To install Workday on your Android device:
To install Workday on your iPad or iPhone:
When asked for your employer name, type sysco, even if your employer uses a different name (such as Freshpoint or Buckhead Meats).
Before you can enter your credentials into Workday, Sysco will require authentication by entering your email address or User ID. Contact the Sysco Service Desk if you encounter issues logging in. Email firstname.lastname@example.org or call 281-584-1190.
You can view compensation details and request base salary changes or one-time payments for your direct reports.
You can attach documents, such as performance appraisals or disciplinary warnings, to an associate’s profile. See below for information about document categories and who can view them.
The following summarizes the various documents that should be stored in Workday HCM and who has access to upload and view those documents.
Only HR can place associates on leave. All Hartford procedures remain in place.
HR Ops can edit the service dates for rehired associates through Workday after receiving the Adjustment Service Date Calculator Worksheet.
NOTE: The Adjustment Service Date Calculator has been updated. Click here to find this file (HRBP Sharepoint Site).
More than 100 reports are available to the Human Resources team. They can be found by clicking the Profile icon and selecting Favorites.
Standard Reports are built into Workday and cannot be edited. However, you can export them to Excel to remove unwanted columns. You must type in the exact name of each report, including dashes (i.e. I-9). Reports you’ve run can be viewed by clicking the Profile icon and selecting W: Drive. They will auto-delete after 5 days. Managers and HR will not be able to create their own reports. Contact Support for further assistance.
Before creating a new position, make sure you don’t already have open positions.
Click the My Open Positions icon on the home page.
Associates can begin entering onboarding information on their first day of employment.
Eleven to thirteen (depending on the location) Actions will be sent to the associate’s Inbox. Inbox items for onboarding include:
The associate needs to select each Action, complete it and click Submit.
Managers and HR can track the associate’s progress by:
NOTE FOR HR: You can click the Onboarding Status Summary icon on the home page to see completion status.
After associates have finished entering their information through Onboarding, HR will be able to fill in Section 2 of the I-9.
NOTE: If you need to amend a finalized I-9, HR Partners can use the Amend Form I-9 task to correct the following:
If you have forgotten to attach a photo, you can do that by opening the business process called Amend I-9 and clicking on Attachments. Use the search bar to find this business process.
Any amendment to the I-9 will require another E-Verify verification.
NOTE: An Overview of the Rules and Responsibilities are below. For complete information on all E-Verify requirements (i.e. Poster requirements), click here.
HR Partners can manage union assignments and will receive an Inbox task if an associate is being hired into or moving from/to a location and/or job profile that contains a union code. Below are instructions for scenarios where the HR Partner is required to manage union memberships.
NOTE: Union Seniority Date is not required. This date should follow your local policies, if any.
NOTE: It is important that you enter the associate’s Hire Date as the Start Date of the union.
Active-Active-No Dues: Because payroll and dues are managed separately, this will be the only choice. This is a required field and will not drive any payroll items. Continue to follow your local policies.
Frequently-used reports can be scheduled to run on a daily, weekly or monthly basis or on a specific future date.
NOTE: Help text, comments, Federal Tax Elections, Payment Elections, Policies and some other functions (i.e., Favorites) are not available in the mobile app.
NOTE: To start a business process or task, click the My Team Management icon on the home page.
A position is a unique “chair” or open seat within your Supervisory Organization. A position can be filled after opening a job requisition for that position. You may need to create a new position for your team due to increased headcount or an increase in your budget.
Job Posting Title: Type EXACTLY the same name as the Job Profile.
Availability Date is when the position is available to be seen and is effective in Workday.
Earliest Hire Date is when the position can be filled. You cannot hire before this date.
NOTE: Additional approvals are required. You can view approval status in your Inbox Archive.
When an associate returns to work after a leave of absence, the manager will enter information about his/her return.
NOTE: The First Day Back at Work must be after Actual Last Day of Leave.
The one-time payment must receive all approvals by the Monday before your designated Friday's payroll. The Effective Date entered should be a date within the pay period and will pay on the following pay issue date (for example, enter an effective date between Sunday, June 23 and Saturday, July 6 for the payment to be paid on the Friday, July 12 paycheck). Scheduled Payment Date will default to the Effective Date entered. Do not alter the Scheduled Payment Date, as it may cause an error in the desired date for payment.
Separation and Severance Payments are for terminated associates only. For a future-dated termination, the effective date of the payment must be in a period on or after the termination date. An earlier date would be in a period while the associate is still active and thus not eligible.
To show you how reporting works in Workday, here are instructions for running the Workforce Report.
E-Verify users must follow the guidelines specified in the Rules and Responsibilities Overview.
Employers who participate in E-Verify MUST:
Employers participating in E-Verify MUST NOT:
If an associate who belongs to a union is moving to another union position/location, the HR Partner(s) will receive an Inbox task. See details below.
NOTE: If the Job Change includes a different location, the original (sending) HR Partner will end the old union membership and the receiving HR Partner will enter the new start date and union type.
Required fields are marked with a red asterisk.
Fields with three bars on the right side allow you to browse or search for options.
Click inside the field, then use the arrows to browse. Or, type a keyword or name into the search box and press Enter.
Click the button next to an option to select it.
Actions buttons are used to access relevant actions, such as launching business processes, viewing reports or editing personal information.
Actions buttons are found on profile pages:
They are also found throughout the Workday system. Just place your cursor to the right of any blue text (such as a name). An orange Related Actions button will appear, giving you access to actions related to that text.
The Edit icon looks like a pencil and indicates that a piece of information can be edited.
You can request a base salary change for a direct report after a performance review or market adjustment.
NOTE: Additional approvals are required. You can click on Details and Process and/or search your Inbox Archive to see the approval status.
If a position a) has been approved, b) needs to be changed, c) does not have an open job requisition (you must close the requisition first) and d) there isn’t an associate occupying it, follow these steps to edit the position restrictions:
NOTE: Additional approvals are required. You can view approval status in your Inbox Archive.
At this time, only non-California associates in the U.S. are able to request time off through Workday.
You can approve absence requests, deny them or send them back for revision. At this time, only salaried associates can request time off in Workday. Hourly associates will be able to request time off in Workday at a later date.
NOTE: You can also click the View Balances button to view the associate’s time off balances.
If an associate who belongs to a union is moving to another position/location in the same union, the HR Partner(s) will receive an Inbox task.
NOTE: The Job Change will not be completed until this task is completed.
After the associate submits a Legal Name Change with supporting documentation and it is approved by HR Operations, you may update the associate’s name in Section 3 of his/her I-9 in Workday.
NOTE: I-9s for associates hired prior to Oct. 29, 2018, may be updated where they are currently housed:
To locate the I-9, go to the associate’s profile and click Personal, then Form I-9 IDs, then Form I-9 for [associate name].
Click on Section 3 Reverification.
Fill in the associate’s new name in the boxes noted below. Then check I Agree and click Submit.
Error messages are displayed in red. They typically identify fields where information is missing or entered incorrectly.
Click the red box to view error details.
You cannot complete a task until all errors are fixed.
Alert messages are displayed in orange. They notify you of potential problems on a page. Alerts also display the location of missing or problematic information.
Click the orange box to view alert details.
Unlike errors, alerts do not prevent the task from being completed.
You can view all your team members’ absences at a glance on the Time Off and Leave Calendar.
Click the Team Absence icon on the home page to access the Team Absence dashboard, which gives you quick access to reports and tasks for managing team absences.
If an associate who belongs to a union is moving to a non-union position/location, the original (sending) HR Partner will receive an Inbox task to end the current union membership. The receiving (non-union) HR Partner does not need to initiate and will not receive any tasks.
NOTE: If the Job Change includes a different location, the original (sending) HR Partner will end the union membership. The receiving HR Partner (non-union) will NOT receive any tasks. The Job Change will not be completed until this task is completed.
The following information is intended to assist Sysco broadline HR Partners in monitoring and acting upon I-9 reverifications within the required due dates in the Guardian/LawLogix, SuccessFactors and Workday programs.
As HR contact information within the Legacy systems (Guardian/LawLogix and SuccessFactors) no longer has means to receive automatic updates of HR contacts and in turn ensure notifications are emailed to the current and correct HR team member(s), HRBPs should ensure that the available dashboard and reverification reports noted below are utilized to ensure compliance.
I-9 records for applicable U.S. locations (those in place when these systems were implemented) may be found in the following locations:
Includes associates hired 11/6/1986 through approximately calendar year 2015. Hard copies of I-9s completed prior to implementation were electronically uploaded when Guardian was introduced. Following Guardian’s implementation, all new hire/rehire I-9s were completed online.
Includes online completion and storage of all new hire/rehire associate I-9s from approximately calendar year 2015 through 10/28/2018. Amendments, reverifications and receipt replacements made through 10/28/2018 were also completed electronically.
Includes all new hires and rehires since Workday launched on 10/29/2018. Sections 1 and 2 are completed online in Workday upon hire.
On the left side of your Inbox, you’ll see two tabs: Actions and Archive.
The Actions tab shows current items that require your attention.
The Archive tab shows a history of the business processes you’ve initiated or been involved with.
Items from the past 30 days are shown by default, but you can specify any date range by clicking the down arrow and selecting View More Processes.
You can use the Archive to view the status of business processes.
Demotion - Competitive: A demotion means the associate will have fewer responsibilities and will earn a lower salary. Competitive means the associate applied to be demoted and there is a requisition for the position.
Demotion - Reclassification: HR OPs use only
Demotion - Voluntary: For HR OPs / Manager use only
Lateral - Competitive: The associate applied for a lateral move and there is a requisition for the position (i.e., MA to Account Executive in the same OpCo)
Lateral - Non-Competitive: HR OPs use only (i.e., President positions)
Promotion - Competitive Promotion: A promotion means the associate will have more responsibilities and will earn a higher salary. Competitive means the associate applied to be promoted and there is a requisition for the position.
Promotion - Non-Competitive Promotion: HR OPs use only
Promotion - Normal Career Progression: Manager use only (i.e., Sales Trainee to MA)
Change Company: A company change that is neither a promotion nor a demotion. It must have a requisition and the associate must apply for this position.
Minimaster - Transfer: DO NOT USE
Move to Another Manager: Manager use only (i.e., MA moves to another DSM)
Re-Organization: HR OPs Only
Click the Profile icon or the current profile photo three times. Your phone will prompt you to choose from your picture library or take a picture with your camera.
If an associate who does NOT belong to a union is moving to a union position/location, the receiving HR Partner will receive an Inbox task to start the union membership.
NOTE: If the Job Change includes a different location, the original (sending) HR Partner (non- union) will not receive any tasks. The receiving HR Partner (union) will receive an Inbox task to enter the union start date and type. The Job Change will not be completed until this task is completed.
Workday makes it easy to search for people, processes, tasks, reports and business data using the Search bar.
For example, to find an associate, type a name (first, last or both) into the search bar and press Enter.
Click People from the Categories list on the left side of the page to filter the results to only display people.
Keep in mind that searches only find exact matches. If you misspell the search text, you will likely not see any results.
Here are some search phrases for common tasks and business processes:
create job requisition
request compensation change
request one-time payment
To access your account settings, click the Profile icon in the top-right corner and select My Account. From there, you can change your password and account preferences, manage your account’s challenge questions and switch accounts.
Only the associate who requested the time off can correct the time off request.
Question mark icons indicate that help is available for that topic or task.
A job requisition can be created only after a position has been created and approved.
NOTE: Additional approvals are required. You can view approval status in your Inbox Archive.
Recruiting Start Date: Select the date you wish your TAP to receive the Job Requisition in SuccessFactors Recruiting and begin recruiting.
Target Hire Date: Select the date you are targeting the new hire to start. This date imports into the Target Start Date field in the SuccessFactors Recruiting requisition. This date is discussed during the intake call and is editable in SuccessFactors Recruiting.
Target End Date: Do not use this field for associate positions. (See the Contracting a Contingent/Non-Employee Worker section).
Once a job requisition has been approved, the manager will receive an Inbox item to complete the Equipment Provisioning.
NOTE: If no equipment is required, just click Submit without selecting any options. If an associate’s Job Profile is Outbound Selector or Driver, you will not receive this Inbox task.
While you will be able to see associates beyond the USBL companies, please do not start any task or business process on any Specialty/Canada/International or Minimaster associate. These associates can be recognized by viewing their profiles. In the Job Details section, the Job Profile will show HCM Minimaster Exempt.
Once they are created, job requisitions cannot be edited. They can only be closed.
You can close a job requisition without closing the position.
NOTE: Your TAP (Talent Acquisition Partner) must approve the change before the process is complete.
You may have to terminate an associate after he/she has been asked to leave or has resigned.
NOTE: The associate is still considered active until midnight on the termination date.
UNION REINSTATEMENTS: If an associate is being reinstated after a union grievance, contact Support to “Rescind Termination” so the associate’s termination does not reflect in his or her history and the I-9 process does not initiate.
An associate who has been terminated will continue to have limited access to Workday. The access will end on April 15 of the year following the termination.
Terminated associates will only be able to change their personal information and payment options.
NOTE: An associate will continue to have full access to Workday for 24 hours after the date of termination. The associate will receive an email with a new password as part of the termination process. Contact Support if access needs to be revoked immediately.
If an associate has a future-dated termination, you can create a requisition and hire someone into that same position.
NOTE: Job Profile, Location, Cost Center, Company and Posting Title are defaulted to your Organization.
Additional approvals are required. You can view approval status in your Inbox Archive.
While you are able to create a requisition for an associate who does not have a future termination, no one can be hired into the same seat as an associate who has not been scheduled for a termination or transfer.
Hiring a contingent/non-employee worker can be done only after a position has been created and approved. Sysco guidelines and policies for contingent workers must be followed. Check with your HRBP before you begin this process.
NOTE: Contract end date cannot be more than twelve months after start date.
NOTE: Steps 16 & 17 only apply if the Contingent Worker already has a Network ID. You can skip the step if this is not applicable.
You can terminate the contingent/non-employee worker by ending the worker’s contract.
NOTE: If the contingent worker is moving to a regular associate position, the contract must end at least one day prior to the start date.
Managers have the ability to see their Supervisory Organization (a representation of the members of their organization). This visual page allows Managers to see if a position has been created, when, the approval process and whether a Job Requisition is attached to it.
1. Type your own name into the search bar.
2. Click on the option that includes “Supervisory Organization”.
3. You will see a series of tabs, explained in the following sections.
Members Tab: Shows the names of your subordinates and the positions they currently hold (your filled positions).
Staffing Tab: Shows your available positions, with and without Job Requisitions.
Open positions with pending approvals are also included.
Unavailable to Fill Tab: Shows positions that have a future date as the availability date. A Job Requisition can only be requested on or after the date the position becomes available.
Positions with a future date will automatically move to the Staffing tab on the availability date.
Tabs are only visible when they have information to show. For example, the Unavailable to Fill tab will not appear if you do not have unavailable positions (positions with future dates).
An available position is a position that does NOT have a future date. The My Open Positions worklet will only show available open positions.
The Inbox Archive is a helpful tool to see if any approvals are needed. Go to your Inbox, click on Archive, then click the Process tab.
Understanding positions vs. requisitions is an important part of making Workday HCM work for you. Whether you're backfilling a position or creating a new position, start by having a conversation with your leader to make sure you have authority to add headcount or start the hiring process. Then, review the guide to position management here.
With Workday, we'll be able to connect with associates even more than is possible today. With accurate contact information, during key times such as emergencies or benefits enrollment we can ensure your safety and get needed information to you. We want each associate to log in and update their contact information. Plus, this investment in our business and our associates is worth celebrating, so a contest brings some fun to our launch of Workday at Sysco.
There is no need to reset your current Network ID and password. You will use the same Network ID and password you are using now.
The request form is the task that you are initiating in Workday. If you have any local form policies, attach the document to the Workday request.
Go to Inbox > Archive > Requisition > Process. From there, you can review what approvals are missing, if any. If all of the approvals have been completed, review SuccessFactors for your posting or check with your Talent Acquisition team member.
The associate bonus percentage is intended to reflect the target annual bonus value for each associate and was obtained from information gathered during the last pay review cycle. It is currently informational only and does not drive bonus pay amounts. If it is out of date or inaccurate, contact HR operations to request a correction.
All U.S. Sysco associates in USBL (including Doerle and HFM), Corporate and SBS are eligible to participate in the challenge. For full details on eligibility, click here.
Cost Centers and Job Profiles are tied to the Supervisory Organization. If you're unaware of if you have the correct one, contact your HR Business Partner.
Workday HCM allows you to start the requisition or posting process, even while the current associate is still in place (such as when someone gives their notice, or has an upcoming retirement). To use the overlap feature when entering the termination of an associate, do not close the position.
The challenge will run from Oct. 29 through Nov. 30, giving associates up to five weeks to win.
HR Managers, Generalists and Coordinators will have the same access and security role that they do today. They’ll be able to complete the same tasks and they’ll receive the same notifications.
Associates who move from one Sysco location to another or are transferring to a new role should not be terminated.
If the associate applied for the position (competitive move), then your TAP will initiate the job change or transfer.
When an associate has given their notice or has an upcoming retirement, you may enter a future termination date. This feature, combined with designating a position for “overlap” allows you to start the important process of hiring sooner than you have been able to before. If you intend to backfill a position when you are working through the termination process in Workday HCM, do not choose to close the position.
To participate, log in to your Workday account starting Oct. 29, upload a photo and ensure all of your personal information is correct and complete. Required items include: photo, phone number, email, home address and emergency contacts. From the time you complete these items through Nov. 30, you'll be eligible for one of the weekly $200 drawings.
If you work in an USBL OpCo, completing the items above and entering the contest to win $200 will also help your OpCo win the OpCo of Excellence competition.
Yes, all currently open positions will be transferred to Workday including those currently posted by Talent Acquisition and those not currently recruited.
Talent Acquisition team members will be able to update pay information after it has been submitted. The rate used in Workday will be the initial salary goal.
An independent, third party is hosting the contest for Sysco and will randomly select the individual winners each week.
Beginning Oct. 29, all new hires (including those with an Oct. 29 hire date) will use Workday to complete onboarding tasks.
While updated in Workday immediately, updating the payroll system can take up to two weeks before direct deposit and W-4 updates take effect. Don’t close your current bank account until your paycheck has transferred to your new account.
For any urgent assistance, contact your Local HR Business Partner.
Once you’ve completed the contest requirements, you’re entered to win every week through the end of the challenge. So, if you complete your requirements when Workday goes live Oct. 29, you’ll be entered to win each of the five weeks of the contest.
If a California OpCo has access to mywork.sysco.com today to request time off, it will have access with Workday too.
Workday only has the option to initiate changes to base pay at a manager level. All incentive/commission pay plans are handled through Fusion/DIP/WIP/WASP.
If your information is accurate and complete, then all you need to do to be eligible to participate in the challenge is to upload a photo of yourself.
Incentive options are uploaded outside of the Workday system. Continue to follow the steps and procedures you do today (utilizing ETime and Horizon).
You do not need a professionally taken photo to load to your Workday profile. Beginning Oct. 29, look for blue, green and orange banners promoting the challenge. Take a selfie in front of the banner of your choosing (or any other solid backdrop will work) and load it to your profile to win. Remember, first impressions count and everyone in the company will see your photo, so make it a good one!
Any open positions currently in the process of being filled will transition to Workday HCM. Going forward, you will need to create a new position or job requisition to backfill or create new positions for hiring.
Workday will feed to both Horizon and Fusion (similar to SAP).
Each week, 40 associates will win $200. The contest runs for 5 weeks, so that means 200 associates will win $200.
From the home page, click My Open Positions, and you'll see your requisitions/backfills there.
Welcome Letters are not generated by Workday, so they will remain as is. New hires will continue to receive Welcome Letters as usual.
If you're a winner, you'll be notified via email — either your Sysco email address or the email you’ve provided in Workday. Winners will also be posted on SyscoWorkday.com.
If you show open positions that are not yours, or you don’t intend to fill in the near term (use next 6 months as your guide), close the position.
Winners will receive their prizes via payroll on your Dec. 14 or Dec. 21 paycheck depending on your payroll schedule.
Once you have your cursor over the position title, click Actions > Job Change > Close Job Requisition. Once closed, you cannot reopen the position without going through the create a position or create a requisition process.
Time off history and approved future requests will be transferred to Workday for the 2018 Calendar Year.
Winnings are taxed, but the company is grossing up the award so your take-home prize will be $200. If you participate in the 401(k) or Employee Stock Purchase Program, your deductions will reduce the prize winnings since those are pre-tax deductions.
Requisitions will only have salary or hourly options.
All USBL OpCos including Doerle and HFM are eligible for the OpCo challenge.
SuccessFactors will still be used to manage your candidates.
The OpCo with the highest percentage of completion in the Snap it. Load it. Win it! Challenge wins the first-place prize of $3,500. The OpCo with the second highest percentage wins $3,000 and the OpCo with the third highest percentage wins $2,500. In the event of a tie, an independent third party will conduct a random drawing of the tied OpCos.
The money will be used toward an OpCo event for all associates at that OpCo.
Requisitions will occur within Workday. You will create a requisition in Workday, but you’ll continue to use SuccessFactors to update your Talent Acquisition partner on what you wish to do with your candidate.
Workday gives you the ability to choose whether you would like one email for every task, or one email with all tasks bundled together each day. You can change your account settings anytime (Profile picture > Account Settings > go to the bottom of the page and choose “daily digest” or “email for every task”).
In December, OpCo HR and leadership teams will be notified of their win. They have until June 2019 to hold an OpCo-wide event using the proceeds from the contest to celebrate.
Your Talent Acquisition partner will add the location in SuccessFactors, like it’s done today.
Unlike SAP, when something has routed to you for approval, there is no “timing out” feature. The request for approval will stay in your inbox until you approve it or send it back to the requester. You can learn more about what transactions require approvals, and how approvals flow in Workday HCM by clicking here.
The winning OpCos will be those with the highest completion percentage in the Snap it. Load it. Win it! Challenge. You can do your part by adding your photo and updating all your personal information (phone number, email address, home address and emergency contacts) in Workday.
The hiring manager is responsible for closing a requisition. The closing of the requisition then flows to the Talent Acquisition Partner (TAP) for approval.
By the numbers, it may seem like an easier exercise but the more associates at an OpCo, the more promotion and associates there will be spreading the word about the contest. So, get your coworkers in the game with you and take home that prize!
One of the best things about the Workday platform is that you can access it from anywhere. You don’t need to physically be at work to log in.
All of the Snap it. Load it. Win it! Challenge details can be found here.
Contact your HRBP who will get this data corrected through the HR Operations team.
If you still have questions after you've explored the challenge page, contact your HRBP with questions.
There are more than 100 reports available to the Human Resources team. To learn more, click the Learn How To… tab above and select Custom Reports.
HR will not receive a notification for every change an associate makes in Workday.
Every associate will be able to see the organization chart for any and every organization, all the way up to the CEO.
Sysco Service Desk representatives are available at 1-866-981-1190 or 1-281-584-1190 to reset your password. For non-urgent requests (expect 24 hours for a response), you can email email@example.com.
A termination can be initiated by an associate’s immediate leader, other leaders in the associate’s management hierarchy and the HRBP at the associate’s location.
No, comments cannot be changed by others, but others can view and add additional comments.
All HR at the location will receive the approval forms in their Workday inbox, however, when one HR team member approves the business process, it will be approved.
Onboarding tasks will be available for new hires on their first day of employment.
New hires will now complete their onboarding tasks through Workday. Their welcome letter will include a username and password that they’ll need to use to log in to Workday.
You will initiate onboarding tasks through Workday.
Associates will complete onboarding tasks only in Workday.
Associates can see dates of employment by viewing their profile. Managers and HR can see dates of employment by searching for an associate, clicking their name and viewing their profile.
No one is notified if a document is added to an associate’s Workday record.
Based on their role, Manager, HR and associates will all see different parts of an associate’s record. HR has the ability to see documents related to every associate in their organization. See the Learn About Associate Records job aid to learn more.
Union information will not be automatically added to an associate’s record in Workday. You will receive an inbox item to manage the union membership information.
All salaried associates will have access to track and submit vacation requests in Workday.
Only the associate can change his/her personal information in Workday.
To change a future termination date, you’ll need to contact your HR Operations partner who will be able to change it for you.
Only the associate can upload their photo.
Onboarding processes require that an associate open and review each policy.
Photos should be uploaded during the onboarding process.
Forms completed during onboarding will be stored in Workday, so you don’t need to–and should not–print them.
An audit report is available to track when expiration dates are approaching for associates. This report can be scheduled for your review.
Type Control + a + space.
There are three primary reasons why an associate should not be considered eligible for rehire: falsifying company documents, workplace violence and mishandling company assets. You may also have other local policies that you should follow to determine eligibility for rehire.
In the termination workflow in Workday, only the HRBP can designate someone as ineligible for rehire.
Good standing emails will remain in place. TA will continue to contact you for any good standing candidates. If the rehire eligibility for an associate needs to be changed, contact HR Data/HR Ops.
If it's just one or two associates, this can be easily managed within the Change Job transaction in Workday. Identify the associate then click Job Change > Transfer, Promote, or Change Job > Reasons > Transfer > Move to Another Manager. And then fill in the remaining details.
If it's a large number of associates, contact the Sysco Service Desk to open a ticket.
SIU does not interface with Workday so if associates have access to the network, they should be able to access SIU. The SIU link is available through the Dish and by opening the External Links Worklet in Workday.
The Associate Onboarding Tasks only launch on the date of hire. Associates will not be able to complete any of these tasks prior to their date of hire.
Contact the Sysco Service Desk to open a ticket for missing welcome letters for new associates.
Associates initiate their own Form I-9s in Workday. This is typically done by completing the Form I-9 action item during the Onboarding process.
Associates also have the ability to initiate Form I-9s via their worker profile (Actions > Personal Information > Complete Form I-9). This is intended to be a failsafe in the event that 1) a new hire or 2) an associate who is changing OpCos does not receive an Onboarding action item to complete Section 1 of their I-9. Associates whose I-9s are already on file with SuccessFactors or Guardian, or those who have completed a paper I-9, do NOT need to re-initiate the I-9 process in Workday. If an associate initiates an I-9 in error, please inform the HR Data team ASAP to cancel the process.
You’ll receive an inbox notification in Workday once an associate has completed their I-9.
There is not a way to initiate a group email from Workday. However, you can run a report in Workday to access associate contact information. If you filter it correctly in Excel, you'll be able to email your associates through Outlook.
Contact the Sysco Service Desk if the Associate does not remember their User ID and password.
Time in position is the time in which you have occupied your job profile (current position) at Sysco. Your Service Date is your amount of time at Sysco, including if joined the company as part of an acquisition. Service Date may be adjusted if you have had a break in service.
There are a couple of reasons you may not be able to request time off in Workday. First, if you are an hourly associate, time off requests are not submitted in Workday. Second, if you are a salaried associate but you do not have sufficient time in your time bank, you cannot submit a time off request.
When your salaried associate submits a time off request, you will automatically receive a notification in your inbox.
A job profile is an approved, standard name for a position and it ties to certain cost centers and job descriptions.
Specific reasons are:
Case by Case Basis reasons are:
If you have additional questions, please contact your Employment Counsel for final determination.