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Workday - Ongoing Updates

Need Workday Help?
  • Be sure to check out the Workday resource pages for employees, managers, HR Partners, Absence Partners, Timekeepers, Recruiters, etc.
  • Email WorkdaySupport@rhanet.org

Workday Phase 2 Training
Asheville, Chattanooga, New Bern, High Point

Description
RHA is holding our Workday Phase 2 Training.  This will be a two-day ‘deep dive’ into Workday.

Who Should Attend?
RHA Executives, Vice Presidents, Unit Leaders and everyone in the ‘HR Partner’ role in Workday should attend.

Computers
  • PLEASE BRING YOUR OWN COMPUTER if you have access to one.
  • This training is best if everyone has their own computer to use.
  • Our training team will have some devices to loan out.

What Will Be Covered? 

Building Off 2017 Launch

  • Workday Basics
  • Core Human Capital Management (HCM)
  • Absence (PTO & Leave)
  • Compensation
  • Recruiting
  • Running reports
  • Schedules
  • Time
  • Updated ‘train-the-trainer’ modules to help you train your unit’s managers and employees

New Functionality

  • Benefits
  • Talent
  • Learning Preview

Register Online for May 2018 Workday Phase 2 Training

Asheville – May 7-8

Chattanooga – May 10-11

New Bern – May 15-16

High Point – May 17-18



Introducing Workday Talent

Today, RHA rolled out two new worklets/apps inside of Workday.

  • Talent and Performance for Employees
  • Team Performance for Managers

Advantages include:

  • Expansion of our 'Elevate' program, to now include all employees
  • Using the familiar Workday User Interface
  • Actions items show up in our Workday Inbox
  • You can Get and Give Feedback from others, which can be used to inform performance reviews
  • Your performance information can inform career development opportunities and future compensation decisions.

Today, you don’t have to do anything specific.  We do encourage you to build out your talent profile (think of this as your RHA LinkedIn) and use the Feedback and Goal tools.

Click here to view the 30 minute Workday Talent introductory webinar.



Introducing Workday Benefits & Expanded Benefits Service Center

RHA has moved our benefits management system to the Benefits worklet/app inside Workday

Improvements Include:

  • One platform - Manage your Benefits in Workday, in addition to managing your time, PTO, personal & pay information.
  • Inbox - Reminders will be sent to you via your Workday Inbox to remind you of deadlines
  • Benefits Changes - If you have a life event that would lead to a benefits change, you can initiate in Workday Benefits.
  • Easy Access to Information -  View Benefits & Wellness videos, Carrier phone/website info, Summary Plan Descriptions, and more!

Access your Benefits information by logging into Workday, then selecting the Benefits worklet icon.

Watch the Workday Benefits Announcement Webinar - 35 minutes.  Registration required


RHA's NEW Benefits Service Center

We've updated more than just our benefits management software!

We've upgraded our Benefits Service Center with expanded hours and the ability for benefits registration over the phone!

The Benefits Service Center is here to help employees with:

  • Workday Password Resets (if you are unable to reset yourself online)
  • Benefits Enrollment - including phone enrollment!
  • Navigating Benefits in Workday 
  • Life Event changes 
  • New Insurance Cards 
  • Managing Dependents

Contact RHA’s Benefits Service Center 
Contacts are tracked in a ticketing system so employees can know the status of their request 


For more information, visit the Benefits page.


March 2018 Email to Managers - 3/29/18

Hi RHA Managers,

In recent weeks, your leadership has asked you to ensure you approve all items in your Inbox.  It is extremely important to log into Workday every day, and approve items in your Inbox.

Specifically, there have been challenges ensuring old PTO requests have been approved by Managers, and that employees respond to items that Managers sent back to employees via the Send Back button. 

Examples of Manager Responses to PTO Requests

  • Approve – Approves the Employee Request
  • Send Back – Sends the request back to the employee
  • Deny – Denies the Employee’s request.

If you don’t know how to respond to an item in your Workday Inbox, please contact your local business office immediately for help.

How YOU Can Help Your Employees Complete Their Workday Tasks
Now that you’ve addressed your Inbox items, there may still be items for your employee to address.
An example is when your employee requested PTO, but you couldn’t approve due to coverage.  You may have clicked Send Back and ask the employee to pick a different day for their PTO.

There is a quick report you can run in Workday to help you and your employees!  Take these steps:

  1. Login to Workday
  2. Enter Outstanding Actions for My Direct Reports in the search box
  3. See your employees that have Outstanding Actions in their Workday Inbox that they need to attend to.
  4. Personally touch base with employee, asking them to take the appropriate action in Workday.

Helpful Workday Reports for Operations


Workday Items from March 2018 Organizational Update

Managers – Important to Access Workday Daily

  • In Workday, a ‘manager’ is anyone that directly supervises another employee. 
  • It is extremely important for managers to log into Workday on a daily basis to do core functions of the job.
  • Managers need to respond to all Workday Inbox items quickly.
  • Failure to login and respond to Inbox items will slow down important processes that are vital to your employee, your team, and our company.


Managers – Please Respond to Past PTO Requests by Friday, March 23rd

One area where we are not seeing all managers promptly respond to is around PTO approval.  We currently have hundreds of old PTO requests dating back toward September.
Executive Leadership has asked all managers to Approve/Send Back/Deny old PTO requests in Workday NO LATER than Friday, 3/23.

Attention to Detail is Important

  • While you tend to these old PTO requests, please ensure everything is accurate and that we don’t pay employees for both time worked and PTO at the same time.
  • Example #1:  A staff requested PTO 2/1/2018, PTO NOT approved, Staff did NOT take the day off, worked anyway
    • Since staff member never took PTO, worked and was paid, you would ‘Deny’ this PTO request
  • Example #2:  A staff requested PTO 2/1/2018, PTO NOT approved, Staff took the day off and wasn’t paid PTO
    • Since staff member did take PTO, but it wasn’t yet approved, the staff would not have been paid their PTO.  As a Manager, you will want to APPROVE the PTO request for 2/21, and the employee will be paid their PTO once the next payroll process.
  • If you have any questions, or are unsure what to do, please work with your local business office.


HR Partners - Job Classification Audit/Corrections

  • There is a need for unit to audit and correct worker Time Type (FT or PT) and Scheduled Weekly hours in Workday.
  • The reason is to ensure these data points are accurate, so when Workday Benefits launch April 2nd, employees that qualify for benefits will get benefits.
  • Deadline to complete this work is Monday, 3/26.
  • Questions?  Please work with your leadership.  They may reference an email on the subject from Jeremy Duffer sent 3/12/18.

HR Partner - Guide to Organize Employee Files
  • With our transition to Workday, more an more documentation is being kept in the Workday system instead of the local green ‘paper’ file.
  • Search the 3000 - Human Resources folder on the Forms Drive for the ‘Employee File Coversheets’ document.  This will give you direction for what is still in the paper file.
  • If you have questions, please contact your HR Business Partner.


Benefit Registration Moving to Workday Benefits 4/2/2018

Explaining the Transition to Workday Benefits

  • One platform – to log into and manage your benefits or may call the Service Center. Reminders will be sent to staff via Inbox to meet enrollment deadlines.
  • Benefits Video is in the Benefits Worklet for easy reference
  • External Links to vendors right from the Worklet
  • View Tabs with loads of Benefits information including: Company Benefits, Wellbeing Programs, How To Guides, Plan Summary Descriptions, Required Notices
  • We have new Company Benefits Guides – a package will be sent to units with new guides
  • We will provide more information after we go live on 4/2
  • We will have a NEW Benefit Service Center which should be contacted after 4/2 and they will record a ticket and triage your issue.
Download Updated ‘Intro to RHA’ Presentation
  • The ‘Introduction to RHA’ presentation has been updated to include these changes to Benefits registration.
  • Download from the Forms Drive to use in New Employee Orientation
    • File Name - Introduction to RHA 2017 - Updated March 2018
    • File Location – Forms\11000 - Training\New Employee Orientation Presentations - All Services-States




Workday Update Call Notes
December 28, 2017

Recent Improvements

Social Security Numbers

  • After a new hire goes through a Background Check, their SSN is placed in Workday where the HR Partner will validate it.
  • This step will prevent blank SSNs and ensure that there is not another duplicate SSN in Workday on another account.
  • If Workday says “Social Security Number Currently in Use”, then you may need to go an do a ‘rehire’ of an employee that previously worked with RHA.
  • We only want one record per current/past employee

Direct Deposit

  • Due to your feedback, we changed the order of onboarding to ensure the critical tasks are completed first, before moving to the other important onboarding tasks.
  • Immediately after hire, entering Direct Deposit information is now the very first step of Onboarding.
  • The system no longer requires the remainder of Onboarding steps to be completed before their Direct Deposit is available for payroll.
  • Although HR encourages that new hires complete all onboarding steps on the first day of work, this separation of steps ensures that at least the minimum needed for payroll can be done.

W4 / State Tax Elections

  • For employees with both their work and home state in TN, the state election should no longer appear as a step in onboarding.
  • For other employees in states that require income tax, the appropriate W4 should now be required.

Schedule Modification

  • In the past, only managers could make a change to an employee’s schedule
  • Workday has been modified to expand who can make changes to an employee’s schedule
  • Now, Managers, and anyone above them on the Supervisory Organization, and the employee’s HR Partner, can make changes to the employee’s schedule.

PAYROLL Updates

Time Submission Deadlines Pushed Back One Day For Next Week

  • Due to the New Year’s Day Holiday, Payroll has extended the deadline to Tuesday at Noon (Eastern time)
    • Includes Employee timesheet submission to Manager
    • Includes Manager approval of timesheet
  • Timekeepers will have until Wednesday at Noon EST

Holiday Pay Will Happen Automatically if Full-time and Active

  • Information on Holiday Pay has been covered on a few previous calls
  • For more information on Holiday Pay, Absence Requests on a Company Holiday, etc., please click here.
  • Reminder – If an employee is on leave (i.e. FMLA) and should not receive Holiday Pay, then need to be put into a Leave Status in Workday.

2017 Earnings are Complete

  • 2017 Employee earnings for time worked through December 16, 2017.
  • If any additional corrections are needed, please reach out directly to Payroll so information is accurate on W-2.

2017 W-2s

  • We don’t have a firm date yet on when W-2’s will be available.
  • We’ll have an update for you on the next call
  • We expect all W-2’s to be delivered to employees (current and former) by logging into Workday.

HCM Updates

Effective Date – What it means?

  • Effective date is the date an action becomes effective in Workday.
  • It is NOT the day you initiate, or ‘do’ the action in Workday.
  • Example:  You can go in on 12/28/17, and make a Compensation Change effective 1/14/18 (first day of that pay period).  They pay change won’t take effect until that day.

Compensation Changes

  • Compensation changes should be made in Workday BEFORE talking to the employee about it.
  • Exceptions are causing problems in correctly paying employees and allocating pay to the correct cost centers if our Pay Practices are not followed.
  • Our Pay practice is to NOT:
    • Back-date pay changes
    • Initiate a pay change mid-pay period
  • Best practice is for Compensation Changes to take effect the 1st day of next pay period.
  • Default checkbox on Compensation Changes is first day of next pay period

PTO Payout

  • Process in Workday still isn’t working correctly.
  • We’ve had some issues where PTO payout is not happening for voluntary termination with notice.
  • Our Workday Team is currently testing a solution, but no solution in production yet.
  • We want to make sure these payouts are happening correctly and in a timely manner.
  • If you expect a PTO payout situation, please proactively contact WorkdaySupport@rhanet.org
    1. Subject Line: PTO Payout
    2. Employee Name
    3. Termination Date that was entered in Workday
    4. Expected number of PTO hours to pay out

Demonstrations

Seeing ‘Events’ in Workday for a specific employee

  • Go to Worker Profile
  • Click ‘Job
  • Click the ‘Worker History’ tab toward the upper right

Rescinding and correcting a business process

If you go to the worker, and need to rescind or correct the worker, you can make corrections.

  • From ‘Worker History’, click the ‘Related Actions’ or 3-dot icon
  • Click ‘Business Process
  • Either Rescind (erases it) or make a change

Workday Phase 2

Talent & Advanced Compensation

Projected launch in March/April

Includes:

  • 90 day reviews
  • Performance reviews for all employees
  • Goals
  • Corrective Action
  • Performance Improvement Plans
  • Succession Planning

Benefits

Projected launch April

  • All benefit-related items currently being done in HRInTouch/BenefitFocus will move to Workday Benefits.
  • Includes dependent information, benefits elections, upload supporting documentation, etc.

Learning

Projected launch June

  • Workday Learning replaces STARS
  • Will expand functionality
  • More information to come!


Workday Update Call Notes
December 12, 2017

Rehiring An Employee That Was Terminated in Workday (back to 1/1/2017)
  • When someone is terminated in Workday, then are rehired, there are specific steps you need to take.
  • Once someone is terminated, they become a ‘pre-hire’ in Workday.
  • Note:  Terminations, or ‘pre-hires’ don’t show up in Workday’s common search.  Be sure to click ‘People’ on the left when searching for a terminated employee.
  • Jeremy demonstrated how to ‘rehire’ an employee from their Workday ‘pre-hire’ record.
  • These steps will ensure there is only ONE Workday record.

How To Do a Rehire within 90 days

  1. Person does not need to go through the application process again.
  2. Open up the terminated pre-hire record
  3. Find Pre-hire ID, highlight and copy
  4. Go to the open position
  5. Click ‘related actions’
  6. Hire Employee
  7. Use Existing Rehire
  8. Past the Pre-hire ID, submit.

Hire Date = First Day Worked - Jeremy

  • Hire Date in Workday is the 1st day worked, NOT the day an offer was accepted.
  • Hire Date being correct is very important, as it drives a lot of aspects of onboarding.
  • If Hire Date needs to be corrected/updates, HR Partners can change it.

How to Change Hire Date:

  1. Look up the employee
  2. Click ‘Job’
  3. Click ‘Worker History’.
  4. Scroll down to the ‘Hire: EMPLOYEE NAME;
  5. Click the Related Actions (3 dots)
  6. Business Process
  7. Correct
  8. Change the hire date

Onboarding Focus - Jeremy

We’ve really improved on-boarding compliance, keep up the good work!

Remember, all On-boarding should be completed before/during 1st day of work/training, including direct deposit/tax forms.

Prepare for a New Employee Orientation using the "Onboarding Status Summary' report

  • To ensure Onboarding is complete, please run the "Onboarding Status Summary' report in Workday.
  • Shows status of what is completed, in progress, or not started by the new hire
  • Units can run report by Supervisory Hierarchy.
  • If any employees are listed as 'in process', units should sit the employee in front of a computer to complete any remaining steps.

How to Update/Add Social Security #

  1. Search employee record
  2. Click ‘Actions’
  3. Click ‘Personal Data’
  4. Click ‘Edit ID Information’ to edit the social.
  5. Other edit option exist here, i.e. editing name, gender, address, etc.

Update on Schedule Templates

  • We hear you that you want more custom schedule templates.
  • Due to the high volume of requests, adding all templates requested is not possible at this time.
  • HR is looking at options to expedite the creation of Schedule Templates.
  • We’re focusing on the requests made by our large centers first.
  • If you’ve sent your request, please do not send again.  Kelly will reach out to facility if clarification is needed.

Changes in Leave Request Process

  • Staff requests will now go directly to the local Absence Partner NOT the Absence Administrator.
  • This should speed up the process.
  • Local Absence Partners will still do what they’ve always done with Leave requests.

PTO Requests on Christmas Day and New Year’s Day

Absence Partners – Please Verify No Paid Time Off Is Approved For A Holiday At Your Unit

    1. Units should pull the ‘All Worker Time Off’ report in Workday for both holidays
    2. Review to ensure no full-time staff have a Paid Time Off Request on Christmas or New Year’s Day.  Please do the same process that you did for Thanksgiving.
    3. To remove PTO on a Holiday, the employee, manager, or absence partner can correct/remove the PTO request
    4. See message on ‘Holiday Pay & Requesting Time Off’ for details.

PTO Payout Requests

  • We’ve had some issues where PTO payout is not happening for voluntary termination with notice.
  • We want to make sure these payouts are happening correctly and in a timely manner.
  • Please If you expect a PTO payout situation, please proactively contact WorkdaySupport@rhanet.org so the Workday team can ensure the automatic payout settings are functioning properly.
  • If it processes correctly, GREAT!  If not, Payroll can then manually enter the PTO payout.

Off-Cycle Payroll Change Due to Holidays
Due to the Christmas and New Year's Day Holidays, the off-cycle payroll run schedule has been adjusted.
  • Off-Cycle Deadline has been moved up to 10am EST on 12/27
  • Payouts will be 12/29.

Other Workday Notes

  • PTO and Absence Requests are no longer being mass approved.  Managers or Absence partners must approve these requests.



Workday Update Call Notes
November 28, 2017 Update

Click here to view the webinar from this update call


Topic

Issue

Description of the Issue?

What is the Solution, Action Needed?

Who addresses the Solution

Employee Acknowledgement

Want to ensure employees understand what they’re responsible for in Workday.

Employees are not consistently doing all the things they need to do in Workday.

 

A specific example is submitting timesheets on a weekly basis.

 

Ensure Employees know who to contact at their unit for help.

 

Employees understand they need to log into Workday often.

 

Employee reads, understands, and signs the acknowledgement in Workday.

Employee

Employee Case Study:  Unmatched Punches

Some timesheets are not being approved. Often, we’re seeing examples where an employee clocked in, but didn’t clock out.

Leading to an employee not being paid.  But it is difficult to correctly pay an employee if they don’t register and submit their time accurately.

The Unmatched Time Report is a great resource to see when employees have unmatched time.

 

Great idea to run this report near the end of each week, so there’s not a lot of ‘catchup’ activity the week that payroll processes.

Timekeeper working with unit leadership/manager

Manager Acknowledgement

Want to ensure Manager understand what they’re responsible for in Workday.

Managers are not consistently doing their approvals

Ensure Managers know who to contact at their unit for help.

 

Managers understand/do the following:

  • Login to Workday daily
  • Know that ‘hire date’ in Workday = first day worked
  • All onboarding must be complete before an employee begins training/work.
  • Assign work schedules to direct reports
  • Review direct report’s submitted time weekly
  • Approve PTO requests
  • Delegate Workday Tasks when away from work

 

Employee reads, understands, and signs the acknowledgement in Workday.

Manager

Manager Case Study:  Approving PTO

Managers are not consistently approving PTO requests

Since the launch of Workday, HR has been ‘mass approving’ PTO requests.

 

Effective THIS PAY PERIOD, there will be no more mass approvals.

Managers will need to approve/send back/deny all PTO requests to their employees

Manager

Holiday Pay

Many questions about ensuring 8 hours of Holiday Pay is paid to all FT employees

  • Holiday Pay is already paid.
  • No PTO should be paid out on a holiday.
  • Challenge removing Holiday Pay for an employee that

RHA Workday team is working to ensure the information in Timekeeper reports is accurate.

RHA Workday Team

Removing Holiday Pay

Questions on how to remove Holiday Pay for a FT employee that broke policy (i.e. called off work on a scheduled day before/after a holiday

 

Right now, there is not a great systematic way to remove Holiday Pay for a full-time employee

Please email WorkdaySupport@rhanet.org with the subject line ‘Remove holiday Pay’ about the employee that broke policy and needs to have the 8 hours Holiday Pay removed BEFORE 12/1/2017.

Timekeeper, HR Partner

No PTO on Thanksgiving (or any company holidays)

 

Should use ‘Holiday’ absence instead

Need to remove any PTO that was submitted or approved for Thanksgiving Day.

 

If approved PTO stays in, then the employee will be paid BOTH Holiday Pay and PTO.

  • ~135 PTO requests for Thanksgiving

 

Absence Partner

 

Absence Partner reviews the report, works first with Employee then Manager to correct.

 

If not corrected by the employee or manager, the Absence Partner needs to ensure PTO is removed from Thanksgiving by end-of-business on Friday, December 1.

 

Hire Date = First Day Worked

 

Hire date is the first day worked, NOT the day an offer is extended.

 

Please ensure the ‘Hire Date’ is the first day an employee works.

Recruiter, HR Partner, Manager

Onboarding

New hires still are not having all their onboarding completed.

New Hires don’t start work until all onboarding completed.

 

Onboarding not being completed is impacting employee’s first payroll.

 

Onboarding Status Summary Report is a great tool to capture what steps a new hire needs to complete on their first day.

HR Partner

Hiring into Filled Job Requisitions

The field is trying to hire too many candidates into a job requisition

This is slowing down the field hiring staff

Be sure you have an open job requisition, so you have a ‘seat’ to put the new hire into.

HR Partner, Primary Recruiter, Hiring Manager

HireRight Self-Adjudication

The field has reported that HireRight is slowing down the hiring process.

For example, a background check shows an old offense, or a work reference is not completed in a timely manner.

Use ‘Self-Adjudication’ to move the candidate forward to not slow down the hiring process

HR Partner, Primary Recruiter




Important Changes with Workday
10/1/2017
Be sure to check out the Workday for Employees or Workday for Managers resource pages, which shows you how to do many things in Workday.

About Workday Timekeeping

Hourly Employees
  • Please discontinue using TimeClockPlus or Eclipse for the purposes of collecting time worked to get paid. 
  • Hourly employees should ONLY enter time worked into Workday in order to be paid their paycheck. 
  • Please submit time to your manager via the ‘Time’ worklet by Noon eastern each week (starting Mon, Oct. 2nd). 
Salaried Employees
  • Salaried employees DO NOT have to enter time into Workday in order to be paid. 
All Employees
  • Please continue using your normal processes for collecting time related to serving the people we support 
  • Examples include Progress notes, Tracking hours for billing, to meet regulatory requirements, etc. 
  • If you have any questions specific to our situation, program or billing - please contact your unit leadership.

Deadline to submit Time-sheets is Weekly
Our time-sheets in Workday are completed on a weekly basis, company-wide.
  • Employees - Employees need to submit their time to their manager EVERY WEEK BY NOON ON MONDAY (EASTERN) 
  • Managers – Managers need to approve team’s time EVERY WEEK BY NOON ON TUESDAY (EASTERN).


Employee Schedules in Workday
  • We have changed the deadline for managers to have employee schedules in Workday to November 3rd, for the workweek starting November 5, 2017
  • Until then, expect your work schedules from your manager the same way you've received it in the past.


PTO Requests from before 9/24/2017
  • Sometimes PTO requests come in after-the-fact
  • Employees submitting PTO from before 9/24/17 should request in Workday with the date


Workday looks at our pay periods literally – Sun 12:00am – Sat 11:59pm. 
In the past, our systems like Eclipse and Timeclock captured hours worked across pay periods, and put all hours worked in the earlier pay period.

Workday is different. Workday see’s a pay period literally as Sun 12:00am – Sat 11:59pm

Example
  • An employee works a 3rd shift across pay periods, 11pm Sat – 7am Sun (no meal break). 
  • In TimeClock/Eclipse - All 8 hours are paid to employee based on WHEN they started their shift. 
  • In Workday – 1 hour is paid in 1st pay period, 7 hours will be paid in the second pay period.


The Literal Workweek/Pay Period
  • With Workday, the week starts at 12:00am on Sunday, and ends at 11:59pm on Saturday.  This is different than before.
  • An employee that works 11pm Saturday - 7am on Sunday will have 1 hour worked in the first week, and 7 hours worked on the second week.
  • For employees working Saturday nights between pay periods, that means 1 hour would be paid on the 1st pay period, and the other 7 hours would be paid on the 2nd pay period.


Literal Time Worked
  • Workday see time as literal.
  • For example, if an employee clocks in from 7:03am - 3:18pm, then Workday captures 8 hours, 15 minutes worked.  It will display in decimal, which for this example is 8.25 hours worked.

PTO Accrual
  • Once change with Workday is that PTO accrual is credited to employees at the BEGINNING of each pay period. 
  • Our old way was at the END of each pay period.


Workday Photos 

There seems to be an issue with photos loading sideways. This is a known issue with Workday, and may not have a resolution soon.

If you photo loads sideways, ask your HR Partner to deny.

Workaround Options:
  • Have employee add the picture in the Workday App (if available) 
  • When taking the picture, we found that works is to take a picture landscape from the front camera with the home button in the left hand. 
  • Take picture, open in Microsoft Paint, reduce size and send back to employees.


Applying for Jobs

Employees apply via a different path than outside applicants.

  1. Employees - MyRHA.org’s ‘Careers’ tab now points to the Workday Login page.  The Workday ‘Careers’ worklet is our Workday INTERNAL job board.
  2. External candidates - Our public websites (i.e. www.rhahealthservices.org) are pointing to www.rhajobs.com, which leads to our Workday EXTERNAL recruiting website.


Expenses
  • Workday does allow for staff to request mileage reimbursement.
  • Our credit cards allow for reconciling expenses on company cards.
  • Full expense reporting will be part of our Workday Financials, coming later in 2018.
  • In the meantime, if an employee needs to be reimbursed for a NON- MILEAGE expense, please complete the 1003 – Travel & Expense report and send to Payroll in Atlanta.
  • This document can be found on the Forms Drive, in the 1000 – Accounting folder.


Allowances (Formerly Known as Stipends)
  • We verified that allowances in Workday will NOT be taxed. It will remain as it always has.
  • Allowances will continue to be paid on the first paycheck of each month.
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