The issue is well described in #58491.
I just applied one of the suggested solutions:

> ...
> It should not change the result_package_id if it was already set.
> ...

Fixes #58491
opw-2346608

Below is complete quote

---

Impacted versions: tested on 13.0, may happen earlier

Steps to reproduce: (tested on runbot version 13.0)

* In Inventory, activate multiple warehouses and storage locations, multi-step routes, Delivery packages
* On the main warehouse, activate 3 steps delivery
* Create a stockable product A
* Update quantity on hand: 100 units in a package PACK1 in Stock/Shelf 1
* Create a new Pick transfer with one move: 120 product A
* Set the transfer as todo and check availability: a move line for the 100 units from PACK1 is created
* Edit the move line: set a destination location, **change the result package to PACK2** and set a qty_done
* On product A, update the quantity on hand: add a *new* package PACK3 of 20 in Stock/Shelf 1
* On the transfer, click on check availability

Current behavior:

* A new move line is created for the 20 units from PACK3 to PACK3: ok
* The move line edited before for the 100 units has its result package **reset to PACK1**

Expected behavior:

* A new move line is created for the 20 units from PACK3 to PACK3: ok
* The move line edited before for the 100 units has its result package kept to **PACK2 as edited by the user** who decided to open the package already

Short analysis:

At the end of `StockMove._action_assign()`, the method `StockPicking._check_entire_pack()` is called. For each package moved by a move line, this method checks if the package is entirely moved (sum of quants == sum of move lines). The check is done by `StockPicking._check_move_lines_map_quant_package`. When the sums match, the package level of the move lines is created or updated. When it happens, it writes the package in the `result_package_id` of the related lines.

It should not change the result_package_id if it was already set.

Thinking further, maybe it should not consider lines with a `qty_done` in `_check_move_lines_map_quant_package`: users already picked these lines, if they decided to empty or change the `result_package_id`, a new check of availability for the remaining quantities should not change these lines.

Video/Screenshot link (optional):

https://youtu.be/K4WXXgkOCu4

Forward-Port-Of: odoo/odoo#59985
Forward-Port-Of: odoo/odoo#59514

Purpose
=======

In Belgium, the job market is divided into "sectors": chemicals, metals, banks,
department stores, pharmacies ... This breakdown is made on the basis of the
activities of the company. In order to be able to ensure the functioning of the
sectors, each sector has its own consultation body, called the "joint commission".

A joint committee is a consultation body in which representatives of employers
and unions set, after negotiation, the minimum wage conditions as well as the 
working conditions in legal texts, called “collective labor agreements”. These
are applicable to all employees in a specific sector.

These are agreements that employers and workers in a given sector must make and
respect. These agreements may be different from one sector to another. Each sector
has its label and number.

The CP 200 is the auxiliary joint committee of employees (CPAE). About a quarter
of private sector companies and employees in Belgium are found in CP 200. This
makes it the largest and most diverse CP in the country!

TaskID: 2352568

Specification
=============

Most of the different use cases that we can face in belgian payroll for CP200
have been tested and validated by a fiscal expert.  Briefly, it covers the following
use cases:

- Unpaid time off
- Legal time off
- Credit time
    - Classical
    - With paid time off
    - With unpaid time off
    - With sick time off
    - Starting in the middle of a month
    - Full time (O hours / week)
- Half-days in working hours
    - Classical
    - With full-day time off
    - With half-day time off
- Low salaries
- Back-to-work - Sick time off
    - Relapse
    - Guaranteed salary
    - Long sick off (+1 month)
- Student contracts
- Posted Employess
    - Without ONSS
    - Wihtout withholding taxes
- Public Holiday
    - Classical (during the working hours)
    - Compensation (during the week end)
    - After the end of the contract
    - Note: Variable compensation is not handled yet, but it's planned
- Brief Holiday (In french: "Petit Chômage")
    - 1 day
    - 1 week
    - Note: Variable compensation is not handled yet, but it's planned
    - 1 day for unpredictable reason
- End of contract in the middle of the month
- Half-days time off
- New design of the payslip to improve readability

The detailed list of the fixes/improvements is the following:

- 1/ hr_work_entry_contract: Define 1 leave work entry per presence

    Purpose:
    Some sick time off have to be defined into different work entry types, according
    to the type of sick leaves.

    Example: after 30 calendar days of sick leaves, the employee is not paid by the
    same organism and therefore, the time off should be reported into different work
    entry types.

    Specification:
    Instead of creating a big work entry per time off, create as many work entries
    as there should have been presence work entries.


- 2/ hr_work_entries: Prevent users deleting work entries

    Prefer to archive them instead.

- 3/ hr_work_entry: Display work entry type on calendar views

- 4/ web: Add styling classes for report

    Purpose:
    Those classes are useful for the payslip printed pdf reports, but some
    of them are useless for any kind of report, and thus the classes have
    been defined in the web addons.
    Task-2341886

- 5/ resources: Take company attendances/global leaves on creation

    Purpose:
    When creating a new calendar (38 hours/week) on a Belgian company,
    the new calendar is prefilled on a 40 hours/week basis, even if the
    company calendar is correctly defined.

    Specification:
    Copy the global time off + the attendances on the company calendar
    on company modification

- 6/ hr_holidays: Allow to refuse overlapping time offs

    Purpose:
    It's normally not possible to create 2 time off that overlaps on the
    same period.

    But, if for a given reason it happens on a production database, it should
    be possible to refuse those time off. Otherwise, the user is stuck with
    this wrong configuration.

- 7/ hr_holidays: Prevent creating time off of 0 hours

    Purpose:
    It makes no sense + it could cause conflicts when generating the work
    entries

- 8/ resource: Add method to retrieve the longest work day

    Purpose:
    Add a method on the calendar to retrieve the maximum number of hours
    an employee is supposed to work.

    Example:
    Monday: 8-12, 13-17
    Tuesday: 8-12, 13-17
    Wednesday: 8-12
    Thurday: Off
    Friday: Off

    The method will return 8

- 9/ hr_holidays: Adapt query counter due to changes on hr_payroll

    See: https://github.com/odoo/enterprise/pull/13848/

- 10/ hr_payroll: Update translations

    Lots of new terms have been added on the printed reports, etc...

- 11/ l10n_be_hr_payroll: Consider out of contract public holiday
    
    Purpose:
    If there is a public holiday less than 30 days after the end of the
    contract, the employee should be paid for that day too

- 12/ l10n_be_hr_payroll_posted_employee: Add an easy way to create a public time off

    Purpose:
    Public time off should be created via the calendar (at least for belgian companies using payroll).

    The reason behind this is that there should be a resource.calendar.leaves available even if the
    employee ends its contract. If it's created using a hr.leave, there won't be any
    resource.calendar.leave as the employee is not supposed to work anymore at that time.

    When an employee leaves the company, it's possible that he's paid for public time off if it
    occurs less than 30 days after the end of his contract.

- 13/ l10n_be_hr_payroll: Rename bank holiday into Public holiday

    Purpose:
    A bank holiday is a specific holiday name, not the generic one.

- 14/ hr_work_entry_contract: Add menuitem to access calendars

    It shouldn't be required to enter debug mode to access this information.

- 15/ l10n_be_hr_payroll_posted_employee: Add support for posted employees

    Purpose:
    https://www.socialsecurity.be/citizen/fr/travailleur-salarie-occupe-en-belgique-detache-a-l-etranger

- 16/ l10n_be_hr_payroll: Implement guaranteed wage/relapse for sick leaves

    Purpose:

    Guaranteed salary for employees:
    The employee who is incapacitated for work as a result of a work accident, an accident on
    the way to work or an occupational disease retains, at the employer's expense, the right to
    his remuneration for the first 30 days of incapacity for work. The daily allowances relating
    to this period are paid to the employer by the body responsible for industrial accidents or
    by the Fund for Occupational Diseases.

    Successive disabilities - relapse:
    It is possible that a worker will be unable to work during different successive periods.

    When two incapacities follow one another without interruption (for example, accident followed by
    illness; successive illnesses of a different nature), there is only one period of incapacity and
    the guaranteed remuneration is not due again. time.

    On the other hand, we talk about relapse when a new disability occurs after the worker has returned
    to work normally.

    In this case, the guaranteed remuneration is not due again when the new incapacity for work occurs
    within the first 14 days following the end of a period of incapacity for work giving rise to the
    payment of the guaranteed remuneration.

    However, there is still a right to the guaranteed salary for the part remaining to run, if the first
    period of incapacity has not exhausted the entire right to the guaranteed salary during the first
    period of incapacity. A new guaranteed wage is also due again when the worker establishes by a
    medical certificate that this new incapacity for work is due to another illness or to another
    accident.

- 17/ hr_work_entry_contract: Define 1 leave work entry per presence

    Purpose:
    Some sick time off have to be defined into different work entry types, according
    to the type of sick leaves.

    Example: after 30 calendar days of sick leaves, the employee is not paid by the
    same organism and therefore, the time off should be reported into different work
    entry types.

    Specification:
    Instead of creating a big work entry per time off, create as many work entries
    as there should have been presence work entries.

- 18/ test_l10n_be_hr_payroll: Add test for full time credit time

- 19/ test_l10n_be_hr_payroll: Add test for out of contract credit time

- 20/ test_l10n_be_hr_payroll: Avoid undeterministic bug on generated tests

- 21/ hr_payroll: Don't display out of contract line on pdf

- 22/ test_l10n_be_hr_payroll: Fix undeterministic test crashes

- 23/ payroll : Improve the printed payslip report

    Improves the design of the payslip report
    Generates the report in the employee's language (add a message if the lang is not official)
    Adds some data to Laurie Poiret
    Task-2341886

- 24/ test_l10n_be_hr_payroll_account: Add test for unjustified reasons

- 25/ test_l10n_be_hr_payroll_account: Add tests for small unemployment

- 26/ test_l10n_be_hr_payroll_account: Add tests for half days time off

- 27/ test_l10n_be_hr_payroll_account: Fix false positive

- 28/ hr_holidays: Prevent creating time off of 0 hours

    Purpose:
    It makes no sense + it could cause conflicts when generating the work
    entries

- 29/ test_l10n_be_hr_payroll_account: Add test for end of contract

- 30/ test_l10n_be_hr_payroll_account: Add tests for public holidays

- 31/ hr_payroll: Display amount if hourly wage

- 32/ hr_work_entry_contract: Allow creating record on gantt view

- 33/ l10n_be_hr_payroll: Add new structure for student employees

    Purpose:
    Also bring some fixes on fields display + hours/days counts
    TaskID: 2347843

- 34/ test_l10n_be_hr_payroll_account: Add test for low salaries

    Ensure the correct computation of the employment bonus.

- 35/ l10n_be_hr_payroll: Make separate lines for half/full worked days

    Purpose:
    Worked days should be separated between the complete full days and the
    half days.

    Example:
    I work on Monday, Tuesday, Wednesday (half day)

    The calculation is OK, but the number of days is, in principle, 14 in the month of
    September 2020 (9 full and 5 in half-days). This number of days should be the subject
    of 2 separate lines:

    9 days - 68.4 hours - € 1,100.77
    5 days (in the form of half-days) - 19 hours - 224.33 €.

    In this case, we cannot use the hourly formula since the monthly salary must always be
    the same, without having an identical number of working days.

    The worker benefits from 14 meal vouchers. The number of days must however correspond
    to the number of meal vouchers so that the worker can check.

- 36/ test_l10n_be_hr_payroll: Test credit time with sick leaves

- 37/ test_l10n_be_hr_payroll_account: Test credit time with unpaid leaves

- 38/ l10n_be_hr_payroll: Don't consider time off as credit times

    Purpose:
    When generating the work entries, we compare the standard attendances
    (i.e. the full time contract) and the credit time attendances to
    deduct the intervals on which the employee is on credit time.

    But if the employee is on a time off during a period, those intervals
    will be removed from the supposed attendances, and then those periods
    are considered as credit time.

- 39/ l10n_be_hr_payroll: Fix credit time amount on payslip computation
    
    Purpose:
    The time credit days must not include a corresponding amount.

    In fact, no remuneration is linked to the taking of time credits. The necessary modifications
    are:
    Code LEAVE300 -> no amount

- 40/ hr_payroll: Export standard calendar if needed on payslip export

- 41/ l10n_be_hr_payroll: Fix worked days lines amount computation

    Purpose:
    The amount was computed as a simple ratio based on the number of days.

    To be correct and compliant with the law, we should consider the hourly
    equivalent wage, and compute the amount based on the worked hours.

- 42/ l10n_be_hr_payroll: Fix unpaid worked days amount computation

    Purpose:
    Don't use the normal wage which is an integer btw.

    Compute the worked days amount using the classic hourly computation formula

- 43/ l10n_be_hr_payroll: Fix unpaid leaves retenues formula

    Purpose:
    Unpaid leave must be deducted from the usual gross monthly salary
    up to the number of working hours concerned.

    The formula is in principle the following:
    gross monthly salary * 3/12/38 -> “usual” hourly salary.

    So, in the case of 2 days of unpaid leave, corresponding to 15.2 hours,
    the formula is as follows: 2650 * 3/13/38 * 15.2 = 244.61 €.

    The gross for the days actually worked is € 2,650 - € 244.61, or € 2,405.39

- 44/ hr_payroll: Generate python test from arbitrary payslip

    When the payroll is incorrect, the feedback that we receive is
    generally: "this doesn't work".

    This commit add a route in the controller of hr_payroll, to export
    in a python file, all data useful to reproduce the exact employee
    situation about the incorrect payslip.

    Before testing and fixing the incorrect payslip, we need to anonymize all
    sensitive data about the employee. This commit converts all sensitive
    data into demo data.

    This commit add a button in payslip form view to use the new route to
    export all data about the incorrect payroll.

    This button is only displayed when we are in debug mode and the current
    user is a payroll manager.
    task-2337786

Forward-Port-Of: odoo/odoo#60084
Forward-Port-Of: odoo/odoo#59367

Purpose
=======

In Belgium, the job market is divided into "sectors": chemicals, metals, banks,
department stores, pharmacies ... This breakdown is made on the basis of the
activities of the company. In order to be able to ensure the functioning of the
sectors, each sector has its own consultation body, called the "joint commission".

A joint committee is a consultation body in which representatives of employers
and unions set, after negotiation, the minimum wage conditions as well as the 
working conditions in legal texts, called “collective labor agreements”. These
are applicable to all employees in a specific sector.

These are agreements that employers and workers in a given sector must make and
respect. These agreements may be different from one sector to another. Each sector
has its label and number.

The CP 200 is the auxiliary joint committee of employees (CPAE). About a quarter
of private sector companies and employees in Belgium are found in CP 200. This
makes it the largest and most diverse CP in the country!

TaskID: 2352568

Specification
=============

Most of the different use cases that we can face in belgian payroll for CP200
have been tested and validated by a fiscal expert.  Briefly, it covers the following
use cases:

- Unpaid time off
- Legal time off
- Credit time
    - Classical
    - With paid time off
    - With unpaid time off
    - With sick time off
    - Starting in the middle of a month
    - Full time (O hours / week)
- Half-days in working hours
    - Classical
    - With full-day time off
    - With half-day time off
- Low salaries
- Back-to-work - Sick time off
    - Relapse
    - Guaranteed salary
    - Long sick off (+1 month)
- Student contracts
- Posted Employess
    - Without ONSS
    - Wihtout withholding taxes
- Public Holiday
    - Classical (during the working hours)
    - Compensation (during the week end)
    - After the end of the contract
    - Note: Variable compensation is not handled yet, but it's planned
- Brief Holiday (In french: "Petit Chômage")
    - 1 day
    - 1 week
    - Note: Variable compensation is not handled yet, but it's planned
    - 1 day for unpredictable reason
- End of contract in the middle of the month
- Half-days time off
- New design of the payslip to improve readability

The detailed list of the fixes/improvements is the following:

- 1/ hr_work_entry_contract: Define 1 leave work entry per presence

    Purpose:
    Some sick time off have to be defined into different work entry types, according
    to the type of sick leaves.

    Example: after 30 calendar days of sick leaves, the employee is not paid by the
    same organism and therefore, the time off should be reported into different work
    entry types.

    Specification:
    Instead of creating a big work entry per time off, create as many work entries
    as there should have been presence work entries.


- 2/ hr_work_entries: Prevent users deleting work entries

    Prefer to archive them instead.

- 3/ hr_work_entry: Display work entry type on calendar views

- 4/ web: Add styling classes for report

    Purpose:
    Those classes are useful for the payslip printed pdf reports, but some
    of them are useless for any kind of report, and thus the classes have
    been defined in the web addons.
    Task-2341886

- 5/ resources: Take company attendances/global leaves on creation

    Purpose:
    When creating a new calendar (38 hours/week) on a Belgian company,
    the new calendar is prefilled on a 40 hours/week basis, even if the
    company calendar is correctly defined.

    Specification:
    Copy the global time off + the attendances on the company calendar
    on company modification

- 6/ hr_holidays: Allow to refuse overlapping time offs

    Purpose:
    It's normally not possible to create 2 time off that overlaps on the
    same period.

    But, if for a given reason it happens on a production database, it should
    be possible to refuse those time off. Otherwise, the user is stuck with
    this wrong configuration.

- 7/ hr_holidays: Prevent creating time off of 0 hours

    Purpose:
    It makes no sense + it could cause conflicts when generating the work
    entries

- 8/ resource: Add method to retrieve the longest work day

    Purpose:
    Add a method on the calendar to retrieve the maximum number of hours
    an employee is supposed to work.

    Example:
    Monday: 8-12, 13-17
    Tuesday: 8-12, 13-17
    Wednesday: 8-12
    Thurday: Off
    Friday: Off

    The method will return 8

- 9/ hr_holidays: Adapt query counter due to changes on hr_payroll

    See: https://github.com/odoo/enterprise/pull/13848/

- 10/ hr_payroll: Update translations

    Lots of new terms have been added on the printed reports, etc...

- 11/ l10n_be_hr_payroll: Consider out of contract public holiday
    
    Purpose:
    If there is a public holiday less than 30 days after the end of the
    contract, the employee should be paid for that day too

- 12/ l10n_be_hr_payroll_posted_employee: Add an easy way to create a public time off

    Purpose:
    Public time off should be created via the calendar (at least for belgian companies using payroll).

    The reason behind this is that there should be a resource.calendar.leaves available even if the
    employee ends its contract. If it's created using a hr.leave, there won't be any
    resource.calendar.leave as the employee is not supposed to work anymore at that time.

    When an employee leaves the company, it's possible that he's paid for public time off if it
    occurs less than 30 days after the end of his contract.

- 13/ l10n_be_hr_payroll: Rename bank holiday into Public holiday

    Purpose:
    A bank holiday is a specific holiday name, not the generic one.

- 14/ hr_work_entry_contract: Add menuitem to access calendars

    It shouldn't be required to enter debug mode to access this information.

- 15/ l10n_be_hr_payroll_posted_employee: Add support for posted employees

    Purpose:
    https://www.socialsecurity.be/citizen/fr/travailleur-salarie-occupe-en-belgique-detache-a-l-etranger

- 16/ l10n_be_hr_payroll: Implement guaranteed wage/relapse for sick leaves

    Purpose:

    Guaranteed salary for employees:
    The employee who is incapacitated for work as a result of a work accident, an accident on
    the way to work or an occupational disease retains, at the employer's expense, the right to
    his remuneration for the first 30 days of incapacity for work. The daily allowances relating
    to this period are paid to the employer by the body responsible for industrial accidents or
    by the Fund for Occupational Diseases.

    Successive disabilities - relapse:
    It is possible that a worker will be unable to work during different successive periods.

    When two incapacities follow one another without interruption (for example, accident followed by
    illness; successive illnesses of a different nature), there is only one period of incapacity and
    the guaranteed remuneration is not due again. time.

    On the other hand, we talk about relapse when a new disability occurs after the worker has returned
    to work normally.

    In this case, the guaranteed remuneration is not due again when the new incapacity for work occurs
    within the first 14 days following the end of a period of incapacity for work giving rise to the
    payment of the guaranteed remuneration.

    However, there is still a right to the guaranteed salary for the part remaining to run, if the first
    period of incapacity has not exhausted the entire right to the guaranteed salary during the first
    period of incapacity. A new guaranteed wage is also due again when the worker establishes by a
    medical certificate that this new incapacity for work is due to another illness or to another
    accident.

- 17/ hr_work_entry_contract: Define 1 leave work entry per presence

    Purpose:
    Some sick time off have to be defined into different work entry types, according
    to the type of sick leaves.

    Example: after 30 calendar days of sick leaves, the employee is not paid by the
    same organism and therefore, the time off should be reported into different work
    entry types.

    Specification:
    Instead of creating a big work entry per time off, create as many work entries
    as there should have been presence work entries.

- 18/ test_l10n_be_hr_payroll: Add test for full time credit time

- 19/ test_l10n_be_hr_payroll: Add test for out of contract credit time

- 20/ test_l10n_be_hr_payroll: Avoid undeterministic bug on generated tests

- 21/ hr_payroll: Don't display out of contract line on pdf

- 22/ test_l10n_be_hr_payroll: Fix undeterministic test crashes

- 23/ payroll : Improve the printed payslip report

    Improves the design of the payslip report
    Generates the report in the employee's language (add a message if the lang is not official)
    Adds some data to Laurie Poiret
    Task-2341886

- 24/ test_l10n_be_hr_payroll_account: Add test for unjustified reasons

- 25/ test_l10n_be_hr_payroll_account: Add tests for small unemployment

- 26/ test_l10n_be_hr_payroll_account: Add tests for half days time off

- 27/ test_l10n_be_hr_payroll_account: Fix false positive

- 28/ hr_holidays: Prevent creating time off of 0 hours

    Purpose:
    It makes no sense + it could cause conflicts when generating the work
    entries

- 29/ test_l10n_be_hr_payroll_account: Add test for end of contract

- 30/ test_l10n_be_hr_payroll_account: Add tests for public holidays

- 31/ hr_payroll: Display amount if hourly wage

- 32/ hr_work_entry_contract: Allow creating record on gantt view

- 33/ l10n_be_hr_payroll: Add new structure for student employees

    Purpose:
    Also bring some fixes on fields display + hours/days counts
    TaskID: 2347843

- 34/ test_l10n_be_hr_payroll_account: Add test for low salaries

    Ensure the correct computation of the employment bonus.

- 35/ l10n_be_hr_payroll: Make separate lines for half/full worked days

    Purpose:
    Worked days should be separated between the complete full days and the
    half days.

    Example:
    I work on Monday, Tuesday, Wednesday (half day)

    The calculation is OK, but the number of days is, in principle, 14 in the month of
    September 2020 (9 full and 5 in half-days). This number of days should be the subject
    of 2 separate lines:

    9 days - 68.4 hours - € 1,100.77
    5 days (in the form of half-days) - 19 hours - 224.33 €.

    In this case, we cannot use the hourly formula since the monthly salary must always be
    the same, without having an identical number of working days.

    The worker benefits from 14 meal vouchers. The number of days must however correspond
    to the number of meal vouchers so that the worker can check.

- 36/ test_l10n_be_hr_payroll: Test credit time with sick leaves

- 37/ test_l10n_be_hr_payroll_account: Test credit time with unpaid leaves

- 38/ l10n_be_hr_payroll: Don't consider time off as credit times

    Purpose:
    When generating the work entries, we compare the standard attendances
    (i.e. the full time contract) and the credit time attendances to
    deduct the intervals on which the employee is on credit time.

    But if the employee is on a time off during a period, those intervals
    will be removed from the supposed attendances, and then those periods
    are considered as credit time.

- 39/ l10n_be_hr_payroll: Fix credit time amount on payslip computation
    
    Purpose:
    The time credit days must not include a corresponding amount.

    In fact, no remuneration is linked to the taking of time credits. The necessary modifications
    are:
    Code LEAVE300 -> no amount

- 40/ hr_payroll: Export standard calendar if needed on payslip export

- 41/ l10n_be_hr_payroll: Fix worked days lines amount computation

    Purpose:
    The amount was computed as a simple ratio based on the number of days.

    To be correct and compliant with the law, we should consider the hourly
    equivalent wage, and compute the amount based on the worked hours.

- 42/ l10n_be_hr_payroll: Fix unpaid worked days amount computation

    Purpose:
    Don't use the normal wage which is an integer btw.

    Compute the worked days amount using the classic hourly computation formula

- 43/ l10n_be_hr_payroll: Fix unpaid leaves retenues formula

    Purpose:
    Unpaid leave must be deducted from the usual gross monthly salary
    up to the number of working hours concerned.

    The formula is in principle the following:
    gross monthly salary * 3/12/38 -> “usual” hourly salary.

    So, in the case of 2 days of unpaid leave, corresponding to 15.2 hours,
    the formula is as follows: 2650 * 3/13/38 * 15.2 = 244.61 €.

    The gross for the days actually worked is € 2,650 - € 244.61, or € 2,405.39

- 44/ hr_payroll: Generate python test from arbitrary payslip

    When the payroll is incorrect, the feedback that we receive is
    generally: "this doesn't work".

    This commit add a route in the controller of hr_payroll, to export
    in a python file, all data useful to reproduce the exact employee
    situation about the incorrect payslip.

    Before testing and fixing the incorrect payslip, we need to anonymize all
    sensitive data about the employee. This commit converts all sensitive
    data into demo data.

    This commit add a button in payslip form view to use the new route to
    export all data about the incorrect payroll.

    This button is only displayed when we are in debug mode and the current
    user is a payroll manager.
    task-2337786

Forward-Port-Of: odoo/enterprise#14108
Forward-Port-Of: odoo/enterprise#13848

- Install Accounting, Subscriptions and Documents
- Go to Documents > Configuration > Settings and activate Accounting:
  * Workspace: Finance
  * Journals: Customer Invoices - Finance
- Go to Subscriptions > Configuration > Subscription Templates
- Create or edit a Template (i.e. Mon - Monthly Subscription) with "Send" for "Create Invoice"
- Create a Subscription:
  * Subscription Template: Mon - Monthly Subscription
  * Subscription Lines: [Any a product]
- Switch Subscription state from "Draft" to "In Progress"
- Click on "Generate Invoice" button
If it is the first generated invoice, it will be opened automatically and there will be
no issue. If that is the case, generate another invoice and do not open it.
- Go to Documents > Documents and select "Finance" Workspace
The generated invoice from Subscription will not appear as long as it will not be opened.

The Document is created from "message_main_attachment_id" field of invoice, but this field is not
set when invoice is created and sent in Subscriptions.

opw-2345618

closes odoo/enterprise#14003

Signed-off-by: Anh Thao PHAM <kitan191@users.noreply.github.com>

This is the 14.0 forward-port of https://github.com/odoo/enterprise/pull/14003

Forward-Port-Of: odoo/enterprise#14064