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Workday Leave Partner Training Sessions 1 – 4 May 3 – 6, 2016

Billie Sue Wolfe, RN COHN-S/CM Sr. Consultant Total Rewards Benefits & Well-Being Russell Geier PWC Experienced Associate

WorkDay Foundations Session 1 – May 3rd

©2016 Trinity Health - Livonia, Mich. 2

Reminder…

3

• Please put your phone on mute • Please do not put your phone on hold

Welcome & Introduction

4

• Name • TH Location and Job Position • How I’ve been involved with Workday

Billie Sue Wolfe – Ice Breaker Tell us one interesting fact about yourself that we may not know!

5 ©2016 Trinity Health - Livonia, Mich.

Reflection

Training Components: May 3 – 6

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HR BPs Session 1 May 3 • Welcome • Reflection • Purpose/Objectives • Resources/Job aids available • Foundation info • Absence Basics • Security role definition • Leave Type Codes • Business process maps • Navigation demo • Transition of existing leaves • Q & A

Session 2 May 4 • Welcome/ Reflection • Transition of existing leaves to Workday

o Ministries utilizing Kronos Absence o Ministries without Kronos Absence

• Demo o FMLA Hours – hours

utilized/remaining, rolling in and out o Request leave/Return from leave o Extend a leave/Deny a leave o Corrections to a leave o Key Service Date fields

• Hands-on • Q & A

Session 4 May 6 • Welcome • Reflection • Review • Demo/Hands-on Q & A • Open discussion – review and

requests

Session 3 May 5 • Welcome • Reflection • Review business processes • Creating reports “View Leave Results” • Creating custom reports • Demo/Hands-on • Q & A

•Welcome/Reflection •Introductions •Purpose/Objectives •Job aids/resources available •Foundation info •Absence Basics •Security role definition •Leave Type Codes •Business process maps •Navigation demo and practice

•Adding Worklets to your home page •Transition of existing leaves •Q & A


Agenda Session 1

Session 1: Purpose & Objectives

Objectives: Session 1 – At the end of this session, you will be able to: • Identify support materials in your toolkit • Explain Workday foundational information (e.g., what is

Workday, key decisions, business processes, etc.) • Define what a security role is/is not • Explain transition of existing leaves at Go-Live • Perform simple navigation tasks in Workday

Purpose/Goal of this session: • Prepare you to use Workday in the role of “Leave Partner”

• Workday Foundation Information • Business Process Maps • Security Role Definitions and Comparisons • FAQ’s • Job Aids

• Request a Leave • Return from Leave • View Leave Results • EIBs

• Leave Types • Leave Testing Scenarios


Resources (Attachments)

Workday Foundation Information


11 © 2015 Trinity Health - Livonia, MI .

TODAY: Our State of HR/Payroll Technology

12 © 2015 Trinity Health - Livonia, MI .

East

• SuccessFactors • In-House

• Position Manage • Manual

• PeopleSoft • SMS MedSeries • PCE • Lawson • ADP

• SMS • PeopleSoft • ADP • Lawson

Simplifying Work through NEW Technology

• Lawson • Sage • CPSI

Core HCM and Payroll

Benefits • Lawson • Meditech • Sage HRMS • Manual

Talent Acquisition

• Position Manager • Kenexa • HireEase • HR Logix • Cyber Recruiter

Talent Management

• SuccessFactors • Performance Manager

Workday

• Core HCM • Payroll • Compensation • Benefits • Recruitment

o Applicant Tracking o Job Requisitions o Onboarding

• Talent Management o Performance Management o Succession Planning

• Absence Management • Reporting • Employee / Manager Self Service

Current Systems West

Time

Learning

• Kronos • API • ADP • Power Time

• HealthStream • HealthStream • Gen 21 • Net Smart

• Sharepoint • ePath

• Time Keeping / Scheduling (Kronos) • Learning (HealthStream)

*Solutions yet to be finalized

Extended HR Systems (Outside of project scope) Retained Legacy Systems

• Kronos • API • Time Trac

Workday …

©2014 Trinity Health - Livonia, MI 13

Trinity Health’s future Human Resource/Payroll system.

A major cornerstone for our transformation to a people-centered health system

Will provide a single system for most HR processes including:

• Talent acquisition • Talent management • Compensation • Administration • Benefits • Administration • Core HR transactions • Payroll

Benefits of Implementing Workday


Consistent colleague experience

Consistent reporting (e.g. “How many employed physicians do we have?”)

Collaboration, best practices, consistent compliance

Common governance to maintain simplification

Consistent accounting methods and general ledger account assignment

Consistent definition of taxable/non-taxable, retirement eligible, productive/non-productive hours

Consistent and improved colleague communication

Mobile device integration

Improved and consistent recruitment and development processes (Phase 2)

Workday – Key Facts

• First phase of 5-year Transforming Operations plan for HR • Future enterprise-wide Human Resources and Payroll system • Replaces all major HR and Payroll systems • Cloud-based, simple to use, visually appealing application • Will not replace our time and attendance systems (e.g., Kronos

and API) or our learning management system HealthStream • Directly supports our People-Centered 2020 strategy to deliver

operational excellence, effectively steward our resources and engage our colleagues.

15

We are Complex What We Learned About Ourselves - We are too complicated!

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Examples of our Complexity & Variation

• 33,000 Job Codes (to approximately 20,000) • 7 Payroll Systems (integrated with 22 Timekeeping Systems) • 200+ Integrations • Pay Practices * • Time off programs and rules * • Benefit plan elements * (complexity based on rate structures and

eligibility rules) • 130 (to approximately 107) Federal Employer Tax IDs (FEINs) • Payroll cycles (every variation – weekly, bi-weekly, monthly)

*= Transforming Operations Recommendation/Dependencies

Absence/Leave Basics


In Workday Absence is split (i.e., time off and leave of absence). • Time Off is a transactional event such as PTO and sick • Leave of absence is a more durational event where the

employee will be absent from work for an extended period of time

We will continue to enter absence information in Kronos or the time keeping system you currently use during Phase 1


What is “Absence” in Workday?

Trinity Health Time Off Solution: Workday Absence

Management (Balances &

Accruals Calculated)

Time Off and Leave hours Inbound

Integration

Kronos and other legacy

time tracking & scheduling

systems (Time Off & Leave

hours entered)

Workday Payroll

Hours Worked

Hours Worked in prior period (for

most RHM’s Accrual calculations)

Time Off Balances Outbound

Integration


Kronos Absence Management

Kronos ABS Management to Workday

Leave Event created

Leave codes create Time Off events to decrement entitlements

Reporting for FMLA type, length, and duration

Automated balance tracking on a rolling 12 month period

Leave cases integrated

Standard leave codes and hours entered


Leave submitted manually in WD ABS Management

Non-Kronos ABS Management to Workday

Standard leave codes and hours entered

Leave Event created

Leave codes create Time Off events to decrement entitlements

ALL Time Keeping Systems

Reporting for FMLA type, length, and duration

Automated balance tracking on a rolling 12 month period

What is the importance of using Workday Leave Type Codes? Which Leave Type Codes (Disability, FMLA, etc.) must be entered into Kronos? Do non-pay codes like FMLA need to be entered in Kronos?

• Timekeeping codes will match the Workday Leave Type Codes that have been tested • Timekeeping codes will pass from Kronos to Workday to decrement the buckets (FMLA, etc.) • The PTO codes are already going to the Time Off section of Workday. The new codes take care of

the "counting" for FMLA and all of our other data needs. Why do we need to enter non-FMLA leave codes (Elective Leaves, Workers Comp Leaves) into Kronos, when there is no bucket to decrement in Workday?

• We enter FMLA leaves in Kronos and the FMLA entitlement balance is decremented. • We enter non-FMLA leaves in Kronos to better understand:

o absence types, durations and patterns throughout the ministry o each ministry’s staffing needs to enable supporting the needs of our colleagues and the

patients they serve How will short term disability be paid via Kronos and/or Workday?

• STD will be paid via pay codes Are Leave Administrators going to become Kronos Timekeepers?

• Martha Murphy is identifying Time Off Partners. Once they are identified, we will need to identify roles and responsibilities for the Leave partners and the Time off partners.


“Leave Type Codes”

WorkDay Leave Types Description/Usage

STD/LTD LV LTD Unpaid Cnt LTD- on continuous leave LV LTD Unpaid Partial Colleague is receiving LTD (or has returned to work after leave of 6 months or greater) and

is working reduced hours or off hours/days due to condition - intermittent or continuous

LV Salary Cnt Elim First continuous 7 calendar days off for a leave of absence for self-care - use for colleagues in management plan

LV Salary Cnt STD

After first continuous 7 calendar days off for a leave of absence for self-care. At most ministries, results in colleague initiating STD claim with STD vendor, medical case management, and advise to pay from STD vendor - use for colleagues in management plan

LVSTD Elim Period

Used for STD elimination period (example 7,14 days). At most ministries, results in colleague initiating STD claim with STD vendor, medical case management, and advise to pay from STD vendor. Non-paid code. Use PTO if available - use for colleagues in non-management plan.

LV STD 50 Pct STD - 50% LV STD 60 Pct STD - 60% LV STD 66.67 Pct STD - 66 2/3% LV STD 70 Pct STD - 70% LV STD 90 Pct STD - 90% LV STD Unapproved Colleague remains on leave (i.e.-FMLA approved leave) but STD is denied or discontinued by

STD vendor- intermittent or continuous Elective LV ELE Administrative Colleague placed on paid administrative leave per Human Resources (i.e - investigational

leave or related to fitness for duty concerns) - continuous LV ELE Educational Educational leave - continuous LV ELE Non FMLA Family Cnt Leave for non- FMLA qualifying family member (i.e.-sister, brother, grandparent), if

ineliligible for FMLA for qualifying family member, or FMLA has been exhausted - continuous

LV ELE Non FMLA Self Cnt Leave for self that is not FMLA or if FMLA has been exhausted-continuous (or intermittent may be approved if related to an ADAAA qualifying condition)

LV ELE Personal Elective leave that is approved for personal reasons that are not applicable for other elective leave types. (i.e.- house fire, natural disaster, life stress, divorce, etc.) - continuous

LV ELE Provisional Collegue has been released to work but position is no longer available and/or if colleague has been released to return to work but needs to complete required Health Stream classes, renew CPR, or update certifications, etc.-continuous

LV ELE Public Service Unpaid/voluntary work in order to benefit a community (i.e.- mission or relief efforts) - continuous

LV ELE Unapproved Request for leave is not approved but colleague does not report to work.- continuous FMLA LV FMLA Ch Baby Bonding Cnt Care of newborn per FMLA guidelines - continuous

LV FMLA Ch Placement Cnt Care of needs for placement of child related to adoption or foster care per FMLA guidelines - continuous

LV FMLA Family Child Cnt Care of child (includes adult child as per FMLA guidelines) - continuous

LV FMLA Family Loco Prnt Cnt Care of adult who acted in place of a parent during childhood by providing day-to-day care or financial support-continuous

LV FMLA Family Parent Cnt Care of parent - continuous LV FMLA Family Spouse Cnt Care of spouse - continuous LV FMLA Self Cnt Care of self. Including maternity disability leave - continuous LV FMLA Mil SrvcMem Care Cnt Care of a qualifying servicemember or veteran - continuous LV FMLA Mil Exigency CNT Qualifying exigency related to a qualifying family member during covered active duty -

continuous

LV FMLA Ch Placement Int Care of needs for placement of child related to adoption or foster care per FMLA guidelines - intermittent

LV FMLA Family Child Int Care of child (includes adult child as per FMLA guidelines)- intermittent

LV FMLA Family Loco Prnt Int Care of person who acted in place of a parent during childhood by providing day-to-day care and/or financial support - intermittent

LV FMLA Family Parent Int Care of parent - intermittent LV FMLA Family Spouse Int Care of spouse - intermittent LV FMLA Self Int Care of self (including maternity/prenatal needs) - intermittent

LV FMLA Mil SrvcMem Care Int Care of a servicemember or qualifying veteran (Up to 26 weeks rolling forward from first day of leave) - intermittent

LV FMLA Unapproved FMLA Leave is applied for but colleague is not eligible for FMLA or FMLA is denied - intermittent or continuous

LV FMLA Mil Exigency Int Qualifying exigency related to a qualifying family member during covered active duty - intermittent

Military Service LV Mil Duty Active Short or long term active duty - continuous LV Mil Duty Reserve Short term reserve training/duty - continuous LV Mil Duty Unapproved Leave applied for but delayed/denied but colleague does not report to work

State or Municipality LV ST CA CFRA SrvcMem Care CRFA Military Care of Servicemember LV ST CA CFRA Exigency Up to 10 days during military spouse's leave LV ST CA CFRA CRFA Non Military LV ST CA PFL CA Paid Family Leave LV ST CA PDL CA Pregnancy LV ST CA SDI CA State Disability leave LV ST IA Mat Iowa Pregnancy Disability Leave LV ST NJ FLI Employees of all private and governmental employers subject to the New Jersey

Unemployment Compensation Law are covered LV ST NJ STD New Jersey Short Term Disability leaves LV ST NY STD New York Disability leaves LV ST OR FLA Oregon Family Leave Act LV ST Unapproved Leave applied for but delayed/denied but colleague is off work - intermittent or continuous

Workers Compensation

LV WC Cnt Worker's compensation continuous leave

LV WC Int Worker's compensation leave and working reduced hours or days due to condition - intermittent

LV WC Unapproved Worker's compensation is delayed/denied but employee is off work - intermittent or continuous

Return to Work Program

RTW Prog Home Dept RTW participating in temporary transitional/light duty in department in which employment resides (Hours worked)

RTW Prog Non Home Dept RTW participating in temporary transitional/light duty in department other than that in which employment resides (Hours worked)

Other LV Other Use this code ONLY if the appropriate leave type is not included on the list of leave types (i.e- state leaves, municipality leaves, etc.) Note applicable leave type in comments section. Notify Tammie Hansen at email: [email protected] to request additional leave type to be added to future environments of WorkDay.


LEAVE TYPE CODES (Attachment)

• How will STD hours be brought into Workday? • Examples:

• 10 days of 60% STD benefit • 10 days of Salary Continuation • 5 days of 70% STD benefit


How do “Leave Type Codes” Impact Current Process?

Key Decisions Related to: - Business Processes - Security Roles - Organizational Types & Descriptions


A Business Process Defines WHO, WHAT and WHEN

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Examples of Business Processes 1. Add Additional Job

2. Change Benefits

3. Change Benefits Life Event

4. Change Job

5. Close Position

6. Contact Change

7. Contract Non-Employee (Contingent Worker)

8. Convert to Employee

9. Create Position

10. Edit Government IDs

11. Edit Licenses

12. Edit Position

13. Edit Position Restriction

14. End Additional Job

15. End Non-Employee Contract (Contingent Worker)

16. Freeze Position

17. Hire

18. Legal Name Change

19. Maintain Collective Agreements

20. Organization Assignment

21. Personal Information Change

22. Preferred Name Change

23. Proposed Compensation Change

24. Request Compensation Change

25. Request Leave of Absence

26. Request One Time Payment

27. Request Return from Leave of Absence

28. Service Date Change

29. Switch Primary Job

30. Title Change

31. Termination


• Correct Time Off • Request Leave of Absence • Request Return from Leave of Absence


Workday Absence Business Processes

Correct Time Off

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Request Leave of Absence

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Request Return Leave of Absence

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Security Roles: Basic Building Blocks for Our Business Processes & Security

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Security Roles: • Determine what a person can see and do in Workday

regarding the business processes

• Think of them as Hats you wear

Security Roles are NOT: • Job titles or job definitions

Security Role Comparison

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Trinity Health Job Type Workday Transactional Security Role (roles define what a person can see and do in Workday; colleagues may have multiple roles)

HR Business Partner / Consultant HR Partner

Associate Resource Center / RHM Operations

HR Partner HR Representative HR Shared Services Representative

Centers of Expertise Leave Partner Benefit Partner Compensation Partner Retiree Partner

Manager Manager, Support Manager

Colleague Employee As Self

HRIS Administrator roles

Payroll Payroll Partner Payroll Partner Lite

Direct Access Users (Employee Self Service)

No Approval Needed (by HR/HR Reps/Service Center/Management)

• Address Change – unless a geographical change which results in a health plan change

• Beneficiary designation

• Personal data change

• Personal Contact Information (address/phone/personal email)

• Work contact information (phone, address, email)

Approval Needed (HR/HR Reps/Service Center/Management/Centers of Expertise – Leave Partners )

• Personal Data (Gender, DOB, marital status, place of birth, race/ethnicity, citizenship)

• Photo

• Edit government ID

• Edit passport/visas

• Edit licenses/certifications

• Edit other ID

• Enter Leave (Leave Partner)

• Return from Leave (Leave Partner)


Workday Demo Logging Into Workday Basic Navigation Worklets


Adding Worklets To Your Home Page


Click on the ‘Wheel’

Click on the plus (+) sign to add a new worklet(s)

Adding Worklets To Your Home Page


Search or enter the Worklet name. Click on the plus (+) sign to add additional Worklets

Workday Leave Partner Session 2 - May 4, 2016


• Welcome/ Reflection • Transition of existing leaves to Workday

• Ministries utilizing Kronos Absence Management Module o Instructions for preparation for integration

• Ministries without Kronos Absence Management Module

• Demo • FMLA Hours – hours utilized/remaining, rolling in and out • Request leave • Return from leave • Extend a leave • Deny a leave • Corrections to a leave • Key Service Date fields

• Hands-on • Q & A


Agenda Session 2

Billie Sue Wolfe - Ice breaker Tell us about one thing you do to keep yourself energized about your work.


Reflection

Reminder…

41

• Please put your phone on mute • Please do not put your phone on hold

• Ministries with Kronos Absence Management Module • Ministries without Kronos Absence Management Module-

Utilization of EIB


Transition of Existing Leaves to Workday

Begin now: 1. Complete required fields "Last day worked” and "First Day Back at Work“ (see print screen on next slide):

• All new continuous leave cases

• Existing/open continuous leave cases

• Testing of continuous leave cases

2. Close leave cases that are “open” in Kronos for TERMINATED employees: • These cases must be closed prior to the integration

• Develop a process/system/audit to ensure there are no cases left open for terminated employees in the future

• Job Aid attachment to assist in the process of closing these cases.

• The Job Aid advises - select "current pay period", which will not pull up any leave cases that had an end date prior to the current pay period. Use a range of dates from 1/1/2000 to current date.

3. Review/update/close as appropriate open leave cases for current colleagues with outdated “leave end dates”. • To identify these colleague’s cases - use the "Leave Case Detail" genie and the Hyperfind (Show) "Leave Cases Open" and a range of dates from

1/1/2000 to current date.

• This list will show any leave case that was open during the range of dates, and will list cases with all statuses. S

• Sort the column of "Leave Case End Date", then sort the column of "Leave Case status".

• Review the open leave cases with any leave case end date that is prior to current and update or close the case.

• This should be an ongoing process.

*Instructions provided by Sandy Oliverio


Preparation for Workday Integration: Kronos ABS Mgt

Fields that must be completed in Kronos “Additional Information Screen” for all continuous leave cases: 1. "Last day worked”

2. "First Day Back at Work"


Preparation for Integration of Existing Kronos Cases

• EIBs are used to load data into Workday • An EIB is a very basic integration that can be used to load data

into Workday using a template • It is quicker and easier to load a large amount of data into

Workday using an EIB versus manual entry • You must have the correct security roles assigned to be able to

create and launch an EIB in Workday


Enterprise Integration Brokers (EIBs)

• New EIB templates can be exported from Workday • EIB templates are created in .xml and need to remain in xml.

Changing the format or adding or removing columns can corrupt the template

• Once a new EIB template is generated, you will be able to use it to load new, similar data

• You must use the correct EIB template to load your data type. For example: • Time-Off or Leave must be loaded using an Absence EIB • Earnings must be loaded using a Payroll EIB


EIBs: Exporting and Generating

• Determining eligibility • Discussion service date fields • FMLA hours – utilized/remaining, rolling in and out • Request leave • Return from leave • Extend leave • Deny leave • Corrections to a leave • Key Service Date Field Definitions


Demo

Key Service Date Fields

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Date Description

Hire Date or Contract Start Date Automatically populated from the most recent Hire or Contract Contingent Worker business process.

Original Hire Date Automatically populated from the earliest Hire Date. Enables you to track when a worker was first employed by the organization. Used for COBRA eligibility, Form I-9, and the Length of Service in Months from Original Hire Date report field.

Continuous Service Date Automatically populated from the most recent Hire Date. Enables you to give credit for past employment. Used in benefit elections, compensation period basis behavior, and length of service calculations.

Length of Service Automatically calculated from the Continuous Service Date to the current date or termination date.Use the Service Length Type field in the Edit Tenant Setup - HCM task to specify the display format.

Date Entered Workforce Supports statutory leave entitlements. Use the Edit Tenant Setup - Global task to track for workers in specific countries.

Days Unemployed Used only for China. Impacts statutory leave eligibility.

Months Continuous Prior Employment Used only for China. Impacts statutory leave eligibility.

Benefits Service Date Enables you to track length of service for benefit programs. Example: Workers become eligible for insurance after a 3-month probation period. Available for use in user-defined calculations and eligibility rules.

Company Service Date Enables you to track an additional service date, such as date of acquisition. Available for use in user-defined calculations and eligibility rules.

Time Off Service Date Enables you to track time off eligibility based on a different service date. Example: Standard time off is 3 weeks per year, but some workers negotiate 4 weeks. Available for use in user-defined calculations and eligibility rules.

Retirement Eligibility Date Enables you to track eligibility for retirement, such as when it is based on length of service or age .Available for use in user-defined calculations and eligibility rules.

Expected Retirement Date Enables you to report on retirement for workers who announce their retirement date in advance. Available for use in user-defined calculations and eligibility rules.

Seniority Date Automatically populated from the earliest Hire Date. Enables you to track seniority based on a date other than Hire Date or Company Service Date. Used in the Length of Service in Months from Seniority Date report field. Available for use in user-defined calculations and eligibility rules.

Severance Date Enables you to track how long a worker receives severance pay. Also used in compensation period basis behavior .Available for use in user-defined calculations and eligibility rules.

Vesting Date Enables you to track when a worker is fully vested, when this differs from standard vesting rules.

Workday Leave Partner Session 3- May 5,2016


•Welcome/Reflection •Review and Demo “Absence” business processes •Creating reports “View Leave Results” •Creating custom reports •Demo •Hands-on entering leaves •Q & A


Agenda Session 3

Billie Sue Wolfe – Ice breaker What’s your favorite vacation spot… and why?


Reflection

Reminder…

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• Please put your phone on mute. • Please do not put your phone on hold.

Review and Demo: • Request a Leave • Return from Leave • View Leave Results


Absence Business Processes

Workday Reporting

Trinity Health Reporting Strategy


• Centralized reporting and governance model to avoid

performance impacts in the tenant • Roles that have access to run reports will be able to run

both delivered and custom reports • Custom reports will become part of a ‘Reports Library’

and will continue to grow

Accessing Workday Reports


Additional worklets/reports libraries to be added soon: Benefits Payroll RHM specific custom worklet

Regulatory/Compliance Audit Executive dashboard

Search here

Access reports via a custom worklet

Accessing Workday Reports


Standard (Delivered) Reports: • Standard (delivered) reports are accessible by either searching for them

or running two reports called ‘Workday Standard Reports I Can Run’ and ‘Workday Standard Xpresso Reports’

• Delivered reports come in two types: Report Writer or Xpresso • Users can run any delivered report they have access to • Users can NOT directly edit a delivered report • Authorized users can COPY a delivered report if the type = Report

Writer Custom Reports: • Users can run any custom report they have access to • Custom reports are designed and built using the report writer tool • They can be created new or as a copy of another standard or custom

report • Only authorized users can create custom reports

Workday Leave Partner Session 4 – May 6, 2016


•Welcome/Reflection •Review •Demo •Hands-on entering leaves •Open Discussion: Review and Requests


Agenda Session 4

Reminder…

60

• Please put your phone on mute. • Please do not put your phone on hold

Billie Sue Wolfe – Ice breaker Tell us what you think will be your favorite thing about Workday


Reflection

• Any demos you would like to have repeated • Any Job Aids that would be helpful • Any other areas of review or discussion


Review and Requests

Leave of Absence Employee Testing Test Cycle Functional Area Tester Scenario ID Scenario Name Scenario Description Scenario Prep Date Tested Expected Results Execution Status Notes (Data such as EE ID, EffDt, Pay Group, and documentation of any issues) EE ID Years of Service Hire Date

Absence Management

AB.LBP.01 Leave Eligibility - employee meets eligibility criteria for leave type

After entering First Day of Leave and Estimated Last Day of Leave, ensure the Leave Type appears in the list of leave types.

Find an employee that meets the eligibility criteria of the Leave Type. Use task 'Place Employee on Leave' off of worker

The Leave Type that the employee is eligible for appears in the Leave Type field Not Started

12345-1-01/01/2013 12345 1 1/1/2013

Absence Management

AB.LBP.02 Leave Eligibility - employee does not meet eligibility criteria for leave type

After entering First Day of Leave and Estimated Last Day of Leave, ensure the Leave Type does not appear in the list of leave types.

Find an employee that does not meet the eligibility criteria of the Leave Type. Use task 'Place Employee on Leave' off of worker

The Leave Type that the employee is ineligible for does not appear in the Leave Type field Not Started

Absence Management

AB.LBP.12 Intermittent Leave Enter time off for the continuous or intermittent time off attached to the leave type. Run the Leave Results for Worker report with the appropriate As Of date and Leave Type and ensure the time for the time off is reflected in the Total Taken and Outstanding Balance fields.

Find an employee that meets the eligibility criteria of the Leave Type and the Leave Type has an intermittent leave time off tied to it. Only run test if advanced leave is in scope

Total taken and outstanding balance fields should be correct Not Started

Absence Management

AB.LBP.13 Additional Leave Types Request Leave from one of the additional leave types. Run the Leave Results for Worker report with the appropriate As Of date and Leave Type and ensure the time for the additional leave type is reflected in the Total Taken and Outstanding Balance fields.

Find an employee that meets the eligibility criteria of a Leave Type that has additional leave types tied to it (FMLA or certain state leaves where the balance is tied to each other). A Time Off event will need to be created for the first Leave Type to ensure that number of hours was decremented from the additional leaves tied to the first. (Example: we are ensuring time taken for a state leave is also decremented from the FMLA bucket if applicable) Run the 'Leave Results for Worker' report Only run test if advanced leave is in scope

Time for the additional leave type is reflected in the Total Taken and Outstanding Balance fields. Not Started

Absence Management

AB.LBP.14 Leave Family Request Leave from one of the leave types in the same leave family. Run the Leave Results for Worker report with the appropriate As Of date and Leave Type and ensure the time for the additional leave type is reflected in the Total Taken and Outstanding Balance fields.

Find an employee that meets the eligibility criteria of the Leave Type and the Leave Type has all leave types from leave family tied to it ((Example: we are ensuring all FMLA's are tied to one leave entitlement). Run the 'Leave Results for Worker' report

Time for the additional leave type is reflected in the Total Taken and Outstanding Balance fields. Not Started

Absence Management

AB.LBP.15 Payroll Effect Place employee on Severance leave. Run the View Time Off Results by Period and ensure payroll is impacted as expected.

Find an employee that meets the eligibility for a flat rate accrual and place them on Severance leave. View employee's payroll inputs

Pay Is impacted as expected Not Started

Absence Management

AB.LBP.16 Absence Accrual Effect Place employee on Severance leave. Run the View Time Off Results by Period and ensure the accrual is impacted as expected.

Find an employee that meets the eligibility for a flat rate accrual and place them on Severance leave. Run the 'View Time off Results By Period' report

Accrual is impacted as expected Not Started

Absence Management

AB.LBP.19 Request Leave Login as an employee and Request LOA; then login as appropriate security groups and verify that all appropriate notifications and approvals are sent Notifications wanted need to be provided by

client

Notifications correctly received Not Started

Absence Management

AB.LBP.20 Place Employee on Leave Login as initiating security groups for the Request Leave of Absence BP: 1. Verify employee qualifies for leave 2. Verify appropriate approvals and notifications are sent 3. Verify worker system activation changes (if necessary)

Approval and notifications are correct Not Started

Absence Management

AB.LBP.21 Return Employee from Leave

Login as employee with security to Return Employee from Leave of Absence: 1. Verify return date is accepted 2. Verify worker activation changes (if necessary) 3. Check for adjustments to other plan accruals

Accruals adjust correctly Not Started

Absence Management

AB.LBP.22 Request Leave of Absence Log in as someone in each security group who can initiate the business process and ensure they can place an employee on leave request leave for an employee.

Identify a user from each security group under 'Who Can Start the Business Process' - Place Employee on Leave

Proper security groups are assigned for each action in the business process Not Started

Absence Management

AB.LBP.24 Request Leave of Absence Log in as someone in each security group who can view the business process and ensure they can view a leave that was submitted.

Identify a user from each security group under 'Who Can Do Action Steps in the Business Process' - 'Action Step: View All'


Absence Management

AB.LBP.27 Request Leave of Absence Log in as someone in each security group who can rescind the leave request and ensure they can rescind the request.

Identify a user from each security group under 'Who Can Do Action on the entire Business Process' - 'Action Step: 'Rescind'


Absence Management

AB.LBP.28 Request Leave of Absence Log in as someone in each security group who can correct the leave request and ensure they can perform the correction.

Identify a user from each security group under 'Who Can Do Action on the entire Business Process' - 'Action Step: 'Correct'


Absence Management

AB.LBP.29 Request Return from Leave of Absence

Log in as someone in each security group who can initiate the business process and ensure they request the return from leave for an employee.

Identify a user from each security group under 'Who Can Start the Business Process' - Return Employee From Leave'


Absence Management


Log in as someone in each security group who can view the business process and ensure they can view the return from leave request that was submitted.

Identify a user from each security group under 'Who Can Do Action Steps in the Business Process - 'View All'


Absence Management


Log in as someone in each security group who can cancel the return from leave request and ensure they can perform the cancellation.

Identify a user from each security group under 'Who Can Do Actions on the entire Business Process - 'Cancel'


Absence Management


Log in as someone in each security group who can rescind the return from leave request and ensure they can rescind the request.

Identify a user from each security group under 'Who Can Do Actions on the entire Business Process - 'Rescind'


Absence Management


Log in as someone in each security group who can correct the return from leave request and ensure they can perform the correction.

Identify a user from each security group under 'Who Can Do Actions on the entire Business Process - 'Correct'



Leave Testing Scenarios (Attachment)

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