That may be sufficient for Ragdyer's purposes, but in my experience,
"seniority" depends on a number of factors. Unfortunately, in most
companies that I've worked with, raw dates aren't anywhere near
sufficient. A company often has employees with breaks in service, or
reduced credit for part time, etc. Key employees may be hired with added
months or years of seniority.

Also, many benefit plans that use seniority to determine benefit levels
use months and years, not days, and have arbitrary rules regarding when
during the month credit accrues.

At one company I worked for, I worked for 6 months, left, then was
rehired after an additional 11 months. When rehired, I was given credit
for my six months plus four years and six months credit toward my pay
grade seniority (which determined my salary range and eligibility for
bonuses), 5 years credit toward vacation time (with 30 days accrued
vacation), 17 months credit toward vesting in the profit sharing
program, and 7 months credit toward vesting in the 401K match (because I
actually left at 6 months and 3 days, or something like that).

So my "seniority" had very little to do with my hire date (either
original or subsequent), and DATEDIF wouldn't have begun to be
sufficient.


In article ,
"Bernie Deitrick" <deitbe @ consumer dot org wrote:

For seniority, simply finding the earliest (least) start date should be
sufficient: If I started before you, then I am senior to you.