Hi sir, learned alot from this content!One question tho. What if there are two workshift lets say 8hrs and the other is 7.5 with diff years of service for vacation front loaded. How should that be setup in accrual?
Thanks a lot for the comment. To know more you can directly contact us on : +1 (515) 309-7846 (or) WhatsApp us for more info: pulse.ly/qg1vodtlpj or write to info@zarantech.com
Awesome sir! Great content. Quick clarification on "Time Off Validation", let's say the Accrual balance is 25 days and if an employee applies more than 25 days of leave, system throws validation message as "You exceeded the limit". Could you plain how this calculation or validation is being setup?
Thank you! I'm glad you found the content helpful. To answer your question about "Time Off Validation," it's set up through Workday's validation rules. Basically, when configuring time off plans, there's an option to set a maximum limit for time off requests. In your example, it sounds like the limit is 25 days. If someone requests more than that, Workday checks their accrual balance and triggers that validation message. You can adjust the settings to either stop them from submitting or just warn them but allow them to proceed, depending on the company’s policy. Let me know if you need a step-by-step on setting that up!
@@workdaylearnercommunity Thank you sir, as far as I know, we have setup Time Off Data Validation Custom Text and this text throws as error when someone exceeds the balance limit. But, am not sure how the setup is done. The validation uses the Time Off. Would be great if you could guide me with the steps please! Thanks again sir.
breakdown of the steps to set up validation: Go to Time Off > Business Process > Validation Rules. Choose the Time Off Plan you want to set a limit for. Set up the Custom Validation - here you can add the error text that will trigger when the balance limit is exceeded. Don't forget to test it by assigning time off that exceeds the limit!
Workday can calculate PTO (Paid Time Off) on a daily basis, including for California residents. It's highly customizable and can be tailored to adhere to California's specific labor laws and regulations regarding PTO accrual and usage.
Employees will be eligible to 1 day bank bereavement leave effective July 1, 2024. The current time off drop-down (Bereavement) menu includes an option to select bereavement, but it draws from the employee's sick time. The system needs to be updated so that only one day of bereavement leave is considered a fringe benefit, and any additional days will continue to be drawn from the employee's sick time. Can we modify same time off to get this done ? and How ?
To implement the new bereavement leave policy in Workday where employees are eligible for 1 day of paid bereavement leave as a fringe benefit and any additional days are deducted from their sick time balance, you will need to make changes to the Time Off plans and Time Off types. Here are the steps: 1. Create a new Time Off Type specifically for the 1 day paid bereavement leave benefit: - Go to Time Off > Time Off Types - Create a new Time Off Type (e.g. "Paid Bereavement Leave") - Set the Time Off Policy to "Paid Time Off" - Set the Accrual Policy to "None" (since it's a fixed 1 day benefit) - Set the appropriate Accrual Period and Accrual Amount (e.g. 1 day per year) - Save the new Time Off Type 2. Modify the existing Bereavement Time Off Type: - Go to Time Off > Time Off Types - Edit the existing Bereavement Time Off Type - Change the Time Off Policy to "Sick" (or whichever policy draws from sick time balance) - Save the changes 3. Update the Time Off Plan(s): - Go to Time Off > Time Off Plans - Edit the relevant Time Off Plan(s) for your employee populations - Add the new "Paid Bereavement Leave" Time Off Type to the plan - Ensure the existing Bereavement Time Off Type is still included in the plan - Set the appropriate priorities and limits for each Time Off Type - Save the changes to the Time Off Plan(s) 4. Communicate the changes to employees and provide guidance on how to request bereavement leave going forward. With these changes, when an employee requests bereavement leave, they will first utilize the 1 day "Paid Bereavement Leave" benefit. Any additional bereavement days requested will then deduct from their sick time balance based on the existing Bereavement Time Off Type settings. It's recommended to thoroughly test these changes in a non-production environment before deploying to production. Additionally, you may need to update any related processes, reports, or integrations that rely on the bereavement leave data.
Sure! To update Workday for the new bereavement leave policy effective July 1, 2024, create a new time off type for the 1-day bereavement leave, set eligibility rules for it, and ensure it’s configured as a fringe benefit. Adjust balances so this leave doesn’t draw from sick time, and set usage limits to ensure only 1 day is taken from the new bereavement leave, with any additional days pulling from sick leave.
Hi sir, learned alot from this content!One question tho. What if there are two workshift lets say 8hrs and the other is 7.5 with diff years of service for vacation front loaded. How should that be setup in accrual?
Thanks a lot for the comment. To know more you can directly contact us on : +1 (515) 309-7846 (or) WhatsApp us for more info: pulse.ly/qg1vodtlpj or write to info@zarantech.com
Awesome sir! Great content. Quick clarification on "Time Off Validation", let's say the Accrual balance is 25 days and if an employee applies more than 25 days of leave, system throws validation message as "You exceeded the limit". Could you plain how this calculation or validation is being setup?
Thank you! I'm glad you found the content helpful.
To answer your question about "Time Off Validation," it's set up through Workday's validation rules. Basically, when configuring time off plans, there's an option to set a maximum limit for time off requests. In your example, it sounds like the limit is 25 days. If someone requests more than that, Workday checks their accrual balance and triggers that validation message.
You can adjust the settings to either stop them from submitting or just warn them but allow them to proceed, depending on the company’s policy. Let me know if you need a step-by-step on setting that up!
@@workdaylearnercommunity Thank you sir, as far as I know, we have setup Time Off Data Validation Custom Text and this text throws as error when someone exceeds the balance limit. But, am not sure how the setup is done. The validation uses the Time Off.
Would be great if you could guide me with the steps please!
Thanks again sir.
breakdown of the steps to set up validation:
Go to Time Off > Business Process > Validation Rules.
Choose the Time Off Plan you want to set a limit for.
Set up the Custom Validation - here you can add the error text that will trigger when the balance limit is exceeded.
Don't forget to test it by assigning time off that exceeds the limit!
@@workdaylearnercommunity Thank you so much sir
You're much welcome.
Can WD calculate PTO daily for example for California residents?
Workday can calculate PTO (Paid Time Off) on a daily basis, including for California residents. It's highly customizable and can be tailored to adhere to California's specific labor laws and regulations regarding PTO accrual and usage.
Employees will be eligible to 1 day bank bereavement leave effective July 1, 2024.
The current time off drop-down (Bereavement) menu includes an option to select bereavement, but it draws from the employee's sick time. The system needs to be updated so that only one day of bereavement leave is considered a fringe benefit, and any additional days will continue to be drawn from the employee's sick time.
Can we modify same time off to get this done ? and How ?
To implement the new bereavement leave policy in Workday where employees are eligible for 1 day of paid bereavement leave as a fringe benefit and any additional days are deducted from their sick time balance, you will need to make changes to the Time Off plans and Time Off types. Here are the steps:
1. Create a new Time Off Type specifically for the 1 day paid bereavement leave benefit:
- Go to Time Off > Time Off Types
- Create a new Time Off Type (e.g. "Paid Bereavement Leave")
- Set the Time Off Policy to "Paid Time Off"
- Set the Accrual Policy to "None" (since it's a fixed 1 day benefit)
- Set the appropriate Accrual Period and Accrual Amount (e.g. 1 day per year)
- Save the new Time Off Type
2. Modify the existing Bereavement Time Off Type:
- Go to Time Off > Time Off Types
- Edit the existing Bereavement Time Off Type
- Change the Time Off Policy to "Sick" (or whichever policy draws from sick time balance)
- Save the changes
3. Update the Time Off Plan(s):
- Go to Time Off > Time Off Plans
- Edit the relevant Time Off Plan(s) for your employee populations
- Add the new "Paid Bereavement Leave" Time Off Type to the plan
- Ensure the existing Bereavement Time Off Type is still included in the plan
- Set the appropriate priorities and limits for each Time Off Type
- Save the changes to the Time Off Plan(s)
4. Communicate the changes to employees and provide guidance on how to request bereavement leave going forward.
With these changes, when an employee requests bereavement leave, they will first utilize the 1 day "Paid Bereavement Leave" benefit. Any additional bereavement days requested will then deduct from their sick time balance based on the existing Bereavement Time Off Type settings.
It's recommended to thoroughly test these changes in a non-production environment before deploying to production. Additionally, you may need to update any related processes, reports, or integrations that rely on the bereavement leave data.
Sure! To update Workday for the new bereavement leave policy effective July 1, 2024, create a new time off type for the 1-day bereavement leave, set eligibility rules for it, and ensure it’s configured as a fringe benefit.
Adjust balances so this leave doesn’t draw from sick time, and set usage limits to ensure only 1 day is taken from the new bereavement leave, with any additional days pulling from sick leave.