1/ web: adapt formatDate to handle NaN values
DashboardRenderer might return NaN for `Date` or `DateTime` fields if
their original value is null or incorrect.
2/ hr: add job_title in demo data
3/ hr_recruitment: link employee in the chatter for new recruits
4/ hr: remove employee documents in the model
5/ hr_attendance: improve resiliency of relative_time
6/ hr: display manager on res_users
7/ hr: change Address Book to Employee Directory
TaskID: 2009111
closesodoo/odoo#34180
Signed-off-by: Yannick Tivisse (yti) <yti@odoo.com>
Multi is the default api for methods, it is not necessary to explicitly
decorate methods with it, adds clutter and most people use it because
they see that the rest of the code uses it.
Done with `find . -type f -name '*.py' | xargs sed -i '/@api.multi/d'`
Purpose
=======
While cleaning the stat buttons across all modules, we
decided to move the (un)archiving from stat button to
actions in the 'Action' dropdown.
Specification
=============
Remove the 'active' stat buttons in all views
* attendance, contract, fleet, holidays, maintenance, presence,
timesheet.
For the model 'hr.employee', replace the actions menu 'Archive/Restore'
by the stat button. That's why adapted changes regarding xpath.
Also rename the actions menu 'Time Off' by 'Time off'.
Linked to task 1984526
Related to PR #33720
Social secretariat is a Belgian concept. It does not make
sense to have this in the standard contract app.
Will be reintroduced in l10n_be_hr_payroll (or internal)
if really needed.
Move `job_id` in the right group to easily add fields
on the right with view inheritance.
The goal is to be coherent with the user property.
Actually, company_id and company_ids on the environment are no fields.
Calling env.company_id returns a browse record, not an id.
File `calendar_mismatch.scss` was wrongly in a `css` folder
while it should be in a `scss` folder according to the guidelines.
And set the correct `type="text/scss"` instead of `type="text/css"`
for a .scss file.
closesodoo/odoo#34478
Signed-off-by: Yannick Tivisse (yti) <yti@odoo.com>
Commit f17655d introduced a new file (`views/assets.xml`) in
the manifest to load a new scss file. But it also deleted from
the manifest an existing file (`views/hr_contract_templates.xml`)
without moving the content from removed file to the new file.
Hence, style defined in `calendar_mismatch.scss` was never loaded.
Purpose
=======
Having some usability check to be sure to make the pay
for everyone, and don't loose contracts.
We would like to remove incoming and to renew columns in
hr.contract and replace them by a kanban state. In employee, we would
like to add warning on the kanban to warn the hr responsible there
is no contract or a contract is about to expire
Specification
=============
hr.contract kanban:
- add a kanabn state
- it becomes red automatically when the contract is in running and expire in 7 days
- add aquick search in filter to filter on expered soon
- the kanban state can be changed manaually (in case of there is several rh)
- sort by contract end date set first (more close of today first)
Employee kanban
- add an red icon if there is no contract in Runnig status OR there is a
kanban state red in their contract (whatever the status).
- add a quick seaach on employee with warning
- State pending + green = incoming
- State confirmed + red = about to expire / to renew
closesodoo/odoo#33489
Signed-off-by: Yannick Tivisse (yti) <yti@odoo.com>
Now that the multi company mode is much more easier to
activate, it is needed to display this information on the
tree views, to help people to know on which company is
set some records in list view.
task-1997637
Closes: #3397closesodoo/odoo#33976
Signed-off-by: Yannick Tivisse (yti) <yti@odoo.com>
The old tree views don't really exist anymore, this odd pseudo-flag to
dispatch between "list" and "tree" tree views has no reason to remain.
Task 1937686
closesodoo/odoo#31243
Signed-off-by: Xavier Morel (xmo) <xmo@odoo.com>
Purpose
=======
An employee and its current contract should have the same
calendar. Currently, if the contract's calendar is changed,
the employee's calendar is not changed.
In the same way, if a contract is created directly in `open`
state, the employee's calendar is not changed.
Finally, the calendar synchronization when the employee
contract is changed is only done in payroll, for no reason.
Specification
=============
Fix the three issues described above.
If the employee's calendar is nonetheless manually changed, a warning
should be displayed if there is a mismatch between both calendars.
- There's a constraint limiting the number of contracts an employee can
have.
This constraint take in account closed contract which cause issues.
For example if you have to sign a new contract for an employee with a
running contract, you'll have to close the current running contract.
But if this employee already has closed contracts, you won't be able
to close it since they are detected as ""running"" contracts.
closesodoo/odoo#33294
Signed-off-by: Toufik Benjaa (tbe) <tbe@odoo.com>
Purpose
=======
Allow the user to select the allowed companies for which he wants to see records
on top of selecting his current company.
It is confusing for users to see the records from the company he is connected to
and the records of the children companies.
Instead of using the hierarchy of companies to access records across companies,
the user can now select (from his set of allowed companies) the companies for
which he wants to access records.
/!\ This means that the user will interact with records from company A when in
company B.
Example: a SO has been created and confirmed in A. When in B, I create the
invoice from it.
Specifications
==============
1/ Deprecate the parent/children hierarchy on the res.company model. The fields are
kept on the res.company model to ensure the retro-compatibility, but won't be used
accross the standard code anymore. The only functional usage for this mechanism
was to allow to see records from several companies by creating a virtual parent
company, which will be possible with the new mechanism.
2/ By default, a user will only see the records of the company he is connected
to (or records without a company). (It is still editable by the user if needed).
For that, put this information in the user context, to allow having different
configurations on different browser tabs. Instead of having domains like
['|',
('company_id', '=', False),
('company_id', 'child_of', user.company_id.id)]
you'll have something like
['|',
('company_id', '=', False),
('company_id', 'in', company_ids)]
Note that the 'company_ids' is a value that is passed in the evaluation
context on the record rule, as we already have user, or time.
company_ids is a list of the ids of all the enabled companies in the
user's context.
3/ Out of the generic improvements brought by this task, this will illustrate
issues that could exist since several versions. For example, it should not be
possible to create a scrap order for the company A with a package of the company
B, or it should not be possible to create an invoice on the company A with
payment terms from the company B. Before the version 12.0, it was easy to
encounter this kind of issues as the admin was the SUPERUSER_ID. A positive side
effect of the fact that the SUPERUSER_ID has become an inactive user was to
make it more difficult to introduce mismatch on the records, but haven't solved
the issue, as it was still possible to do it with parent companies
configuration. Some of these issues have been fixed in this commit, but all the
business flows should be re-tested to check if an ir.rule should be introduced
(eg: a multi company rule for stock.quand.package), if the company of a record
is correctly transfered to another record created from the first record (eg:
From a SO, create an invoice and a payment, the company of the sales order
should be transfered on the invoice and the payment, even if the company of the
sales order is A and I'm logged into the company B with the company A enabled.
4/ Currently, if I click on a button on a notification email (example 'View
Task'), I face a traceback if I'm not logged into the company of the record.
Now, if you click on a button and if you have access to the record, the correct
company will be automatically set.
5/ If I display a kanban view with several records from several companies (and
an image), all the images should be displayed.
6/ Currently if you copy paste an url, this will crash if you're not in the
correct company. This won't be fixed because it's quite impossible to do it in
a clean way. This task brings a workaround. Copy/Paste -> Traceback -> Log into
the correct company, re-copy/paste -> Ok.
7/ 2 property methods have been added on the environment to retrieve the company
on which the user is logged in and the companies the user enabled, on a specific
tab.
That way, when creating a record, instead of doing
default=lambda self: self.env.user.company_id
do
default=lambda self: self.env.company_id
On the other hand, to retrieve the enabled companies, do
companies = self.env.company_ids
8/ Modify the Company Switcher widget to allow to log into another company
WITHOUT writing on the res.users (and thus bringing cache invalidation issues
and so on). Also allow to enable several companies and see records from several
companies, and independantly of the other browser's tabs.
9/ When focusing on a tab, save the current company configuration on the local
storage. That way, when doing 'CTRL+T' or a middle click, the context is
propagated to the new tab.
10/ Improve the error message in case of multi company access errors. Now, when
the user is in debug mode, display the related names of the records and the name
of the user who brings the issue.
11/ Remove the context erasing when writing on a res.users
This is probably coming from the migration to new API of the base module.
The context was not propagated at this moment, which was a common mistake at
that time. When migrating the module, probably by using the 'black box' method,
as the context was not propagated, it was erased on the new version. This is
now an issue because the context (i.e. the enabled companies) was erased when
writing on a res.users, leading to tracebacks.
See: https://github.com/odoo/odoo/commit/7eab8e26d3d46c53f4be924d6a34e80a66e74960#diff-4c2e738ee8f64f11806c889ea097b5e7R624
12/ Fix the crash manager on redirect warnings. The issue is the following
- Create an invoice on a company without a configured CoA.
- Set a partner
- On the onchange_partner_id, a redirect warning is raised to propose you
to configure a CoA
- Click on 'Go to the configuration panel'
- A generic warning says something like 'Do you want to discard your changes?'
- Click on yes, the page refreshes, but not on the redirect action.
Now, set correctly the action on the hash, and reload instead. The breadcrumb is
lost for example, but you reach the correct action at least.
13/ Introduce a res.group to enable/disable the multi company per tab
feature.
14/ To help the users to know which tab is in which company, add the
possibility to have a favicon per company. When creating a company,
the classical 'O' icon is colored by default in a random color.
15/ Remove the company switcher on the frontend. This was mainly there
to allow a user to swicth to the company linked to the website.
This behavior is now transparent to the user. If the website A is
activated, then the company set on the context is the company of the
website.
16/ Deprecated the _company_default_get method on the res.company
model. Remove the method _get_company on the res.users model.
17/ Add 'allowed_company_ids' and 'current_company_id' on the pyeval
context. You can now use those variables on domains in the views to
access directly to the activated company.ies on the current tab.
TaskID: 1960971
closesodoo/odoo#32341
Signed-off-by: Yannick Tivisse (yti) <yti@odoo.com>
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
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>
Kevin Baptiste