I was curious as to how everyone handles terminations for say third shift employees. We have a problem where say a termination status comes across from our ERP system. A file is processed nightly but the employee say works the third shift and we don’t want to do anything to that account until say the next day.
Use nextProcessing behaviour, make sure your termination conditions take this into consideration.
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do you have any attribute termination effective date ?
We have an end date which from our ERP is the termination date. The LCS is determined though for employees based on their employment status, a T status would come over from the ERP system. Then if the employment status was an A then it would set the LCS to Active
If the shift is fixed and is available in the identity, then you can consider that while adding/updating the end date for the identity.
If the shift information is not available in any of the identity attributes that introduces additional complexity. Then you would need an external job that consumes the shift assignment data and then updates the authoritative source accordingly.
Hi @dpowers1
Handling the time-based termination is indeed tricky task. I think the easiest would be to have the information about shift available in authoritative source.
If the authoritative source does not have this information, then you can also have delimited based source (or store these employees in some transforms only) created where manually or using some script you can update the employees who are in night shift. Once the information about these users are available then you can adjust their end date + 1 instead of real end date using the transform and also change the LCS logic to be based on identity status and end date instead of only identity status.
I have also seen many customers who do not delete the accounts immediately on termination but they lock the accounts and deletion is done only after X days. So this is also one of the approach you could see if can be adopted, but here you would also want to avoid locking these accounts so do not think it can be ideal.
But in general if there is no information about shift, then it can be tricky to solve.
I hope this works.
Thank You.
Regards
Vikas.
How would this work if the LCS is determined on the employees employment status, T for inactive and A for active.
You need to update your LCS transform to know whether the identity is a 3rd shift employee (data point that should be available from your HR source).
e.g. if “3rd shift employee” is true AND HR’s employee status says “T” AND identity state is active AND hour of time-now is < 4, then return ‘active’. if “3rd shift employee” is true AND HR’s employee status says “T” AND identity state is active AND hour of time-now is > 4, then return 'terminated '.
Also set the nextProcessing date / time to, say, 6AM (or whenever 3rd shift ends).
When that identity processing kicks in again at 6AM (the processing time specified), the LCS should then say terminated.
This is a very similar situation to multi-timezone employee termination where you have employees in different timezones, and termination should not only be evaluated based on tenant’s hosting location’s timezone.