A group-wide April 1 grant date sounded simpler than each employee’s anniversary. During migration, it created overlapping rights and a difficult compliance problem.
The attendance and payroll interfaces had become stable when a familiar corporate instruction arrived: align the subsidiary’s employment rules with the parent company.
Our existing HOLCOUP logic granted paid leave after the initial qualifying period and then according to each employee’s service timeline. The new group rule kept the first grant after six months but moved every later grant to April 1.
Because hire months differed, migration was not a simple date change. Someone hired in September could receive a grant on March 1 under the old schedule and another on April 1 under the new one.
- Do not disadvantage any employee.
- Meet the statutory minimum.
- Keep each granted entitlement valid for its full two-year period.
I asked the HR director to propose the transition rules, then tested the proposals and returned them two or three times before the first two requirements were satisfied.
Then another message arrived: the group president objected. We would have to redesign the migration again.
CHAPTER 03 · PART 04 · EPISODE 1 / 6 STORIES · 35 STORIES TOTAL