Need help to analyze quota generation as per business scenario as given below :
Sick Leave to be credited during the beginning of year(12) through evaluation. Validity of one year(calendar year) and can be carry forwarded(up to 30 days)
PL to be calculated evaluating the eligibility of 240 days of attendance to be credited in the next year(beginning of calendar year) If eligibility is not fullfilled(short of 240 day of actual attendance) same years earned and availed PL will be added to actual working days to consider the eligibility. However calculation will be on actual working days.
According to me, If the sick leave is not carried forwarded for 30 days you can use RPTQTA00 to generate it but it has to be carried forwarded to 30 days in next year, so you have to use PT60 for both the leaves.
For SL you have to put a PCR to work on 1st jan to carry forward the leaves to the next year and another PCR say on 31st jan to limit the SL quota to a maximum of 12 days so the carried leaves if not utilized will be discarded.
For PL you have to put attendances of employee into a time type and on 1st jan according to the working days stored in the time type PL should be generated.
As far as SL is considered I generated 12 days during Jan time evaluation and I have restricted 12 max in the rule. This restricts the carry forward of remaining which is always > 12 during next year.
For PL logic of using time type may not work as the whole issue is how to get this time type in generation rule ?? Only periods are considered for calculation of quota.
Are you using a -tive or +tive time scenario???
As per your scenario, i am thinking that it is a positive time conditions. Then passing the attendance days into the time type and generating quota accordingly through the schema according to the attendance days i think is the best possible solution.