GEN VR CALC GN to false (0) at the payee level if you just want toavoid the calculation for one specific payee.

• Override the variable GEN VR CALC GN to false at the pay entity level. Then, the adjustmentwill not be calculated for organizations where the adjustment does not need to be calculated(for example, when following a collective agreement).

• Create a process list without the sub-process section GEN SE GARANTI NET and use thisprocess list for organizations where the net guarantee does not need to be performed.

• You can modify the condition formula GEN FM COND NET GA. This formula is PeopleSoftdelivered, but not maintained. You can create your own logic to trigger, or not trigger, the netguarantee calculation according to your needs.

PeopleSoft strongly recommends that you define the Pay Entity equal to Companies whenusing the Global Payroll for France rules.


Net Guarantee Rules

This topic explains the rules definitions created for Global Payroll for France that handle netguarantee.



Net Guarantee Variable Elements

This topic details the variable elements that PeopleSoft delivers to accommodate net guaranteecalculations. The following table lists the delivered elements and their descriptions. Theseelements are delivered by PeopleSoft, but not maintained.

Variable Element Description

GEN VR BRUT IJSS Stores the IJSS and is used to update the net to pay during thefirst loop.

GEN VR 1ERE ITERAT Used to indicate whether the loop is in its first iteration.

GEN VR NET A PAYER Used to store the net-to-pay target.

GEN VR EXIT Used to exit the loop. The default value is 1.

GEN VR DERN ITERAT Used to indicate that the last loop was reached.

GEN VR AJUSTEMENT Stores the IJSS adjustment calculated.

GEN VR NB ITERAT Stores the number of iterations.

GEN VR CALC GN This variable is used to trigger, or not trigger, the calculationof the IJSS adjustment. The default value is 1.

There are also some other variables that are utilized in the net guarantee calculation. These arelisted in the following table. These elements are delivered by PeopleSoft, but not maintained.

Variable Element Description

AGI VR BRUT ABAT Stores the result of the formula AGI FM BRUT ABAT.

AGR VR BRUT ABA DC Stores a value indicating whether the formula AGI FM BRUTABAT has been calculated.

AGI VR CALC BASE B Stores the result of the formula AGI FM CALC BASE B.

AGI VR CAL BA B DC Stores a value indicating whether the formula AGI FM CALCBASE B has been calculated.

ARC VR BRUT ABAT Stores the result of the formula ARC FM BRUT ABAT.

ARC VR BRUT ABA DC Stores a value indicating whether the formula ARC FMBRUT ABAT has been calculated.

URS VR BASE A Stores the result of the formula URS FM BASE A.

URS VR BASE A DC Stores a value indicating whether the formula URS FMBASE A has been calculated.

URS VR BRUT ABA 2 Stores the result of the formula URS FM BRUT ABAT.

URS VR BRUT ABA DC Stores a value indicating whether the formula URS FMBRUT ABAT has been calculated.



The indicator variable can be identified by the suffix DC (already calculated).

For more information about variables, see Variables in the PeopleSoft 8 Global PayrollPeopleBook. For more information about elements, see Defining General ElementInformation in the PeopleSoft 8 Global Payroll PeopleBook. For more information aboutthe variables in the preceding table, see Understanding Net Guarantee Formulas.

Net Guarantee Deduction Element

PeopleSoft delivers and maintains the deduction element IJSS AJUSTEM to accommodate thenet guarantee calculation. This deduction stores the value of the adjustment calculated in the sub-process section.

To find out the specifics of an element’s definition, you can use the Global Payroll coreapplication online element definition pages to display the element’s definition.

For more information about the element definition pages in the core application, seeDefining General Element Information in the PeopleSoft 8 Global Payroll PeopleBook. Formore information about deduction element definition pages in the core application, seeDefining Earnings and Deductions in the PeopleSoft 8 Global Payroll PeopleBook.

Net Guarantee Formula Elements

Many formula elements are used for the net guarantee calculation.

Formula Element Description

GEN FM COND NET Used as condition formula to trigger, or not trigger, the sub-process section GEN SE GARANTI NET. This formula isnot maintained by PeopleSoft.

GEN FM INIT GARANT Used to initialize the net guarantee calculation. This formulawill populate the variable GEN VR 1ERE ITERAT used totrigger some calculations on the first iteration. This formulais maintained by PeopleSoft.

GEN FM NB ITERAT Calculates the number of iterations and populates the variableGEN VR NB ITERAT that stores this number of iterations.This formula is maintained by PeopleSoft.



Formula Element Description

GEN FM MODIF BRUT Populates the variable GEN VR BRUT –IJSS with the valueof the IJSS for the first iteration. This formula is notmaintained by PeopleSoft.

GEN FM RAZ VR GN Sets to 0 all of the variables indicators. This formula ismaintained by PeopleSoft.

GEN FM NET GARANT Calculates the target net to pay during the first iteration. Thevariable GEN VR NET A PAYER stores this target net topay. This formula is maintained by PeopleSoft.

GEN FM GARANTI NET This formula is processed during each iteration and calculatesthe adjustment. This formula is maintained by PeopleSoft.

GEN FM CTRL NET GA Used to limit the adjustment. The adjustment plus the IJSS ofthe month can not be over the salary upholding value. Thisformula is maintained by PeopleSoft.

GEN FM 1ERE ITERAT This formula returns the value True (1) during the firstiteration and is used as a condition formula in the sub-processsection. This formula is not maintained by PeopleSoft.

GEN FM DERN ITERAT This formula returns the value True (1) when the last iterationis reached and is used as a condition formula in the sub-process section. This formula is maintained by PeopleSoft.

GEN FM EXIT This formula returns the value True (1) while there is stillmore than one cent difference between the net to pay and thetarget net to pay. When there is less than one cent difference,this formula returns the value False (O) and the iterations arestopped (the sub-process section is exited). This formula isnot maintained by PeopleSoft.

To find out the specifics of a formula’s definition, you can use the Global Payroll coreapplication online formula definition pages to display the formula’s definition.

If you create your own deduction elements that should be included in the net guaranteecalculation, you must make sure that the deductions and any other elements impacted by themodification of the gross salary are defined as “always recalculate”. You should also takethe “always recalculate” configuration into consideration when trying to optimize systemperformance. If an element is configured to always recalculate and the element is usedseveral times during the net guarantee calculation, this could affect performance.



For more information about formulas, see Formula in the PeopleSoft 8 Global PayrollPeopleBook. For more information about adding deductions to the net guarantee calculation,see Adding Deductions to the Net Guarantee Calculation.

Net Guarantee Element Group

The deduction IJSS AJUSTEM is included in the element group GEN EG IJSS. This elementgroup groups all the IJSS deductions (for illness, maternity, and so on).

To find out the specifics of an element group’s definition, you can use the Global Payrollcore application online element group definition pages to display the element group’sdefinition.


If you create your own deduction elements that should be included in the net guaranteecalculation, you must make sure that the deductions and any other elements impacted by themodification of the gross salary are defined as always recalculate. You should also take thealways recalculate configuration into consideration when trying to optimize systemperformance. If an element is configured to always recalculate and the element is usedseveral times during the net guarantee calculation, this might affect performance.

Net Guarantee Sections

For the net guarantee calculation the system needs to calculate during each iteration all of thedeductions that have an impact on the net salary. For performance considerations, PeopleSoftchose to define some new sections rather than use the sections used in the process list. Thesections created specifically for the net guarantee do not include the employer’s deductions thatdo not have any impact on the net guarantee.

Some sections created for the net guarantee are identical to a corresponding “normal” section.This is the case, for example, with ARC SE COTISATIONS and ARC SE COTISATI GN. Thesystem needs to calculate the employer’s deductions in ARC SE COTISATI GN because they canhave an impact on the net salary due to the contributions exemption limits rules (rules of the 19and 85% limits).

Some sections created for the net guarantee includes only the deductions having an impact on thenet salary. This is the case for the section URS SE COTISATI GN.



Some “normal” sections existing in the process list do not need to be calculated in the sub-processsection and, therefore, PeopleSoft has not created specific net guarantee sections in these cases.This is the case for the section TAX SE TAXES.

One section is used in an identical manner in the sub-process and in the normal process list. Thisis the section GEN SE IJSS AJUST

All the sections described in the following table are not maintained by PS.

Normal Section Net Guarantee Section Net Guarantee SectionDescription

No corresponding normalsection.

GEN SE GARANTI NET This is the sub-process sectionthat handles the net guaranteecalculation.

GEN SE IJSS AJUST GEN SE IJSS AJUST Includes the deduction for themanagement of the net guarantee.This deduction is the element thatthe system calculates during thenet guarantee calculation. Itsvalue changes after each iteration.

GEN SE BRUT GEN SE BRUT GN Since trainees are not employeesand the salary upholding rule andIJSS do not apply to them, theformula STG FM BASE has beenexcluded from the net guaranteesection. If a trainee is absent dueto illness, you must enter anabsence with a reason other thanillness. The formula GEN FMCTRL SMIC has been excludedfrom the net guarantee section.

ARC SE COTISATIONS ARC SE COTISATI GN Your employer contributions areused for the exemption limitcalculation, so the elements in thissection have been maintained.

PRV SE COTISATIONS PRV SE COTISATI GN All deductions have beenincluded. If you create a newcontingency contribution, youmust insert these deductions in thenet guarantee section.

PRV SE SOCIAL PRV SE SOCIAL GN No changes



Normal Section Net Guarantee Section Net Guarantee SectionDescription

URS SE COTISATIONS URS SE COTISATI GN All of the employer contributions,plus the formulas URS AUB I R,URS AUB II R, and URS BASSAL have been excluded from thenet guarantee section because theydo not impact net salary.

PRV SE FISCAL There is no correspondingnet guarantee section.

The formula PRV FM REINTFISCA included in this sectiondoes not have an impact on thenet salary and, therefore, does notneed to be calculated in the sub-process section.

ASS SE COTISATIONS ASS SE COTISATI GN All of the employer contributionshave been excluded from the netguarantee section.

TAX SE TAXES There is no correspondingnet guarantee section.

The contributions included in thissection are employer’scontributions that do not have animpact on the net salary. If youhave an employee contribution tothe work council, you may wantto include this deduction in thenet guarantee calculation. In sucha case, you must create a sectionwith this deduction and include itin the sub-process section.

Note. You should be sure thatany elements used for thisdeduction are correctly calculatedand re-calculated. Whenconsidering what elements to re-calculate, take into considerationany possible performancedegradation that recalculationmay impose during each iteration.

TAX SE CSG CRDS TAX SE CSG CRDS GN No changes

With the exception of GEN SE IJSS AJUST and GEN SE GARANTI NET, all of thesections created specifically for the net guarantee calculation can be identified by a suffix ofGN.


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To manage the A36 employees or A4 categories, you have to adapt the sub-process sectiondelivered by PeopleSoft according to your own process list. PeopleSoft provides only thesub-process section that applies to the process list REGLEMENTAIRE PAIE.


Net Guarantee Accumulators

PeopleSoft delivers the following accumulators to assist in the net guarantee calculation.


GEN AC IJSS GN SG Stores the sum of the IJSS calculated.

GEN AC MAINTIEN SG Stores the different salary upholding amounts.

To find out the specifics of an accumulator’s definition, you can use the Global Payroll coreapplication online accumulator definition pages to display the accumulator’s definition.

During the first iteration, the variable GEN VR BRUT –IJSS stores the value of the IJSS andis deducted from the gross salary (that is, the accumulator GEN AC BRUT SG). Then, thesystem is able to calculate during the first iteration the value of the net salary without impactof the IJSS (that is, the target net pay).


Adding Deductions to the Net Guarantee Calculation

This topic addresses the potential need to add deductions to the net guarantee calculation.


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Understanding Net Guarantee Formulas

PeopleSoft designed the net guarantee rules to allow the recalculation of elements in the sub-process section without excessive degradation of the system’s performance.

The goal of the sub-process section is to create some processing loops (or iterations) for someelements. During each loop, some of the elements have another value and need to berecalculated. These elements are therefore defined to always recalculate. The rules use logic thatmaximizes performance during each processing loop. When formulas are used several times inthe process or in the sub-process, their results are stored in variables.

When using these formulas, the following steps are adhered to:

1. Test if the variable indicator is equal to True of False.

2. If the variable indicator is equal to False, the formula is triggered. Its result is stored in avariable.

3. If the variable indicator is equal to True, the system does not trigger the formula since thesystem knows the formulas has already been calculated and the result has already been storedin a variable.

4. The system uses the result stored in the variable (and not the formula itself).

5. At the end of the sub-process section, the variables indicator are set equal to zero (0) by theformula GEN FM RAZ VR GN and are then ready to be recalculated during a new iteration.

For example, the formula ARC FM BRUT ABAT is used to calculate the gross salary, afterreduction for specific jobs, used for the ARRCO contributions. This formula needs to berecalculated during each iteration, but is used by the formulas ARC FM CALC BASE A, ARCFM CALC BASE 1, and ARC FM CALC BASE 2. The result of the formula ARC FM BRUTABAT is stored in the variable ARC VR BRUT ABAT and the variable indicator ARC VRBRUT ABA DC stores the value True (1) when the formula ARC FM BRUT ABAT iscalculated.

When we need the gross salary for the ARRCO in the formula ARC FM CALC BASE A, forexample, we first test the value of the variable indicator. If this variable is equal to False, wetrigger the calculation of the formula ARC FM BRUT ABAT and we can then use the resultstored in the variable ARC VR BRUT ABAT. If the variable ARC VR BRUT ABA DC retrievesthe value True, we do not need to again trigger the formula ARC FM BRUT ABAT and can justuse the result already stored in the variable.

You should apply the same logic if you create any deductions that need to be included in the netguarantee calculation and need to use formulas triggered several times in the process.

Moreover, if you have need to use the results of the formulas AGI FM BRUT ABAT, AGI FMCALC BASE B, ARC FM BRUT ABAT, URS FM BASE A, and URS FM BRUT ABAT, youshould use the same logic PeopleSoft created.

Formula Name Variable Result Variable Indicator

AGI FM BRUT ABAT AGI VR BRUT ABAT AGI VR BRUT ABA DC


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Formula Name Variable Result Variable Indicator

AGI FM CALC BASE B AGI VR CALC BASE B AGI VR CAL BA B DC

ARC FM BRUT ABAT ARC VR BRUT ABAT ARC VR BRUT ABA DC

URS FM BASE A URS VR BASE A URS VR BASE A DC

URS FM BRUT ABAT URS VR BRUT ABA 2 URS VR BRUT ABA DC

If you create new deductions and have formulas that must be recalculated during each iteration,but that are used several times, you can use PeopleSoft’s logic. But if you need to create aformula having the same use as the formula GEN FM RAZ VR GN (that is, to set equal to zerothe variable indicator), the new formula should be inserted in the sub-process section after theformula GEN FM RAZ VR GN.

Creating Sections

You can create your own sections referencing your deduction(s) and then include them in the sub-process section. The deductions that need to be included in the sub-process section are thedeductions having an impact on the net to pay salary. This is the case for a payee’s contributions.But this is also the case for some employer’s contributions and particularly the deductions used inthe calculation of the contributions exemption limits (rule of 19 and 85%).

Understanding the Sub-Process Section

The setup of the sub-process section must reflect the process list defined by you. The sub-processsection provided by PeopleSoft is based on the process list REGLEMENTAIRE PAIE. In thesub-process section, the system uses some specific sections (with the suffix GN) patterned afterthe sections used in the normal process list. The system also uses the same condition formulas.

If you have a process list with some differences in the order of the sections, in the sectionsthemselves, and/or in the condition formulas, you must update the sub-process section providedby PeopleSoft or create your own sub-process section. If your company has its own uniqueprocess list, you must create sub-process sections that correspond to your own unique process list.

For example, PeopleSoft provides some specific sections to manage the contributions due for thedifferent categories for the retirement and contingency contributions. There are two ways ofmanaging the triggering of the deductions depending on the payee’s category (employee, Article36, or Article 4&4bis) through eligibility groups or through sections.

For more information, see Understanding ARRCO, AGIRC, and Contingency FundContributions.

The process list REGLEMENTAIRE PAYE provided by PeopleSoft uses eligibility groupmanagement of the deductions triggering. For companies that choose to manage the triggeringthrough sections, those companies need to create some sub-process sections that follow the samelogic as their process list.

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C H A P T E R 2 3

Appendix 2: Configuring Your GlobalPayroll Application for France

This section is divided into the following topics:

Adding New Elements to the Absence and Payroll Process: This section contains information thatwill enable you to effectively integrate new absence take, absence entitlement, earning, anddeduction elements into the delivered Global Payroll application for France. This information willhelp ensure that any new element you create fits into the existing logic and organization of GlobalPayroll for France and is included in the correct calculations.

Configuring Existing Absence and Payroll Elements: This section provides information that willhelp you configure delivered absence take, absence entitlement, earning, and deduction elementsto meet the specific needs of your organization.

Adding New Elements to the Absence and Payroll Process

The following topics consist of a series of questions and answers designed to guide you throughthe process of creating new absence and payroll elements for your organization.

Creating New Absence Entitlements

Important! This section assumes a thorough familiarity with the core application chapteron Defining Absence Elements as well as the material on absences contained in the sectionUnderstanding French Absence Rules. Both the design and setup of French absences as wellas specific absence elements are discussed in the latter chapter. The current section does notattempt to reproduce or summarize this information when making reference to specificelements used in absence processing.

Q. If you are creating a new entitlement, are there specific conditions to trigger theentitlement?

� Yes: Create the appropriate conditional resolution formula taking the specific conditions fortriggering the entitlement into account.

� No: If the entitlement your are creating has a frequency of per absence, you can use theelement ABS FM COND MLE2 as your conditional resolution formula. To make sure that


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the formula works, you must enter a specific code (among those already existing, or anyothers) in the TAKE CONFIG1 field of the corresponding absence take(s) that will be linkedto this entitlement.

For more information on the setup of TAKE CONFIG1, see TAKE CONFIG1, 2 and 3 andUnderstanding the User-Defined (TAKE CONFIG) Fields.

Q. If you are creating new Illness, Work Accident or Maternity entitlements, are theentitlements different from the legal ones?

� Yes: As recommended in the section Defining Entitlement for Salary Upholding, create anew bracket (taking ABS BR MT SAL LOI and/or ABS BR MT SAL AFB as examples)with your company’s/labor agreement elements, and then update the formula ABS FMBRACK DTS so that it takes your bracket into account by adding the following rows ofinstructions:

If the system element LABOR AGREEMENT = xxx (where xxx is the code for the labor agreement),

THEN bracket ABS BR MT SAL xxx >> formula ABS FM BRACK DTS

ELSE bracket ABS BR MT SAL LOI >> formula ABS FM BRACK DTS

END IF

For more information about ABS BR MT SAL LOI and ABS BR MT SAL AFB, seeDefining Entitlement for Salary Upholding (ABS BR MT SAL LOI and ABS BR MT SALAFB).

Q. Are you defining a new Illness, Work Accident, or Maternity type of absence?

� Yes: Have you created, as recommended in the section Absence Rules for Illness, Maternity,and Work Accident, a bracket (ABS BR MT SAL XXX) to manage your labor agreement,using the variable ABS VR NOM PRISE as the first key? Make sure that in the formula youuse to trigger the entitlements, you first assign the “name” of your absence to the variableABS VR NOM PRISE. For example, if you are creating a new entitlement for illness, youmight assign “MALADIE” to ABS VR NOM PRISE.

For more information about Illness, Work Accident, and Maternity absences, see AbsenceRules for Illness, Maternity, Work Accident.



Creating New Absence Takes

Important! This section assumes a thorough familiarity with the core application chapteron Defining Absence Elements as well as the material on absences contained in the sectionUnderstanding French Absence Rules. Both the design and setup of French absences as wellas specific absence elements are discussed in the latter chapter. The current section does notattempt to reproduce or summarize this information when making reference to specificelements used in absence processing.

Q. If you are creating a new illness or work accident type absence take, do you plan to useexisting offset formulas?

� Yes: Make sure you have entered the correct code in the TAKE CONFIG1 field.

For more information about the setup of TAKE CONFIG1, see TAKE CONFIG1, 2 and 3and Understanding the User-Defined (TAKE CONFIG) Fields.

The following tables lists all the delivered offset formulas:

Offset Formula Description

ABS FM OFFSET MAL1 Used to retrieve all paid days over the last 12months (starting the day before the beginningof the absence) corresponding to the first takeof an illness leave.

ABS FM OFFSET MAL2 Used to retrieve all paid days over the last 12months (starting the day before the beginningof the absence) corresponding to the secondtake of an illness leave.

ABS FM OFFSET MAL3 Used to retrieve all paid days over the last 12months (starting the day before the beginningof the absence) corresponding to the thirdtake of an illness leave.

ABS FM OFFSET MAL4 Used to retrieve all paid days over the last 12months (starting the day before the beginningof the absence) corresponding to the fourthtake of an illness leave.

EVT FM DEMENAG OF Used to retrieve all the paid days consumedsince the beginning of the year (up to the daybefore the start of the absence) correspondingto the moving leave.



Offset Formula Description

EVT FM ENF MAL OF Used to retrieve all paid days consumed sincethe beginning of the year (up to the daybefore the start of the absence) correspondingto child illness leave.

EVT FM ALLAITE OF Used to retrieve all paid days (over theprevious 3 months before the beginning ofthe absence) corresponding to breast feedingleave.

ABS FM OFFST ATRV1 Used to retrieve all paid days over the last 12months (starting the day before the beginningof the absence) corresponding to the first takeof a work accident leave.

ABS FM OFFST ATRV2 Used to retrieve all paid days over the last 12months (starting the day before the beginningof the absence) corresponding to the secondtake of a work accident leave.

ABS FM OFFST ATRV3 Used to retrieve all paid days over the last 12months (starting the day before the beginningof the absence) corresponding to the thirdtake of a work accident leave.

ABS FM OFFST ATRV4 Used to retrieve all paid days over the last 12months (starting the day before the beginningof the absence) corresponding to the fourthtake of a work accident leave.

ABS FM OS LGM1 AFB Used to retrieve all paid days over the last 12months (starting the day before the beginningof the absence) corresponding to the first takeof a long illness leave (specific to AFB laboragreement).

ABS FM OFFSET LGM1 Used to retrieve all paid days over the last 12months (starting the day before the beginningof the absence) corresponding to the first takeof a long illness leave.

Q. Is the new absence take an unpaid absence?

� Yes: You can use the formula ABS FM SANS SOLDE as your day formula, and then use thevariables ABS VR HR DED as the unit for the deduction in hours, ABS VR JO DED as theunit for the deduction in business days, and ABS VR JC DED as the unit for the deduction incalendar days.



For more information about these elements, see the questions on generated positive input.For a complete list of delivered take elements and their corresponding earning/deductionelements, see Understanding French Absence Rules.

Q. Is the new absence take only paid in hours?

� Yes: You can use the formula ABS FM VALO HR SLT as your day formula, and then usethe system elements DAY COUNT PD as the units of your earning and DAY COUNT as theunits of your deduction.

For more information about the day count formula, see Day Formula Page in yourPeopleSoft 8 Global Payroll PeopleBook.

Q. Is the new take an absence that can be paid either in hours, business days or calendardays?

� Yes: You can use the formula ABS FM JRS ABS as your Day Formula and then use thefollowing elements to represent the “unit” in the calculation rule of your absencetake/entitlement:

ABS FM GEN HRS = unit for your earning in hours

ABS VR HR DED = unit for your deduction in hours

ABS FM GEN JO = unit for your earning in business days

ABS VR JO DED = unit for your deduction in business days

ABS FM GEN JC = unit for your earning in calendar days

ABS VR JC DED = unit for your deduction in calendar days

For a complete list of delivered take elements and their corresponding earning/deductionelements, see Understanding French Absence Rules.

Q. Are you creating a new day formula?

� Yes: If you want to use the existing setup for seniority calculation, paid vacation opening, andentitlement calculation as well as the calculation of unworked and unpaid hours, you willneed to add to your new formula the formula ABS FM ALIM AC ABS. In order for thisformula to work correctly, you will need to setup the fields TAKE CONFIG1, TAKECONFIG2 and TAKE CONFIG3.

In addition, you should trigger the bracket ABS BR ABS VALO in your formula so that thecorrect valuesof the variables (ABS VR VALO xxx) are returned and the earnings/deductions



are calculated correctly.

For more information on the setup of TAKE CONFIG1, 2 and 3, see TAKE CONFIG1, 2and 3 and Understanding the User-Defined (TAKE CONFIG) Fields. And For moreinformation about the setup of the bracket ABS BR ABS VALO, see Defining Units forEarnings and Deduction Calculations (ABS BR ABS VALO).

The following table lists all the delivered day formulas that can be entered in the Day Formulafield of the Day Formula Page used in the Absence Take setup.

Existing Day Formulas Use/Description

ABS FM JRS MAL Day formula used for any illness type ofabsence.

ABS FM ALIM AC ABS Used as a sub-formula of any day formula forall absences except paid vacation.

ABS FM ALIM AC NTR Used as a sub-formula of ABS FM ALIMAC ABS.

ABS FM ALIM AC NPA Used as a sub-formula of ABS FM ALIMAC ABS.

GEN FM ABS CAL Used as a sub-formula of ABS FM ALIMAC ABS.

GEN FM ABS ASS CAL Used as a sub-formula of ABS FM ALIMAC ABS.

GEN FM ABS CC CAL Used as a sub-formula of ABS FM ALIMAC ABS.

ABS FM JRS IJ LGM Day formula used for long term illness IJSS.

ABS FM JRS CURE N P Day formula used for unpaid course oftreatment absence.

ABS FM SANS SOLDE Day formula used for any unpaid absence.

ABS FM JRS ATRV Day formula used for any work accident typeof absence.



Existing Day Formulas Use/Description

MAT FM JRS Day formula used for any maternity type ofabsence.

ABS FM JRS ABS Day formula used for any other type ofabsence.

ABS FM VALO HR SLT Day formula used for any absence using onlyhours as their units.

The following table lists all the formulas that behave like day formulas (they count as dayformulas in the system). These formulas are used for each day of absence as the “units” forgenerated positive input.

Additional Formulas Use/Description

ABS FM JRS OUV Retrieves business days as absence units.

ABS FM JRS CAL Retrieves calendar days as absence units.

ABS FM HEURES Retrieves hours as absence units.

ABS FM GEN JC Retrieves calendar days as absence units.

ABS FM GEN JO Retrieves business days as absence units.

ABS FM GEN HRS Retrieves hours as absence units.

Q. For generated positive input, are you using ABS FM GEN HRS, ABS FM GEN JOand/or ABS FM GEN JC as the units for your earnings, and ABS VR HR DED, ABSVR JO DED and ABS VR JC DED as the units for your deduction?

� Yes: You must be careful to insert the row calculating the earning before the row calculatingthe deduction, because the formulas used as the units for the earnings, feed the variablesused as the units for the deduction.

Q. Do you want to create a new earning and/or deduction to “receive” the generatedpositive input?

� Yes: See the sections on Creating New Earnings Elements and Creating New DeductionElements.

For a list of existing earnings and deductions fed through positive input generated by theabsence process, see List of Absence Take Elements.



If you know that your new take is to be valued in only one unit, you can create only oneearning and one deduction (instead of 3 as in the delivered setup). In this case, you mustmake sure that the bracket ABS BR ABS VALO retrieves the correct value for the variablecorresponding to the earning/deduction you set up. For example, if you create a newdeduction in hours, make sure that for TAKE CONFIG2 of the take which feeds thisdeduction, the return value of ABS VR VALO HEURES in the bracket ABS BR ABSVALO is “1.”

For more information on the setup of the bracket ABS BR ABS VALO, see Defining Unitsfor Earnings and Deduction Calculations (ABS BR ABS VALO).

Q. Do you want the new take to appear on the schedule portion of the payslip?

� Yes: Go to the Pay-slip Absence Codes Page, and set up (for your new take) the 2-charactercode which should appear in the schedule portion of the payslip.

For more information about the setup of absence reports, see Defining Absence Codes Usedin Reports.

TAKE CONFIG1, 2 and 3

When you create new absence takes, you will need to specify the values of the TAKE CONFIGfields on the Absence Take--Calculation Page. Since these fields are documented in DefiningAbsence Elements and the section on Understanding French Absence Rules, we will not discusstheir use here. However, it is important that you understand how Global Payroll for Francedefines these fields for existing elements, so that you can use the delivered values as a modelwhen you define your own absence takes.

The following table displays the possible values of the TAKE CONFIG1-3 fields:

TAKE CONFIG1 Description

Null Related to absences for which there is no offsetformula needed

MAL1 Illness for 1st take of the sequence

MAL2 Illness for 2nd take of the sequence

MAL3 Illness for 3rd take of the sequence

MAL4 Illness for 4th take of the sequence

ATRV1 Work accident for the 1st take of the sequence

ATRV2 Work accident for the 2nd take of the sequence



ATRV3 Work accident for the 3rd take of the sequence

ATRV4 Work accident for the 4th take of the sequence

ATRC1 IJ in case of work accident relapse (1st take of thesequence)

DERN Used for IJSS takes to denote the last take of thesequence (the system needs to “recognize” this lasttake as it is not used in the same way as the others)

ALLAI Breast feeding (Allaitement)

EM Child Illness (Enfant Malade)

DEMEN Moving

IJCR IJ for course of treatment

LGIJ IJ for long term illness

LGM1 Long term illness for the 1st take of the sequence

LGM2 Long term illness for the 2nd take of the sequence

IJ1 First take of IJ for illness

IJ2 Second take of IJ for illness

MAT1 Maternity for the 1st take of the sequence

MAT2 Maternity for the 2nd take of the sequence

DL Staff representatives take

ATIJ1 First IJ take for work accident


Null For IJSS takes (TAKE CONFIG2 is not needed forIJSS takes calculation)

MAL Illness

ATR Work accident

ATRCH Work accident relapse

ADOPT Adoption

THERP Therapeutic part time

MAT Maternity

CP Paid vacation

DIV Miscellaneous

EVF Family event


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CIF Sabbatical training leave

MTSUP Additional maternity leave (for AFB)

REP Staff representatives

SABB Sabbatical leave

PREAV Notice period not worked

PAR Parental leave


Null For paid vacation takes and for any takes in asequence other than 1st or last

1 First take of a sequence

DER Last take of a sequence

1DER Both first and last take when there is only 1 take foran absence leave

To see the actual values of TAKECONFIG1, 2 and 3 for each delivered take element, see theList of Absence Take Elements in Understanding French Absence Rules.

Creating New Earnings Elements

Important! This section assumes a thorough familiarity with the core application chapterDefining Earnings and Deductions as well as the material on French earnings discussed inyour country extension PeopleBook.

Q. Is the new earning you want to create part of base salary?

� Yes: Make sure that it is a member of the following accumulators: GEN AC BRUT SG, ATRAC SAL BASE (used for salary certificate in case of work accident).

You must also update the formula element ABS FM SAL BA THEO and HRS FM SALBAS TXH (to calculate the overtime rate) by adding your new earning.

• Q. Is the new earning part of the base salary used for paid vacation calculation?

� Yes: Make sure that it is a member of the accumulator CPA AC PAYES_BASE.


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For more information about accumulators used in the absence process, see UnderstandingFrench Absence Rules.

Q. Is the new earning a benefit in kind?

� Yes: Make sure that it is a member of one of the following accumulators, depending on itsfunction/purpose:

IND AC AN LOGE SG (lodging allowance)

IND AC AN NOUR SG (meal allowance)

IND AC AN VEHI SG (car allowance)

IND AC AN AUTR SG (other allowances)

The element should also be added to the following accumulators used for salarycertificates in case of a workplace accident:

GEN AC BRUT SG and ATR AC AV NAT

A benefit in kind earnings may require a corresponding deduction. Do not forget to createthe deduction.

For more information about deductions, see Creating New Deduction Elements. For moreinformation about benefits in kind, see Understanding Allowances.

Q. Is the new earning part of gross salary?

� Yes: Make sure that it is a member of the following accumulator: GEN AC BRUT SG.

Q. Is the new earning included in the base salary for the job insecurity premium (for fixedterm contracts)?

� Yes: Make sure that it is a member of the accumulator IND AC EFTCA AN.

Q. Is the new earning not subject to contributions but subject to income tax?

� Yes: Make sure that it is a member of the accumulator GEN AC NET FISCAL and GEN ACNET A PAYER.

Q. Is the new earning subject neither to contributions nor to income tax?

� Yes: Make sure that it is a member of the accumulator GEN AC NET A PAYER.

Q. Is the new earning a premium?



� Yes: Make sure that it is a member of one of the following accumulators, depending on thefrequency:

ATR AC PRIMES for monthly premiums.

ATR AC PRIM TRIM for quarterly premiums.

ATR AC PRIM AN for annual premiums.

You should also make sure that the premium contributes to the accumulator GEN ACBRUT SG.

If the premium is to be used in the paid vacation valuation, you should add it to theaccumulator CPA AC PAYES_BASE

If the premium is used to calculate the hourly rate, add it to the formula HRS FM SALBAS TX H.

Q. Does the new earning have to be taken into account for the SMIC control?

� Yes: Make sure that it is a member of the accumulator GEN AC SAL SMIC.

For more information about SMIC, see SMIC Control in the section on Country Setup.

Q. Is the new earning to be used for the payment of an absence (for salary upholding)?

� Yes: Make sure that it is a member of the accumulator ABS AC PAYE SG.

For more information on absences, see Understanding French Absence Rules.

Do not forget to include your new earning in the correct element group, eligibility group andsection. Information on the element groups, eligibility groups and sections for each type ofearning can be found in the individual chapters on French functionality. For example, forinformation on the appropriate element group, eligibility group and sections for an allowanceyou create, consult the section Understanding Allowances.

Creating New Deduction Elements

Important! This section assumes a thorough familiarity with the core application chapterDefining Earnings and Deductions as well as the material on French deduction elementsdiscussed in your country extension PeopleBook.



Q. Is the new deduction you want to create an employer contribution?

� Yes: Make sure the deduction is a member of one of the following accumulators dependingon the organization it is paid to:

ASS AC COT E SG (for an ASSEDIC contribution)

TAX AC COT E SG (for a contribution not belonging to any other part)

URS AC COT E SG (for an URSSAF contribution)

ARC AC COT E SG (for an ARRCO contribution)

AGI AC COT E SG (for an AGIRC contribution)

PRV AC COT E SG (for a contingency contribution)

You must also make sure that the contribution is included in the subsection GEN SEGARANTI NET used to calculate the Net Guarantee if the employer contribution has animpact on the net to pay (for example, for the contribution exemption limits forretirement and contingency contributions).

For more information about ASSEDIC, URSSAF, ARRCO, AGIRC, contingency fund, andother contributions, see the corresponding section of your country extension PeopleBook.And for more information about the Net Guarantee, see Appendix 1: Appendix 1:Understanding Net Guarantee.

Q. Is the new deduction a payee contribution?

� Yes: Make sure the deduction is a member of one of the following accumulators dependingon the organization it is paid to:

ASS AC COT S SG (for ASSEDIC contributions)

TAX AC COT S SG (for any other contributions)

URS AC COT S SG (for URSSAF contributions)

ARC AC COT S SG (for ARCCO contributions)

AGI AC COT S SG (for AGIRC contributions)

Make also sure that the contribution is included in the sub section GEN SE GARANTINET calculating the Net Guarantee.

For more information about ASSEDIC, URSSAF, ARRCO, AGIRC, contingency, and othercontributions, see the corresponding section of your country extension PeopleBook. And formore information about the Net Guarantee, see Appendix 1: Appendix 1: Understanding NetGuarantee.

Q. Does the contribution base for your new deduction have a ceiling?

� Yes: You must be careful to use the ceiling corresponding to the kind of contribution you are



creating:

For URSSAF contributions:

Use URS FM CALC PLAF for ceiling A as the base of your contribution

For ASSEDIC contributions:

Use ASS FM BASE A for ceiling A as the base of your contribution

Use ASS FM BASE B for ceiling B as the base of your contribution

Use ASS FM BASE AB for ceiling AB as the base of your contribution

For ARRCO contributions:

Use ARC FM CALC PLAF A for ceiling A as the base of your contribution

Use ARC FM CALC PLAF 2 for ceiling 2 as the base of your contribution

For AGIRC contributions:

Use AGI FM CALC PLAF B for ceiling B as the base of your contribution

Use AGI FM CALC PLAF C for ceiling C as the base of your contribution

Use AGI FM CALC PL ABC for ceiling ABS as the base of your contribution

Use AGI FM CALC PL GMP for ceiling GMP as the base of your contribution

For Contingency contributions:

Use PRV FM CALC PLAF A for ceiling A as the base of your contribution

Use PRV FM CALC PLAF B for ceiling B as the base of your contribution

Use PRV FM CALC PLAF C for ceiling C as the base of your contribution

Information about rules for using the formulas URS FM BASE A and AGI FM CALCBASE B can be found in Appendix 1: Appendix 1: Understanding Net Guarantee.

For more information about ASSEDIC, URSSAF, ARRCO, AGIRC and contingency fundcontributions, see the corresponding sections of your country extension PeopleBook.

Q. Is the new deduction an URSSAF, ASSEDIC, AGIRC/ARRCO or assimilatedcontribution?

� Yes: Make sure you set up the DUCS contributions correctly.


Q. Is the new deduction the counterpart of a benefit in kind earning?



� Yes: Make sure you have created the corresponding earnings and fed the correctaccumulators.

For more information about defining earnings, see Creating New Earnings Elements. AndFor more information about benefits in kind, see Understanding Allowances.

Do not forget to include your new deduction in the correct element group, eligibility groupand section. Information on the element groups, eligibility groups and sections for each typeof deduction can be found in the individual chapters on French functionality. For example,for information on the appropriate element group, eligibility group and sections for anallowance, consult the section Understanding Allowances.

Configuring Existing Absence and Payroll Elements

The following set of questions and answers will help guide you as you configure deliveredelements used in the absence and payroll setup to meet needs that are specific to yourorganization. Elements you may need to update are brackets (which you can modify or create),variables and formulas.

Configuring Existing Absence Elements

Important! This topic assumes a thorough familiarity with the core application chapterDefining Absence Elements as well as the material on absences contained in the sectionUnderstanding French Absence Rules. Both the design and setup of French absences as wellas specific absence elements are discussed in the latter section. The current topic does notattempt to reproduce or summarize this information when making reference to specificelements used in absence processing.

Q. Do you want to manage a new collective agreement?

� If the answer is yes, are the entitlements for paid vacations different from the legal ones?

Yes: Modify the bracket CPA BR DRTS by adding the entitlements in business days (inthe bracket element CPA BR DRTS) and in working days (in the return column variableCPA VR DRTS OUVRES) according to the value of your labor agreement (contained inthe search key LABOR AGREEMENT).

For more information about the bracket CPA BR DRTS, see Defining Entitlement for 4-week Periods (CPA BR DRTS).



� If the answer to Q 1 (above) is yes, do you have entitlements for seniority paid vacations?

Yes: Modify the bracket CPA BR JRS ANCIEN by adding the values corresponding toyour labor agreement

For more information about the bracket CPA BR JRS ANCIEN, see Defining Extra PaidVacation Days for Seniority (CPA BR JRS ANCIEN).

� If the answer to Q 1 (above) is yes, are the entitlements for illness/work accident/maternitysalary upholding different from the law?

Yes: Create a new bracket based on either (or both) of the existing ones (ABS BR MTSAL LOI and ABS BR MT SAL AFB) named (preferably) ABS BR MT SAL XXX,XXX representing your labor agreement code. Then modify the formula ABS FMBRACK DTS by adding the following rows:IF system element LABOR AGREEMENT = XXX (where XXX equals the code for thelabor agreement)THEN bracket ABS BR MT SAL XXX >> formula ABS FM BRACK DTS

ELSE bracket ABS BR MT SAL LOI >> formula ABS FM BRACK DTSEND IF

For more information about these brackets see Defining Entitlement for Salary Upholding(ABS BR MT SAL LOI and ABS BR MT SAL AFB).

� If the answer to Q 1 (above) is yes, is the impact of an absence on seniority calculation asdefined by your labor agreement identical to the one defined by law?

No: Modify the bracket ABS BR ANC-ABS CC (which uses the system elements TAKECONFIG2 and LABOR AGREEMENT as the keys) by setting the value returned by thebracket itself to 1 (meaning the absence is considered to be effective work by your laboragreement) or 0 (meaning the absence is considered to be an absence by your laboragreement); and by setting the value of the variable ABS VR OUV J PAYES CC to 1(meaning the absence has to be paid to be considered effective work) or 0 (meaning itdoes not need to be paid to be considered effective work).

For more information about the bracket ABS BR ANC-ABS CC, see Defining EffectiveWork Days for Seniority Accrual (ABS BR ANC_ABS LOI, ABS BR ANC_ABS CC).And for more information about TAKE CONFIG2, see TAKE CONFIG1, 2 and 3 andUnderstanding the User-Defined (TAKE CONFIG) Fields.

� If the answer to Q 1 (above) is yes, is the impact of an absence on the paid vacationentitlement opening/calculation as defined by your labor agreement identical to the onedefined by law?

No: Modify the bracket ABS BR ASS TRAV CC (which uses the system elementsTAKE CONFIG2 and LABOR AGREEMENT as the keys) by setting the value returned



by the bracket to 1 (meaning the absence is considered to be an absence for paidvacation entitlements calculation) or 0 (meaning the absence is considered to beeffective work for paid vacation entitlements calculation); and by setting the value of thevariable ABS VR OUV CP CC to 1 (meaning the absence is considered an absence forthe opening of paid vacation entitlements) or 0 (meaning the absence is considered to beeffective work for the opening of paid vacation entitlements).

For more information about the bracket ABS BR ASS TRAV CC, see Defining EffectiveWork Days (ABS BR ASS TRV LOI, ABS BR ASS TRAV CC). And For moreinformation about TAKE CONFIG2, see TAKE CONFIG1, 2 and 3 and Understanding theUser-Defined (TAKE CONFIG) Fields.

Q. Are the entitlements for family events different from those specified by law?

� Yes: Modify the 2 brackets ABS BR C.FAMIL1 and ABS BR C.FAMIL2. Both use thesystem element LABOR AGREEMENT as the key.

The first bracket returns values for the following variables: EVE VR DEC ASCENDA(storing the entitlements for parent death leave), EVE VR DEC B.PAREN (storing theentitlements for the parents-in-law death leave), EVE VR DEC CONJOIN (storing theentitlements for the spouse death leave), EVE VR DEC ENFANT (storing theentitlements for child death leave), and EVE VR DEC FRERE (storing the entitlementsfor brother/sister death leave).

The second bracket returns values for the following variables: EVE VR MAR ENF(child wedding leave), EVE VR NAIS/ADOP (adoption/birth leave), EVE VR ENFMAL (child illness leave), and EVE VR DEMENAGEMEN (moving leave).

For more information about these brackets and return column variables, see Family Leaveand Personal Leave (ABS BR C.FAMIL1 and ABS BR C.FAMIL2).

Q. Do you want to manage split vacation days?

� Yes: Leave the variable CPA VR GEST FRAC with a default value of 1.

� No: Set the variable to 0.

You can set the value of this variable to 1 or 0—1 if you want to manage split vacation days,and 0 if you do not. To change the value of the variable, use the Variables by Category pageas documented in Absence Setup Steps for France and in Country Setup.

For more information about the variable CPA VR GEST FRAC, see Tracking Split VacationDays (CPA VR GEST FRACT).



Q. Is your reference period for paid vacation a period other than 1 June to 31 May?

� Yes: Change CPA VR MOIS DEB REF so that it has the value of the starting month of yourreference period.

To change the value of this variable, use the Variables by Category page as documented inAbsence Setup Steps for France and in Country Setup.

For more information about the variable CPA VR MOIS DEB REF, see Changing theReference Period (CPA VR MOIS DEB REF).

Q. Do you want to manage your paid vacation in working days?

� No: Change CPA VR JRS/1 SEM from 6 to 5 (this will impact the retrieval of paid vacationentitlements, the calculation of the paid vacation take [the day weight], as well as thevaluation of this absence). Make sure that you also change the variable CPA VR MAX PDDAYS from 30 (working days) to X (business days) so that the setup is consistent.Otherwise, you will mix together two different kinds of units.


For more information about the variable CPA VR JRS/1 SEM, see Changing the DayWeight (CPA VR JRS/1 SEM).

Q. Is the maximum number of paid vacation days different from 30 working days?

� Yes: Modify the value of the variable CPA VR MAX PD DAYS.


For more information about the variable CPA VR MAX PD DAYS, see Defining MaximumEntitlement for Paid Vacation (CPA VR MAX PD DAYS).

Q. Do you compare the 1/10th rule and the salary upholding rule at each take of paidvacation?



� No: Change the value of CPA VR C 1/10 to 2.


For more information about the variable CPA VR C 1/10, see Comparing the 1/10 Rule andSalary Upholding Rule (CPA VR C 1/10).

Q. Is the waiting period for salary upholding, in the case of illness absence, different fromthe one defined by law?

� Yes: Modify the value of the variable MAL VR CARENCE MT.


For more information about the variable MAL VR CARENCE MT, see Defining WaitingPeriods for IJSS and Salary Upholding (MAL VR CARENCE IJ, MAL VR CARENCE MT,ATR VR CARENCE IJ, ATR VR CARENCE MT)

Q. Is the waiting period for salary upholding, in the case of work accident absence,different from the one defined by law?

� Yes: Modify the value of the variable ATR VR CARENCE MT.

Note. To change the value of this variable, use the Variables by Category page asdocumented in Absence Setup Steps for France and in Country Setup.

For more information about the variable ATR VR CARENCE MT, see Defining WaitingPeriods for IJSS and Salary Upholding (MAL VR CARENCE IJ, MAL VR CARENCE MT,ATR VR CARENCE IJ, ATR VR CARENCE MT).

Q. Do you want to valorize your absences (except paid vacation and staff representatives)in units other than calendar days?

� Yes: If you want to valorize some kinds of absences in hours or business days, modify thevalues returned by the bracket ABS BR ABS VALO. If you want an absence to be valued inhours, enter 1 in the variable ABS VR VALO HEURES (and enter 0 in the others) for the



specified key; if you want an absence to be valued in business days, enter 1 in the variableABS VR VALO JO (and make sure you enter 0 in the other variables).

For more information about the bracket ABS BR ABS VALO, see Defining Units forEarnings and Deduction Calculations (ABS BR ABS VALO).

Configuring Existing Payroll Elements

The following set of questions and answers will help guide you as you configure the deliveredelements used in the setup of allowance to meet the specific needs of your organization. Theelements you can modify include Brackets (to modify or to create), Variables and Formulas.

Important! This section assumes a thorough familiarity with the material on allowancescontained in the section Understanding Allowances. Both the design and setup of Frenchallowances as well as specific brackets used in allowance processing are discussed in thischapter. The current topic does not attempt to reproduce or summarize this informationwhen making reference to specific allowance elements.

Q. Have you set up end of contract allowance entitlements based on actions and reasons?

� Yes: You must update the bracket IND BR FIN CONT.

For more information about this bracket, see Understanding Allowances.

Q. Have you set up end of contract allowance entitlements based on the contract type?

� Yes: You must update the bracket IND BR DT SPEC.


Q. Are you paying a severance allowance that differs from the legal severance allowance?

� Yes: You must update the bracket IND BR IND LIC if this brackets returns the criteria youare expecting, or create your own rules to calculate this allowance.




Q. Are you paying some retirement allowances that differ from the legal retirementallowances?

� Yes: You must update the bracket IND BR DEP RET if this brackets returns the criteria youare expecting or create your own rules to calculate these allowances.


Q. Are you paying the Carte Orange transportation allowance?

� Yes: You must update the bracket IND BR C ORANGE when the price list of the “carteorange” changes.


Q. Are you providing meal tickets to your employees?

� Yes: You must update the bracket IND BR TIT REST for the companies providing theseentitlements.


Q. Are you employing apprentices in your organisation?

� Yes: You must update the bracket APP BR BASE when the lump-sum funding base forapprentices changes.

For more information about this bracket, see Understanding Specific Contracts.

Q. Are you employing apprentices, payees in qualification contracts, or payees inorientation contracts?

� Yes: You must update the bracket APP BR REMUN when the law defining the minimumsalaries for these payees changes.

For more information about this bracket, see Understanding Specific Contracts.

P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L A P P E N D I X 3 : L A U N C H I N G G L O B A L P A Y R O L L F O R F R A N C E 2 4 - 1

C H A P T E R 2 4

Appendix 3: Launching Global Payrollfor France

Your Global Payroll system uses various elements—including accumulators, offset formulas, andhistorical rules—to store, process, and test historical data. These elements form the basis ofnumerous rules delivered with PeopleSoft Global Payroll for France—including rules used toprocess absences, garnishments, and loans. Since the historical data stored or used by theseelements is not available in a new system, we propose several solutions in this section that willenable you to start out with the required data so that your payroll and absence calculationsgenerate the correct results.

There are certain kinds of data you will need to update and adjust at the beginning of eachyear, whether you are launching your system at the beginning of the year, or are entering anew year with your existing Global Payroll system. For example, you normally need toadjust contribution rates and funding base ceilings for ASSEDIC and ARRCO at the start ofeach year. This section does not discuss these routine maintenance procedures; instead, itfocuses on one-time procedures you need to perform when launching your PeopleSoftGlobal Payroll system.

For information about routine maintenance procedures that need to be performed on aperiodic basis, see the sections on allowances, URSSAF contributions, ASSEDIC, ARRCO,AGIRC and contingency funds, and levies.

Absences, Offset Formulas, and Historical Data

Offset formulas are used in absence processing when a take element is linked to a per absenceentitlement. In cases like this, you can select an offset formula that defines the conditions underwhich the beginning entitlement balance should be reduced. The system executes the formulaonly if the entitlement element is resolved (that is, if the conditional entitlement resolutionformula is true). The beginning balance offset formula is executed only after the entitlement isresolved. For example, you could use an offset formula to reduce entitlements when a payee hasalready received entitlement for related absences that occurred in the past few months.

For more information about setting up offset formulas, see Defining Absence Elements inyour PeopleSoft 8 Global Payroll PeopleBook.


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Issue:

When determining whether (and how much) to reduce the beginning entitlement balance, offsetformulas look at past (historical) data. This data may not be available when you launch yoursystem.

Solutions:

The following solution is recommended by PeopleSoft:

• For offset formulas, the solution PeopleSoft recommends is to generate daily data bypopulating the records used by the payroll/absence process. In other words, the best solutionwould be to load the daily data of the 12 months before you “go live.” For this, you would usethe “empty” process list provided (ABS PL PRE GO LIVE and PAI PL PRE GO LIVE) to runthe 12 months and then insert in the result table the necessary elements. The main recordconcerned would be GP_RSLT_ABS.

This solution may not be feasible if your previous system did not keep “daily” records butjust aggregate data.

If you are unable to implement the solution recommended by PeopleSoft, you might be able tomanage offset formula functionality in one of the following ways:

PeopleSoft does not support or provide the setup for the following solutions.

• Create a monthly accumulator kept for 1 month that will store the number of calendar days todeduct from the beginning entitlement balance (paid days only). This accumulator would useCOMPANY and TAKE CONFIG1 as keys. It would be fed only when needed--that is, justbefore entering the absence event during the first twelve months of use.

For example, let’s suppose a payee has a leave of absence for illness in April 2000 for 15 daysstarting on 10 April. You would use the Adjust Accumulator Balance page of March to adjustthe accumulator mentioned above and enter the number of absence days for illness that havebeen paid from 9 April 1999 to 31 December 1999. The offset formula would then take care ofthe absence paid days from 1 January 2000 to 9 April 2000.

This solution requires that you manually record pre “go live” absences during the first 12months of use.

• Create the following two accumulators: (1) a monthly accumulator kept 12 months usingCOMPANY and TAKE CONFIG1 as keys; and (2) an accumulator storing the number ofpayrolls already run.



In accumulator 1, you would enter for each key combination and for the 12 instances, thenumber of absence days (calendar days). The current setup of the offset formulas wouldremain unchanged, but the formula retrieving the entitlements would be modified. It wouldfirst test the number of payroll processes run (stored in accumulator 2), and then decrease thestarting entitlement balance by the number of absence days for periods before the “go live”date.

Example:

4 absence paid days in March 1999 for illness20 absence paid days in November 1999 for illness12 days of absence in February 2000 for illness15 days of absence in April 2000 for illness

J AMFJDNOSAJJMAMF DNOSAJJM

1512204

Let’s say that for the absence in February 2000, after the waiting period is over, the formulawhich triggers entitlements retrieves 30 days of entitlement from the bracket ABS BR MTSAL LOI (or a bracket you create on the same model called ABS BR MT SAL XXX). Wewould then sum up the 11 (12 – 1 month already processed in 2000) last instances ofaccumulator 1, which gives us a total of 24 days (4 days in March and 20 in November).These 24 days would then decrease the starting entitlement balance, leaving us with 6 days.The offset formula, which is run afterwards, would retrieve 0 days. In the end, 2 days wouldbe paid.

For the absence in April 2000, after the waiting period is over, the formula which triggersentitlements would retrieve 30 days from the bracket ABS BR MT SAL LOI (or a bracketyou create on the same model called ABS BR MT SAL XXX). We would then sum up the 9(12 – 3) last instances of accumulator 1. This gives us a total of 20 days. Those 20 dayswould then decrease the starting entitlements, leaving us with 10 days. The offset formulawould then retrieve the 2 paid days of February, and we would start with 8 days ofentitlements. In the end, 5 days would be paid.

This solution may not be completely accurate, as the days to decrease from the startingentitlements are from date to date and not necessarily for a whole month.

• Override the formulas that are used to retrieve entitlements using supporting element overrides.The override could be from date to date (with starting and end dates) in advance for the first 12months of use. As in the example above, you would enter–-via override of the formula ABSFM DTS MT SAL–-6 days for February 2000 and 10 days for April 2000. The offset formulaswould work “normally,” retrieving 0 for the February take and retrieving 2 for the April take.



Absences and Historical Rules

Historical calculation elements are used to set up rules that retrieve data from prior periods, andplay an important role in absence processing.

For more information about historical rules, see Defining Historical Rules.

• The absence setup for France uses the following 3 historical rules:

� ABS HR COND OUV IJ: Used in the formula ABS FM TEST OUV IJ to determine whethera payee is eligible for social security daily allowances, and thus for salary upholding. Itretrieves data on payee illness base contributions going back 6 months before the originalabsence begin date, and on worked hours over the last 3 months.

The following elements from past payrolls are mapped to some elements used in yourcurrent payroll: accumulator GEN AC HRS TRAV is mapped to ABS VR HRS TRAV,accumulator ABS AC BASE URS SG is mapped to ABS VR COTIS MALAD, and systemelement SEGMENT END DATE is mapped to ABS VR SEG END DT.

� ABS HR COND IJ 6MO: Used in the formula ABS FM IJ 180J to determine whether a payeeis eligible for social security daily allowances after 6 months (180 days) of absence. Itretrieves data for hours worked going back 12 months before the original begin date of theabsence, as well as hours worked over the first 3 months of the 12 month period. It alsoretrieves data on gross salary for the past 12 months, as well as for the first 6 months of this12 month period.

The following elements from past payrolls are mapped to some elements in your currentpayroll: accumulator GEN AC HRS TRAV is mapped to is mapped to ABS VR HRSTRAV, accumulator GEN AC BRUT MO is mapped to ABS VR BRUT, and systemelement SEGMENT END DATE is mapped to ABS VR SEG END DT.

� ATR HR IJ 1E ARRET: Used in the formula ABS FM IJ AT RECH1 to retrieve the mostfavorable rate to use for social security daily allowance in case of relapse. It retrieves data upto the original begin date of the absence on the value of social security daily allowances paidat the initial stop date.

The following elements from past payrolls are mapped to some elements in your currentpayroll: formula ABS FM IJ ATRV is mapped to ATR VR IJ1 1E ARRT, and formula ABSFM IJ ATRV2 is mapped to ATR VR IJ2 1E ARRT.



Issue:

By their very nature, historical rules require past data that is not available when you launch yoursystem.

Solutions:

The following solution is recommended by PeopleSoft:

• The solution PeopleSoft recommends is to run 12 months of payroll before the “go live” date.These 12 months of “dummy” payrolls will then “feed” all the elements that are used by theabsence process historical rules:

GEN AC HRS TRAV

ABS AC BASE URS SG

SEGMENT END DATE

GEN AC BRUT MO

ABS FM IJ ATRV

ABS FM IJ ATRV2

We provide two empty process lists for this purpose: ABS PL PRE GO LIVE and PAI PLPRE GO LIVE, which include the empty sections ABS SE PRE GO LIVE and PAI SE PREGO LIVE.

If you apply this solution, you must be careful to provide all the necessary “connected”information, such as keys used by the accumulators and any elements that have an impact ondata retrieval. For example, let’s say you have a segment accumulator with no particular key.Let’s also imagine that an employee changes from one company to another 2 months beforethe “go live” date. In this situation, if you wanted to retrieve past data only for the lastcompany mentioned, you would need to define the correct accumulator key.

For this solution to work correctly, you must set a segmentation trigger for each element thatcould be considered a key in your segment accumulators.

If you are unable to implement the solution recommended by PeopleSoft, you might be able tomanage historical rules in one of the following ways:

PeopleSoft does not support or provide the setup for the following solutions.

• Neutralize the first and second historical rules used for absences by overriding the formulasthey are used by. If you know the payee meets the requirements to be eligible to social securitydaily allowances, you can override the formulas to 1. The third historical rule used forabsences (ATR HR IJ 1E ARRET) feeds 2 variables with the value of the social security daily



allowance calculated at the initial stop. So you could easily override those two variables (ATRVR IJ1 1E ARRT and ATR VR IJ2 1E ARRT) for the period required.

• Create monthly accumulators storing the values that should be retrieved by the historical rulesunder “normal” conditions (meaning other than “go live”), and which would be kept severalmonths (replacing the first 2 historical rules):

� Worked hours, kept 12 months

� Payee illness base contribution, kept 6 months

� Gross salary, kept 12 months

The formula testing the conditions to open entitlements for salary upholding and IJSSpayment would then include controls over the values stored in these accumulators. Thehistorical rule would remain unchanged. And depending on the month of absence, the valuesof the x past instances of our accumulators would be added to the values of the variable fedby the historical rule. Only when this is done would the control on requirements to openentitlements occur.

Example: illness absence in February 2000 (“go live” being January 2000).

AMFJDNOSAJ M

Worked hours would be 154 for each month between October and December 1999Illness contribution base would be10000 FRF for each month from July to December 1999

Illness

The formula testing the conditions to open the entitlements runs the historical rule (no matterwhat month the absence occurs). The historical rule would feed any elements it can, startingthe month before the absence take (January 2000 in our example) and going backward fromthere. But it could not retrieve anything before January. The variables ABS VR COT MAL6MO and ABS VR HR 3DMO would be populated by the January data through the historicalrule. Then, depending on the number of months already processed, the formula would add tothe values of those variables, the values of the accumulator’s necessary instances (Novemberand December added to ABS VR HR 3DMO, and August to December added to ABS VRCOT MAL 6MO).

For the 3rd historical rule, create a custom period accumulator (the “key” would be Companyand the “period start” would be the hire date or “go live” date) with a variable as a member.At the same time, create 2 variables storing the value of social security daily allowance paidfor an initial stop (only in case of work accident, accident on the way to work andoccupational disease). Then, if the payee relapses, the formulas which use the values of these2 variables would first test the value of the accumulator. A value of 0 would mean that it hadnever been tested before, that the historical rule should not be used, and that the test should bedone with the 2 variables containing the hard coded values. Once this has been done, thevariable feeding the accumulator would be set to 1. As a result, when there are future



absences with relapses, the system would test the accumulator, see that its value is 1, andwould trigger the historical rule instead of using the variables.

AGIRC Funding Base, AFB Base, Ceilings and Historical Rules

Historical calculation elements are used to set up rules that retrieve data from prior periods, andplay an important role in payroll processing.

• The payroll setup for France uses the following 3 historical rules:

� AGI HD BASE C PREC: retrieves the slice C AGIRC funding base plus isolated amounts(sommes isolées) for the previous year. The historical rule first looks at the month ofDecember of the previous calendar year to retrieve the desired value; if it does not findanything, it goes as far back as January of the previous calendar year to find a value.

The following elements from past payrolls are mapped to some elements in your currentpayroll: accumulator AGI AC BASE C AN is mapped to GEN VR TEMP01 MON, andaccumulator GEN AC BRUT SG is mapped to GEN VR TEMP02 MON.

For more information about AGIRC and “slice C,” see Understanding ARRCO, AGIRC, andContingency Fund Contributions.

� AFB HR SAL BASE: retrieves the AFB base salary going as far back as the last 12 months.

The following elements from past payrolls are mapped to some elements in your currentpayroll: accumulator AFB AC SAL 12M SG is mapped to GEN VR TEMP01 MON, andaccumulator AFB AC SAL 13M SG is mapped to GEN VR TEMP02 MON.

For more information about AFB base salary, see Introducing AFB Rules.

� GEN HR PLAFONDS: retrieves past ceiling values for URSSAF, ASSEDIC, ARRCO,AGIRC, and contingency funds. The historical rule retrieves data beginning with the last dayof the previous year. From there, it can go as far back as the first day of the year before theprevious year.



The following elements from past payrolls are mapped to some elements in your currentpayroll: URS AC PLAF A AN is mapped to GEN VR TEMP01 MON, ASS AC PLAF AAN is mapped to GEN VR TEMP02 MON, ASS AC PLAF B AN is mapped to GEN VRTEMP03 MON, ASS AC PLAF AB AN is mapped to GEN VR TEMP04 MON, PRV ACPLAF A AN is mapped to GEN VR TEMP05 MON, ARC AC PLAF 1 AN is mapped toGEN VR TEMP06 MON, ARC AC PLAF 2 AN is mapped to GEN VR TEMP07 MON,ARC AC PLAF A AN is mapped to GEN VR TEMP08 MON, AGI AC PLAF B AN ismapped to GEN VR TEMP09 MON, AGI AC PLAF C AN is mapped to GEN VR TEMP10MON, AGI AC PLAF ABC An is mapped to GEN VR TEMP11 MON, and AGI AC PLAFGMP AN is mapped to GEN VR TEMP12 MON.

For more information about ceiling values, see Understanding Country Setup for France.

Issue:

By their very nature, historical rules require past data that is not available when you launch yoursystem.

Solution:

The solution PeopleSoft recommends is the same as for absences and historical rules: that is, run12 months of payroll before the “go live” date. These 12 months of “dummy” payrolls will then“feed” all the elements that are used by the payroll process historical rules:

AGI AC BASE C AN

GEN AC BRUT SG

AFB AC SAL 12M SG

AFB AC SAL 13M SG

URS AC PLAF A AN

ASS AC PLAF A AN

ASS AC PLAF B AN

ASS AC PLAF AB AN

PRV AC PLAF A AN

ARC AC PLAF 1 AN

ARC AC PLAF 2 AN

ARC AC PLAF A AN

AGI AC PLAF B AN



AGI AC PLAF C AN

AGI AC PLAF ABC AN

AGI AC PLAF GMP AN

If you apply this solution, you must be careful to provide all the necessary “connected”information, such as keys used by the accumulators and any elements that have an impact on dataretrieval. For example, let’s say you have a segment accumulator with no particular key. Let’salso imagine that an employee changes from one company to another 2 months before the “golive” date. In this situation, if you wanted to retrieve past data only for the last companymentioned, you would need to define the correct accumulator key.

For this solution to work correctly, you must set a segmentation trigger for each element thatcould be considered a key in your segment accumulators.

Garnishments and Historical Data

Garnishments occur when a payee owes money to a third party for alimony, tax debts or otherobligations, and the employer is required to deduct part of what is owed before the payee receivespayment. The size of the deduction depends on the payee’s earnings and the number ofdependents.

For more information on Garnishments, see Setting Up Garnishments.

Issue:

You will probably have some payee with garnishments which started before the “go live” onPeopleSoft Global Payrol, and you will need to start your system calculations with the correctdata for those payees.

Solutions:

Using the Garnishment Setup page for Global Payroll France, you can apply one of the followingtwo solutions:

• Enter the correct elements and values valid at the “go live” date, taking into account theamounts that have already been paid (that is, the initial amount reduced by the amount alreadypaid).

• Or if you wanted to track the exact amount that was initially owed, you could enter the initialamount of the garnishment. However, you must make sure that the starting date is equal to the“go live” date (otherwise, garnishment processing will not be triggered). You will then need tomake adjustments using the following 3 variables:

� SAI VR AJUST CRE (stores the ordinary debt balance)


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� SAI VR AJUST IMP (stores the adjustment of taxes debt balance)

� SAI VR AJUST PEN (stores the penal sent balance)

For more information on garnishments, see Setting Up Garnishments.

Loans and Historical Data

In Global Payroll for France, a loan is generated when the employer agrees to pay the payeebefore the employee’s pay date or agrees to pay the payee more than the employee has earned.The employer has four options: issue a loan, a salary advance, a permanent advance, or anadvance on salary.

For more information on Loans and Advances, see Understanding Loans and Advances.

Issue:

You will probably have some payees with loans or advances which started before the “go live” onGlobal Payroll, and you will need to start your system calculations with the correct data for thosepayees.

Solution:

Recreate the loans using the correct Global Payroll country extension pages as you would for anew loan entry for any payee.

Make sure you enter the values corresponding to the system start date.

For example, let’s say that a payee has a loan of 10000 FRF and has already paid back 2000 FRF.In this case, you would first enter the remaining 8000 FRF in the Loan Initial Amount field.You could then enter either the amount of the paybacks or the number of paybacks remaining (thesystem would then calculate the corresponding amount).

For more information on setting up Loans and Advances, see Understanding Loans andAdvances.


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Accumulators in Global Payroll for France

Some of the accumulators listed in this topic are discussed in the individual chapters onFrench functionality. You may find it useful to review these chapters for information onhow specific accumulators are used within a functional area. Although the current topicincludes information useful to anyone researching French accumulators, its primary focus ison how to adjust accumulators in a “go live” environment.

Before you can adjust accumulators to “go live,” you need to generate instances of theaccumulators by running and finalizing a payroll. In other words, you must first run and finalize a“dummy” payroll to generate the accumulator instances (you have probably already run thenecessary payrolls if you implemented the solutions recommended by PeopleSoft regardinghistorical rules or offset formulas). Once the accumulators are generated, refer to the tables ofaccumulators to adjust at the end of this section, and make your adjustments to thoseaccumulators identified as having “values” or “members” to adjust.

When launching your Global Payroll system in January, you don’t need to adjust anyaccumulator balances except for those discussed in this document (the accumulators needingadjustment are listed in the accumulator tables at the end of this section). But when startingyour system any other month, you will need to adjust year-to-date accumulators (such as theceiling A accumulator) and “custom period” accumulators depending on the begin dateoption.

Important Reminders When Adjusting Accumulators:

• To make your adjustment, you need to be on the last process of the Calendar run ID. Forexample, suppose you are running both an absence and a payroll process in your calendar runID. If the absence run comes before the payroll run, you will need to make your adjustments tothe payroll calendar ID (even if the adjustments concern absence accumulators). On the otherhand, if your absence process happens to run after your payroll process, then your adjustmentswill have to take place in your absence calendar ID.

• Make sure you have stored all the necessary values used as keys, and make sure you define thecorrect instances. For example, let’s say it is January 2001 and you want to adjust theaccumulator CPE CG PAYES_SOLD. You will need to enter a row for each required periodwith the correct keys.

Period A would extend from 1 June 1999 to 31 May 31 2000 with Key 1 being the companycode.Period A-1 would extend from 1 June 1998 to 31 May 1999 with Key 1 being the companycode.

Accumulators to Adjust When Launching your System:

The following tables list of all the accumulators that need to be adjusted prior to going live. Thesetables do not identify year-to-date period accumulators starting on 1 January (such as the A



ceiling accumulator) as accumulators needing adjustment. However, this type of accumulator willhave to be adjusted if you “go live” on any month other than January.

Absence Accumulators:

ValuestoAdjust

Membersto Adjust

Period Pin Name DESCR

X CustomPeriod

ABE REPCOMP_AJUS

Time off in lieu ofcompensation—Adjustment (inhours)

X CustomPeriod

ABE REPCOMP_DROI

Time off in lieu ofcompensation—Entitlements(in hours)

X CustomPeriod

ABE REPCOMP_PRIS

Time off in lieu ofcompensation—Paid Hours(hours already taken)

X CustomPeriod

ABE REPCOMP_SOLD

Time off in lieu ofcompensation—Balance (inhours)

CustomPeriod

ABS ACCOND OUVDT

Opening entitlement condition

X CustomPeriod

ABS AC JRCAL

Stores seniority in calendardays

Month toDate

ABS ACBRUT MO

Month gross salary

X Month toDate

ABS ACHEURES M1

Hours of the previous month

X Month toDate

ABS AC JOUVRES M1

Previous month business days

Month toDate

ABS ACRECUP ANC

retrieve value of GEN VR ANANC

X Month toDate

ABS AC SALREF 3M

3 months reference salary

Month toDate

ABS AC SALRF M IJ

Relevant salary for socialsecurity daily allowance

X Quarter toDate

ABS ACPRIME TRIM

Quarterly premiums

X Quarter toDate

ABS AC SALTRIM AN

Quarterly gross salary

Segment ABS AC BASE Illness contribution base



URS SG

Segment ABS AC BRTABAT SG

Segment reduced gross ac

Segment ABS ACBRUT-COTIS

Used for illness/mat certificate

Segment ABS AC DEDABS AUT

Sums deduction for authorizedunpaid absence

Segment ABS ACDEDUC SG

Deduction amount for thesegment

Segment ABS AC HRTPS COMP

Full time hours

Segment ABS AC IJTX1

Stores IJSS rate 1

Segment ABS ACPAYE SG

Absence compensation amount

Segment ABS AC SALRETABLI

Reconstituted salary

X Year to Date ABS AC 30EPRES/MO

Nb of 30th of pres per month

X Year to Date ABS AC NBPRD CAR

Nb of waiting period count

X Year to Date ABS ACPRIMES M

Premiums of the current month

X Year to Date ABS ACPRIMES M1

Premiums of the previousmonth

X Year to Date ABS ACREGUL PLFD

Stores the ceiling regularization(the annual value calculated inABS AC REGUL/MOIS isconverted to a monthly valuewhich is then used in the socialsecurity daily allowancescalculation for illness duringthe following year)

X Year to Date ABS ACREGUL/MOIS

Accumulates the amount of themonth regularization (thedifference between the grosssalary and the theoretical Aceiling is added to thisaccumulator every month)

CustomPeriod

ATETRAJET_AJUS

Accdt on way to wrk entmt 1—Adjustments (in calendar days)



CustomPeriod

ATETRAJET_DROI

Accdt on way to wrk entmt 1—Entitlements (in calendar days)

CustomPeriod

ATETRAJET_PRIS

Accdt on way to wrk entmt 1—Paid Days (in calendar days)

CustomPeriod

ATETRAJET_SOLD

Accdt on way to wrk entmt 1—Balance (in calendar days)

CustomPeriod

ATETRAJET2_AJUS

Accdt on way to wrk entmt 2 -Adjustments (in calendar days)

CustomPeriod

ATETRAJET2_DROI

Accdt on way to wrk entmt 2 –Entitlements (in calendar days)

CustomPeriod

ATETRAJET2_PRIS

Accdt on way to wrk entmt 2 –Paid Days (in calendar days)

CustomPeriod

ATETRAJET2_SOLD

Accdt on way to wrk entmt 2–Balance (in calendar days)

CustomPeriod

ATETRAJET3_AJUS

Accdt on way to wrk entmt 3–Adjustments (in calendar days)

CustomPeriod

ATETRAJET3_DROI

Accdt on way to wrk entmt 3–Entitlements (in calendar days)

CustomPeriod

ATETRAJET3_PRIS

Accdt on way to wrk entmt 3–Paid Days (in calendar days)

CustomPeriod

ATETRAJET3_SOLD

Accdt on way to wrk entmt 3–Balance (in calendar days)

CustomPeriod

ATETRAJET4_AJUS

Accdt on way to wrk entmt 4–Adjustments (in calendar days)

CustomPeriod

ATETRAJET4_DROI

Accdt on way to wrk entmt 4–Entitlements (in calendar days)

CustomPeriod

ATETRAJET4_PRIS

Accdt on way to wrk entmt 4–Paid Days (in calendar days)

Custom ATE Accdt on way to wrk entmt 4–



Period TRAJET4_SOLD

Balance (in calendar days)

CustomPeriod

ATE TRAVIJ_SOLD

Entitmt for wrk accdt IJ 1

CustomPeriod

ATE TRAVIJ2_SOLD

Entitmt for wrk accdt IJ 2

CustomPeriod

ATETRAVAIL_AJUS

Entitl for work accdt abs–Adjustments (in calendar days)

CustomPeriod

ATETRAVAIL_DROI

Entitl for work accdt abs–Entitlements (in calendar days)

CustomPeriod

ATETRAVAIL_PRIS

Entitl for work accdt abs– PaidDays (in calendar days)

CustomPeriod

ATETRAVAIL_SOLD

Entitl for work accdt abs–Balance (in calendar days)

CustomPeriod

ATETRAVAIL2_AJUS

Wrk accdt entitlement 2–Adjustments (in calendar days)

CustomPeriod

ATETRAVAIL2_DROI

Wrk accdt entitlement 2–Entitlements (in calendar days)

CustomPeriod

ATETRAVAIL2_PRIS

Wrk accdt entitlement 2– PaidDays (in calendar days)

CustomPeriod

ATETRAVAIL2_SOLD

Wrk accdt entitlement 2–Balance (in calendar days)

CustomPeriod

ATETRAVAIL3_AJUS


CustomPeriod

ATETRAVAIL3_DROI


CustomPeriod

ATETRAVAIL3_PRIS


CustomPeriod

ATETRAVAIL3_SOLD




CustomPeriod

ATETRAVAIL4_AJUS


CustomPeriod

ATETRAVAIL4_DROI


CustomPeriod

ATETRAVAIL4_PRIS


CustomPeriod

ATETRAVAIL4_SOLD


CustomPeriod

ATR AC NETMOY JR2

Average Net daily sal for IJ 2

CustomPeriod

ATR AC SALMENS2

Monthsal for work accdt IJ

X Month toDate

ATR AC AVNAT

Payments in kinds ac

X Month toDate

ATR AC FPSOUMIS

Professl expenses with contrib

Month toDate

ATR AC NETMO

Monthly net to pay

Month toDate

ATR AC NETMOY JR

Net averg daily earning

Month toDate

ATR AC PRIMAN/MO

Annual premium recalc inmonth

Month toDate

ATR AC PRIMTRI/MO

Quarter premium in month

X Month toDate

ATR ACRAPPELS

salaries back pays

X Month toDate

ATR AC SALBASE

For salary certificate: basesalary

Month toDate

ATR AC SALMENS

Relevant salary for SS dailyallowance

Month toDate

ATR AC SALPERDU

Lost salaries

Month toDate

ATR AC TXCOT THEO

Average contribution rate

X Quarter toDate

ATR AC PRIMTRIM

Quarterly premiums



X Year to Date ATR ACPRIME AN

Annual premiums

X Year to Date ATR ACPRIMES

allowances, premiums & bonus

CustomPeriod

CPA ANC ENCRS

Current number of seniorityyears

Segment CPA AC DROIPRCDT

Sums all previous paid vacationentitlement instances (A, A-1and A-2)

Segment CPA AC OUVSG

Number of absence days foropening paid vacationentitlements

Segment CPA AC PRISPRCDT

Sums all paid vacation takeinstances (A, A-1 and A-2)

Segment CPA AC REFSG

number of absence days forpaid vacation reference period

Segment CPA ACSOLD PRCDT

Sums all previous paid vacationbalance instances (A, A-1 andA-2)

X Year to Date CPA AC ELIGFRAC

Eligibility for split vacationdays– stores the number ofconsecutive days taken duringthe legal period (for splitvacation) and givingentitlement to split vacationdays

X Year to Date CPA AC JABS OUV

Number of absence calendardays for entitlement opening

X Year to Date CPA AC JABS REF

Number of absence calendardays during reference period

X Year to Date CPA AC MTPAYES

Paid vacations: paid amounts

X Year to Date CPA ACPAYES_BASE

Paid vacation base

X CustomPeriod

CPEANCIENTE_AJUS

Seniority paid vacation days–Adjustments

X CustomPeriod

CPEANCIENTE_DROI

Seniority paid vacation days–Entitlements

X Custom CPEANCIENTE_P

Seniority paid vacation days–



Period RIS Paid Days

X CustomPeriod

CPEANCIENTE_SOLD

Seniority paid vacation days–Balance

X CustomPeriod

CPEAUTRES_AJUS

Other Paid Vacations–Adjustments

X CustomPeriod

CPEAUTRES_DROI

Other Paid Vacations–Entitlements

X CustomPeriod

CPEAUTRES_PRIS

Other Paid Vacations– PaidDays

X CustomPeriod

CPEAUTRES_SOLD

Other Paid Vacations– Balance

X Year to Date CPE CGPAYES_AJUS

Paid Vacation entitlements–Adjustments

X Year to Date CPE CGPAYES_DROI

Paid Vacation entitlements–Entitlements

X Year to Date CPE CGPAYES_PRIS

Paid Vacation entitlements–Paid Days

X Year to Date CPE CGPAYES_SOLD

Paid Vacation entitlements–Balance

X Year to Date CPEFRACTMT_AJUS

Split Vacation daysentitlement– Adjustments

X Year to Date CPEFRACTMT_DROI

Split Vacation daysentitlement– Entitlements

X Year to Date CPEFRACTMT_PRIS

Split Vacation daysentitlement– Paid Days

X Year to Date CPEFRACTMT_SOLD

Split Vacation days entitlement– Balance

CustomPeriod

EVEALLAITEM_SOLD

Breast feeding entitlement–Balance

CustomPeriod

EVE DECB.PA_SOLD

Parents in law death leaveentitlement– Balance



CustomPeriod

EVE DECCONJ_SOLD

Wife or husband death–Balance

CustomPeriod

EVE DECENFA_SOLD

Child death entitlement –Balance

CustomPeriod

EVE DECFRER_SOLD

Brother/sister death leaveentitlement– Balance

CustomPeriod

EVE DECPARE_SOLD

Parents death leaveentitlement– Balance

CustomPeriod

EVEDEMENAGE_SOLD

Moving– Balance

CustomPeriod

EVEE.ML.AFB_SOLD

Child illness leave AFB–Balance

CustomPeriod

EVE ENFMALA_SOLD

Child illness entitlement–Balance

CustomPeriod

EVE MARENF_SOLD

Payee's child marriage leave–Balance

CustomPeriod

EVE MARSAL_SOLD

Entitlement for the payeemarriage– Balance

CustomPeriod

EVENAIS/ADO_AJUS

Birth leave– Adjustments

CustomPeriod

EVENAIS/ADO_DROI

Birth leave– Entitlements

CustomPeriod

EVENAIS/ADO_PRIS

Birth leave– Paid Days

CustomPeriod

EVENAIS/ADO_SOLD

Birth leave– Balance

CustomPeriod

MAL AC SALBASE IJ

Base salary for Illness IJ clc

X Month toDate

MAT AC SALREF 3M

3 months reference salary (formaternity IJSS)

Month toDate

MAT AC SALRF M IJ

Monthly reference salary formaternity IJ

CustomPeriod

MLE CUREIJ_SOLD

IJ course of treatmententitlement– Balance



CustomPeriod

MLECURE_SOLD

Course of treatment entitlement1– Balance

CustomPeriod

MLECURE2_SOLD


CustomPeriod

MLECURE3_SOLD


CustomPeriod

MLECURE4_SOLD


CustomPeriod

MLE LGMAL2_SOLD

Long term illness entitlement2– Balance

CustomPeriod

MLE LGMALAD_SOLD

Long term illness entitlement–Balance

CustomPeriod

MLE LG MLIJ_SOLD

Long period illnessentitlement– Balance

CustomPeriod

MLE MALIJ2_AJUS

Daily allowances entitlement 2–Adjustment

CustomPeriod

MLE MALIJ2_DROI

Daily allowances entitlement 2–Entitlement

CustomPeriod

MLE MALIJ2_PRIS

Daily allowances entitlement 2–Paid days

CustomPeriod

MLE MALIJ2_SOLD

Daily allowances entitlement 2–Balance

CustomPeriod

MLE MALIJ3_AJUS


CustomPeriod

MLE MALIJ3_DROI


CustomPeriod

MLE MALIJ3_PRIS


CustomPeriod

MLE MALIJ3_SOLD


CustomPeriod

MLE MALIJSS_AJUS


CustomPeriod

MLE MALIJSS_DROI


CustomPeriod

MLE MALIJSS_PRIS


CustomPeriod

MLE MALIJSS_SOLD




CustomPeriod

MLEMALADIE_AJUS

Illness entitlement 1–Adjustment

CustomPeriod

MLEMALADIE_DROI

Illness entitlement 1–Entitlement

CustomPeriod

MLEMALADIE_PRIS

Illness entitlement 1– Paid days

CustomPeriod

MLEMALADIE_SOLD

Illness entitlement 1– Balance

CustomPeriod

MLEMALADIE2_AJUS


CustomPeriod

MLEMALADIE2_DROI


CustomPeriod

MLEMALADIE2_PRIS


CustomPeriod

MLEMALADIE2_SOLD


CustomPeriod

MLEMALADIE3_AJUS


CustomPeriod

MLEMALADIE3_DROI


CustomPeriod

MLEMALADIE3_PRIS


CustomPeriod

MLEMALADIE3_SOLD


CustomPeriod

MLEMALADIE4_AJUS


CustomPeriod

MLEMALADIE4_DROI




CustomPeriod

MLEMALADIE4_PRIS


CustomPeriod

MLEMALADIE4_SOLD


CustomPeriod

MLE MTTHERP_SOLD

Therapeutic part time entitlmt–Balance

CustomPeriod

MLE MTTHRP2_AJUS

Therap part time entitmt 2–Adjustment

CustomPeriod

MLE MTTHRP2_SOLD

Therap part time entitmt 2–Balance

CustomPeriod

MLE MTTHRP3_SOLD

Therap part time entitmt 3–Balance

CustomPeriod

MLE MTTHRP4_SOLD

Therap part time entitlmt 4–Balance

CustomPeriod

MLEPROFESS2_AJUS

Professnl disease entitmt 2–Adjustment

CustomPeriod

MLEPROFESS2_DROI

Professnl disease entitmt 2–Entitlement

CustomPeriod

MLEPROFESS2_PRIS

Professnl disease entitmt 2–Paid days

CustomPeriod

MLEPROFESS2_SOLD

Professnl disease entitmt 2–Balance

CustomPeriod

MLEPROFESS3_AJUS

Professnl disease entmt 3–Adjustment

CustomPeriod

MLEPROFESS3_DROI

Professnl disease entmt 3–Entitlement

CustomPeriod

MLEPROFESS3_PRIS

Professnl disease entmt 3– Paiddays

CustomPeriod

MLEPROFESS3_SOLD

Professnl disease entmt 3–Balance

Custom MLEPROFESS4_AJ

Professnl disease entmt 4–



Period US Adjustment

CustomPeriod

MLEPROFESS4_DROI

Professnl disease entmt 4–Entitlement

CustomPeriod

MLEPROFESS4_PRIS

Professnl disease entmt 4– Paiddays

CustomPeriod

MLEPROFESS4_SOLD

Professnl disease entmt 4–Balance

CustomPeriod

MLEPROFESSL_AJUS

Prof Disease entmt 1–Adjustment

CustomPeriod

MLEPROFESSL_DROI

Prof Disease entmt 1–Entitlement

CustomPeriod

MLEPROFESSL_PRIS

Prof Disease entmt 1– Paiddays

CustomPeriod

MLEPROFESSL_SOLD

Prof Disease entmt 1– Balance

CustomPeriod

MTE CGSUP_SOLD

Additional maternity entitmt–Balance

CustomPeriod

MTE CGSUP2_SOLD

Additional maternity absentlm– Balance

CustomPeriod

MTE MATPAY_SOLD

Entitlement for paid maternity–Balance

CustomPeriod

MTE PATIJAP_SOLD

IJ Entitlmt for patho leave af–Balance

CustomPeriod

MTE PATIJAV_SOLD

IJ entitlmt for patho leave bf–Balance

Month toDate

REE CE_AJUS Work council entitlement–Adjustment

Month toDate

REE CE_DROI Work council entitlement–Entitlements

Month toDate

REE CE_PRIS Work council entitlement– PaidHours

Month toDate

REECE_SOLD

Work council entitlement–Balance

Month to REE CHSCT hours– Adjustment



Date CHSCT_AJUS

Month toDate

REECHSCT_DROI

CHSCT hours– Entitlements

Month toDate

REECHSCT_PRIS

CHSCT hours– Paid Hours

Month toDate

REECHSCT_SOLD

CHSCT hours– Balance

Month toDate

REE DELPERS _AJUS

Staff representativeentitlement– Adjustment

Month toDate

REE DELPERS _DROI

Staff representativeentitlement– Entitlements

Month toDate

REE DELPERS _PRIS

Staff representative entitleme–Paid Hours

Month toDate

REE DELPERS _SOLD

Staff representative entitleme–Balance

Month toDate

REE DELSYND_AJUS

Trade union hours entitlement–Adjustment

Month toDate

REE DELSYND_DROI

Trade union hours entitlement–Entitlements

Month toDate

REE DELSYND_PRIS

Trade union hours entitlement–Paid Hours

Month toDate

REE DELSYND_SOLD

Trade union hours entitlement–Balance

For the paid vacation accumulator, you don’t need to adjust the A+1 instance. It is “self”adjusting.

Payroll Accumulators:

Valuesto Adjust

Membersto Adjust

Period Pin Name DESCR

X CustomPeriod

AFB AC JR <02

Days not in semester before2002

X CustomPeriod

AFB AC JRANC < 02

Seniority days before 2002

X CustomPeriod

AFB AC JRPRO < 02

Prorated days before 2002

X Custom AFB AC SEM Completed semester before



Period ANC<02 2002

X Segment AFB AC SAL12M SG

Base salary paid 12 times

X Segment AFB AC SAL13M SG

Base salary paid 13 times

Year to Date AFB AC HRABS AN

Hours of absences not paid

Year to Date AFB AC HRTHEO

Theoretical hours of thepayee

Year to Date AFB AC JRCAL AN

Calendar days of presence

Year to Date AFB AC JRDPAY AN

Calendar days half paid

Year to Date AFB AC JRNPAY AN

Non paid calend. days

Month toDate

AGI AC ABS -3M MO

Absences of the month forA49

Month toDate

AGI AC ABSBIS MO

Absences of the month forA49

Month toDate

AGI AC APECFF MO

Flat Amount Apec paid

Segment AGI AC ABS -3M SG

Absence under 3 months

Segment AGI AC ABSA49 SG

Illness & Maternity for A49

Segment AGI AC BRUTSG

Gross for AGIRC

Segment AGI AC COT ESG

Segment Empl. AGIRCContribut.

Segment AGI AC COT SSG

Segment payee AGIRCcontribut

Segment AGI AC MNTABAT SG

Base reduct. for specific jobs

Segment AGI AC SIMNT SG

Isolated Amounts of thesegmen

X Year to Date AGI AC ABS -3M AN

Absence under 3 months

Year to Date AGI AC BA BBIS AN

Annual base B for GMPcalc.



Year to Date AGI AC BASEA49 AN

Yearly base for AvenantA49

Year to Date AGI AC BASEABC AN

Annual ABC slice

Year to Date AGI AC BASEB AN

Annual slice B

Year to Date AGI AC BASEC AN

Annual slice C

Year to Date AGI AC BASEGMP AN

Annual GMP slice

Year to Date AGI AC BRUTABA AN

Agirc gross after reduction

Year to Date AGI AC MNTABAT AN

Yearly base reduct.forbus.exp

Year to Date AGI AC PLAFABC AN

Annual ABC ceiling

Year to Date AGI AC PLAFB AN

Annual B ceiling

Year to Date AGI AC PLAFC AN

Annual C ceiling

Year to Date AGI AC PLAFGMP AN

Annual GMP ceiling

Segment APP AC SALESP SG

Apprentice : monetary salary

Segment ARC AC BRUTSG

Gross funding base forARRCO

Segment ARC AC COTE SG

Segment Empl. ARRCOcontribut.

Segment ARC AC COT SSG

Segment Payee ARRCOcontribut

Segment ARC AC MNTABAT SG

Segment gross reductionamount

Year to Date ARC AC BASE1 AN

Annual Slice 1 foremployees

Year to Date ARC AC BASE2 AN

Annual Slice 2 foremployees

Year to Date ARC AC BASEA AN

Annual Slice A

Year to Date ARC AC BRUT Annual Gross after reduction



ABA AN

Year to Date ARC AC MNTABAT AN

Annual gross reductionamount

Year to Date ARC AC PLAF1 AN

Annual 1 ceiling

Year to Date ARC AC PLAF2 AN

Annual 2 ceiling

Year to Date ARC AC PLAFA AN

Annual A ceiling

Segment ASS AC BRUTSG

Gross for ASSEDIC

Segment ASS AC COT ESG

Employer's ASSEDICdeductions

Segment ASS AC COT SSG

Payee's ASSEDICdeductions

Segment ASS AC MNTABAT SG

Cumul Reduction on Gross

Year to Date ASS AC BASEA AN

Cumul funding base A

Year to Date ASS AC BASEAB AN

Cumul funding base AB

Year to Date ASS AC BASEB AN

Cumul funding base B

Year to Date ASS AC BRTABAT AN

Cumul Gross after reduction

Year to Date ASS AC MNTABAT AN

Cumul Reduction on Gross

Year to Date ASS AC PLAFA AN

Cumul Ceiling A

Year to Date ASS AC PLAFAB AN

Cumul ceiling AB

Year to Date ASS AC PLAFB AN

Cumul ceiling B

Segment CPS AC MNTVALO SG

Paid vacation allowancespaid

X CustomPeriod

GEN AC ANANC LIC

Notice period Seniority years

X CustomPeriod

GEN AC JOURANC

Number of days of seniority



X CustomPeriod

GEN AC JOURANC LI

Days of seniorit at Sev. Notif

X CustomPeriod

GEN AC JRANC PRO

Nb of days prorat for seniorit

X CustomPeriod

GEN AC JRSANC LI

Notice period days seniority

X CustomPeriod

GEN AC MOISANC LI

Notice period monthsseniority

X CustomPeriod

GEN AC NETNEG

Negative Net accumulator

X CustomPeriod

GEN ACNOTIF LIC

Notice period begun Y/N

Month toDate

GEN AC %ETPTRV MO

Monthly worked FTE

Month toDate

GEN AC BRUTMO

Monthly Gross Salary

Month toDate

GEN AC COTPAT MO

Monthly employer'scontributio

Month toDate

GEN AC HRSSMIC MO

Paid hours for SMIC controlMO

Month toDate

GEN AC IJSSMO

IJSS of the month

Month toDate

GEN ACJOURS MO

Number of days of themonth

Month toDate

GEN AC SALSMIC MO

Earnings for SMIC controlMO

Month toDate

GEN AC SMICABA MO

Earn. reduced for Smiccontrol

Month toDate

GEN AC STGNOBL MO

No mandatory training

Month toDate

GEN AC STGO AT MO

Mandatory training with ATcov

Month toDate

GEN AC STGONAT MO

Mandatory training withoutAT

Segment GEN AC ABSASS CC

Absence assimilated by theLA

Segment GEN AC ABSASS LIC

Abs assim. forSever.Seniority

Segment GEN AC ABS Absence assimilated to



ASS LOI presenc

Segment GEN AC ABSASS PRO

Prorated abs assimilat by law

Segment GEN AC ABSCC LIC

Abs Assim. by LA for sev.seni

Segment GEN AC ABSCC PRO

Prorated Abs assimilated byLA

Segment GEN ACABSENCE

Absence for senioritycalculat

Segment GEN ACABSENCE LIC

Abs for severance seniority

Segment GEN ACABSENCE PRO

Prorated Absence forseniority

Segment GEN AC BRUTSG

Segment Gross Salary

Segment GEN AC COTPAT SG

Segment Employer'scontributio

Segment GEN AC COTSAL SG

Segment Payee'scontributions

Segment GEN AC DIVNI - SG

Not liable to income tax

Segment GEN AC DIVNI + SG

Not liable to income tax

Segment GEN ACEXCLU NI SG

No liable Retirementallowance

Segment GEN AC HNPAVAL SG

Unpaid hours (deduct.includ)

Segment GEN AC HRCP+SP SG

Add.+overtime hrs +surcharge

Segment GEN AC HRSCOMP SG

Additional hours of segment

Segment GEN AC HRSNPAY SG

Non paid hours of thesegment

Segment GEN AC HRSNTRA SG

Non worked hours ofsegment

Segment GEN AC HRSPLUS SG

Aditionnal and Overtimehours

Segment GEN AC HRSSMIC SG

Paid Hours for Smic control



Segment GEN AC HRSTRAV

Segment worked hours

Segment GEN AC IJSSAT SG

Segment Work AccidentIJSS

Segment GEN AC IJSSMAL SG

Segment Illness IJSS

Segment GEN AC IJSSMAT SG

Maternity Segment IJSS

Segment GEN AC IJSSSG

Sum of the segment IJSS

Segment GEN AC JCALNPA SG

Calendar days non paid

Segment GEN AC JCALNTR SG

Calendar days non worked

Segment GEN AC JOUVNPA SG

Business days non paid

Segment GEN AC JOUVNTR SG

Business days non worked

Segment GEN AC JRCAL

Calend days used forseniority

Segment GEN AC JRCAL LIC

Cal Days severance seniority

Segment GEN AC JRCAL PRO

Cal days prorated for seniorit

Segment GEN ACMAINTIEN SG

Salary uphodling sum

Segment GEN AC NETA PAYER

Segment Net to pay amount

Segment GEN AC NETFISCAL

Segment Taxable Net

Segment GEN AC SALSMIC SG

Earnings for SMIC control

Year to Date GEN AC BRUTAN

Yearly Gross Salary

Year to Date GEN AC COTPAT AN

Annual Employer'scontribution

Year to Date GEN AC COTSAL AN

Annual payee's contributions

Year to Date GEN AC DR Leave of Absence



ABS AN cumulation

Year to Date GEN AC DRSEG AN

Year Cumul segmentdurations

Year to Date GEN AC NETFISC AN

Annual Taxable netAccumulator

Month toDate

HRS AC CALPRIM MO

Premiums for hourly ratecalc

Month toDate

HRS AC HRSBOS MO

Bonus hours saved - month

Segment HRS AC ADDPAYE SG

Additional hours (value)segm

Segment HRS AC CALPRIM SG

Premiums for hourly ratecalc.

Segment HRS AC GMRMT

Wage's guarantee amount

Segment HRS AC HRSADD SG

Additional hours (number)

Segment HRS AC HRSBOS SG

Bonus hours saved - segment

Segment HRS AC HRSMIN GMR

Hours reducing GMR

Segment HRS ACRCOMP ACQ S

Time off in lieu comp hour(#)

Segment HRS ACRCOMP EX SG

Time off in lieu compcompleted

Segment HRS ACRCOMP NE SG

Time off in lieu compuncompleted

Segment HRS AC SUPPAYE SG

Overtime hrs (value) segm

Year to Date HRS AC ADDPAYE AN

Additional hours (value)year

Year to Date HRS AC HRSADD AN

Additionnal hours (number)

Year to Date HRS AC HRSBOS AN

Bonus hours saved - year

Year to Date HRS AC HRSSUP AN

Overtimes hours (number)

X Year to Date HRS ACRCOMP ACQA

Time-off in lieu comp hour(#)



X Year to Date HRS ACRCOMP EX AN

Toff in lieu "completed"year

X Year to Date HRS ACRCOMP NE AN

Toff in lieu "uncompleted"Yea

Year to Date HRS AC SUPPAYE AN

Overtime hrs (value) year

X CustomPeriod

IND ACEFTCA AN

Gross salary used for end offixed term contractsprecariousness premium

Month toDate

IND AC ANAUTR MO

Other Benefits in kindMonthly

Month toDate

IND AC ANLOGE MO

Lodging benefit in kind

Month toDate

IND AC ANNOUR MO

Meal benefit in kind

Month toDate

IND AC ANVEHI MO

Car benefit in kind

Segment IND AC ANAUTR SG

Other benefit in kind SG

Segment IND AC ANLOGE SG

Lodging benefit in kind SG

Segment IND AC ANNOUR SG

Meal benefit in kind amountSG

Segment IND AC ANVEHI SG

Car benefit in kind SG

Segment IND ACPANIER J SG

Day meal allowance number

Segment IND ACPANIER N SG

Night meal allowancenumber

Segment IND AC TR SG Meal ticket number

Year to Date IND AC ANAUTR AN

Others benefit in kind annual

Year to Date IND AC AN LN MG M

Lodging ben.kind : Nb MGfor M

Year to Date IND AC AN LNB MG

Lodgin benefit in kind : nbMG

Year to Date IND AC ANLOGE AN

Lodging benefit in kindannual

Year to Date IND AC AN Lodging benef.in kind for



LOGE2 AN regu

Year to Date IND AC ANLOGT NM

Lodging benefit in kind (nbmo

Year to Date IND AC AN NBREPAS

Meal benefit in kind : nbmeal

Year to Date IND AC ANNOUR AN

Annual meal benefit in kindam

Year to Date IND AC ANNOUR2 AN

Meal benefit in kind forregul

Year to Date IND AC ANVEHI AN

Car benefit in kind annualamo

Year to Date IND AC SALANN AN

Annual gross salary

Year to Date IND AC SALPPI AN

Annual irregular periodicityp

X Year to Date NOTIFPREAVI_SOLD

Retrieve the notice begindate

CalendarPerio

PRE ACAVANCE P

Amount taken Sal. Avance

CalendarPerio

PRE AC AVPEP

Amount taken PermanentAdvance

CalendarPerio

PRE ACLIMITE CA

Limit of 1/10th net salary

CalendarPerio

PRE AC PRETP

Amount taken Loan

CustomPeriod

PRE ACAVANCE

Salary Advance balance

CustomPeriod

PRE ACAVANCE C

Initial capital of Sal. Avance

CustomPeriod

PRE AC AVPE Permanent Advance balance

CustomPeriod

PRE AC AVPEC

Initial capital Perm. Avance

CustomPeriod

PRE AC PRET Loan balance

CustomPeriod

PRE AC PRETC

Initial capital Loan

Segment PRE ACLIMITE SG

Limit of 1/10th net salary



Segment PRE ACRETENUES

Amounts reimbursed

Month toDate

PRO AC HRS2483 MO

Monthly paid hours

Month toDate

PRO AC SAL2483 MO

Monthly Gross + EmployerCont.

X Year to Date PRO AC HRS2483 AN

Yearly paid hours

X Year to Date PRO AC SAL2483 AN

Yearly gross + Employercontri

Month toDate

PRV AC 19%FIS MO

Taxable amounts (19% limit)

Month toDate

PRV AC 19%SOC MO

Base for 19% social limitcalc

Month toDate

PRV AC 3%FIS MO


Month toDate

PRV AC 85%CSG MO

Base for 85% limit for CSG

Month toDate

PRV AC 85%SOC MO


Month toDate

PRV AC REINCSG MO

Monthly reinstatement forCSG

Month toDate

PRV AC REINFIS MO

Monthly taxablereinstatement

Month toDate

PRV AC REINSOC MO

Monthly social reinstatement

Segment PRV AC 19%FIS SG


Segment PRV AC 19%SOC SG


Segment PRV AC 3%FIS SG


Segment PRV AC 85%CSG SG


Segment PRV AC 85%SOC SG


Segment PRV AC BRUTSG

Contingency segment gross

Segment PRV AC COT E Contingency employer



SG contribut

Segment PRV AC MNTABAT SG

Segment gross reduction

Year to Date PRV AC 19%FIS AN


Year to Date PRV AC 19%SOC AN


Year to Date PRV AC 3%FIS AN

Taxable amount (3%limit)

Year to Date PRV AC 85%CSG AN


Year to Date PRV AC 85%SOC AN


Year to Date PRV AC BASEA AN

Annual contigency slice A

Year to Date PRV AC BRUTAB AN

Annual reducted gross

Year to Date PRV AC MNTABAT AN

Yearly gross reduction

Year to Date PRV AC PLAFA AN

Contingency annual Aceiling

Segment REP AC AACOTS SG

Payee's contributions toASSED

Segment REP AC AAHTRAV SG

Worked hours per segment

Segment REP AC AAICCP SG

In lieu paid vacation

Segment REP AC AAIFC SG

End of contract allowance

Segment REP AC AAINDLI SG

Severance allowances

Segment REP AC AAINDRE SG

Retirement allowance

Segment REP AC PSHBASE SG

Segment base hour (PaySlip)

Segment REP AC PSRCOMP SG

In lieu compensation hours

Segment REP AC ZEROSG

Accumulator blank



CustomPeriod

SAI AC CONDPENA C

Initial Capital PenalSentence

CustomPeriod

SAI AC CONDPENAL

Penal Sentence balance

CustomPeriod

SAI ACCREANCES

Ordinary debts balance

CustomPeriod

SAI ACCREANCES C

Initial Capital OrdinaryDebts

CustomPeriod

SAI AC IMPOT Taxe debts balance

CustomPeriod

SAI AC IMPOTC

Initial Capital Tax Debts

CustomPeriod

SAI AC PENSALIM

Alimony balance to be taken

Month toDate

SAI AC BASECAL MO

Base for attach. calcul.month

Month toDate

SAI AC CONDPENA P

Amount taken PenalSentence

Month toDate

SAI ACCREANCES P

Amount taken OrdinaryDebts

Month toDate

SAI AC IMPOTP

Amount taken Taxe Debts

Month toDate

SAI AC INSAISMO

Unatt. amount month

Month toDate

SAI AC MNTINSAIS

Unattachable amount -decreased

Month toDate

SAI AC MNTSAISIS

Attachable amount -decreased

Month toDate

SAI AC PENSALIM C

Initial Capital Alimony

Month toDate

SAI AC PENSALIM P

Amount taken Alimony

Month toDate

SAI AC SAISISMO

Attach. amount month

Segment SAI AC BASECAL SG

Base for attach. calcul.segmt

Segment SAI ACRETENUES SG

Garnishment amounts

Segment TAX AC ASS Base for CSG funding base



CSG SG cal.

Segment TAX AC BASPREV SG

Funding base Conteng. tax

Segment TAX AC BASESG

Funding base for Taxes

Segment TAX AC COTE SG

Cumul employee taxesdeduction

Segment TAX AC COT SSG

Cumul payee taxesdeduction

X Year to Date TAX ACBASCDDFOAN

Cumul fund. base. CDD tax

Year to Date TAX AC BASEAN

Cumul funding base forTaxes

Year to Date TAX ACTAXSAL 1 AN

Cumul bracket 1 Low Salarytax





Month toDate

URS AC AUBA RD MO

Aubry II : others reductions

Month toDate

URS AC AUBAB I MO

Aubry II : compensatedabsence

Month toDate

URS AC AUBHRS MO

Aubry II : hours used forAubr

Month toDate

URS AC AUBRPS MO

Aubry II : previous sgreducti

Month toDate

URS AC BRTABAT MO

Gross after reduction -month

Month toDate

URS AC COT EMO

Cumul employer's ded. -month

Month toDate

URS AC COT SMO

Cumul payee's ded. - month

Month toDate

URS AC MNTRED MO

Monthly Reduction amount

Month toDate

URS AC PLAFRED MO

Contribution reductionceiling

Month toDate

URS AC SALHAB MO

URSSAF fictitious grossMonth



Segment URS AC BRUTSG

Gross bef. reduction -segment

Segment URS AC COT ESG

Cumul empl. ded. - segment

Segment URS AC COT SSG

Cumul payee's ded. -segment

Segment URS AC MNTABAT SG

Urssaf reducted grossamount

Segment URS AC MNTRED SG

Segment reduction amount

Segment URS AC PLAFA SG

Urssaf ceiling A of thesegmen

Segment URS AC PLAFRED SG

Contribution reductionceiling

Segment URS AC SALHAB SG

URSSAF fictitious grossSegm

Year to Date URS AC BASEA AN

Cumul funding base A

Year to Date URS AC BRTABAT AN

Gross after reduction - year

Year to Date URS AC BRUTAN

Gross before reduction - year

Year to Date URS AC COT EAN

Cumul employer's ded. -year

Year to Date URS AC COT SAN

Cumul payee's ded. - year

Year to Date URS AC MNTABAT AN

Urssaf reducted grossamount

Year to Date URS AC PLAFA AN

URSSAF ceiling A Year

X Year to Date URS AC SALHAB AN

URSSAF fictitious grossYear

P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L I N D E X 1

Index

2

2483 Training Accruals Calculations 12-4

A

absence codesdefining for reports 15-2Pay-slip Absence Codes Page 15-2

absence codes - GPFR 16-12absence elements 14-35. See also absence takeelements

assigning to payees 14-35assigning to process lists 14-36

absence entitlement elementscreation of new elements 23-1

absence entry 14-36absence rules See vacation, maternity, holiday,illness, family leave, work accidents

calculations 14-41defining units for earnings/deductions 14-16fixed-term contracts 14-11historical data 24-1IJSS allowance 14-17, 14-18, 14-37list of accumulators 24-12manager approval 14-40modification of existing rules 23-15pathological leave 14-38relapses 14-38sabbatical leave 14-30sabbatical training 14-30setup steps for France 14-1staff representative 14-29time off in lieu of pay 14-30union leave 14-29unpaid absences 14-23, 14-28, 14-29, 23-4work council leave 14-29

absence take elementscreation of new elements 23-3list of elements 14-42manager approval 14-40user-defined fields 14-31

accidents See work accidentscertificates, work 20-12

accidents at workURSSAF and 5-21

accruals2483 training calculations 12-4paid vacation calculations 12-4

rules 12-2understanding 12-1

accruals rules 12-2accumulators 12-2sections 12-2

accumulatorsadvance, reimbursement 11-6AGIRC 7-10, 7-17ARRCO 7-10, 7-17ASSEDIC 6-8, 7-31base salary for paid vacations 23-10contingency fund 7-20, 7-31historical data 24-11list of absence accumulators 24-12list of payroll accumulators 24-24loan, reimbursement 11-6net guarantee 22-10overtime 3-5pay slips, displaying 16-9populating, France 2-26URSSAF 7-31voluntary 7-31

adaptation contract 9-13counting employees 9-13fixed and unfixed terms 9-13remuneration 9-13

adoption leave 14-29. See also childcare leaveabsence entry 14-39entitlement 14-27unpaid leave 14-29

advancesaccumulators, reimbursement 11-6damages 11-17deductions, reimbursement 11-4element group, reimbursement 11-4loan, defined 11-1Loans and Salary Advances Page 11-11notice allowance 11-17on salary, defined 11-1on salary, setup 11-10pay process flow 11-2payee, departure 11-17payee, transfer 11-17permanent - reimbursement 11-17positive input, salary 11-10priority, system 11-16reimbursement 11-17reports 11-18rules, reimbursement 11-2, 11-16salary advance, permanent - defined 11-1salary advance, permanent - setup 11-10salary, defined 11-1


I N D E X 2 P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

section, reimbursement 11-5setup 11-10special circumstances 11-17, 11-18understanding 11-1, 11-16

advances on salarydefined 11-1setup 11-11

AFBabsence rules 14-22dependent children and absence entitlement

14-23entitlement for family leave 14-27historical rules 24-7maternity leave 14-23waiting periods for entitlement 14-23

AFB rulesabsences 13-4AFB sections 13-1base salary 13-2compensation 13-2compensation, diploma premium 13-4compensation, thirteenth payment 13-3diploma premium 13-2end of contract 13-5introducing 13-1other transport benefits 13-5overview 13-1retirement 13-11seniority and 2002 13-8severance allowance calculation 13-5severance allowance calculations 13-8transport allowance 13-4transport premium 13-2

AFB sections 13-1AGIRC

accumulators 7-10, 7-17AGIRC Rates Page 7-26ASSEDIC, differences 7-1ceiling 7-31ceilings, understanding 7-2contributions, understanding 7-1deductions 7-3element groups 7-6eligibility, managing 7-6, 7-7exception limits 7-31Exceptionnelle de Solidarité, contributions 7-1historical rules for funding base 24-7limits, understanding 7-2pay process flow 7-2rates, understanding 7-2rates, viewing 7-26reports 7-33rules 7-3sections 7-7URSSAF, differences 7-1

AGIRC Rates Page 7-26allowances

benefits in kind 4-2, 4-34

brackets, data retrieval 4-11, 4-12breach of contract, termination 4-1, 4-25contract type, bracket 4-15deductions 4-3earnings 4-3element groups 4-7eligibility groups 4-7end of contract 23-20end of contract, bracket 4-12, 4-27maintaining 4-11, 4-25meal and travel 4-2, 4-36meal tickets, bracket 4-24, 4-36mileage 4-33pay process flow 4-2retirement 23-21retirement, bracket 4-20, 4-28return variables 4-12rules 4-3search keys 4-12sections 4-8severance 23-20severance, bracket 4-17, 4-26transport 4-1, 4-23, 4-29, 4-31transportation 23-21types, maintaining 4-25types, overview 4-1understanding 4-1

annexesgenerating 20-7

APECAPEC Page 7-28flat amount, viewing 7-28rates, viewing 7-26

APEC Page 7-28apprentices 9-1, 23-21

ARRCO/AGIRC 9-5ASSEDIC contributions 9-4contingency funds 9-5counting employees 9-5extending the apprenticeship 9-3levies 9-5

arrayswritable, batch processing 21-6writable, defining 21-2writable, using 21-1Write Array – Fields Page 21-5Write Array – Keys Page 21-3Write Array – Name Page 21-3

ARRCOaccumulators 7-10, 7-17ARRCO Rates Page 7-24ASSEDIC, differences 7-1ceiling 7-31ceilings, understanding 7-2contributions, understanding 7-1deductions 7-3element groups 7-6eligibility, managing 7-6, 7-7



exception limits 7-31limits, understanding 7-2pay process flow 7-2rates, understanding 7-2rates, viewing 7-24reports 7-33rules 7-3sections 7-7URSSAF, differences 7-1

ARRCO Rates Page 7-24ASF

ASSEDIC, contributions 6-1, 6-4ASSEDIC

accumulators 6-8AGIRC, differences 7-1allowances, employee 6-31ARRCO, differences 7-1ASSEDIC Certificate - 2 and 3 Page 6-19ASSEDIC Certificate - 4 Page 6-21, 6-23ASSEDIC Certificate - 5 and 6 Page 6-26ASSEDIC Certificate - 7.1 Page 6-27ASSEDIC Certificate - 7.2 and 7.3 Page 6-29ASSEDIC Certificate - 7.3 Page 6-31ASSEDIC Certificate - Frame 1 Page 6-17ASSEDIC Certificate - Frame 8 and 9 Page 6-33ASSEDIC Data Retrieval Page 6-13ASSEDIC Rates Page 6-2bonus, employee 6-29ceilings, understanding 6-1certificate data, modifying 6-16, 6-17, 6-19certificate process, understanding 6-10certificate, printing 6-35contract termination 6-26contributions, making 6-9contributions, understanding 6-1data retrieval process 6-10, 6-11, 6-13, 6-16,

6-17deductions 6-7FNGS, displaying 6-33frames, categories 6-16funding bases, calculating 6-4GARP, Paris 6-1job data, employee 6-21, 6-23limits, understanding 6-1pay process flow 6-6proration, contributions 6-5rates, setup 6-2rates, understanding 6-1rules 6-7salary, employee 6-27sections 6-7triggers 6-9

ASSEDIC Certificate - 2 and 3 Page 6-19ASSEDIC Certificate - 4 Page 6-21, 6-23ASSEDIC Certificate - 5 and 6 Page 6-26ASSEDIC Certificate - 7.1 Page 6-27ASSEDIC Certificate - 7.2 and 7.3 Page 6-29ASSEDIC Certificate - 7.3 Page 6-31

ASSEDIC Certificate - Frame 1 Page 6-17ASSEDIC Certificate - Frame 8 and 9 Page 6-33ASSEDIC Certificate Printing page 20-12, 20-13ASSEDIC Data Retrieval Page 6-13

Details Tab 6-15Main Tab 6-15

ASSEDIC Rates Page 6-2Association des Régimes de RetraitesComplémentaires See ARRCO

Association Générale des Institutions de Retraite desCadres See AGIRC

Association gérant la Structure FinancièreASSEDIC, contributions 6-1

AT/MP Certificate componentAdmin Information page 15-16Base Salary tab 15-20Frames C and D page 15-22Salary Accessories tab 15-20Subrogation and Certification page 15-23

B

bankingcreating the payments report 17-5overview of process for France 17-1Payment File Generation page 17-4Payroll Preparation page 17-3setting up for France 17-1tips and trick for process in Global Payroll for

France 17-5banking process

overview for France 17-1batch processing

writable arrays 21-6benefits in kind 23-11, 23-14

allowances 4-2, 4-34car 4-35lodging 4-35meal 4-34other 4-36

bracket elementsbusiness vs working days 14-7effective work days, defining 14-7effective work days, seniority 14-9IJSS calculations 14-18paid vacation, seniority 14-9

bracketsallowances, data retrieval 4-11, 4-12entitlements, contract type 4-15entitlements, end of contract 4-12entitlements, retirement allowance 4-20entitlements, severance allowance 4-17transportation, allowance 4-23

breach of contractallowances 4-1, 4-25

break levelsBreak Levels Page 2-15



country setup, France 2-15Break Levels Page 2-15breast feeding period 14-28Build Worked Days Page 14-33

C

categoriescountry setup, France 2-3field, France 2-4Variables by Category Page 2-4

CDD See fixed term contractsceilings 23-13

absences 2-33Ceilings Page 2-10Contract Page 2-12defined 2-10historical rules 24-7Limits Page 2-9progressive regularization 2-23proration, segment days 2-23reduction, multiple employers 2-24tips and tricks, defining 2-11

Ceilings Page 2-10Cerfa 15-1certificates

accidents, work 20-12ASSEDIC Certificate Printing page 20-12, 20-13ASSEDIC, understanding 6-10Certificates Printing Process Details 20-12Certificates Printing Process page 20-10illness, printing 20-10maternity, printing 20-10

Certificates Data Retrieval - Run Control Page 15-3Certificates Printing Process Details 20-12Certificates Printing Process page 20-10Certification page 15-6CET

AGIRC 7-1AGIRC Rates Page 7-26rates, viewing 7-26

childcare leave 14-29illness 14-28illness, AFB entitlement rules 14-27

collective agreementsentitlement for family leave 14-27extra vacation for seniority 14-9net guarantee 22-1salary upholding for absences 14-20seniority calculation for paid vacation 14-9

compensationin lieu of time off 3-6

conditional resolution formula 23-1contingency contributions

accumulators 7-20, 7-31ceilings, understanding 7-2Contingency Rates Page 7-29

deductions 7-18element groups 7-19eligibility, managing 7-19exception limits 7-31fund, rules 7-18limits, understanding 7-2mandatory 7-32non-mandatory 7-32pay process flow 7-2rates, understanding 7-2rates, viewing 7-29sections 7-19taxable integration 7-20taxation 7-32understanding 7-1, 7-2voluntary, contributions 7-32voluntary, setup 7-31

Contingency Rates Page 7-29Contract Page 2-12contracts

end of contract allowance 23-20contrat initiative emploi 9-14

contrat de retour à l'emploi 9-14counting employees 9-15exemptions 9-14fixed and unfixed term contracts 9-14return to work contract and 9-14

Contribution Exceptionnelle de Solidarité See CETcontributions

ASSEDIC 6-1counting

DUCS Adjustments - Adjustment perEstablishment page 19-3

DUCS counts, adjusting 19-3employees 19-1headcounts, adjusting 19-1Inquire - Headcount per Company Page 19-2performing, system 19-2

country setup, Franceabsences 2-33accumulators, populating 2-26break levels 2-15Break Levels Page 2-15categories, understanding 2-3ceilings 2-10, 2-11, 2-23Ceilings Page 2-10Contract Page 2-12departure, payee 2-32elements 2-7Elements for Reports Page 2-14Euro, processing currency 2-31funding base calculation 2-23Generic Report Page 2-18Generic Report Type 1 - Nominative List 2-16Generic Report Type 2 - Personal Summary 2-17Generic Report Type 3- Accumulators 2-18hours 2-34limits 2-7, 2-9, 2-23



Limits Page 2-9negative net 2-30overview 2-1pay process flow 2-1processing currency 2-31, 2-32progressive regularization 2-23rates 2-7Rates and Elements Page 2-8report page, formatting 2-15reporting, preparation 2-13Rows or Columns Page 2-20seniority, calculation 2-24SMIC control 2-30, 2-31Variables by Category Page 2-4variables, understanding 2-3

countsDUCS Adjustments - Adjustment per

Establishment page 19-3DUCS, adjusting 19-3employees, understanding 19-1headcounts, adjusting 19-1headcounts, by company 19-2Inquire - Headcount per Company Page 19-2performing, system 19-2

D

damagespayee, departure 11-17

day formulas 23-4list of delivered formulas 23-6

deduction elementscreation of new elements 23-12net guarantee 22-5

deductionsadvance, reimbursement 11-4AGIRC 7-3allowances 4-3ARRCO 7-3ASSEDIC 6-7loan, reimbursement 11-4

Define Element Relationship utility 1-15delivered elements, France

abbreviations 1-7database querying, PS/QUERY 1-16database querying, SQL tools 1-16Define Rlement Relationship utility 1-15element type codes - PIN_TYPE 1-11functional area codes 1-10GP_ABS_ENTL 1-19GP_ABS_TAKE 1-19GP_ACCUMULATOR 1-19GP_ARRAY 1-20GP_BRACKET 1-20GP_COUNT 1-21GP_DATE 1-21GP_DURATION 1-21

GP_ELEM_GRP 1-21GP_ELIG_GRP 1-25GP_ERN_DED 1-19GP_FC_TBL 1-22GP_FORMULA 1-23GP_HIST_RULE 1-23GP_PIN 1-16, 1-17GP_ROUND_RULE 1-24GP_SECTION 1-24GP_VARIABLE 1-25maintenance of 1-2naming conventions 1-6overview 1-1ownership of 1-2PS_GP_PIN 1-17PS_GP_PROCESS 1-23PS_GP_PRORATION 1-24PS_GP_RATE_CODE 1-24queries, sample 1-25relationships, defining 1-15researching 1-12tables 1-16, 1-17

dommages et intérêts See damagesDUCS

contribution types 18-7counts, adjusting 19-3DUCS Adjustments - Adjustment per

Establishment page 19-3DUCS Contacts - Address and Phone Page 18-14DUCS Contacts - Contact Definition Page 18-13DUCS Contributions Page 18-9DUCS Definition Page 18-17DUCS File Generation Page 18-21DUCS File Update - Update DUCS File Page

18-20DUCS Parameters - Amounts Types Page 18-7DUCS Parameters - Contributions Page 18-6DUCS Parameters - Declaration Type Page 18-5DUCS Parameters - Identifier Code Page 18-4DUCS Parameters - Pay Information Page 18-8DUCS Preparation - Run Control Page 18-19DUCS Types Page 18-3file production, understanding 18-1generating, overview 18-1parameters 18-4pay process flow 18-3Phone Numbers Page 18-16process information 18-2Secondary Page for the Address Page 18-15setup information 18-2types, list 18-5

DUCS Adjustments - Adjustment per Establishmentpage 19-3

DUCS Contacts - Address and Phone Page 18-14Phone Numbers Page 18-16Secondary Page for the Address Page 18-15

DUCS Contacts - Contact Definition Page 18-13DUCS Contributions Page 18-9



Amount Tab 18-11Amount Type 1 Tab 18-12Amount Type 2 Tab 18-13Base Tab 18-10Contribution Type Tab 18-9Payee FTE Tab 18-11Rate Tab 18-10

DUCS Definition Page 18-17DUCS File Generation Page 18-21DUCS File Update - Update DUCS File Page 18-20DUCS Parameters - Amounts Types Page 18-7DUCS Parameters - Contributions Page 18-6DUCS Parameters - Declaration Type Page 18-5DUCS Parameters - Identifier Code Page 18-4DUCS Parameters - Pay Information Page 18-8DUCS Preparation - Run Control Page 18-19DUCS Types Page 18-3

E

earningsallowances 4-3overtime, elements 3-3, 3-4, 3-8section 3-5

earnings elementscreation of new elements 23-10element group, overtime 3-4overtime 3-3section, overtime 3-5SMIC 23-12

element groupsadvance, reimbursement 11-4AGIRC 7-6allowances 4-7ARRCO 7-6contingency fund 7-19loan, reimbursement 11-4net guarantee 22-7

Element Name page 1-15element type codes - PIN_TYPE 1-11elements See delivered elements, France

earnings, overtime 3-3, 3-4France, Global Payroll 2-7, 2-8Rates and Elements Page 2-8section, overtime 3-5

Elements for Reports Page 2-14eligibility groups

allowances 4-7employer contributions 23-13Exceptionnelle de Solidarité See CET

F

family leaveabsence elements 14-23childcare 14-29

death 14-27entitlement for 14-27modification of delivered rules 23-17weddings 14-27

fixed term contracts 9-16base salary, job insecurity premium 23-11end of contract allowance 9-16for students 9-17paid vacation 9-17seasonal and custom 9-17training contribution 9-16

FNGSASSEDIC, contributions 6-1

Fond National de Garantie des SalairesASSEDIC, contributions 6-1

formula elementsnet guarantee 22-5

formulasconditional resolution for entitlement 23-1day formulas, absence take 23-4list of day formulas 23-6offset formulas for absence takes 23-3

framesASSEDIC, data 6-16

Frames A and B page 15-18Frames C and D page 15-22French reports

annexes, generating 20-7ASSEDIC Certificate Printing page 20-12categories 20-1Certificates Printing Process Details 20-12Certificates Printing Process page 20-10Generic Report Details 20-7Generic Report page 20-4generic, generating 20-4list 20-2Payment Report Details 20-10payment report, generating 20-9Payments Report page 20-9Payslip Run Control page 20-7, 20-8payslips, generating 20-7, 20-8process scheduler, using 20-1understanding 20-1

functional codes for elements 1-10funding bases

ASSEDIC, contributions 6-4

G

garnishment balancechanging 10-8

Garnishment Bracket Page 10-2garnishment brackets 10-2Garnishment Data Page 10-4garnishment report

generating 10-8garnishments



attachable and unattachable earnings 10-1brackets 10-2changing a balance 10-8deleting 10-7generating a report 10-8historical data 24-9removing 10-7report 10-8setting up 10-1, 10-4stopping 10-7stopping, removing, deleting 10-7types and priorities 10-1

GARPASSEDIC, contributions 6-1

Generic Report Details 20-7Generic Report page 20-4Generic Report Page 2-18

formatting 2-15Generic Report Type 1 - Nominative List 2-16Generic Report Type 2 - Personal Summary 2-17Generic Report Type 3- Accumulators 2-18German reports

alphabetic list of 20-2numeric list of 20-4

GP_PIN See delivered elements, FranceGPFR - absence codes 16-12

H

headcountadjusting 19-1DUCS Adjustments - Adjustment per

Establishment page 19-3DUCS counts, adjusting 19-3employees 19-1Inquire - Headcount per Company Page 19-2performing, system 19-2viewing, by company 19-2

historical data 24-1accumulators 24-11affect on absence entitlement 24-1garnishments 24-9loans 24-10salary upholding 24-4

historical rulesAFB base 24-7AGIRC funding base 24-7ceilings 24-7

holidaysabsence entry 14-39holiday schedules 14-1occuring on a paid vacation day 14-5

I

IJSS allowance

dependent children 14-20illness, reclassifying 14-22percent calculation 14-18salary upholding 14-17, 14-20unpaid 14-37waiting periods 14-20

illnessabsence entry 14-36Certificates Printing Process Details 20-12certificates, printing 20-10child 14-28entitlement and take elements 14-13overview of absence rules 14-12relapses 14-38

Illness certificatesAT/MP Certificate - Frames A and B Page 15-18occupational, updating 15-16updating data 15-6

Illness/Maternity Certificates component 15-6Admin Information page 15-7Base Salary tab 15-10Long-Term Illness page 15-15Not Full Time Period tab 15-12Reference Salaries page 15-10Regularization of Contributions tab 15-11Right Study page 15-8

indemnité compensatrice de congés payés Seenotice allowance. See vacation allowance

Inquire - Headcount per Company Page 19-2

J

jury duty 14-29

L

leviesin the pay process flow 8-3rules 8-3tips and tricks for 8-12understanding 8-1works council levy 8-12

levies rules 8-3accumulators and 8-6deduction elements and 8-4element groups and 8-5sections and 8-5

Levy Rates - General Rates 1 Page 8-6Levy Rates - General Rates 2 Page 8-8Levy Rates - Levy on Salaries Rates Page 8-10

special VAT-exempt element group 8-12limits

absences 2-33ceilings, viewing 2-9Contract Page 2-12France, Global Payroll 2-7, 2-9



Limits Page 2-9progressive regularization 2-23

Limits Page 2-9loans

accumulators, reimbursement 11-6damages 11-17deductions, reimbursement 11-4defined 11-1deleting 11-16element group, reimbursement 11-4historical data 24-10Loans and Salary Advances Page 11-11notice allowance 11-17pay process flow 11-2payee, departure 11-17payee, transfer 11-17positive input, automatic 11-10priority, system 11-16reports 11-18rules, reimbursement 11-2, 11-16section, reimbursement 11-5setup 11-10, 11-11special circumstances 11-17, 11-18understanding 11-1, 11-16

Loans and Salary Advances Page 11-11Amounts Tab 11-14Balances Tab 11-15

Long-Term Illness page 15-15

M

maternityabsence entry 14-39AFB rules 14-23breast-feeding 14-28Certificates Printing Process Details 20-12certificates, printing 20-10childcare 14-29pathological leave 14-38take and entitlement elements 14-13wage certificates See Illness/Maternity

Certificates componentmaternity certificates

Illness/Maternity Certificates - Admin InformationPage 15-7

updating data 15-6meal allowances 4-36meal tickets 23-21

allowance, bracket 4-24overview 4-36

mileage allowance 4-33moving, time off for 14-27

N

naming conventions, elements 1-6

negative netcountry setup, France 2-30

net guaranteeaccumulators 22-10calculation method 22-1deduction elements 22-5, 22-10element group 22-7formula elements 22-5, 22-11overview 22-1sections 22-7, 22-12variable elements 22-4

notice allowancepayee, departure 11-17

notice period 14-31

O

observationsPayslip Observation Page 16-11payslips 16-11

occupational illnesswage certificates See AT/MP Certificate

component; wage certificatesoffset formula 23-3offset formulas

evaluating historical absence data 24-1orientation contract 9-11

exemption on contributions 9-12other considerations 9-12remuneration 9-12

overtimeaccumulators 3-5calculation method 3-8earnings elements 3-3, 3-4pay period 3-8pay process flow 3-2paying, overview 3-1positive input 3-8, 3-9rate codes 3-9rules 3-3section 3-5Time and Labor, using 3-8time off, compensation 3-6tips and tricks 3-8

ownership, elements 1-2

P

paid vacation See vacation, paidpathological leave 14-38pay groups

Payslip Run Control page 20-8Payslip/Pay Group Page 16-2reassigning, to payslip ID 16-2

pay process flowallowances 4-2



overtime 3-2payee contributions 23-13Payment File Generation page 17-4payment report

generating 20-9Payment Report Details 20-10Payments Report page 20-9

Payment Report Details 20-10Payments Report page 20-9Payroll Preparation Page 17-3Pay-slip Absence Codes Page 15-2Payslip Lines Page 16-4

Description Tab 16-6Elements Tab 16-5Retro Tab 16-7Spaces Tab 16-8

Payslip Observation Page 16-11Payslip Run Control page 20-7, 20-8Payslip Sort Keys Page 16-3Payslip Totals Page 16-9Payslip/Pay Group Page 16-2payslips

absence codes 23-8absence codes - GPFR 16-12accumulators, displaying 16-9details 20-8generating 20-7, 20-8GPFR - absence codes 16-12layout, sample 16-12observations 16-11pay group, reassigning 16-2pay groups 20-8Payslip Lines Page 16-4Payslip Observation Page 16-11Payslip Run Control page 20-7, 20-8Payslip Sort Keys Page 16-3Payslip Totals Page 16-9Payslip/Pay Group Page 16-2retro types, differences 16-7setting up, France 16-1

PeopleSoftdelivered elements, France 1-1

permanent salary advancesdefined 11-1reimbursement 11-17setup 11-10

Phone Numbers Page 18-16PIN_TYPE - element type codes 1-11positive input

Time and Labor, overtime 3-8premiums 23-11primary elements See delivered elements, France

naming conventions 1-6researching 1-13

processing currencycountry setup, France 2-31, 2-32

progressive regularizationcountry setup, France 2-23

prorationceiling, segment days 2-23funding bases, ASSEDIC 6-5

Q

qualification contract 9-9exemption on contributions 9-10other considerations 9-10remuneration 9-9

R

RACASSEDIC contributions 6-1, 6-4

ratesFrance, Global Payroll 2-7, 2-8Rates and Elements Page 2-8

Rates and Elements Page 2-8reference period for paid vacation 14-4, 23-18Reference Salaries page 15-10Régime d’Assurance Chomage

ASSEDIC, contributions 6-1relapses 14-38reports

accumulators, generic 3 2-18alphabetic list of Global Payroll GER reports

20-2annexes, generating 20-7ASSEDIC Certificate Printing page 20-12Break Levels Page 2-15categories, France 20-1Certificates Printing Process Details 20-12Certificates Printing Process page 20-10country setup, France 2-13, 2-15, 2-16, 2-20creating the payments report 17-5Elements for Reports Page 2-14for URSSAF 5-22France, categories 20-1France, list 20-2France, understanding 20-1Generic Report Details 20-7Generic Report page 20-4Generic Report Page 2-18Generic Report Type 1 - Nominative List 2-16Generic Report Type 2 - Personal Summary 2-17generic, France 2-15generic, generating 20-4headcount 19-1list, France 20-2nominative list, generic 1 2-16numeric list of Global Payroll GER reports 20-4Payment Report Details 20-10payment, generating 20-9Payments Report page 20-9Payslip Run Control page 20-7, 20-8


I N D E X 1 0 P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

payslips, generating 20-7, 20-8personal summary, generic 2 2-17process scheduler, using 20-1Rows or Columns Page 2-20

retirementallowance, bracket 4-20, 4-28

retirement allowance 23-21Rows or Columns Page 2-20rules

AGIRC 7-3allowances 4-3ARRCO 7-3earnings elements, overtime 3-3overtime 3-3

run controlCertificates Data Retrieval - Run Control page

15-3

S

sabbatical leave 14-30sabbatical training 14-30salary advance See advancessalary upholding

historical absence data 24-4search keys

allowance brackets 4-12Secondary Page for the Address Page 18-15sections

advance, reimbursement 11-5AGIRC 7-7allowances 4-8ARRCO 7-7ASSEDIC 6-7contingency fund 7-19eligibility, management 7-7, 7-19, 7-20loan, reimbursement 11-5net guarantee 22-7

seniorityadjustments 14-26country setup, France 2-24, 2-25effective work days for entitlement 14-9extra paid vacation days 14-9

severanceallowance, bracket 4-17, 4-26

severance allowance 23-20sick leave

net guarantee 22-1SIT FM formulas 9-19SMIC control

country setup, France 2-30, 2-31special part-time contracts 9-15specific categories of payees 9-17

assignees 9-18company managers or officials 9-18doctors 9-19payees under 18 9-18

social security contributions 9-8specific contracts

adaptation contract 9-13apprentices 9-1exemption on orientation contract contributions

9-12exemption on qualification contracts 9-10fixed and unfixed terms for adaptation contract

9-13orientation contract 9-11other considerations for orientation contracts

9-12other considerations for qualification contracts

9-10qualification contract 9-9SIT FM formulas 9-19special part-time contracts 9-15specific categories of payees 9-17trainees 9-1, 9-5understanding 9-1

split vacation days 23-17SQL

queries, sample 1-25tools 1-16

staff representativeabsence elements 14-24entitlement for representive obligations 14-29

state unemployment fund See ASSEDIC,contributions, understanding; UNEDIC

subrogation 14-18Subrogation page 15-13supporting elements See delivered elements, France

naming conventions 1-6researching 1-12

T

Take Config fields 14-31, 23-2, 23-3List of delivered values 23-8

Time and Laborovertime 3-8

trainees 9-5earnings 9-7

transport allowances 4-1, 4-29independent 4-31Paris region 4-29provinces 4-32social contribution, liability 4-32

transportation allowance 23-21triggers

ASSEDIC 6-9

U

UNEDICASSEDIC, contributions 6-1


P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L I N D E X 1 1

unified declaration of social security contributions18-1. See also DUCS

union leave 14-29absence elements 14-24

unitsabsence take valuation 23-5positive input for absences 23-7

unpaid leaveabsence elements 14-24adoption 14-29authorized 14-29childcare 14-29sabbaticals 14-30

upholdingsalary, IJSS allowance 14-20

URSSAFaccidents at work 5-21calculating the payee's contribution base 5-17defining contributions 5-1in the pay process flow 5-4reports for 5-22rules 5-5triggering deductions 5-17understanding terminology 5-1viewing and modifying rates and ceilings 5-9

URSSAF contribution reductions 5-18Aubry 1 and 2 5-19special low-salary contribution rate 5-18

URSSAF contributionscalculating the payee's contribution base 5-17defining 5-1understanding reductions to 5-18

URSSAF deductions 5-5arrays used to retrieve 5-8triggering 5-17

URSSAF parameterssetting additional 5-14URSSAF Additional Setup page 5-14

URSSAF Rates - URSSAF Additional Setup Page5-14

URSSAF Rates - URSSAF Rates Page 5-12URSSAF rates and ceilings

defining 5-12URSSAF Rates page 5-12viewing and modifying 5-9

URSSAF rules 5-5arrays used to retrieve URSSAF deductions 5-8element groups and eligibility groups 5-9sections 5-9URSSAF deductions 5-5

URSSAF terminologyunderstanding 5-1

V

vacation allowancepayee, departure 11-17

vacation, paidaccumulation periods 14-11accumulator for base salary 23-10anticipated paid vacation 14-40authorized 14-30business vs working days 14-7counting effective work days 14-7day weight factor 14-5effective work days and seniority 14-9extra days 14-6extra days for seniority 14-9fixed-term contracts 14-11in-lieu allowance 14-12maximum entitlement 14-4, 23-18minimum work period 14-11overview of delivered rules 14-2reference period 14-4, 23-18split days 14-5split vacation days 23-17working days or business days 23-18

variable elementsnet guarantee 22-4

variablescountry setup, France 2-3values, viewing 2-4Variables by Category Page 2-4

Variables by Category Page 2-4Name Tab 2-7Values Tab 2-6

W

wage certificates 14-22absence codes, defining 15-2base salary and work accidents 23-10Certificates Data Retrieval - Run Control Page

15-3data retrieval 15-3illness 15-6maternity 15-6setup, overview 15-1work accidents, updating data 15-16

waiting periodAFB requirements for illnesses 14-23salary upholding and IJSS 14-20, 23-19

weddings, time-off for 14-27work accidents

base salary for wage certificates 23-10entitlement and take elements 14-13overview of absence rules 14-12wage certificates 15-16

work councilabsence rules 14-29entitlement and take elements 14-24

work initiative contract 9-14counting employees 9-15exemptions 9-14


I N D E X 1 2 P E O P L E S O F T P R O P R I E T A R Y A N D C O N F I D E N T I A L

fixed and unfixed term contracts 9-14worked days

Build Worked Days Page 14-33calculating for absences 14-32Worked Days Page 14-34

Worked Days Page 14-34works council levy 8-12writable arrays 21-1

batch processing 21-6

defining 21-2storage, considerations 21-1Write Array – Fields Page 21-5Write Array – Keys Page 21-3Write Array – Name Page 21-3

Write Array – Fields Page 21-5Write Array – Keys Page 21-3Write Array – Name Page 21-3

peoplesoft 8.00.01 global payroll for france ... - oracle · january 2001 peoplesoft 8.00.01 global...

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