u/martymar_818

Hey family, hoping someone can guide me here...I have a worker that is on a specific work schedule in the UK. their work schedule consist of M, T, W, Thu 9-6pm and FRIDAYS 9-1pm only. When the worker submits a time off for Friday's the absence does not respect their work schedule and is booking them for a full day, which has caused an issue for their time off balances since this worker has not caught this in the past and has been deducted for a full day instead of .5 days.

I have played around with the setting "restrict requests to days to include on calendar" and days t o include with no luck, can anyone provide feedback how to create a logic for the system to follow the scheduled full day on M-th, but on Fridays to default to .5 days?

I also read that you can create a condition rule on the "daily quantity default" is that possible?

https://preview.redd.it/l9gmfmb8eakh1.png?width=737&format=png&auto=webp&s=315174c73110aff3359835db3be3103fc0c95aa2

https://preview.redd.it/a2dk32a8fakh1.png?width=1528&format=png&auto=webp&s=3205fcb05c708c154662e896ef9529bf37881208

https://preview.redd.it/yu2js281z8fh1.png?width=882&format=png&auto=webp&s=6db16b26577f84b24e66be4023b4c06ea80020b8

As the initiator of the manager change reason, they are selecting to keep open for backfill the position in their team, but when the approval is routed to the proposed manager, that manager should not have the ability to change that question, they should not be able to change or determine what should happen to the position headcount...they should only be able to select a position that will occupy their new incoming transfer has anyone come across this issue?

in the BP condition if I make the step "for approval" to the proposed manager they can only review and approve the changes and can't select anything ( WE DONT WANT THIS)

but if we used the Action Review Change job, they can edit everything in my screenshot above

My end goal: Receiving manager should not be able to edit the "what do you want to do with this person's..." question, BUT they should be able to select a position within their own sup org to assign the new transfer

Hey Family, I need your help on this request I have from our Benefits Team. They would like to have the ability for the worker to submit a request for their own leave of absence. Here is what I have done so far in PREVIEW ONLY:

1. Went to the BP security policies and assigned the "employee as self" and "Time Off Access (Self-Service) roles to the "request a leave for self" initiation action. Mind you not 100% sure what the time off access role does for them, I threw it on there based on what I read in community (trying multiple things)

https://preview.redd.it/sju7ux9rx0fh1.png?width=796&format=png&auto=webp&s=4b794619c716b537b42cbd1e016cab9e85cd3d65

2. Of course I went to the Time Off and Leave functional areas and activated all the domains/policies that mentioned self service and the ability for the worker to initiate the task in view and modify access. I also activated my sec policies to make sure that went in effect

3. lastly I went to the leave plan types and tried to make the leave types visible to the workers, but here is where I may be stuck. Based on what I read in community there should be a visibility option for workers to see the leave plans. I did not see that so I skipped this part (IS THIS MY ISSUE?!)

4. After doing step #1+2 successfully, i proxied in as a worker but still don't have the ability to request absence and see the list of leave plans to use. (mind you we only want certain plans for the worker to select not all leave types. Of course in the business process we have Benefits Admin be the final approver, but at least to provide the self service option is a nice start

Any Ideas where I am going wrong or missing?!

Looking for two tickets for today's 7/12 game vs Diamondbacks. Legit only pls with proof, hit me up

Hello, Our security user is able to execute the create subordinate step, but when the "assign roles" task is presented, they don't have the "manager" role available to select from..what drives these roles to show up on the list for the user? They have the security permission to do the task itself, but what drives the actual list to present here? What am I missing in their permissions??

https://preview.redd.it/6abg1wg45ubh1.png?width=2955&format=png&auto=webp&s=e7b31778040c8d713129d28954aae47ef894197e

Hi Family,

I been tasked to create an entire new security group for our HR Business Partners that mirrors another powerful group but with the exception of this new group should not have visibility to compensation info to our internal HR teams and our leadership team. How would I go about doing such exclusion? I was able to build the role (sup and local), the security groups for each role, and finally added the domains for security group. but now what? I created an intersection group and excluded those groups but not working as expected

Also do you have guidance on what domains are generally given access to for an HR business Partner at your company? Do they have view only access or are they able to hire/start change job actions?

Lastly i am going nuts but I want this new group to see all the items within each tab group in my screenshot below, but when I go to the task Domain Security Policies for Functional Area, the recommendations that Claude is giving is not accurate (yes I used AI) for help. for example for Absence, there is no absence and leave functional area, but a time off there is. for absence I have given the group view access and activated my pending changes, but I still can't see the "Absence" tab

Sorry this is a long one but wanted to give us much context as possible for help. Also adding all these domains one by one is difficult in sandbox, so Lord knows how will even re-do all this in prod when I am satisfied with my work, any quick tips how to do that in prod when recreating all this work?

Profile Tab	Domain to Configure	Functional Area
Summary	Worker Data: Workers	Staffing
Job	Worker Data: Job and Position	Staffing
Compensation	Worker Data: Compensation	Compensation
Benefits	Worker Data: Benefits	Benefits
Absence	Worker Data: Absence	Absence & Leave

https://preview.redd.it/6ley64o7oqah1.png?width=337&format=png&auto=webp&s=b8cce7aec813d9d16f07f93ae2d8ae9830b6eaa5

Hi family! I've setup time off plans before but this one tops the icing on the cake. Anyone have experience with setting up a leave PAID plan and linking it to payroll?

First I need help setting up on the leave side. There are multiple requirements in terms of how much time an employee can take and How they can take that time. Such as in increments.

Can i get a hand with a real life example? here are my requirements. Initially I was setting this up as a time off plan, but then realized it should be a an actual leave plan, any suggestions?

 ·Be FT employee
· Have been employed with the Company for at least six (6) months

Eligible employees have options to take Paid Parental Leave in one (1) consecutive leave of eight (8) or ten (10) weeks (based on applicability);

two (2) different leaves that total eight (8) or ten (10) weeks (e.g., for an employee taking eight (8) weeks of Paid Parental Leave, the employee can take 4 weeks + 4 weeks, 6 weeks + 2 weeks, 5 weeks + 3 weeks); or separate weeks in a minimum of one (1) week increments

Vendor RXSaveCard has requested an Sftp connection and a custom report for us to send over to them. I need help with creating this custom report. Even if I can leverage a standard roster report from the worker business object, I am not able to configure the columns and rows as their sample the vendor is asking for. I am using an "advanced" type report to get this done.

Here are their requirements, anyone have any insights how I can get this configured?

https://preview.redd.it/vs1fao7pze6h1.png?width=1379&format=png&auto=webp&s=c2c85ad290d3882c179ed4b07aff05761ad671ac

And here is a sample of what their sample actual report should look like:

https://preview.redd.it/vziirklwze6h1.png?width=1007&format=png&auto=webp&s=8fe61089abec5d944c4d8266a6e8091c2bb9b566

The custom report I built in Workday brings all the data the vendor needs, but it's getting in the same row format they are asking for as my sample shows above. The individual ID (SSN) should be in the same column as the worker since they will be considered the "P" Primary

Voya (the vendor) reached out to us that our dependents are not being sent in the file feed that delivers to them. I looked at the custom report setup and I can see that the dependents are not being picked up but instead they are being sent as the beneficiaries. When I look at our other Voya plan setups I can see that dependents are picked up in the file feed.

Initially I thought the plan in our workday benefits setup was not correct and there is no dependent eligibility on the plan setup. I have tried to add a dependent eligibility but still no luck when someone selects the Voya critical illness, no option to add dependents.

Or is this something that I need to fix on the actual custom report to pick up the dependents?

I would think I need to fix the actual plan in the plan setup in Workday, but anyone have any insights on how to properly send dependents over in the correct columns and not as beneficiaries?

Where are my calc field wizards? I am wondering if there is a calc field that can help me with getting the distance between the two zip codes in a report? Sounds like wishful thinking but is there any calc field (or nested one) that can make this happen? Or is this something that AI can help once I export the data into excel? Trying to see if I can keep this within a workday report?

Purpose/goal: to determine RTW radius miles for workers and how far they are located to work zip code?

We have two workday delivered fields that bring in the next anniversary date based on "hire date" and "continuous service date" but our business would like to use the "seniority date" fields in the service dates for the worker as their field, what is the best way to create the calculated field to bring this and to calculate the years of service as well based on my screenshot?

https://preview.redd.it/x83fi8yfpq3h1.png?width=1623&format=png&auto=webp&s=54d326042e7035c033804694501039f1ebe18a2c

Hi Family,

Hope someone can help guide me. I been tasked by our recruiting manager to make certain fields "not mandatory" on the 2nd page of the create prospect task.

I have done some research and the maintain optional fields is what I have found in community, but this does not address my needs of making the following field not mandatory. Any ideas or solutions here?

• Phone Device Type: We can't know what type of phone number a candidate provide us
• Address - since resumes don't list this, parsing one won't help here and should not be mandatory
• Experience - only make the most recent experience mandatory.

https://preview.redd.it/ve0z2ly5xm3h1.png?width=1595&format=png&auto=webp&s=ffc7c56bc796e80abc59223aeee50b08dc2f65a9

Hi, when a manager selects to extend the probation period for a worker a date field is available but I am looking to limit the the extended months by max of two. Currently the system allows an open extended time, how can this be accomplished?

Help! Question for the forum. We are trying to test this for our upcoming review season and I been tasked if this is possible when a manager launches the Employee Review Template. Is the system sophisticated enough to handle logic branching type questions? For example we want the following:

Question 1. How likely is this person to leave in the next review period?

Risk of Loss options:

• Low
• Moderate
• Elevated
• Imminent

If a manager selects:

• Elevated
• Imminent

Then a secondary drop-down question would appear:

How detrimental would this person’s departure be?

Impact of Loss options:

• Minimal
• Manageable
• High
• Critical

Question 2. Is this Crew member ready to be considered for promotion?

We recently discovered that the unpaid time off type is not working as expected. Its not flowing over (linked) to the unpaid earning code which should deduct from the working hours of the worker in their pay slip.

Example: So if someone is salaried 80 hrs the earning code should deduct 8 hrs and the worker should have been paid for 72 hrs only. Same scenario for hourly workers. In a recent audit we discovered workers were getting paid their regular hours

How should I review the earning code and rules on the payroll side to ensure this is working and stop this mess? All advice is appreciated