The activity view has been added on multiple models (invoice, fleet
contract, vehicles, leads, employee, contract, expense, expense sheet,
leave, leave allocation, applicant, partner, product, task, purchase
order, sale order) to ease the creation and the management of
related actvities.
Task 1894990
There is a button on the employee form that show the number of
contracts. This button is only accessible for hr manager,
but not for contract manager.
It's make more sense that this button is accessible for contract
manager. The contract manager can already see all contract from
the menu. Hr manager inherit rights of contract manager.
With this commit, the button is accessible with contract manager
rights and hr manager.
closesodoo/odoo#31415
Signed-off-by: Yannick Tivisse (yti) <yti@odoo.com>
In Belgium, we have the concept of time credit and parental leaves.
Globally the person keep full time rights and the initial contract
is always signed on a full time basis. But an avenant with the new
time schedule must be signed.
A new wizard on contract allows to manage credit time. We can
specify the start and stop date, the new calendar and the work
time ratio. The new wage will be computed.
After validation, the current contract will be duplicate two times,
one modified for the time credit contract and the second for after
the time credit period. The current contract will have end date at
the beginnig of the time credit period.
TaskID: 1924200
Contract managers should be able to create/manager employees.
This make sense when a contract manager hires someone.
He first creates the employee, then his contract.
This also allows contract managers to access private addresses
by transitivity.
This is also intended to allow a contract manager to set
a driver (private partner) on the employee's company car
or to access `km_home_work` for transport reimbursment
(l10n_be_hr_payroll).
1/ Remove the parent-children relation on salary structures
Currently it is difficult to see what rules are applied on salary structures.
Most of the structures are inheriting 3 rules (Basic, Gross, Net) from the
'Base for new structures', and those rules are not shown. Same issue if a
structure has another one as parent (as in the French localization).
This bring more annoying issues:
- Since the saas-12.1, we can already set different accounts for different
companies on the salary rules for which we want to post journal entries.
But for the parent rules, like the 'NET' amount, it's impossible to post
the journal entries on different account for different salary structures.
(eg: for CP200 employees and CP200 workers). As the rules are following
a M2M relation on the structure, we have to remove the parent_id and to
recreate all the rules in the final structure.
- If we are not at ease with the M2M relation (which is the case for most
of the end users), we will simply modify the rule on the parent structure.
This was already done on the French localization on which we modified the
code, sequence and the name. This could have some desastrous consequences
as this will break the order on which the rules are computed for other
structures for the sequence, or break other integration with the payroll
as we also modify the code, for example the salary configurator.
As this parent-children relation on structure could cause several issues
difficult to spot and as this is quite difficult to correctly visualize the
structure composition, it is better to remove it and define all the rules
inside the structure itself. This improves also the code readability as we
are not trying to recursively retrieve the rules and find a proper sequence
inside them.
2/ Make the rules on the salary structure a o2m instead of a m2m
The issues described just above indicates that it would be better to remove
the M2M relation between salary structures and salary rules, and make it
a O2M relation instead. That way, no more confusion and misconfiguration of
the rules fields (code, sequence, accounts, ...).
3/ Remove the parent-children relation on rules
A salary rule can have a parent salary rule. This mechanism, which is
not obvious at all for an end user allows to specify a parent rules.
If the condition is met for the parent rule (eg: the employee has at least
1 child), all the children rules could be applied (eg: Deduction of 90 euros
if the number of children is between 1 and 1).
Visually it doesn't make a lot of sense, as it displays one line with an
amount of 0 for the parent, and one line with the real amount for each
applied child. On the other hand, no child rule is linked to the structure
and an end user has to click on the parent rule, to see the children and
understand that something mystic and hidden is existing.
This is equivalent to define as many classic rules as we have children, or
even better, define 1 rule that will compute the real amount directly,
as the number of children can be accessed from the localdict when computing
the salary line.
This commit also removed the relation.
4/ Clean some brols in the code (technical)
The 3 first points of the spec allow us to clean a little the code readability
and complexity.
5/ Adapt all the localizations for these changes
All the localizations are impacted by those changes. What is done in this commit
is mainly:
- l10n_be_hr_payroll: Make 3 separated files for the 3 existing structures (the
fourth one, belgian worker, is not correct and is removed). For each
structure, define explicitely the rules (in the correct order by sequence).
This multiplies the total number of rules as some of them were shared (like
the withholding tax rule for example), but all the code that is supposed to be
modified each year/quarter/whenever the government decides to modify the law
has been moved into a python file, and is available the computation context.
This will also allow us to update the computation rules without having to
update the module.
- l10n_fr_hr_payroll: There were 3 rules following this scheme:
Base for new structure
|
Basic structure
|
----------------------
| |
Cadre Non-Cadre
All the rules parent rules have been duplicated into the 2 remaining
structures, cadre and non-cadre. There were a lot of parent-children relations
between the rules that have been adapted to the new model.
- l10n_in_hr_payroll: There was a lot of rules in data, and a structure in demo
data, which was using 4 or 5 of these rules. As the rules doesn't seem to make
a lot of sense altogether, everything was moved in demo data.
6/ Introduce a new Salary Structure Type model
Currently we have a model hr.contract.type with a M2O on the contracts. This has
never been used in 9 years and is removed in this commit. On the other hand, we
would like to define a new model hr.payroll.structure.type (eg: CP200 Employee),
which will line all the salary structures the Belgian localization could bring
(Classic salary, double holidays, 13th month, ...). This field is defined on the
structure, and is displayed on the contract (as the same place than the contract
type we just removed).
On this model we could also define some fields like:
- The default pay period: Selection field, default = monthly. This is applied on
the contract when selecting the structure.
- The Working Schedule, m2o. This is applied on the contract when selecting the
structure
For example, on the 'commission paritaire' for teachers, we could set the
default pay period to 'Every 15 days' and the working schedule to '19 hours /
week'. Every contract under this structure would take those values.
Migration
=========
For a migration point of view:
- All the rules that had a parent_rule_id should be set to
appears_on_payslip=False. The column parent_rule_id can be dropped afterward.
- All the rules that are coming from a parent structure or higher should be
duplicated and the field 'struct_id' should be set on the current structure.
The column parent_id can be dropped afterward.
- All the rules that were defined on the structure should have the field
'struct_id' defined on them.
- The rules that are not linked to a structure should be unlinked.
- The column type_id on the contract could be dropped, no need to keep the
values too.
- A default structure type is defined in data ('Employee'). This could be set to
all the existing structure for the newly created 'type_id' field.
TaskID: 1942832
Purpose
=======
Access group terminology is missleading. Yous have to be manager to administrate
an application. This task consists to rename groups to be understandable for everyone.
Groups should be reorganised on the users form to be more explicit.
Specification
=============
1/ Rename 'Manager' to 'Administrator' in users groups.
2/ Define a hierarchy on access groups by using the category_id in the manifests
A category 'Operations/Project' will create a category Project with a parent
category 'Operations', and something smart is already developed (in modules/db.py)
to avoid duplicating categories.
3/ Add a group in expenses to be able to approve expenses reports for my team.
4/ Add a group in timesheets to be able to approve timesheets for my team.
5/ Remove partially the useless crap in ir_module_category_data.xml
6/ Sort access rights groups on users form according to its parent category
closesodoo/odoo#29362
Signed-off-by: "Yannick Tivisse (yti)" <yti@odoo.com>
Purpose
=======
If the activities are available on a model (i.e. inherits mail.activity.mixin),
add a progress bar based on the activities if nothing is defined yet.
closesodoo/odoo#24777
General Purpose
===============
We want an 'Employee profile' gathering every data about an employee.
The main form view is modified to become this employee profile.
A user can also see his own profile through the Preferences menu.
The new profile replaces the current Preferences view if the hr module is installed
and the current user is linked to an employee.
A user should be able to see and edit his own profile.
*Problem*:
Many fields on hr.employee are protected by groups="hr.group_hr_user".
Therefore, a regular user cannot see or edit those fields.
This protection must be bypassed to allow read/write access
to the regular user's own data.
A similar mechanism already exists for res.users (for Preferences)
The better (least worst) solution found is to reuse this mechanism by adding related fields on res.users.
Pros:
- Don't change security access on hr.employee
- Don't implement yet another custom security layer, risking to add new security breaches
- A lot of fields are added by other modules on hr.employee.
It would have required to integrate them with the custom security layer.
- Fields added by other modules on the user's preferences view (normal view, not the profile)
are automatically included in the employee's profile view.
- Allow the hr.employee form view to be different than the user profile accessible
through the Preferences menu.
E.g. add custom buttons only relevant to the logged in user such as "Request a leave".
Cons:
- Each field from hr.employee that you want to appear on its profile
must be added as a related field on res.users
- Those related fields must be added to user's preferences view (duplicate views)
- They also must be added to SELF_[READABLE | WRITABLE]_FIELDS
Note:
When the front-end loads the views it gets the list of available fields
for the user (according to its access rights). Later, when the front-end wants to
populate the view with data, it only asks to read those available fields.
However, in this case, we want the user to be able to read/write its own data,
even if they are protected by groups (groups are kept on the related fields on res.users).
The front-end need to be made aware of those fields by sending all field definitions.
hr_attendance
=============
This commit integrate attendance in the new employee profile.
It also adds a stat button to this employee profile showing
the number of hours worked last month.
Remove the boolean computed field 'manual_attendance'.
This field is just a shortcut to add/remove the employee's user
in the "Manual Attendance" group.
The checkbox is confusing on the employee's form and this should
be done through the normal group management screens.
hr_presence
===========
Display the presence status on the employee kanban template.
The status is a colored chip which can be green (present),
orange (to define) or red (absent).
Currently, the presence status is only computed when accessing
the report view. As this commits displays it on the employee kanban,
it should be updated more frequently.
The state should not be updated every time the kanban view is loaded
since the computation is a bit heavy. Instead: add a cron to update
status every 15 minutes.
-> The status is accurate on the report view (status is still updated
when loading the view)
-> The status in accurate at 15 minutes on the kanban view
[ADD] hr_attendance_presence
============================
Bridge module between hr_attendance and hr_presence.
This commit integrates hr_presence module in the employee
profile and adds the presence status on the employee kanban view.
But hr_attendance adds at the same place a similar status icon for
checkin/checkout.
This bridge module makes the status from hr_presence invisible as
hr_attendance should be the main presence control mechanism.
Also, this commit adds the ability (through a new setting option)
for hr_presence to take into account checkin/checkout to determine
the presence status.
l10n_be_hr_payroll
==================
integration with employee profile
Purpose
=======
We would like to be able to manage multi contracts payslips and contract transitions.
Specification
=============
General flow:
1/ Benefits are generated based on contracts's calendar.
2/ When validating additionnal benefits, calendar.attendances are created in the contract's calendar
3/ Create one payslip per contract in state [open|pending|close]
4/ For each payslip, generate worked day lines based on the contract's calendar
New Constraints:
1/ An employee cannot have more than one contract at the same time (excluding draft, closed and cancelled contracts).
2/ A leave cannot overlap multiple contracts.
3/ A contract cannot have starting and ending dates such that a leave become in the middle of
two contacts.
New state for a contract: Incoming. It means it's ready and will be running soon.
An incoming contract automatically becomes 'Running' if the start date is passed (cron)
Number of hours and days are always correct (according to the contract's calendar) on payslips as the
flow starts from the contract's calendar.
However, it is not correct in the Time Off app because it's counted based on the employee's calendar.
The number of days/hours for hr.leaves should be computed according to
the contract at the time of the leave.
e.g. If I currently work full time and I request 2 weeks off next month where I'll be working only
3 days/week and 5hours/day (other contract), It should count 6 days and 30 hours.
- in hr.benefits form view show the contract (below employee field)
TaskID: 1903483
closesodoo/odoo#30181
Purpose
=======
Currently the payroll doens't manage the multi company
Specification
=============
1/ Add ir.rules on hr.contract and hr.payslip to prevent users
to access a record in another company.
2/ Add ir.rules on hr.payroll.structure to prevent users to access
a record for another country.
3/ Remove company_id fields on models that doesn't require it, as
hr.salary.rule.category.
4/ Make the accounting fields on the salary rules company dependent.
5/ Specify the country on the salary structures on the
l10n_**_hr_payroll modules.
6/ Add demo data and modify the salary package tour.
7/ Make the car_atn and company_car_total_depreciated_costs fields
compute_sudo=True, as one car can be assigned on several contract,
for different companies
Closes#26866Closes#25231Closes#24683Closes#23814
This commit improves general usability.
Specification
=============
Screens usability:
1/ Benefits
1.1/ Calendar
- Add a sidebar filter to filter employees. The filters are saved per user.
If no filter exists for the user the 'Everybody' filter should be true by default.
- Generate benefits when clicking on the menu -> remove the wizard (popup): generate benefits for all running contracts
- Once generated, don't show again the generate benefits button: only show the Validate button
- Generate Payslips button: remove the wizard. It generates payslip of validated benefits
and jumps to the payslip batch form view.
1.2/ Form:
- rename: Start into "From"
- rename: End into "To"
- rename: Hours into "Period" (add 'hours' as unit on the right of the field)
2/ Payslip
2.1/ Form:
- Remove Payslip stat button.
- a computed payslip should be editable
2.2/ List:
- show: Reference | Employee | Batch Name | From | To | Gross Salary | Net Salary | Status
- In action buttons add a "Confirm" to confirm multiple payslips
- add a quick search on contract
- filters: rename 'draft' into "To Compute"
- filter: add "To Confirm"
Menus:
1/ Salary Computation
- Benefits (object: hr.benefit ; view: calendar, list, form, pivot. Group: hr officer ; filters: group by employee in the view)
- Payslips (objetc: hr.payslip ; Views: list, form, pivot. Group: hr officer ; filters: last batch ; Sort: employee name alphabetically)
2/ Employee Payslips
- Batches (objetc: hr.payslip.run ; Views: list, form. Group: hr officer ; Sort: creation date (last one first)
- All Payslips (objetc: hr.payslip ; Views: list, form, pivot. Group: hr officer ; filters: no filters; Sort: employee name alphabetically)
3/ Configuration
- Settings
---Salary---
- Rules
- Structure
- Contributions Registers
---Benefits---
- Benefits Type
---Repository---
- Employees (list)
- Contracts
When a benefit linked to a leave is cancelled, it should refuse the leave.
When a payslip batch is deleted, also delete associated payslips.
+ Refactoring of benefit js to use "Odoo style" event binding.
Purpose is to clean the use of tracking parameters on fields. Parameters are
merged and is now tracking=<int> or tracking=True.
This commit is linked to task ID 1903814 and PR #28430.
Purpose :
=======
On the Contract form view the field label for the "contract type" is "Employee Category".
Then it will be good if we keep the same label on the group by also...
Right now on the Group By it is "Contract Type"
closesodoo/odoo#27560
Purpose
=======
A lot of companies don't use the module hr.attendance but are faced
to employees distraction, they forget to record leaves.
In big companies, it is not easy to controle presence and
check if everyone is present in the office.
Specification
=============
1/ Review Human Resources menuitems
- Employees
- Contract
- Department
- Reports
- Employee Presence
- Configuration
- Settings
- Employee
- Tag
- Contract
- Types
- Templates
- Challenges
- Challenges
- Badges
- Goal History
2/ Add option in hr settings to decide the company policy
[ ] Controle Presence of Employees
[ ] According the system login --> Based on the bus presence (Present if 'away' or 'online')
[ ] Following number of sent emails --> Based on the sent mail.message during the day
[ ] According to the IP address --> Based on the ip address when requesting a long polling, stored on a res.users.log
3/ Add an employee presence view
This view is only for the hr manager and the data is computed when the hr manager goes to it
Clicking on this menu item will generate all kanban of employees grouped by state (present, absent, to define)
On each employee cart, an action can be requested as:
- Send a sms to the employee
- Send an email to the employee
- Create a leave for the employee
4/ Use this email template to contact the employee
Dear %(employee_name)s,
Exception made if there was a mistake of ours, it seems that you are not at your office and there is not request of leaves from you.
Please, take appropriate measures in order to carry out this work absence.
Do not hesitate to contact your manager or the human resource department.
Best Regards,
Purpose
=======
This method has nothing to do on the payslip model.
Specification
=============
Move the method on the hr_contract module, on the hr.employee model.
Rename the method and return and recordset instead of a list of ids.
Purpose
=======
Currently when searching on a department (on the employee view for example)
we only retrieve employees from the specific department. It should return
all the employees from the department and also from its children
departments, like for partners or companies.
Specification
=============
Adapt all the search view where a department field is used by
specifying a 'child_of' operator.
Purpose is to extend the use of the newly-introduced activity view allowing
to see at a glance activities to perform on a given model. It eases daily
job of people working with activities.
Updated
* employee main menu actions;
* leave and allocation request main menu actions;
* applicant main menu actions;
* expense and expense report main menu actions;
* contract main menu action;
* attendance employee main action;
Following @est-odoo advice the Next Activities menu entry in hr_recruitment
is removed as there are already a lot of ways of managing activities: using
the systray, using activity view present on most actions, ...
This commit is linked to task ID 1889413.
This commit adapts the business code to changes introduced by
the parent commit in order to keep the same behaviour as before.
All readonly=False fields will have to be checked afterwards to confirm
that the business case requires write access to the source field.
Hiral Bhavsar