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Find Workday communications in the Communications Library.
View Workday Tips & Tricks on how to get the most out of Workday!
To install Workday on your Android device:
To install Workday on your iPad or iPhone:
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When asked for your employer name or Organization ID, type sysco, even if your employer uses a different name (such as Freshpoint or Buckhead Meats).
Contact the Sysco Service Desk if you encounter issues logging in. Email customer.support@corp.sysco.com 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.
More than 100 reports are available to the Human Resources team. They can be found by clicking the Profile icon and selecting Favorites.
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Managers and HR will not be able to create their own reports. Reports are built into Workday and cannot be edited. However, you can export them to Excel to remove unwanted columns. If the report is one that you will run often and needs customization, or if you cannot find the report you need, reach out to HR Ops and request that a report be built for you.
You must type in the exact name of each report, including dashes (i.e. I-9).
Reports you’ve scheduled or large reports that you’ve elected to run in the background (by clicking the Notify Me Later option) can be viewed by clicking the Profile icon and selecting My Reports. Some reports will auto-delete after 5 days.
Before creating a new position, make sure you don’t already have an open position(s).
If you need to create a new position, follow the instructions in the next section.
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.
After a job requisition has been posted by the Primary Recruiter and candidates have applied for the position, the Primary Recruiter (or other members of the recruiting team) will conduct phone screenings.
Candidates who perform well in the phone screenings will then be sent to the hiring manager for review.
The hiring manager will receive an Inbox message for each candidate the Primary Recruiter has selected. The message will include the candidate’s application in its entirety, the application questionnaire, phone screen questionnaire, resume, etc.
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.
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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 may be required. You can view approval status in your Inbox Archive.
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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.
NOTE: If there were multiple interviewers, each interviewer receives the Give Interview Feedback task. This information will be visible to the Primary Recruiter. The Primary Recruiter will then submit all the feedback to the hiring manager to review during the Make Interview Decision stage.
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.
Only salaried associates’ time off requests can be viewed and approved in Workday. Hourly associates’ time off requests are viewed and completed through ADP eTime.
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.
When interviews are complete, the manager will make a decision.
The Primary Recruiter will obtain a verbal acceptance of the offer before initiating the offer process in Workday. It will then go through two or three levels of approval:
The Primary Recruiter will then send the offer to the candidate. If the offer is accepted, the candidate will be sent through a background screening. The Primary Recruiter will then hire the candidate, and onboarding will be scheduled.
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 your salaried 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 shows upcoming time off for your team. Click the Time Off & Leave Calendar button to switch to a calendar view.
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.
If the transferred associate previously completed an I-9 within Workday upon hire to the previous company, the receiving company
I-9 must still be completed. The new I-9 will not automatically issue through the transferred employee’s Inbox during the standard new hire onboarding process. Instead, the HR Partner must initiate the process and issue the new I-9 to the transferred associate on the associate’s first day of work at the new company.
Please note that transferring associates who do not already have an I-9 in Workday will continue to have the I-9 automatically populate in their own Inbox during onboarding. The change noted here is only applicable to transferring associates who already have an I-9 in Workday from their prior OpCo.
If you prefer, you can create a position at the same time you create a job requisition.
NOTES: Job Profile, Location, Cost Center, Company and Posting Title are defaulted to your Organization.
If this is a high-volume role (driver or outbound selector), you may create multiple positions with this requisition. Otherwise, you can only create one position per requisition.
The Recruiting Start Date is the date you wish your TAP to begin recruiting.
The Target Hire Date is the date you are targeting the new hire to start.
Do not use the Target End Date field for associate positions. (See the Contracting a Contingent/Non-Employee Worker section).
If you already have an approved, open position, you can select it during the job requisition process.
NOTES: Job Profile, Location, Cost Center, Company and Posting Title are defaulted to your Organization.
If this is a high-volume role (driver or outbound selector), you may create multiple positions with this requisition. Otherwise, you can only create one position per requisition.
The Recruiting Start Date is the date you wish your TAP to begin recruiting.
The Target Hire Date is the date you are targeting the new hire to start.
Do not use the Target End Date field for associate positions. (See the Contracting a Contingent/Non-Employee Worker section).
If a candidate does not report to work on their first day, notify your HR Partner. He/she will notify HR Ops, who will do a same-day termination.
The manager must then create a new job requisition if they still wish to fill the position.
If there were other promising candidates in the interview process, the Primary Recruiter can move those candidates to the new requisition.
The Team Time Off worklet gives you access to absence-related reports for your organization, including Approved Time Off, Time Off Details, and Time Off Summary. You can also access the Time Off & Leave Calendar from this worklet.
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. Every Workday process you have been involved in (process approvals, information changes, time off requests, etc.) is stored in the archive.
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
MOBILE:
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.
DESKTOP:
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.
As a manager or HRBP, you will approve a variety of processes in Workday: time off requests, job changes, etc.
When you receive an approval request in your Inbox, you will see several options:
For some Inbox items, such as forms and questionnaires, you will see different options:
IMPORTANT NOTE FOR HR: If there is more than one person in the HRBP role, tasks go to each of their Inboxes. When one HRBP approves or submits an item, it is removed from all Inboxes. If an HRBP clicks Save for Later, the item remains in that person’s Inbox ONLY and is removed from the Inbox of all other HRBPs. This action indicates “I want to act on it, and I will act on it later.” If this person does not act on it, no one else will be able to either, causing bottlenecks in processing.
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. While you may enter a partial spelling of a name or action, if you misspell the search text you will likely not see any results.
Here are some search phrases for common tasks and business processes:
personal information
create position
create job requisition
change job
request compensation change
request one-time payment
terminate associate
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.
Frequently-used reports can be scheduled to run on a daily, weekly or monthly basis or on a specific future date.
Question mark icons indicate that help is available for that topic or task.
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 non-U.S. associates, please do not start any task or business process on any 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.
If you end up not needing a job requisition, you can close it without closing the position associated with it.
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.
To temporarily suspend a job requisition during a budget freeze, you can freeze it.
When you are ready to unfreeze the requisition, follow the same steps as above but uncheck the Frozen box. Note that you won’t be able to unfreeze a requisition that you froze on the same day. You’ll have to wait a day.
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 one year after 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 and the overlap option was selected during the termination process, 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.
NOTES:
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.
For information about termination, please click the Organizational / Position Management topic on the left side of the screen.
You can extend a contingent/non-employee worker’s contract by editing the contract end date.
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.
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 view details about the staffing of their Supervisory Organization (a representation of the members of their organization), including open positions, requisitions, approvals, etc.
For quick access to a list of your open job requisitions or open positions, just click the My Open Requisitions and My Open Positions worklets on your home page:
For a more detailed view:
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 pages.
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.
NOTES:
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.
You can extend a contingent/non-employee worker’s contract by editing the contract end date.
While most associates pay rates will be in Workday, SYGMA Drivers are unique. Therefore, their exact pay rate may be unavailable in Workday.
A new seat (position) is created using the Create Position business process, or it can be created as part of the combined process when the requisition is created.
When an associate's employment is terminated, final pay needs to be processed the same way you do today. The process hasn't changed.
Talk to your primary recruiter.
At this time there is not a way to mass populate a one-time payment. Changes like market adjustments for large populations can be uploaded by HR Operations outside of the one-time payment process.
HRBPs can view open job requisitions for any manager they support by searching "View job requisition" and selecting the manager's name.
Yes, the below policies are included during an associates Onboarding:
- Associate Handbook (links to The Dish), where the associate would have access to the correct handbook
- Weapons Free Workplace
- Social Media Policy
- Travel Expense Policy
- Code of Conduct Policy
- Nepotism Policy
- Disclosure Policy
- Mobile Device
- Vacation Advance Repayment Authorization
Sysco's career site will have both legacy job requisitions (prior to go live) and new Workday job requisitions. Candidates applying to a legacy job requisition will be routed to SuccessFactors, and candidates applying to a new job requisition will be routed to Sysco Workday's external career site. No new job requisitions will be associated with SuccessFactors, and SuccessFactors will sunset in approximately 90 days.
Removal access from AS400 is done through the available form in ServiceNow.
Any union payroll deductions are still handled through the current process.
The start date is required. However, this date can change as needed and there are opportunities throughout the recruiting process to update it. Pay differentials are not configured on job profiles, so they won't be automatically added to offer letters. However, the primary recruiter does have the ability to manually edit the offer letter during the Generate Offer step. If these pay differentials require approval, primary recruiters can use the comments section to document these approvals during the initial offer process.
If you are creating a job description and the description is missing or inaccurate, those with Primary Recruiter roles will be able to add the job description for job posting purposes. However, HR Data can officially update the job profile.
Managers will be able to view candidates on requisitions who are at the Manager Review stage or beyond (i.e. Interview, Offer, Background). When a Manager opens their requisition, they will see the Candidates tab, which will provide a list of all the candidates in the Manager Review stage or beyond. They will have the ability to click on the candidates and review their application information. HRBPs can open job requisitions within the organizations they support, however they will not see the candidates unless they also wear the recruiter (TAP) hat.
Managers may set up delegation when they will be out of the office. Delegation is enabled for the following recruiting stages/processes: Job Requisition (creation and approval), Manager Review, Interview, Offer, and Verification of Good Standing. If a manager is out of the office unexpectedly, contact AskHROps@Sysco.com for assistance.
Anyone assigned to the HR Partner security role for a supervisory organization will be able to approve business processes requiring the HR Partner's approval.
Yes, the Refer button can be used for external candidates, as long as you know their name and email address.
The HR partner may view requisitions for the groups they support and will be able to view candidates at the offer stage. HR team members who also play a recruiting role in Workday will have full visibility for the organizations they support.
Sysco's external career site URL will remain the same (careers.sysco.com). However, when a candidate clicks to apply on a job requisition that was initiated in Workday, the candidate will be routed to Sysco Workday's external career site and will be prompted to create an account.
There are a few efficiencies that will be gained when recruiting for high-volume roles. For example, approvals on Create Position and Create Job Requisition have been removed. Plus, positions may be created with requisitions, which includes the ability to create multiple positions with one requisition. Additionally, drivers and outbound selectors will skip the initial review stage and land directly in Montage Digital Assessment, where they can participate in an automatic screen.
If a type of one-time payment is configured in Workday, then Workday should be used for the payment. For examaple, sign-on bonuses can be submitted as one-time payments through Workday (as both grossed-up and not grossed-up). After they are submitted and approved in Workday, they flows to EV5 for payment. They can't be split into installments, but multiple one-time payments may be submitted.
Anyone with the HR Partner security role in Workday can approve things. This may include other HR team members.
Delegation is set for a business process, not a specific task. So if you delegate offer approval, your delegate can approve all offers.
All requisitions created starting Jan. 27 and beyond will be handled in Workday. Old requisitions will remain in SuccessFactors, so it will still be active for approximately six months.
The manager can work with the HR Partner to determine good standing.
The definition of good standing has not changed, and the definition will be included in the request to confirm good standing.
Good standing is only for current associates. Former associates have a rehire status, which is set by HR.
You can't view a PDF of the offer letter, but all of the offer details are available in the candidate record. In most cases, there is no need to print and file the offer details.
SuccessFactors will remain active until Summer 2020. After that, only the TA team will have access for auditing purposes.
HR will still have visibility into that information by clicking the candidate's name in the offer and reviewing the candidate record.
You can change the date of termination if the associate stays longer by working with HR Operations.
Yes, you can contact HR Operations to have the termination reversed.
HRBPs can work with HR Operations to implement mass pay changes.
This depends on the payment which the associate is receiving. The one-time payment options are configured when a Manager/HR Partner submits this form, as long as the Send to Payroll box is checked, information will be sent to the SBS Payroll department.
Hiring managers and approvers will receive Workday notifications for some events, such as when a candidate accepts or declines an offer. Typically, they only receive emails for items they need to take action on.
HR will not see a list of candidates on a requisition. But if they know the name of a candidate, they can search for the candidate record.
Workday is replacing SuccessFactors. All postings will be managed via Workday beginning Jan. 27, 2020.
Pay changes can be submitted for all associates.
Contact AskHROps@sysco.com to reassign the tasks.
At this time, only managers and Talent Acquisition can upload attachments on a candidate’s record.
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.
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.
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, for a position 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, select the "This position is available for overlap" option.
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 immediately. 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.
Yes, all currently open positions will be transferred to Workday. Requisitions will remain with legacy applicant tracking systems until they are filled.
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.
New hires at specialty companies will use Workday to complete onboarding tasks beginning Jan. 27, 2020.
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.
The Quarterly Operations Incentive is the only incentive pay that can be initiated in Workday. All other incentive/commission pay plans are handled through Fusion/DIP/WIP/WASP.
Incentive options are uploaded outside of the Workday system. Continue to follow the steps and procedures you do today (utilizing ETime and Horizon).
Any open positions currently in the process of being filled will transition to Workday HCM. If you did not have an approved requisition in Workday prior to Jan. 20, you will need to initiate a new requisition for the position in Workday. 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).
From the home page, click My Open Positions, and you'll see your open positions 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 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.
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 for non-exempt associates will not move to Workday.
Phase 2 exempt associate time-off information that carried over to Workday includes:
If you are a salaried associate and entered your time through your prior time off recordkeeping process, that information was carried over into Workday. However, you should review your time in Workday to make sure your time off and resulting balance is accurate.
Requisitions will only have salary or hourly options.
Beginning Jan. 27, 2020, all new requisitions and candidates will be managed in Workday. Candidates for requisitions that were already approved in SuccessFactors will be managed there. SuccessFactors will sunset in summer 2020.
Beginning Jan. 27, 2020, all activity for new requisitions will occur in Workday. Candidates for requisitions that were already approved in SuccessFactors will be managed there. SuccessFactors will sunset in summer 2020.
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”).
Yes, you can specify additional job posting locations in the job requisition.
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 hiring manager is responsible for closing a requisition. The closing of the requisition then flows to the Talent Acquisition Partner (TAP) for approval.
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 AskHROps@sysco.com.
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. If you are having difficulty locating a report or would like a new report created to meet your needs, contact AskHROps@sysco.com.
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 servicedesk@corp.sysco.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 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. The HR Partner 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 AskHROps@Sysco.com 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.
In the termination workflow in Workday, only the HRBP can designate someone as ineligible for rehire.
Managers only receive the task to verify eligibility when current associates apply for an internal job. If the rehire eligibility for a terminated associate needs to be changed, contact AskHROps@Sysco.com.
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.
