How to accrue a bonus to a laid-off employee in ZPU 3.1

One of the interesting topics when calculating bonuses using the accounting program "1C: Salary and Human Resource Management, revision 3" (ZUP 3.1) is the processing procedure provided for the dismissed employee. Indeed, according to the logic of things, the enterprise carries out the final settlement with the employee on the last business day after the fact.

When working with ZUP 3.1, accountants often encounter extraordinary issues, which in a regular manner are simply impossible to solve. For example, it is impossible to accrue bonuses for a laid-off employee in the general processing procedure provided for for this program. Apparently, when creating this product, not all the nuances of accounting were taken into account, which leads to such situations.

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Often, accountants are faced with the problem of accruing bonuses to employees who are laid off. For such employees, all calculations have already been made on the day of their last working day. However, over the past year, quarter or month, accruals are made in a certain order, which, of course, implies the existence of situations where already laid-off employees may fall into the number of bonuses awarded by the enterprise in accordance with established standards (in the inter-accounting period or with wages).

For example, you create a document "Premium", which provides for the settlement period "Previous month". The accrual is made when you set the base indicator "Percentage of premium." The employee was dismissed on January 31. Remuneration in monetary terms was made upon. That is, salary for January, plus a bonus with basic accrual for December last year. After the dismissal of the employee and the accrual of bonuses at the enterprise in February of this year, it is logical to assume that an already absent former employee can also claim a bonus, because it takes into account labor indicators for January.

However, program 3.1 does not calculate the dismissed employee. An accountant who has encountered this problem cannot solve the problem in the usual way. He is forced to write a report manually, creating a document according to which the dismissed employees and the accruals due to them are derived from the payroll. Can such a solution be considered optimal or unique?

Accountants cannot understand why the premium prescribed in the document “Data for the calculation of salaries” and, of course, in the employment contract and local regulatory act cannot be reflected in the standard version. That is, the document "Prize" does not provide special settings for such a situation.