# HAV Seafood HR Leave & Absence Framework

## Purpose

`hav_seafood_hr_leave_absence_framework_v1.xlsx` defines the static Leave & Absence architecture for HAV Seafood.

It describes the categories, reusable entitlement profiles, eligibility rules, approval/notification rules, documentation requirements, pay-treatment classifications, working-time mappings, and return-to-work rules that later operational HR datasets can use.

The workbook is part of Phase 1 — Business Architecture. It does **not** contain operational leave or absence history.

## Workbook contents

### `Leave_Absence_Types`
Authoritative HR catalog of 14 leave and absence categories. It distinguishes planned leave, unplanned absence, entitlement-based categories, pay treatment, working-time classification, approval relevance, and sensitive-case potential.

### `Entitlement_Profiles`
Defines 7 reusable entitlement profiles. Four profiles are currently used by the 92 employees; three are reserved for future fixed-term, seasonal/temporary, and trainee populations.

### `Entitlement_Rules`
Defines static rules linking entitlement profiles to leave/absence types. Annual leave uses a synthetic company baseline and other categories use event-based, case-specific, or discretionary structures as appropriate.

### `Employee_Ent_Assignments`
Contains one current entitlement-profile assignment for each of the 92 existing employees. It references authoritative employee, position, contract, working-time, FTE, and weekly-hours values from the earlier HR architecture.

Current profile distribution:

- HLEP-001 Standard Full-Time Hourly: 55 employees
- HLEP-002 Standard Full-Time Salaried: 20 employees
- HLEP-003 Management / Executive: 10 employees
- HLEP-004 Standard Part-Time: 7 employees

No annual entitlement balances, remaining leave, absence dates, approvals, or historical assignments are stored.

### `Eligibility_Rules`
Defines who may use each leave/absence category and distinguishes eligibility from entitlement.

### `Approval_Rules`
Defines whether a category requires approval, notification, management review, HR review, or employer direction. Any numeric notice targets are synthetic internal assumptions.

### `Documentation_Rules`
Defines minimum HR workflow/evidence structures. It intentionally avoids storing diagnoses, detailed medical information, or other sensitive case data.

### `Pay_Treatment`
Defines four pay-treatment classifications: normal paid, unpaid, case-specific review, and paid-within-event-rule. Actual payroll calculations remain outside this workbook.

### `Absence_Time_Mappings`
Maps each leave/absence type to the existing Working-Time Framework categories `HTC-012 Paid Absence` or `HTC-013 Unpaid Absence`.

### `Return_To_Work_Rules`
Defines limited static workflows for extended sickness, work-related injury, long family/parental leave, and long unpaid leave.

### `Source_Mappings`
Documents authoritative links to Employment Master, Positions, Employment Terms, Compensation, Working-Time, Systems Landscape, and System/Data Ownership.

### `Architecture_Notes`
Documents scope, ownership, legal assumptions, privacy boundaries, and Phase 3 separation.

### `Data_Dictionary`
Defines fields and relationship guidance for all workbook sheets.

## Architecture boundaries

This workbook owns:

- leave and absence taxonomy;
- entitlement-profile definitions;
- entitlement and eligibility rules;
- employee entitlement-profile assignment;
- approval and documentation rule structures;
- leave/absence pay-treatment classification;
- leave/absence to working-time mappings;
- return-to-work workflow rules.

It does **not** own or contain:

- leave requests or approvals;
- sickness or absence events;
- absence start/end dates;
- annual entitlement balances or accrual transactions;
- leave taken or remaining leave;
- medical diagnoses or supporting documents;
- payroll transactions or deductions;
- actual worked/absence hours;
- historical employee entitlement assignments.

## Relationship with other HR architecture

- **Employee Employment Master** remains authoritative for Employee ID, employment status/type, FTE and standard weekly hours.
- **Positions & Workforce Establishment** remains authoritative for current position seats and structural positions.
- **Employment Terms & Contract Framework** remains authoritative for current contracts and contract profiles.
- **Compensation Structure** remains authoritative for base compensation, components and monetary pay rules.
- **Working-Time Framework** remains authoritative for `HTC-*` time categories and time-registration mechanics.
- **People & Payroll (`ESYS-005`)** is the authoritative system for operational Employee Absence Records according to the Shared Enterprise data ownership model.

## Legal and policy assumption

All quantities and thresholds in this workbook are **synthetic HAV Seafood internal assumptions** created for the fictional dataset. They are not presented as Faroese statutory, collective-agreement, or market rules.

If later course material requires legally accurate Faroese leave or sickness provisions, those should be separately researched and versioned rather than silently replacing these synthetic architecture assumptions.

## Phase 3 use

Later operational datasets can use this architecture to generate realistic:

- annual-leave balances and requests;
- sickness events;
- absence notifications;
- manager and HR approvals;
- supporting-document receipt flags;
- paid and unpaid absence hours;
- return-to-work cases;
- payroll/time-system absence classifications;
- cross-functional workforce-capacity effects.

Those records should reference the stable `HLA-*`, `HLEP-*`, `HLER-*`, `HLAP-*`, and related identifiers defined here rather than creating competing classifications.
