Oracle Global Human Resources Cloud · Oracle Global Human Resources Cloud . What’s New in...

Oracle Global Human Resources Cloud

What’s New in Release 11

March 2016 Revised: January 2017

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TABLE OF CONTENTS

REVISION HISTORY ............................................................................................................................................. 9

OVERVIEW ....................................................................................................................................................... 15

RELEASE FEATURE SUMMARY .......................................................................................................................... 16

HUMAN RESOURCES ........................................................................................................................................ 30

GLOBAL HUMAN RESOURCES ............................................................................................................................................ 30 Add Multiple Managers in Add Person User Interface..................................................................................................... 30 People Group Key Flexfield Added to Manager Transactions and Portrait ...................................................................... 30 Change in Primary Work Relationship Propagated to Future Records ............................................................................ 31 Enhanced Simplified User Interface with Display of Employment Details and Flexfields ................................................ 31 Manage Person Identifiers for External Applications ....................................................................................................... 33 Person Flexfields in Simplified User Interface Personal Information ............................................................................... 34 Assignment Extra Information Flexfields on Add Pending Worker .................................................................................. 34 Assignment Descriptive Flexfield on Change Location ..................................................................................................... 34 Editing Contacts When Excluded from Person Security Profile ....................................................................................... 35 Person Contextual Actions (Smart Navigation) ................................................................................................................ 35 Updated Person Management Work Area ....................................................................................................................... 36 Worker Resignation Self-Service in Simplified Interface .................................................................................................. 37 Reassign Direct Reports of Terminated Workers During Termination Flow .................................................................... 39 Capture Talent and Succession Management Details in Organization Chart and Directory ............................................ 39 Define a Default Grade Ladder from Job and Position ..................................................................................................... 40 Updates to Grade Ladder Entry on Worker Assignment .................................................................................................. 41 Support for Additional Seniority Dates ............................................................................................................................ 42 Automated Reassigning of Pending Approvals and Correcting Invalid Supervisor Assignments ..................................... 43 Worker View of Employment Information in Simplified User Interface .......................................................................... 43 Workforce Directory - Incremental Refresh of Manager Hierarchy ................................................................................. 45 Redesigned Directory ....................................................................................................................................................... 46 Additional Features in My Team ...................................................................................................................................... 49 New Profile Option to Cache Person Images ................................................................................................................... 51 Worker Resignation Self Service in Simplified Interface .................................................................................................. 54 Display Manager Names Without Assignment Numbers in Employment Processes ....................................................... 56 Employment Configuration Options ................................................................................................................................ 57 Half Day Calendar Events for Elapsed Work Schedules ................................................................................................... 58 Local Name Support on Edit My Details Page .................................................................................................................. 58 Required Search Criteria for Document Records ............................................................................................................. 62 View Attachments from the Document Records Approval Notification .......................................................................... 63 Additional Option for Rehire Recommendation .............................................................................................................. 63 Position Synchronization When Using HCM Data Loader to Load Position Changes ....................................................... 64 Automated Reassigning of Pending Approvals and Correcting Invalid Supervisor Assignments ..................................... 65 Display of Flexfields on Transaction Review Page and Notifications ............................................................................... 65 Display Pending Transactions by Business Process .......................................................................................................... 66 Bypass Transactions Approvals by Business Process ....................................................................................................... 66 Correct Employment Data Integrity Issues ...................................................................................................................... 66 Global Transfer Support for Future Terminated Workers ................................................................................................ 67 New Page to Upload Person Photos ................................................................................................................................ 68 Search Using Person Number in Keywords ...................................................................................................................... 70

GLOBAL PAYROLL INTERFACE ............................................................................................................................................ 72

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New Country Extensions in Global Payroll Interface Extract Definition ........................................................................... 72 Import of Third-Party Payroll Processed Data and Payslips ............................................................................................. 73

HUMAN CAPITAL MANAGEMENT FOR ALBANIA ................................................................................................................ 77 Maintaining Person Information ...................................................................................................................................... 77

HUMAN CAPITAL MANAGEMENT FOR ALGERIA ................................................................................................................ 78 Maintaining Person Information ...................................................................................................................................... 78

HUMAN CAPITAL MANAGEMENT FOR ANGOLA ................................................................................................................ 79 Maintaining Person Information ...................................................................................................................................... 79 Value Added for the National Identifier ........................................................................................................................... 79 Validation Added to NIF ................................................................................................................................................... 79

HUMAN CAPITAL MANAGEMENT FOR ARGENTINA ........................................................................................................... 80 Maintaining Person and Employment Information ......................................................................................................... 80

HUMAN CAPITAL MANAGEMENT FOR AUSTRALIA ............................................................................................................ 81 Global Payroll Interface Support for Australia ................................................................................................................. 81 Tax File Number 28 Day Adjustment ............................................................................................................................... 82 Workplace Gender Equality Profile Report ...................................................................................................................... 83 Capture Of Non-Specific Gender ...................................................................................................................................... 86

HUMAN CAPITAL MANAGEMENT FOR AUSTRIA ................................................................................................................ 87 Social Insurance Number Validation ................................................................................................................................ 87 Contract Type ................................................................................................................................................................... 87

HUMAN CAPITAL MANAGEMENT FOR THE BAHAMAS ....................................................................................................... 88 Maintaining Person Information ...................................................................................................................................... 88

HUMAN CAPITAL MANAGEMENT FOR BELARUS ................................................................................................................ 89 Maintaining Person Information ...................................................................................................................................... 89

HUMAN CAPITAL MANAGEMENT FOR BELIZE .................................................................................................................... 90 Maintaining Person Information ...................................................................................................................................... 90

HUMAN CAPITAL MANAGEMENT FOR BOLIVIA ................................................................................................................. 91 Maintaining Person Information ...................................................................................................................................... 91

HUMAN CAPITAL MANAGEMENT FOR BOSNIA AND HERZEGOVINA .................................................................................. 92 Maintaining Person Information ...................................................................................................................................... 92

HUMAN CAPITAL MANAGEMENT FOR BRAZIL ................................................................................................................... 93 Disability Category ........................................................................................................................................................... 93 Contract Type ................................................................................................................................................................... 93

HUMAN CAPITAL MANAGEMENT FOR BRUNEI .................................................................................................................. 94 Maintaining Person Information ...................................................................................................................................... 94

HUMAN CAPITAL MANAGEMENT FOR BULGARIA .............................................................................................................. 95 Maintaining Person Information ...................................................................................................................................... 95

HUMAN CAPITAL MANAGEMENT FOR CANADA ................................................................................................................ 96 End-of-Year Reporting: Amendments for T4, T4A, And RL-1 ........................................................................................... 96 Involuntary Deductions: Protected Pay Rules .................................................................................................................. 97 End-of-Year Reporting: End-of-Year Exception Report .................................................................................................... 98 End-of-Year Reporting (RL-2 Only) ................................................................................................................................. 107

HUMAN CAPITAL MANAGEMENT FOR CHILE ................................................................................................................... 110 Maintaining Person and Employment Information ....................................................................................................... 110

HUMAN CAPITAL MANAGEMENT FOR CHINA .................................................................................................................. 111 New Rounding Methods for Social Security and Enterprise Annuity Calculation .......................................................... 111 Element Result Report Changes ..................................................................................................................................... 111

HUMAN CAPITAL MANAGEMENT FOR COLOMBIA ........................................................................................................... 112 Maintaining Person and Employment Information ....................................................................................................... 112

HUMAN CAPITAL MANAGEMENT FOR COSTA RICA ......................................................................................................... 113 Maintaining Person Information .................................................................................................................................... 113

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HUMAN CAPITAL MANAGEMENT FOR CROATIA .............................................................................................................. 114 Maintaining Person Information .................................................................................................................................... 114

HUMAN CAPITAL MANAGEMENT FOR CYPRUS ................................................................................................................ 115 Maintaining Person and Employment Information ....................................................................................................... 115

HUMAN CAPITAL MANAGEMENT FOR CZECH REPUBLIC .................................................................................................. 116 Maintaining Person and Employment Information ....................................................................................................... 116

HUMAN CAPITAL MANAGEMENT FOR DENMARK ........................................................................................................... 117 CPR Number Validation.................................................................................................................................................. 117

HUMAN CAPITAL MANAGEMENT FOR DOMINICAN REPUBLIC ......................................................................................... 118 Maintaining Person Information .................................................................................................................................... 118

HUMAN CAPITAL MANAGEMENT FOR ECUADOR ............................................................................................................ 119 Maintaining Person Information .................................................................................................................................... 119

HUMAN CAPITAL MANAGEMENT FOR EGYPT .................................................................................................................. 120 Maintaining Person Information .................................................................................................................................... 120 Enhanced Validation of the Civil Identity Number ......................................................................................................... 120

HUMAN CAPITAL MANAGEMENT FOR EL SALVADOR ...................................................................................................... 121 Maintaining Person Information .................................................................................................................................... 121

HUMAN CAPITAL MANAGEMENT FOR FINLAND .............................................................................................................. 122 National Identifier Validation ......................................................................................................................................... 122

HUMAN CAPITAL MANAGEMENT FOR FRANCE ............................................................................................................... 123 Enhancement to Contract Management ....................................................................................................................... 123 Information Related to Working From Home ................................................................................................................ 124 Legal Reporting: Work Certificate .................................................................................................................................. 124 Worker Data Validation Report...................................................................................................................................... 125 Payroll Data Validation Report ....................................................................................................................................... 126

HUMAN CAPITAL MANAGEMENT FOR GERMANY ............................................................................................................ 128 Legislative Changes for Name and Address Validations ................................................................................................. 128 Enhanced Person Name Validations .............................................................................................................................. 128 Enhanced Person Address Validations ........................................................................................................................... 128 Additional Validations for Worker Data Validation Report ............................................................................................ 129 Absence Accrual: Vacation ............................................................................................................................................. 129

HUMAN CAPITAL MANAGEMENT FOR GREECE ................................................................................................................ 130 Maintaining Person and Employment Information ....................................................................................................... 130

HUMAN CAPITAL MANAGEMENT FOR GRENADA ............................................................................................................ 131 Maintaining Person Information .................................................................................................................................... 131

HUMAN CAPITAL MANAGEMENT FOR GUATEMALA ........................................................................................................ 132 Maintaining Person Information .................................................................................................................................... 132

HUMAN CAPITAL MANAGEMENT FOR HAITI ................................................................................................................... 133 Maintaining Person Information .................................................................................................................................... 133

HUMAN CAPITAL MANAGEMENT FOR HONDURAS.......................................................................................................... 134 Maintaining Person Information .................................................................................................................................... 134

HUMAN CAPITAL MANAGEMENT FOR ICELAND .............................................................................................................. 135 Maintaining Person Information .................................................................................................................................... 135

HUMAN CAPITAL MANAGEMENT FOR INDIA ................................................................................................................... 136 Permanent Account Number (PAN) ............................................................................................................................... 136 PAN Acknowledgment Number ..................................................................................................................................... 137 Aadhaar Number............................................................................................................................................................ 138

HUMAN CAPITAL MANAGEMENT FOR INDONESIA .......................................................................................................... 139 Maintaining Person Information .................................................................................................................................... 139

HUMAN CAPITAL MANAGEMENT FOR IRAN .................................................................................................................... 140 Maintaining Person Information .................................................................................................................................... 140

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HUMAN CAPITAL MANAGEMENT FOR IRAQ .................................................................................................................... 141 Maintaining Person Information .................................................................................................................................... 141

HUMAN CAPITAL MANAGEMENT FOR IRELAND .............................................................................................................. 142 EIR Codes ....................................................................................................................................................................... 142 Balance Exception Report .............................................................................................................................................. 142

HUMAN CAPITAL MANAGEMENT FOR ISRAEL ................................................................................................................. 144 Maintaining Person and Employment Information ....................................................................................................... 144

HUMAN CAPITAL MANAGEMENT FOR ITALY ................................................................................................................... 145 Maintaining Person and Employment Information ....................................................................................................... 145

HUMAN CAPITAL MANAGEMENT FOR JAMAICA .............................................................................................................. 146 Maintaining Person Information .................................................................................................................................... 146

HUMAN CAPITAL MANAGEMENT FOR JORDAN ............................................................................................................... 147 Maintaining Person Information .................................................................................................................................... 147

HUMAN CAPITAL MANAGEMENT FOR KAZAKHSTAN ....................................................................................................... 148 Contract Type ................................................................................................................................................................. 148 Worker Category ............................................................................................................................................................ 148

HUMAN CAPITAL MANAGEMENT FOR KENYA ................................................................................................................. 149 Maintaining Person Information .................................................................................................................................... 149

HUMAN CAPITAL MANAGEMENT FOR KUWAIT ............................................................................................................... 150 Validation on Correcting or Reversing a Termination .................................................................................................... 150 Statutory Reporting: Update to Report 166 – Monthly Contributions .......................................................................... 150 Support for Biweekly Payroll .......................................................................................................................................... 151 Monthly Gratuity Accrual Process Updates ................................................................................................................... 151 Reported Hire Date ........................................................................................................................................................ 153 Social Insurance 2015 Enhancement ............................................................................................................................. 153 Social Insurance Calculation for Fully State Owned Oil Companies ............................................................................... 154

HUMAN CAPITAL MANAGEMENT FOR LEBANON ............................................................................................................. 157 Maintaining Person Information .................................................................................................................................... 157

HUMAN CAPITAL MANAGEMENT FOR LIECHTENSTEIN .................................................................................................... 158 Personal Identification Number Validation .................................................................................................................... 158

HUMAN CAPITAL MANAGEMENT FOR LUXEMBOURG ..................................................................................................... 159 Maintaining Person and Employment Information ....................................................................................................... 159

HUMAN CAPITAL MANAGEMENT FOR MACAU ................................................................................................................ 160 Maintaining Person Information .................................................................................................................................... 160

HUMAN CAPITAL MANAGEMENT FOR MOROCCO ........................................................................................................... 161 Maintaining Person Information .................................................................................................................................... 161 Address Format .............................................................................................................................................................. 161

HUMAN CAPITAL MANAGEMENT FOR MOZAMBIQUE ..................................................................................................... 162 Maintaining Person Information .................................................................................................................................... 162

HUMAN CAPITAL MANAGEMENT FOR NAMIBIA ............................................................................................................. 163 Maintaining Person Information .................................................................................................................................... 163

HUMAN CAPITAL MANAGEMENT FOR THE NETHERLANDS .............................................................................................. 164 Worker Data Validation Report...................................................................................................................................... 164 Global Payroll Interface Support for the Netherlands ................................................................................................... 165

HUMAN CAPITAL MANAGEMENT FOR NEW ZEALAND ..................................................................................................... 168 Enabled Values for Disability Category .......................................................................................................................... 168

HUMAN CAPITAL MANAGEMENT FOR NICARAGUA ......................................................................................................... 169 Maintaining Person Information .................................................................................................................................... 169

HUMAN CAPITAL MANAGEMENT FOR NIGERIA ............................................................................................................... 170 Maintaining Person Information .................................................................................................................................... 170

HUMAN CAPITAL MANAGEMENT FOR NORWAY ............................................................................................................. 171

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National Identifiers Validation ....................................................................................................................................... 171 HUMAN CAPITAL MANAGEMENT FOR PAKISTAN ............................................................................................................ 172

Maintaining Person and Employment Information ....................................................................................................... 172 HUMAN CAPITAL MANAGEMENT FOR PANAMA ............................................................................................................. 173

Maintaining Person Information .................................................................................................................................... 173 HUMAN CAPITAL MANAGEMENT FOR PARAGUAY .......................................................................................................... 174

Maintaining Person Information .................................................................................................................................... 174 HUMAN CAPITAL MANAGEMENT FOR PERU ................................................................................................................... 175

Maintaining Person Information .................................................................................................................................... 175 HUMAN CAPITAL MANAGEMENT FOR PHILIPPINES ......................................................................................................... 176

Maintaining Person and Employment Information ....................................................................................................... 176 Added Value for Disability Category .............................................................................................................................. 176

HUMAN CAPITAL MANAGEMENT FOR POLAND ............................................................................................................... 177 Contract Type ................................................................................................................................................................. 177

HUMAN CAPITAL MANAGEMENT FOR PORTUGAL ........................................................................................................... 178 Maintaining Person and Employment Information ....................................................................................................... 178

HUMAN CAPITAL MANAGEMENT FOR ROMANIA ............................................................................................................ 179 Maintaining Person and Employment Information ....................................................................................................... 179

HUMAN CAPITAL MANAGEMENT FOR RUSSIA ................................................................................................................ 180 Maintaining Person and Employment Information ....................................................................................................... 180

HUMAN CAPITAL MANAGEMENT FOR SAINT KITTS AND NEVIS ....................................................................................... 181 Maintaining Person Information .................................................................................................................................... 181

HUMAN CAPITAL MANAGEMENT FOR SAINT LUCIA ........................................................................................................ 182 Maintaining Person Information .................................................................................................................................... 182

HUMAN CAPITAL MANAGEMENT FOR SAINT VINCENT AND THE GRENADINES ................................................................ 183 Maintaining Person Information .................................................................................................................................... 183

HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA ..................................................................................................... 184 Disabled Workers Report ............................................................................................................................................... 184 Validation on Correcting or Reversing a Termination .................................................................................................... 184 Wage Protection System ................................................................................................................................................ 184 Support for Biweekly Payroll .......................................................................................................................................... 185 Monthly Gratuity Accrual Process Updates ................................................................................................................... 186 Reported Hire Date ........................................................................................................................................................ 187

HUMAN CAPITAL MANAGEMENT FOR SERBIA ................................................................................................................. 188 Maintaining Person Information .................................................................................................................................... 188

HUMAN CAPITAL MANAGEMENT FOR SLOVAKIA ............................................................................................................ 189 Maintaining Person Information .................................................................................................................................... 189

HUMAN CAPITAL MANAGEMENT FOR SLOVENIA ............................................................................................................ 190 Maintaining Person Information .................................................................................................................................... 190

HUMAN CAPITAL MANAGEMENT FOR SOUTH AFRICA ..................................................................................................... 191 Maintaining Person and Employment Information ....................................................................................................... 191

HUMAN CAPITAL MANAGEMENT FOR SPAIN .................................................................................................................. 192 Maintaining Person Information .................................................................................................................................... 192

HUMAN CAPITAL MANAGEMENT FOR SUDAN ................................................................................................................. 193 Maintaining Person Information .................................................................................................................................... 193

HUMAN CAPITAL MANAGEMENT FOR SURINAME ........................................................................................................... 194 Maintaining Person Information .................................................................................................................................... 194

HUMAN CAPITAL MANAGEMENT FOR SWEDEN .............................................................................................................. 195 National Identifier Validation ......................................................................................................................................... 195 Enhanced Post Number Validation ................................................................................................................................ 195

HUMAN CAPITAL MANAGEMENT FOR SYRIA ................................................................................................................... 196

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Maintaining Person Information .................................................................................................................................... 196 HUMAN CAPITAL MANAGEMENT FOR THAILAND ............................................................................................................ 197

Maintaining Person Information .................................................................................................................................... 197 HUMAN CAPITAL MANAGEMENT FOR TRINIDAD AND TOBAGO ...................................................................................... 198

Maintaining Person Information .................................................................................................................................... 198 HUMAN CAPITAL MANAGEMENT FOR TURKEY ................................................................................................................ 199

Maintaining Person Information .................................................................................................................................... 199 HUMAN CAPITAL MANAGEMENT FOR THE UNITED ARAB EMIRATES ............................................................................... 200

Disabled Workers Report ............................................................................................................................................... 200 Validation on Correcting or Reversing a Termination .................................................................................................... 200 New National Identifier .................................................................................................................................................. 200 Validation on Visa Number ............................................................................................................................................ 201 Payroll Validation Report ............................................................................................................................................... 201 Support for Biweekly Payroll .......................................................................................................................................... 201 Monthly Gratuity Accrual Process Updates ................................................................................................................... 202 Reported Hire Date ........................................................................................................................................................ 204

HUMAN CAPITAL MANAGEMENT FOR THE UNITED KINGDOM ........................................................................................ 205 Real Time Information (RTI) - Earlier Year Update (EYU) ............................................................................................... 205

Legislative Changes for National Insurance ..................................................................................................... 206 National Insurance Number Prefix ................................................................................................................................. 206 National Insurance Category Change on Reaching State Pension Age .......................................................................... 207

HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES ............................................................................................. 209 Multiple Worksite Report .............................................................................................................................................. 209 Third-Party Involuntary Payment Interface Initial Extract ............................................................................................. 210 Global Payroll Interface Support for the United States ................................................................................................. 211 Employee Active Payroll Balance Report Enhancement ................................................................................................ 212 Voluntary Disability Self-Identification .......................................................................................................................... 212 Display Accrual Balances on Employee Checks .............................................................................................................. 213 Automatically Synchronize Employee Withholding Certificates With HR Location Changes ......................................... 214 Include Resident and Nonresident City and County Tax Balances on Periodic Tax Filing .............................................. 215 Refined Data Selection for W-2 Employee Report ......................................................................................................... 215 Default Check Numbering for US Simplified Payroll Cycle Flow ..................................................................................... 216 Form W-2 Box 20 Enhancement for Ohio Employees .................................................................................................... 216 Wage Balance Enhancement for Periodic Tax Filing ...................................................................................................... 216 Automatically Update Employee Withholding Certificates for Rehires and Assignment Changes ................................ 217 Automatic Active Employee Count Calculation for VETS-4212 Reporting ..................................................................... 217 Include Provider-Specific Fields on the Third-party Quarterly Tax Filing Interface ........................................................ 218 Set SUI Wage Limit Overrides for Eligible Employers ..................................................................................................... 219 Specify Company Entry Descriptions for EFT Payments ................................................................................................. 219 Additional Third-Party Periodic Tax Filing Auditing ........................................................................................................ 220 ACA Manifest File Support ............................................................................................................................................. 220 Payroll Batch Loader Enhancements for Involuntary Deductions .................................................................................. 221 New Hire Reporting Enhancements ............................................................................................................................... 221 W-2 Employee Report Enhancements ........................................................................................................................... 221 W-2 Register Report Enhancements .............................................................................................................................. 222 Third-Party Quarterly Tax File Enhancements ............................................................................................................... 223 New Start-of-Year ESS Process for Year Begin ............................................................................................................... 223 PA ACT 32 Support for Employee W-2 and W-2 Register Reports ................................................................................. 224

HUMAN CAPITAL MANAGEMENT FOR URUGUAY ............................................................................................................ 225 Maintaining Person Information .................................................................................................................................... 225

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HUMAN CAPITAL MANAGEMENT FOR VENEZUELA .......................................................................................................... 226 Maintaining Person and Employment Information ....................................................................................................... 226

HUMAN CAPITAL MANAGEMENT FOR VIETNAM ............................................................................................................. 227 Maintaining Person and Employment Information ....................................................................................................... 227

HUMAN CAPITAL MANAGEMENT FOR ZAMBIA ............................................................................................................... 228 Maintaining Person Information .................................................................................................................................... 228

HUMAN RESOURCES ANALYTICS .................................................................................................................... 229

TRANSACTIONAL BUSINESS INTELLIGENCE ...................................................................................................................... 229 New Subject Area: Payroll - User-Defined Tables Real Time .......................................................................................... 229 New Subject Area: Payroll - Payroll Interface Inbound Records Real Time .................................................................... 230 Enhanced Attribute: Displayed Input Value in Payroll Element Entries Real Time ........................................................ 230 New Subject Area: Workforce Performance - Performance Document Eligibility Real Time......................................... 230 Performance Document Evaluation Manager Added to Workforce Performance Subject Areas .................................. 231 Performance Rating Dimension Added to Person Profile Subject Area ......................................................................... 232 New subject Area: Workforce Career Development - Development Goal Overview Real Time .................................... 232 New Subject Area: Workforce Succession Management - Position Plans Real Time ..................................................... 233 New Subject Area: Workforce Management - Workforce Trend Real Time .................................................................. 233 New Subject Areas for Reporting on Workforce Scheduling in Time and Labor ............................................................ 234 New Subject Areas for Historic Time and Labor Reporting ............................................................................................ 235 New Dimension: Time Attribute in Time and Labor Subject Areas ................................................................................ 235 Time and Labor Sample Reports .................................................................................................................................... 236 Employee Contact Details Enhancement in Person Real Time Subject Area ................................................................. 236 New Dimension: Organization ....................................................................................................................................... 236 New Dimension: Collective Agreement ......................................................................................................................... 236 New Dimension: Person Disability ................................................................................................................................. 237 New Fields for Oracle Transactional Business Intelligence (OTBI) ................................................................................. 237 New Attributes that Identify Who Updated or Created Records ................................................................................... 238 Oracle Business Intelligence Enterprise Edition: New Alta User Interface ..................................................................... 238 Oracle Business Intelligence Answers: Enhanced Preview Option ................................................................................. 239

HUMAN RESOURCES OPTIMIZATION .............................................................................................................. 240

WORKFORCE MODELING ................................................................................................................................................. 240 Track Working Hours ..................................................................................................................................................... 240 View Additional Fields .................................................................................................................................................... 241

WORKFORCE PREDICTIONS ............................................................................................................................................. 242 Support for Human Resource Specialists ....................................................................................................................... 242

WORK LIFE SOLUTIONS .................................................................................................................................. 243

WORKFORCE REPUTATION MANAGEMENT ..................................................................................................................... 243 Nonemployee Opt-In ..................................................................................................................................................... 243

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REVISION HISTORY

This document will continue to evolve as existing sections change and new information is added. All updates are logged below, with the most recent updates at the top.

The new functionality referenced in this document may not be immediately available to you if your organization chose to opt out of the optional monthly updates. Rest assured you will receive the new functionality in the next quarterly update which is required and cumulative. Quarterly updates are applied in February, May, August, and November.

Release Date What's Changed Notes 06 JAN 2017 Oracle Fusion Human Capital

Management for the United States: Third-Party Quarterly Tax File Enhancements

Added new feature information delivered in Update 13 (January), which will also be included in the February quarterly update.

06 JAN 2017 Oracle Fusion Human Capital Management for the United States: New Start-of-Year ESS Process for Year Begin


06 JAN 2017 Oracle Fusion Human Capital Management for the United States: PA ACT 32 Support for Employee W-2 and W-2 Register Reports


06 JAN 2017 Oracle Fusion Global Human Resources: Search Using Person Number in Keywords


06 JAN 2017 Oracle Fusion Human Capital Management for Canada: End-of-Year Reporting (RL-2 Only)


02 DEC 2016 Oracle Fusion Global Human Resources: New Page to Upload Person Photos

Added new feature information delivered in Update 12 (December), which will also be included in the February quarterly update.

02 DEC 2016 Oracle Fusion Global Human Resources: Global Transfer Support for Future Terminated Workers


02 DEC 2016 Oracle Fusion Human Capital Management for the United States: ACA Manifest File Support


02 DEC 2016 Oracle Fusion Human Capital Management for the United States: Payroll Batch Loader Enhancements for

Added new feature information delivered in Update 12 (December), which will also be included in the February quarterly

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Release Date What's Changed Notes Involuntary Deductions update.

02 DEC 2016 Oracle Fusion Human Capital Management for the United States: New Hire Reporting Enhancements


02 DEC 2016 Oracle Fusion Human Capital Management for the United States: W-2 Employee Report Enhancements


02 DEC 2016 Oracle Fusion Human Capital Management for the United States: W-2 Register Report Enhancements


02 DEC 2016 Oracle Fusion Human Capital Management for Canada: End-of-Year Reporting: End-of-Year Exception Report


02 DEC 2016 Oracle Fusion Global Human Resources: Correct Employment Data Integrity Issues

Added new feature information delivered in Release 11 base.

02 DEC 2016 Oracle Fusion Global Human Resources: Automated Reassigning of Pending Approvals and Correcting Invalid Supervisor Assignments


02 DEC 2016 Oracle Fusion Global Human Resources: Display of Flexfields on Transaction Review Page and Notifications


02 DEC 2016 Oracle Fusion Global Human Resources: Display Pending Transactions by Business Process


02 DEC 2016 Oracle Fusion Global Human Resources: Bypass Transactions Approvals by Business Process


04 NOV 2016 Oracle Fusion Human Capital Management for the United States: Automatic Active Employee Count Calculation for VETS-4212 Reporting

Added new feature information delivered in Update 11 (November).

04 NOV 2016 Oracle Fusion Human Capital Management for the United States: Include Provider-Specific Fields on the Third-Party Quarterly Tax Filing Interface


04 NOV 2016 Oracle Fusion Human Capital Management for the United States: Set SUI Wage Limit Overrides for Eligible Employers


04 NOV 2016 Oracle Fusion Human Capital Added new feature information delivered

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Release Date What's Changed Notes Management for the United States: Specify Company Entry Descriptions for EFT Payments

in Update 11 (November).

04 NOV 2016 Oracle Fusion Human Capital Management for the United States: Additional Third-Party Periodic Tax Filing Auditing


04 NOV 2016 Oracle Fusion Human Capital Management for Kuwait: Social Insurance Calculation for Fully State Owned Oil Companies


04 NOV 2016 Oracle Fusion Human Capital Management for the United Kingdom: National Insurance Number Prefix


04 NOV 2016 Oracle Fusion Human Capital Management for the United Kingdom: National Insurance Category Change on Reaching State Pension Age


04 NOV 2016 Oracle Fusion Human Capital Management for Kuwait: Social Insurance 2015 Enhancement

Added new feature information delivered in Release 11 base Upgrade.

07 OCT 2016 Oracle Transactional Business Intelligence: New Dimension: Person Disability

Added role information on existing feature.

07 OCT 2016 Oracle Fusion Human Capital Management for the United States: Form W-2 Box 20 Enhancement for Ohio Employees

Added new feature information delivered in Update 10 (October).

07 OCT 2016 Oracle Fusion Global Human Resources for the United States: Wage Balance Enhancement for Periodic Tax Filing


07 OCT 2016 Oracle Fusion Human Capital Management for the United States: Automatically Update Employee Withholding Certificates for Rehires and Assignment Changes


07 OCT 2016 Oracle Fusion Global Human Resources for the Philippines: Added Value for Disability Category


07 OCT 2016 Oracle Fusion Global Human Resources for Egypt: Enhanced Validation of the Civil Identity Number


07 OCT 2016 Oracle Fusion Global Human Resources for New Zealand: Enabled Values for Disability Category


07 OCT 2016 Oracle Fusion Human Capital Update to Title and the Tips and

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Release Date What's Changed Notes Management for the United States: Automatically Synchronize Employee Withholding Certificates With HR Location Changes

Considerations for this feature delivered in Update 7 (July).

07 OCT 2016 Oracle Fusion Human Capital Management for the United States: Default Check Numbering for US Simplified Payroll Cycle Flow

Added new feature information delivered in Update 5 (May).

02 SEP 2016 Oracle Fusion Global Human Resources for the United States: Include Resident and Nonresident City and County Tax Balances on Periodic Tax Filing

Added new feature information delivered in Update 9 (September).

02 SEP 2016 Oracle Fusion Global Human Resources for the United States: Refined Data Selection for W-2 Employee Report


02 SEP 2016 Oracle Fusion Global Human Resources: Position Synchronization When Using HCM Data Loader to Load Position Changes


02 SEP 2016 Oracle Fusion Global Human Resources: Enhanced Simplified User Interface with Display of Employment Details and Flexfields

Updated feature with role information.

02 SEP 2016 Oracle Fusion Global Human Resources for India: Permanent Account number (PAN)

Added new feature information delivered in Update 3 (March).

02 SEP 2016 Oracle Fusion Global Human Resources for India: PAN Acknowledgment Number


02 SEP 2016 Oracle Fusion Global Human Resources for India: Aadhaar Number


05 AUG 2016 Oracle Fusion Global Human Resources for Angola: Validation Added to NIF

Added new feature information delivered in Update 8 (August).

05 AUG 2016 Oracle Fusion Global Human Resources for Canada: Involuntary Deductions: Protected Pay Rules


05 AUG 2016 Oracle Fusion Global Human Resources: Additional Option for Rehire Recommendation


05 AUG 2016 Oracle Fusion Global Human Resources for the United States: Display Accrual Balances on Employee Checks

Added new feature information delivered in Update 7 (July).

05 AUG 2016 Oracle Fusion Global Human Resources for the United States: Automatically Synchronize Employee Withholding Certificates with HR Data


05 AUG 2016 Oracle Fusion Global Human Resources Added new feature information delivered

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Release Date What's Changed Notes for the United States: Voluntary Disability Self-Identification

in Update 1 (January).

01 JUL 2016 Oracle Fusion Global Human Resources: Local Name Support on Edit My Details Page


01 JUL 2016 Oracle Fusion Global Human Resources: Required Search Criteria for Document Records


01 JUL 2016 Oracle Fusion Global Human Resources: View Attachments from the Document Records Approval Notification


01 JUL 2016 Oracle Fusion Global Human Resources: Half Day Calendar Events for Elapsed Work Schedules


01 JUL 2016 Oracle Fusion Global Human Resources for Angola: Value Added for the National Identifier


01 JUL 2016 Oracle Fusion Global Human Resources for Canada: End-of-Year Reporting: Amendments for T4, T4A, And RL-1


03 JUN 2016 Oracle Fusion Global Human Resources: New Profile Option to Cache Person Images

Added new feature information delivered in Update 6 (June).

03 JUN 2016 Oracle Fusion Global Human Resources: Person Contextual Actions (Smart Navigation)

Changed title and wording on feature to make it easier to recognize.

03 JUN 2016 Oracle Fusion Global Human Resources: Redesigned Directory


03 JUN 2016 Oracle Fusion Global Human Resources: Additional Features in My Team


03 JUN 2016 Oracle Fusion Global Human Resources for the United States: Employee Active Payroll Balance Report Enhancement


03 JUN 2016 Oracle Fusion Workforce Predictions: Support for Human Resource Specialists


03 JUN 2016 Oracle Fusion Global Human Resources: Display Manager Names Without Assignment Numbers in Employment Processes


03 JUN 2016 Oracle Fusion Global Human Resources: Employment Configuration Options


03 JUN 2016 Oracle Fusion Global Human Resources: Worker Resignation Self Service in Simplified Interface

Added new feature information delivered in Update 4 (April).

03 JUN 2016 Oracle Fusion Global Human Resources for Australia: Workplace Gender Equality


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Release Date What's Changed Notes Profile Report

03 JUN 2016 Oracle Fusion Global Human Resources for Australia: Capture Of Non-Specific Gender


06 MAY 2016 Oracle Fusion Global Human Resources for Sweden: Enhanced Post Number Validation


06 MAY 2016 Oracle Fusion Global Human Resources: Workforce Development - Incremental Refresh of Manager Hierarchy


01 APR 2016 Oracle Fusion Global Human Resources: Worker View of Employment Information in Simplified User Interface


01 APR 2016 Oracle Fusion Global Human Resources: Automated Reassigning of Pending Approvals and Correcting Invalid Supervisor Assignments


01 APR 2016 Oracle Fusion Human Capital Management for Morocco: Address Format


04 MAR 2016 Initial Document Creation

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OVERVIEW

This guide outlines the information you need to know about new or improved functionality in Oracle HCM Release 11. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you.

Oracle HCM Cloud release documents are delivered in five functional groupings:

Suggested Reading for all HCM Products:

• HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.)

• Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.)

NOTE: Not all Global Human Resource features are available for the base Talent and Compensation stand alone applications.

Optional Reading for HCM Products (Depending on what products are in your cloud service):

• Talent Management (All Talent applications)

• Workforce Rewards (Compensation, Benefits, Payroll and Global Payroll Interface)

• Workforce Management (Absence Management and Time and Labor)

Additional Optional Reading:

• Common Technologies and User Experience (This documents the common features across all Cloud applications and is not specific to HCM)

NOTE: All of these documents can be found on the Oracle Help Center at: https://cloud.oracle.com/saasreadiness/hcm under Human Capital Management Release Readiness

GIVE US FEEDBACK

We welcome your comments and suggestions to improve the content. Please send us your feedback at [email protected]. Please indicate you are inquiring or providing feedback regarding the Global HR Cloud What’s New for Release 11 in the body or title of the email.

https://cloud.oracle.com/saasreadiness/hcm

mailto:[email protected]

16

RELEASE FEATURE SUMMARY

Some of the new Release 11 features are automatically available to users after the upgrade and some require action from the user, the company administrator, or Oracle.

The table below offers a quick view of the actions required to enable each of the Release 11 features.

Action Required to Enable Feature

Feature Automatically

Available

End User Action

Required Administrator

Action Required

Oracle Service Request Required

Global Human Resources Add Multiple Managers in Add Person User Interface

People Group Key Flexfield Added to Manager Transactions and Portrait

Change in Primary Work Relationship Propagated to Future Records

Enhanced Simplified User Interface with Display of Employment Details and Flexfields

Manage Person Identifiers for External Applications

Person Flexfields in Simplified User Interface Personal Information

Assignment Extra Information Flexfields on Add Pending Worker

Assignment Descriptive Flexfield on Change Location

Editing Contacts when Excluded from Person Security Profile

Person Contextual Actions (Smart Navigation)

Updated Person Management Work Area Worker Resignation Self Service in Simplified Interface

Reassign Direct Reports of Terminated Workers During Termination Flow

Capture Talent and Succession Management Details in Organization Chart and Directory

Define a Default Grade Ladder from Job

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Available

End User Action


Action Required


and Position Updates to Grade Ladder Entry on Worker Assignment

Support for Additional Seniority Dates Automated Reassigning of Pending Approvals and Correcting Invalid Supervisor Assignments

Worker View of Employment Information in Simplified User Interface

Workforce Directory - Incremental Refresh of Manager Hierarchy

Redesigned Directory Additional Features in My Team New Profile Option to Cache Person Images

Worker Resignation Self Service in Simplified Interface

Display Manager Names Without Assignment Numbers in Employment Processes

Employment Configuration Options Half Day Calendar Events for Elapsed Work Schedules

Local Name Support on Edit My Details Page

Required Search Criteria for Document Records

View Attachments from the Document Records Approval Notification

Additional Option for Rehire Recommendation

Position Synchronization When Using HCM Data Loader to Load Position Changes

Automated Reassigning of Pending Approvals and Correcting Invalid Supervisor Assignments

18



Available

End User Action


Action Required


Display of Flexfields on Transaction Review p and Notifications

Display Pending Transactions by Business Process

Bypass Transactions Approvals by Business Process

Correct Employment Data Integrity Issues Global Transfer Support for Future Terminate Workers

New Page to Upload Person Photos Search Using Person Number in Keywords Global Payroll Interface New Country Extensions in Global Payroll Interface Extract Definition

Import of Third-Party Payroll Processed Data and Payslips

Human Capital Management for Albania

Maintaining Person Information

Human Capital Management for Algeria

Maintaining Person Information Human Capital Management for Angola

Maintaining Person Information Value Added for the National Identifier Validation Added to NIF Human Capital Management for Argentina

Maintaining Person and Employment Information

Human Capital Management for Australia

Global Payroll Interface Support for Australia

Tax File Number 28 Day Adjustment Workplace Gender Equality Profile Report

19



Available

End User Action


Action Required


Capture Of Non-Specific Gender Human Capital Management for Austria

Social Insurance Number Validation Contract Type Human Capital Management for Bahamas

Maintaining Person Information Human Capital Management for Belarus

Maintaining Person Information Human Capital Management for Belize

Maintaining Person Information Human Capital Management for Bolivia

Maintaining Person Information Human Capital Management for Bosnia and Herzegovina

Maintaining Person Information Human Capital Management for Brazil

Disability Category Contract Type Human Capital Management for Brunei

Maintaining Person Information Human Capital Management for Bulgaria

Maintaining Person Information Human Capital Management for Canada

End-of-Year Reporting: Amendments for T4, And RL-1

Involuntary deductions: Protected Pay Rules

End-of-Year Reporting: End-of-Year Exception Report

End-of-Year Reporting (RL-2 Only)

20



Available

End User Action


Action Required


Human Capital Management for Chile


Human Capital Management for China

New Rounding Methods for Social Security and Enterprise Annuity Calculation

Element Result Report Changes Human Capital Management for Colombia


Human Capital Management for Costa Rica

Maintaining Person Information Human Capital Management for Croatia

Maintaining Person Information Human Capital Management for Cyprus


Human Capital Management for Czech Republic


Human Capital Management for Denmark

CPR Number Validation Human Capital Management for Dominican Republic

Maintaining Person Information Human Capital Management for Ecuador

Maintaining Person Information Human Capital Management for Egypt

21



Available

End User Action


Action Required


Maintaining Person Information Enhanced Validation of the Civil Identity Number

Human Capital Management for El Salvador

Maintaining Person Information Human Capital Management for Finland

National Identifier Validation Human Capital Management for France

Enhancement to Contract Management Information Related to Working from Home

Legal Reporting: Work Certificate Worker Data Validation Report Payroll Data Validation Report Human Capital Management for Germany

Legislative changes for Name and Address Validations

Enhanced Person Name Validations Enhanced Person Address Validations Additional Validations for Worker Data Validation Report

Absence Accrual: Vacation Human Capital Management for Greece


Human Capital Management for Grenada

Maintaining Person Information Human Capital Management for Guatemala

Maintaining Person Information Human Capital Management

22



Available

End User Action


Action Required


for Haiti Maintaining Person Information Human Capital Management for Honduras Maintaining Person Information Human Capital Management for Iceland

Maintaining Person Information Human Capital Management for India

Permanent Account number (PAN)

PAN Acknowledgment Number

Aadhaar Number

Human Capital Management for Indonesia

Maintaining Person Information Human Capital Management for Iran

Maintaining Person Information Human Capital Management for Iraq

Maintaining Person Information Human Capital Management for Ireland

EIR Codes Balance Exception Report Human Capital Management for Israel


Human Capital Management for Italy


Human Capital Management for Jamaica

Maintaining Person Information Human Capital Management for Jordan

23



Available

End User Action


Action Required


Maintaining Person Information Human Capital Management for Kazakhstan

Contract Type Worker Category Human Capital Management for Kenya Maintaining Person Information Human Capital Management for Kuwait Validation on Correcting or Reversing a Termination

Statutory Reporting: Update to Report 166 – Monthly Contributions

Support for Biweekly Payroll Monthly Gratuity Accrual Process Updates Reported Hire Date Social Insurance 2015 Enhancement Social Insurance Calculation for Fully State Owned Oil Companies

Human Capital Management for Lebanon

Maintaining Person Information Human Capital Management for Liechtenstein

Personal Identification Number Validation Human Capital Management for Luxembourg


Human Capital Management for Macau

Maintaining Person Information Human Capital Management for Morocco

Maintaining Person Information Address Format Human Capital Management for Mozambique

Maintaining Person Information

24



Available

End User Action


Action Required


Human Capital Management for Namibia Maintaining Person Information Human Capital Management for the Netherlands

Worker Data Validation Report Global Payroll Interface Support for the Netherlands

Human Capital Management for New Zealand

Enabled Values for Disability Category Human Capital Management for Nicaragua Maintaining Person Information Human Capital Management for Nigeria Maintaining Person Information Human Capital Management for Norway National Identifiers Validation Human Capital Management for Pakistan Maintaining Person and Employment Information

Human Capital Management for Panama Maintaining Person Information Human Capital Management for Paraguay Maintaining Person Information Human Capital Management for Peru Maintaining Person Information Human Capital Management for the Philippines


Added Value for Disability Category Human Capital Management for Poland Contract Type Human Capital Management for Portugal Maintaining Person and Employment Information

Human Capital Management for Romania

25



Available

End User Action


Action Required



Human Capital Management for Russia Maintaining Person and Employment Information

Human Capital Management for Saint Kitts and Nevis

Maintaining Person Information Human Capital Management for Saint Lucia

Maintaining Person Information Human Capital Management for Saint Vincent And the Grenadines

Maintaining Person Information Human Capital Management for Saudi Arabia

Disabled Workers Report Validation on Correcting or Reversing a Termination

Wage Protection System Support for Biweekly Payroll Monthly Gratuity Accrual Process Updates Reported Hire Date Human Capital Management for Serbia Maintaining Person Information Human Capital Management for Slovakia Maintaining Person Information Human Capital Management for Slovenia Maintaining Person Information Human Capital Management for South Africa


Human Capital Management for Spain Maintaining Person Information Human Capital Management for Sudan Maintaining Person Information

26



Available

End User Action


Action Required


Human Capital Management for Suriname Maintaining Person Information Human Capital Management for Sweden National Identifier Validation Enhanced Post Number Validation Human Capital Management for Syria Maintaining Person Information Human Capital Management for Thailand Maintaining Person Information Human Capital Management for Trinidad And Tobago

Maintaining Person Information Human Capital Management for Turkey Maintaining Person Information Human Capital Management for The United Arab Emirates

Disabled Workers Report Validation on Correcting or Reversing a Termination

New National Identifier Validation on Visa Number Payroll Validation Report Support for Biweekly Payroll Monthly Gratuity Accrual Process Updates Reported Hire Date Human Capital Management for the United Kingdom

Real Time Information (RTI)– Earlier Year Update (EYU)

National Insurance Number Prefix National Insurance Category Change on Reaching State Pension Age

Human Capital Management for the United States

Multiple Worksite Report Third-Party Involuntary Payment Interface Initial Extract

27



Available

End User Action


Action Required


Global Payroll Interface Support for the United States

Employee Active Payroll Balance Report Enhancement

Voluntary Disability Self-Identification Display Accrual Balances on Employee Checks

Automatically Synchronize Employee Withholding Certificates with HR Location Changes

Include Resident and Nonresident City and County Tax Balances on Periodic Tax Filing

Refined Data Selection for W-2 Employee Report

Default Check Numbering for US Simplified Payroll Cycle Flow

Form W-2 Box 20 Enhancement for Ohio Employees

Wage Balance Enhancement for Periodic Tax Filing

Automatically Update Employee Withholding Certificates for Rehires and Assignment Changes

Automatic Active Employee Count Calculation for VETS-4212 Reporting

Include Provider-Specific Fields on the Third-Party Quarterly Tax Filing Interface

Set SUI Wage Limit Overrides for Eligible Employers

Specify Company Entry Descriptions for EFT Payments

Additional Third-Party Periodic Tax Filing Auditing

ACA Manifest File Support Payroll Batch Loader Enhancements for Involuntary Deductions

New Hire Reporting Enhancements W-2 Employee Report Enhancements

28



Available

End User Action


Action Required


W-2 Register Report Enhancements Third-Party Quarterly Tax File Enhancements

New Start-of-Year ESS process for Year Begin

PA ACT 32 Support for Employee W-2 and W-2 Register Reports

Human Capital Management for Uruguay Maintaining Person Information Human Capital Management for Venezuela Maintaining Person and Employment Information

Human Capital Management for Vietnam Maintaining Person and Employment Information

Human Capital Management for Zambia Maintaining Person Information Global Human Resources Transactional Business Intelligence

New Subject Area: Payroll – User Defined Tables Real Time

New Subject Area: Payroll – Payroll Interface Inbound Records Real Time

Enhanced Attribute: Displayed Input Value in Payroll Element Entries Real Time

New Subject Area: Workforce Performance – Performance Document Eligibility Real Time

Performance Document Evaluation Manager Added to Workforce Performance Subject Areas

Performance Rating Dimension Added to Person Profile Subject Area

New Subject Area: Workforce Career Development – Development Goal Overview Real Time

New Subject Area: Workforce Succession Management – Position Plans Real Time

29



Available

End User Action


Action Required


New Subject Area: Workforce Management – Workforce Trend Real Time

New Subject Areas for Reporting on Workforce Scheduling in Time and Labor

New Subject Areas for Historic Time and Labor Reporting

New Dimension: Time Attribute in Time and Labor Subject Areas

Time and Labor Sample Reports Employee Contact Details Enhancement in Person Real Time Subject Area

New Dimension: Organization New Dimension: Collective Agreement New Dimension: Person Disability New Fields for Oracle Transactional Business Intelligence (OTBI)

New Attributes that Identify Who Updated or Created Records

Oracle Business Intelligence Enterprise Edition: New Alta User Interface

Oracle Business Intelligence Answers: Enhanced Preview Option

Workforce Modeling Track Working Hours View Additional Fields Workforce Predictions Support for Human Resource Specialists Workforce Reputation Management Nonemployee Opt-in

30

HUMAN RESOURCES

GLOBAL HUMAN RESOURCES

Oracle Fusion Global Human Resources enables your organization to plan, manage and optimize all workforce segments using flexible and extensible best practices to realize extraordinary gains while ensuring compliance and increasing total workforce engagement.

ADD MULTIPLE MANAGERS IN ADD PERSON USER INTERFACE

Enhance the user experience with the Add Person user interface. Add multiple managers in the same transaction without initiating a separate transaction in the Manage Employment page.

Add Multiple Managers for a New Person

STEPS TO ENABLE

There are no steps necessary to enable this feature.

PEOPLE GROUP KEY FLEXFIELD ADDED TO MANAGER TRANSACTIONS AND PORTRAIT

Improved user experience with the addition of the People Group key flexfield to the following manager self service pages: Promote, Transfer, Change Working Hours, and Portrait. The People Group key flexfield is added to the manager self service transactions so that the user does not need to manage the tasks separately using the Manage Employment page.

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People Group Key Flexfield in Promotion Transaction Using Manager Self Service

STEPS TO ENABLE


CHANGE IN PRIMARY WORK RELATIONSHIP PROPAGATED TO FUTURE RECORDS

The process has been enhanced for changing the primary work relationship to accommodate future-dated employment terms and assignments. If a new primary work relationship contains any future-dated records, the change in the primary status is propagated to the future records.

STEPS TO ENABLE


ENHANCED SIMPLIFIED USER INTERFACE WITH DISPLAY OF EMPLOYMENT DETAILS AND FLEXFIELDS

Managers can now view the following employment and assignment details and flexfields when they drill down to a worker’s page from the My Team icon in the simplified user interface.

• Work Relationship Details: Legal Employer, Hire Date

• Assignment Details: Job, Grade, Business Unit

• Work Contacts: Contact Name, Contact Type

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• Flex Fields: Work Relationship (PER_PPS_DF), Contract (PER_CONTRACT_DF), Assignment (PER_ASG_DF), Legislative Assignment (PER_ASG_LEG_DDF), People Group Flexfield (PPG), Contract Legislative Information (PER_CONTRACT_LEG_DDF), Work Relationship Legislative Information (PER_PPS_LEG_DDF)

• Employment History: A new page displays the employment history, showing a timeline of employment related events such as promotion and manager change. The information is available in graphical and tabular formats.

Enhanced Simplified User Interface with Employment Details and Flexfields

STEPS TO ENABLE


ROLE INFORMATION

If you are not using the predefined reference roles, then you need to add the function security privilege that secures access to the Employment Information page, which you access from the My Team and Team Compensation pages, to relevant custom job or abstract roles. This table identifies the required function security privilege and suggests a target abstract role.

See the Upgrade Guide for Oracle HCM Cloud Applications Security (My Oracle Support document ID 2023523.1) for instructions on implementing new features in existing roles.

Function Security Privilege Name and Code Custom Abstract Role Access FUSE Performance and Career Planning Page HRT_FUSE_PERFORMANCE_AND_CAREER_PLANNING_PRIV

Line Manager

https://support.oracle.com/epmos/faces/DocumentDisplay?parent=DOCUMENT&sourceId=1504483.1&id=2023523.1

33

MANAGE PERSON IDENTIFIERS FOR EXTERNAL APPLICATIONS

Capture third-party application identifiers such as time device badges, payroll identifiers, or any other person-related identifiers at the person or assignment levels. These identifiers assist in integrations between different applications or to proactively manage ownership of specific identifiers.

Manage Person Identifiers for External Applications Page

STEPS TO ENABLE

If you use the predefined reference roles, then no steps are necessary to enable this feature. Otherwise, you must assign relevant security privileges to your roles to enable this feature. See Role Information (below) for details.

ROLE INFORMATION

If you are not using the predefined reference roles, then you need to add security privileges to relevant job and abstract roles to use this feature. This table identifies the required aggregate privileges and suggests target job and abstract roles. You can add the privileges to different roles if you prefer.


Aggregate Privilege Name and Code Job or Abstract Role View Person Identifiers for External Applications ORA_VIEW_PERSON_IDENTIFIERS_FOR_EXTERNAL_APPLICATIONS

Human Resource Analyst

Manage Person Identifiers for External Applications ORA_PER_MANAGE_PERSON_IDENTIFIERS_FOR_EXTERNAL_APPLICATIONS

Human Resource Specialist Line Manager


34

PERSON FLEXFIELDS IN SIMPLIFIED USER INTERFACE PERSONAL INFORMATION

The following person-specific flexfields are hidden out-of-the-box and are displayed on personalization in the read-only and editable Personal Information pages:

• Person Attributes (PER_PERSONS_DFF)

• Person Legislative Information (PER_PERSON_LEGISLATIVE_DATA_LEG_DDF)

• Religion Attributes (PER_RELIGIONS_DFF)

• Ethnicity Attributes (PER_ETHNICITIES_DFF)

• Person Address Usage Attributes (PER_PERSON_ADDR_USG_DFF)

• Contact Relationship Attributes (PER_CONTACT_RELSHIPS_DFF)

• Person Contact Relationship Information (PER_PERSON_CONTACT_RELATIONSHIP_DDF)

STEPS TO ENABLE

Enable the flexfields on the Personal Information simplified user interface through personalization.

ASSIGNMENT EXTRA INFORMATION FLEXFIELDS ON ADD PENDING WORKER

Capture extra information using the Assignment Extra Information flexfields while creating a pending worker. The flexfields are now displayed as a part of the pending worker process so that you don’t have to manage this data as a separate process using the Manage Employment page.

STEPS TO ENABLE


ASSIGNMENT DESCRIPTIVE FLEXFIELD ON CHANGE LOCATION

Capture additional information at the assignment level on the Change Location page. The assignment descriptive flexfield can be displayed as part of this process through personalization so that you don’t have to manage this data as a separate process using the Manage Employment page.

STEPS TO ENABLE

You must enable the assignment descriptive flexfield on the Change Location page using personalization.

35

EDITING CONTACTS WHEN EXCLUDED FROM PERSON SECURITY PROFILE

Edit contacts even when they are excluded from the person security profile. When a person security profile excludes related contacts, you can still manage the contacts of a person. If you have access to a person, you can access the contact’s Manage Person page from the Edit Contact page.

Link to the Manage Person Page of a Contact

STEPS TO ENABLE


PERSON CONTEXTUAL ACTIONS (SMART NAVIGATION)

Enhance user experience with the redesign of the person contextual actions, now referred to as Smart Navigation. Access available actions that can be taken on another person from anywhere in the system and navigate to other work areas easily. Control the Actions menu through personalization by hiding actions or marking them as recommended actions. This eliminates the need to modify the security hierarchy for roles if specific actions are hidden for all roles.

36

Person Contextual Actions Menu

STEPS TO ENABLE


UPDATED PERSON MANAGEMENT WORK AREA

The Person Management work area is redesigned to provide a similar user experience as the simplified user interface. A new panel drawer is added for person search and work contacts to enhance user experience. The Manage Employment task, which is the most frequently used task, is now the default task when entering the work area.

37

Manage Employment is the Default Task

A new person quick search panel drawer simplifies the user experience so that the work area is refreshed rather than returning to the initial search.

Search Panel Drawer

STEPS TO ENABLE


WORKER RESIGNATION SELF-SERVICE IN SIMPLIFIED INTERFACE

Improved operational efficiency by allowing workers to submit their own resignations using self service in the simplified user interface. Additionally, line managers can review, edit, and approve the resignation requests of their direct reports in the simplified user interface. This feature improves:

• Transparency: Workers can provide their resignation comments which are stored in the application and can be reported.

• Compliance: Workers and line managers are alerted of any shortfall in the notice period for the resignation.

• Visibility: Workers can track the approval status of their resignation requests by using standard workflow features.

• Efficiency: Line managers can now reassign the direct reports of a resigning worker when editing the resignation request.

38

Worker Resignation Using Self Service

STEPS TO ENABLE


ROLE INFORMATION

If you are not using the predefined reference roles, then you need to add security privileges to relevant abstract roles to use this feature. This table identifies the required aggregate privilege and suggests target abstract roles. You can add the privileges to different roles if you prefer.


Aggregate Privilege Name and Code Abstract Role Submit Resignation ORA_PER_SUBMIT_RESIGNATION

Employee Contingent Worker

TIPS AND CONSIDERATIONS

Workers will not be able to submit their resignations using this feature if they have:

• Future-dated transactions.

• Multiple work relationships active at the time of submitting their resignations, even if those work relationships are set to be terminated at a future date.


39

REASSIGN DIRECT REPORTS OF TERMINATED WORKERS DURING TERMINATION FLOW

Simplified the worker termination process by allowing line managers and human resource (HR) specialists to reassign the direct reports of a worker during the termination flow.

Reassign Direct Reports of the Terminated Worker

STEPS TO ENABLE


CAPTURE TALENT AND SUCCESSION MANAGEMENT DETAILS IN ORGANIZATION CHART AND DIRECTORY

Track succession planning information right from the organization chart and drill from here to view more detailed information and take further actions. You can create succession plans and add candidates directly from where you view your workers' information.

STEPS TO ENABLE

No steps are necessary to enable this feature.

40

DEFINE A DEFAULT GRADE LADDER FROM JOB AND POSITION

We have made it easier for you to perform employment transactions by defining an optional default grade ladder for a job or position. The new default Grade Ladder field works with the existing Entry Grade and Entry Step fields on the position definition to ensure that the entry grade and step are valid for the default grade ladder. Additionally, the default grade ladder ensures data integrity by checking validity between the grades defined for a job or position and the chosen grade ladder.

Define a Default Grade Ladder for a Job

Define a Default Grade Ladder for a Position

41

STEPS TO ENABLE



The grade ladder will be populated when a new assignment is created. However, there is no change to the grade ladder when an existing assignment is updated.

UPDATES TO GRADE LADDER ENTRY ON WORKER ASSIGNMENT

We have made it easier for you to perform data entry by using grade ladders. To improve the data flow, the Grade Ladder field on the worker’s assignment is moved from the Grade Details window to the primary page. If a grade ladder is entered or populated from a job or position, you will be prompted to choose valid grades for the grade ladder when entering the grade. Additionally, the grade ladder and step are now available on the manager self-service transactions for promotion and transfer.

Grade Ladder Entry on Worker Assignment

42

Grade Ladder and Step in Promotion Transaction Using Manager Self-Service

STEPS TO ENABLE



The Grade Ladder field will not be displayed in the assignment flows unless you have at least one grade ladder defined in your organization.

SUPPORT FOR ADDITIONAL SENIORITY DATES

You can now capture additional seniority dates for your workers. The seniority dates feature now includes support for additional seniority dates, such as grade, step, job, position, union, and collective agreement. The ability to track additional seniority dates is available immediately after you upgrade.

Job Seniority Date

43

STEPS TO ENABLE

To start tracking a new seniority date, you will need to set it up in the Configure Seniority Date Rules component.

AUTOMATED REASSIGNING OF PENDING APPROVALS AND CORRECTING INVALID SUPERVISOR ASSIGNMENTS

You can reassign pending approvals and correct invalid supervisory assignments of terminated or globally transferred managers by scheduling the Run Reassign Pending Approvals for Terminations and Correct Invalid Supervisor Assignments Process. This process reassigns all unassigned reports to the manager’s manager.

STEPS TO ENABLE

There are no steps needed to enable the feature. The human resource specialist can schedule this process to run periodically or on an ad-hoc basis.

KEY RESOURCES

For more information, go to Applications Help for the following topic:

• Pending Approvals and Invalid Supervisor Assignments: Explained

WORKER VIEW OF EMPLOYMENT INFORMATION IN SIMPLIFIED USER INTERFACE

Provide workers a complete view of their employment information. Workers can now view their work relationship, contract and assignment details, and flexfields on the new Employment Details tab in the Personal Information work area. Additionally, workers can view their employment history on a timeline for employment related events, such as promotion and manager change.

The employment information includes the following:

• Work Relationship: Legal Employer, Hire Date, and others

• Assignment: Job, Grade, Business Unit, and others

• Flexfields: Work Relationship (PER_PPS_DF), Contract (PER_CONTRACT_DF), Assignment (PER_ASG_DF), Legislative Assignment (PER_ASG_LEG_DDF), People Group Flexfield (PPG), Contract Legislative Information (PER_CONTRACT_LEG_DDF), and Work Relationship Legislative Information (PER_PPS_LEG_DDF)

• Employment History: A new region displays the employment history on a timeline for employment related events, such as promotion and manager change. This information can be viewed in graphical and tabular formats.

44

Employment Information for Workers

STEPS TO ENABLE

The Employment Details tab is hidden out of the box. To enable this tab, you must configure the Visible property of the tab to 'Yes' using the Structure page in the Tools work area. Employment Details tab is part of the Personal Information page which is included in the About Me category.

If you use the predefined reference roles, no security related steps are necessary to enable this feature. Otherwise, you must assign relevant security privileges to your roles to enable this feature. See the Role Information section for more information. After assigning the new security privileges, you must regenerate the data roles which inherit these new security privileges.


For a worker having multiple assignments or work relationships, only the primary assignment details from the primary work relationship is displayed on the Employment Details tab.

KEY RESOURCES


• Managing Categories and Page Entries for the Navigator and Springboard: Procedure

45

ROLE INFORMATION

If you are not using the predefined reference roles, then you need to ensure that the below security privileges are mapped to the relevant abstract or job roles. This table identifies the required security privileges and suggests target job and abstract roles. You can add the security privileges to different roles if you prefer.


Aggregate Privilege Name and Code Abstract Role View Employment Information Summary ORA_PER_VIEW_EMPLOYMENT_INFORMATION_SUMMARY


WORKFORCE DIRECTORY - INCREMENTAL REFRESH OF MANAGER HIERARCHY

In addition to performing full refreshes of the manager hierarchy, you can now perform incremental refreshes, refreshing the hierarchy based on supervisor changes occurring in the previous N days.

STEPS TO ENABLE



Schedule a full refresh every month or quarter and also schedule an incremental refresh every day or week.


46

REDESIGNED DIRECTORY

You can now search for people in your organization in a simple way using the directory search.

Directory Search

The search results have been redesigned to take advantage of the available space and enable filtering.

Organization Chart Icon in the Search Results

You can display the organization chart by clicking the organization chart icon in the search results. The organization chart provides public information based on the line manager hierarchy. You can view additional person information and perform actions by clicking the View More Details icon in the card.

47

Click the View More Details Icon to View Public Information About the Person

The expanded card shows the same information that you see in the person smart navigation window on the other pages. This window displays a person’s public information, public hierarchy information (a worker’s direct reports), a list of actions, and navigation.

Person Smart Navigation Window: Information Person Smart Navigation Window: Actions

48

Person Smart Navigation Window: Navigation Person Smart Navigation Window: Direct Reports

You may optionally display dotted line relationships by clicking the Show Filters link in the organization chart.

Filter Attributes in the Directory

Vacancies and Taleo requisitions are also displayed in the organization chart.

49

Vacancy Card Displayed in the Organization Chart

STEPS TO ENABLE


KEY RESOURCES

For more information on the Directory, go to Applications Help for the following topic:

• Searching for People in the Directory: Explained

ADDITIONAL FEATURES IN MY TEAM

You can optionally display dotted line relationships in the My Team page by clicking the Filter button.

My Team Page

50

Filters are now in a side panel that you open by clicking the Filter button. You can filter by contingent workers, grades, suspended assignments, primary, and non-primary assignments.

Filter Attributes on the My Team Page

A Non-primary Assignment which is Shown When you Hover Over the Icon Next to Assignment

51

You can also display vacancies and requisitions and perform relevant actions by clicking on the vacancy or requisition.

Click on the Vacancy to Perform Actions

STEPS TO ENABLE


KEY RESOURCES

For more information on My Team, go to Applications Help for the following topic:

• My Team: Overview

NEW PROFILE OPTION TO CACHE PERSON IMAGES

Enhance the performance of pages that display person images (for example, organization chart) by caching person images. To enable browsers to store person images, create the PER_IMAGE_ENABLE_CACHING profile option. You must create the profile option and set the value to Y at the site level.

STEPS TO ENABLE

To enable caching, you must create the profile option and set the value to Y at the site level.

52

To create the profile option:

1. Search for and select the Manage Profile Options task in the Setup and Maintenance page. 2. Click the New icon, in the Manage Profile Options page. 3. Enter the following details.

Field Value Profile Option Code PER_IMAGE_ENABLE_CACHING Profile Display Name Per Image Enable Caching Application Global Human Resources Module Global Human Resources

4. Enter the start date. 5. Click Save and Close. 6. Enter PER_IMAGE_ENABLE_CACHING as the Profile Option Code, In the Manage Profile Options

page and then click Search. 7. Select the Enabled and Updateable check boxes at the Site level In the

PER_IMAGE_ENABLE_CACHING on the Profile Option Levels section. 8. Click Save and Close.

Create the Profile Option

53

Enable the Profile Option at the Site Level

To set the value for the profile option:

1. Search for and select the Manage Administrator Profile Values task in the Setup and Maintenance page.

2. Enter PER_IMAGE_ENABLE_CACHING as the profile option code and click Search. 3. In the PER_IMAGE_ENABLE_CACHING: Profile Option Values section, select Site from the Profile

Level choice list. 4. Enter Y as the profile value. 5. Click Save and Close.

54

Set the Profile Value


Don’t enable caching images if people at your site use kiosks to access the application.

KEY RESOURCES


• Caching Person Images: Explained

WORKER RESIGNATION SELF SERVICE IN SIMPLIFIED INTERFACE

Improve operational efficiency by allowing workers to submit their own resignations. The new Submit Resignation link is displayed in the Related Links panel tab on the My Details page in the Personal Information work area. Additionally, line managers can review, edit, and approve the resignation requests of their direct reports in the simplified user interface. This feature improves:

• Transparency: Workers can provide their resignation comments which are stored in the application and can be reported.

• Compliance: Workers and line managers are alerted of any shortfall in the notice period for the resignation.

• Visibility: Workers can track the approval status of their resignation requests by using standard workflow features.

55

• Efficiency: Line managers can now reassign the direct reports of a resigning worker when editing the resignation request.

Worker Resignation Using Self Service

STEPS TO ENABLE

If you use the predefined reference roles, no steps are necessary to enable this feature. Otherwise, you must assign relevant security privileges to your roles to enable this feature. See Role Information section below for details.

ROLE INFORMATION

If you are not using the predefined reference roles, you must add security privileges to relevant abstract roles to use this feature. The following table identifies the required aggregate privilege and suggests target abstract roles. You can add the privileges to different roles if you prefer.

See Upgrading Applications Security in Oracle HCM Cloud Releases 10 and 11 (My Oracle Support Document ID 2023523.1) for instructions on implementing new features in existing roles.

Aggregate Privilege Name and Code Abstract Role Submit Resignation ORA_PER_SUBMIT_RESIGNATION


https://support.oracle.com/epmos/faces/DocumentDisplay?id=2023523.1&displayIndex=1#WP_BODY

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Workers cannot submit their resignations using this feature if they have:

• Future-dated transactions.

• Multiple work relationships active at the time of submitting their resignations, even if those work relationships are set to be terminated at a future date

KEY RESOURCES


• Worker Resignation: Explained

DISPLAY MANAGER NAMES WITHOUT ASSIGNMENT NUMBERS IN EMPLOYMENT PROCESSES

Enhance performance of employment processes by changing the default behavior of displaying assignment numbers in the manager name list of values. By default, the assignment number is now not displayed. However, you can configure the PER_EMP_MANAGER_NAME_LOV site-level profile option to display the assignment numbers by updating the profile value to N. You can access the option by using the Manage Administrator Profile Values task in the Setup and Maintenance work area.

Configure Option to Conceal or Display Assignment Numbers

STEPS TO ENABLE


KEY RESOURCES


• How can I display assignment numbers in the manager name list of values in employment flows?

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EMPLOYMENT CONFIGURATION OPTIONS

You can now use configuration options to perform validation, improve performance, or change default values in employment pages:

• Configure validation to stop or warn users from updating a future-dated assignment record using any manager self service pages, such as Promote and Transfer. By default, there is no validation. You can configure the validation as an error or warning message by using the Guided Flows: Future-Dated Records Validation employment configuration option.

• Configure validation to stop or warn users from terminating a manager with subordinates. By default, there is no validation. You can configure the validation as an error or warning message by using the Termination: Existing Subordinates Validation employment configuration option.

• Enhance performance of employment flows by changing the default behavior of the Approvers region in the Review page. By default, the Approvers region is now collapsed. However, you can change the default behavior by updating the Employment: Approver Region Collapsed employment configuration option to N for the enterprise.

• Control whether new work relationship records show a default value for the enterprise seniority date. If you change the Default Enterprise Seniority Date employment configuration option to No, there's no default date and users can enter a date manually.

You can access the options by using the Manage Enterprise HCM Information task in the Setup and Maintenance work area.

Configure Options to Change Default Behavior in Employment Pages

STEPS TO ENABLE


KEY RESOURCES


• Seniority Dates: Explained

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HALF DAY CALENDAR EVENTS FOR ELAPSED WORK SCHEDULES

You can specify a calendar event as a half day event for elapsed work schedules using the Create Calendar Event task in the Setup and Maintenance work area. A worker’s availability for the half day will be reduced by half and is shown for the first half of the day in the calendar availability. Calendar events defined as half day for elapsed work schedules must be defined within the same date.

Half Day Calendar Event for Elapsed Work Schedule

STEPS TO ENABLE


LOCAL NAME SUPPORT ON EDIT MY DETAILS PAGE

A new page composer property, Is Enter Local Name Displayed, is added to the Edit My Details page. You can set this property to ‘Y’ so that the Enter local name check box displays for both the signed in user and their contacts. If you select the Enter local name check box, the local name region is displayed in the employee self-service page. Its behavior is similar to the Manage Person page.

STEPS TO ENABLE

1. Sign in to the application as a user who has page composer access. 2. In the Settings and Actions menu, click Manage Sandboxes. 3. Create a sandbox and activate it. 4. Click the Navigator icon. 5. In the About Me work area, click Personal Information. 6. Click Edit to display the Edit My Details page.

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7. Click the Contacts tab. 8. In the Settings and Actions menu, click Customize Pages. 9. Select the Site layer.

Select the Customization at Site Layer

10. Click OK to display the page composer. 11. Change the view to Source mode from the View menu.

Set the View to Source

12. Select the last name or any component in the page to display the name region in the Source mode.

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NOTE: If you are not able to find the source view in the page, select the source position appropriately and use the panel splitter to adjust the region appropriately.

13. Select the name region, right click to display the context menu, and click Edit to edit the name region.

Edit the Name Region

14. Change the value of the Is Enter Local Name Displayed to Y to enable the local name in the Contacts tab on the Personal Information page.

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Set the Enter Local Name Displayed to Y

15. Click Close to save the customization and display the pages in normal mode. 16. Verify if the Enter Local Name check box is selected.

Verify if Enter Local Name Check Box is selected

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17. In the Settings and Actions menu, click Manage Sandboxes, review and publish the customization to publish in the environment. Depending on the requirement you can select the Enter Local Name check box and enter the local name in your preferred language. When this attribute is selected, workers can specify their local name and local name of their contacts.


You must consider if your workers must maintain a local name either for themselves or their contacts.

KEY RESOURCES

For more information, go to Applications Help for the following topics:

• Person Names: Explained

• How can I switch between local and global formats to display person names?

• What's the difference between global names and local names?

REQUIRED SEARCH CRITERIA FOR DOCUMENT RECORDS

Enhance the search performance for document records by entering a person name, which is now a required search criteria on the Manage Document Records page. You can search for document records by using the Manage Document Records task in the Document Records work area.

Required Person Name Search Criteria

STEPS TO ENABLE


https://fuscdrmovm100-fs-ext.us.oracle.com/helpPortal/faces/AtkHelpPortalMain?Language=en&Release=1.0&Territory=GLOBAL%2CUS&WorkArea=%2FFuseWelcome&_afrLoop=30074272437150&_afrWindowMode=0&_afrWindowId=null&_adf.ctrl-state=8wzliuvme_1



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VIEW ATTACHMENTS FROM THE DOCUMENT RECORDS APPROVAL NOTIFICATION

Approvers can now view attachments uploaded by the document record creator in the approval notification. You can click the Notifications icon in the global area to view notifications.

Attachments can be Viewed from the Approval Notification

STEPS TO ENABLE


ADDITIONAL OPTION FOR REHIRE RECOMMENDATION

You now have an additional option for the rehire recommendation when you terminate a person’s work relationship. The Recommended for Rehire field is now a list and displays the additional value of “Not Specified” by default. You can terminate a work relationship using the Manage Work Relationship task in the Person Management work area or Terminate task in the My Team work area.

Additional option for Recommended for Rehire field

STEPS TO ENABLE


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KEY RESOURCES


• What’s the impact of entering a rehire recommendation?

POSITION SYNCHRONIZATION WHEN USING HCM DATA LOADER TO LOAD POSITION CHANGES

Position synchronization is disabled when using HCM Data Loader (HDL) to load position changes, for performance reasons. This means that the load will not update the affected assignments even if position synchronization is enabled.

In order to synchronize, you can run the process, Position Synchronization Job to update the affected assignments using the Scheduled Processes work area. This process currently allows you to specify only one effective date. Therefore, the position changes will show date-effective assignment updates as of the same date even though the HDL load specifies position changes with different effective dates.

Run the Position Synchronization Job Process to Update Affected Assignments

The above behavior is applicable only to HDL. If you use the Manage Position UI to edit the position attributes, the changes will normally trigger updates to the affected assignments.

STEPS TO ENABLE


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AUTOMATED REASSIGNING OF PENDING APPROVALS AND CORRECTING INVALID SUPERVISOR ASSIGNMENTS

You can reassign pending approvals and correct invalid supervisory assignments of terminated or globally transferred managers by scheduling the Run Reassign Pending Approvals for Terminations and Correct Invalid Supervisor Assignments Process. This process reassigns all unassigned reports to the manager’s manager.

STEPS TO ENABLE

There are no steps needed to enable the feature. The human resource specialist can schedule this process to run periodically or on an ad-hoc basis from the Scheduled Processes work area. However, it's strongly recommended that you schedule this process to run daily to avoid any unassigned workers.

KEY RESOURCES


• Pending Approvals and Invalid Supervisor Assignments: Explained

DISPLAY OF FLEXFIELDS ON TRANSACTION REVIEW PAGE AND NOTIFICATIONS

Transaction review pages and notifications now display the flexfield information including DFFs, DDFs and EFFs related to the transaction.

STEPS TO ENABLE



The following transactions support this feature:

Add Employee

Add PWK

Add CWK

Add NWK Add Employment Term Add New Assignment

Add Work Relationship

Manage Employment

Promotion

Transfer Change Work Hours

Change Location

Manage Work Relationship

Terminations

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DISPLAY PENDING TRANSACTIONS BY BUSINESS PROCESS

The Manage Approval Transactions page has been enhanced to include a column to show the count of pending transactions for each business process. Users can drill down to the details page to see the basic details of a transaction, for example; the transaction description, initiator, creation date and age in days. An HCM Administrative user can also withdraw any stuck transactions listed on the details page without needing to log a support request.

STEPS TO ENABLE


BYPASS TRANSACTIONS APPROVALS BY BUSINESS PROCESS

The Manage Approval Transactions page has been enhanced to include a configuration option to bypass transaction approval processing at a business process level. The Employment, Person, Work Structure, and Compensation transactions support this feature.

STEPS TO ENABLE


CORRECT EMPLOYMENT DATA INTEGRITY ISSUES

You can now use the Correct Employment Data Integrity Issues process to run a set of integrity checks to detect and correct employment data issues. Run the process for a person or set of people from the Scheduled Processes work area. You can run the process in the following 3 modes:

• Summary: Provides the count of the employment data issues, if any.

• Report: Provides details about the employment data issues, and the people affected by them.

• Update: Corrects the employment data issues.

Summary Mode Selected for a Person

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STEPS TO ENABLE


KEY RESOURCES


• Checking and Correcting Employment Related Data Issues: Procedure

• Submitting Scheduled Processes and Process Sets: Procedure

GLOBAL TRANSFER SUPPORT FOR FUTURE TERMINATED WORKERS

You can now perform global transfer for a person with a future termination date from the Person Management work area or using HCM Data Loader. The global transfer terminates the existing work relationship a day before the start date of the new work relationship. A future termination date is then created for the new work relationship. To initiate a global transfer, select the Manage Employment task in the Person Management work area, then update the assignment and select the Global Transfer action from the Actions list.

Global Transfer for a Future Terminated Worker

STEPS TO ENABLE


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KEY RESOURCES


• Global Transfers and Temporary Assignments: How They are Processed

NEW PAGE TO UPLOAD PERSON PHOTOS

Workers can easily upload their photos using the Smart Navigation or the person’s Public Information page. A camera icon is displayed when you hover over your photo.

Click the Camera Icon to Upload Photo

Click the camera icon in the Smart Navigation to browse for and upload photos. The cropping region enables you to focus on a specific region of the uploaded photo. The Preview region shows how the photo will appear in different sizes and formats that will be used throughout the application.

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Crop photo to focus on a specific region

The public person page now provides access to the new dialog for uploading a worker’s photo.

Updated Edit Public Person Page

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STEPS TO ENABLE


KEY RESOURCES


• Uploading My Photo: Procedure

• Loading Person Photos: Points to Consider

SEARCH USING PERSON NUMBER IN KEYWORDS

You can easily search for people using the person number in the Keywords field. For example, in the Directory, enter the person number to fetch the exact person record.

Directory Search Page

Search by Person Number

You can also use the person number in the Keywords field to search for people in the Person Management: Search page.

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STEPS TO ENABLE

Run the Update Person Search Keyword process to update the keywords table with existing people’s person numbers.


Not all users know a person’s HCM Cloud person number, but many Human Resource professionals know and prefer to use it to perform a search. So, you may choose to communicate with professional users only or all workers in the organization that they can use person numbers in keyword search.

KEY RESOURCES

For more information, go to Applications Help for the following guides and topic:

• Person-Record Keyword Searches: Explained

https://fuscdrmovm25-fs-ext.us.oracle.com/helpPortal/faces/AtkHelpPortalMain?Language=en&Release=1.0&Territory=GLOBAL%2CUS&WorkArea=%2FFndOverview&Task=%2FWEB-INF%2Foracle%2Fapps%2Fhcm%2Fpeople%2Fsearch%2FpublicUi%2Fflow%2FPersonSearchMainFlow.xml%23PersonSearchMainFlow&_afrLoop=31578887781398&_afrWindowMode=0&_afrWindowId=null&_adf.ctrl-state=13aoffck9x_1

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GLOBAL PAYROLL INTERFACE

Oracle Fusion Global Payroll Interface supports extract details from HCM, such as earnings and deductions, to send to a third-party payroll provider. You can also import processed payroll data, including payslips, from your payroll provider.

NEW COUNTRY EXTENSIONS IN GLOBAL PAYROLL INTERFACE EXTRACT DEFINITION

We have enhanced the Global Payroll Interface extract definition to support the following country extensions: Australia, the Netherlands, and the United States. When you copy this predefined extract definition for a legislative data group in one of these countries, your copy includes country-specific fields as well as the refined global attributes. For example, the extract includes country-specific fields from calculation cards.

NOTE: Use the Global Payroll Interface extract in other countries that support Payroll Interface too, but the extract contains no country-specific fields for other countries. Use the Manage Features by Country or Territory task to see which countries support Payroll Interface.

STEPS TO ENABLE



You must first select the Payroll Interface option for the country using the Manage Features by Country or Territory task. Then follow the implementation steps outlined in the implementation white paper for that country.

KEY RESOURCES

For more information about the Global Payroll Interface extract definition and selecting the Payroll Interface option for your country, go to Applications Help for the following topics:

• Global Payroll Interface Extract Definition

• Selecting Country Extensions: Critical Choices

• Creating a Payroll Interface Report from a Copy: Worked Example Selecting Country Extensions: Critical Choices

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IMPORT OF THIRD-PARTY PAYROLL PROCESSED DATA AND PAYSLIPS

Import three new categories of data from third-party payroll providers using HCM Data Loader:

• Processed payroll data, such as net pay, general ledger account codes, cost center codes, depending on the practices of your payroll provider

• Notification messages, such as confirmation of number of transactions received or processed, or warning information

• Payslips, for example in PDF format

Import data on a periodic basis for reporting. Each import record is associated with a master record that must specify a payroll name and payroll period. Imported data such as balances are stored in an inbound table. Imported payslips are stored as documents of record.

Report on the imported data using reporting methods such as Oracle Fusion Transactional Business Intelligence or HCM Extracts. Use the following new subject area and facts to report on the data in Oracle Fusion Transactional Business Intelligence:

• Subject area: Payroll Interface Inbound Record – Real Time

• Facts: Payroll Interface Inbound Records and Payroll Interface Inbound Record Information

Employees can view imported payslips in My Portrait or in the Personal Information work area.

Configure the Payroll Interface Inbound Record extensible flexfield to capture the data you want to import. The following contexts and segments are provided, but you can add your own.

Context Segments

Absence Information Absence Name Absence Balance Absence Unit Absence Unit of Measure Absence Message

Message Information Message Type Message Text Message ID Outbound File Name Outbound File Received Date

Payment Information Bank Name Branch Name Branch Number IBAN Account Name Account Number Amount

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Context Segments

Currency Payment Type Check Number Payment Date Payroll Run Type Payroll Run Sequence

Payroll Information Element Classification Element Name Current Amount Quarter-to-Date Amount Year-to-Date Amount Currency General Ledger Credit Account General Ledger Debit Account Cost Center

Third-Party Payslip Net Payment Payslip View Date

Payroll Interface Inbound Record EFF

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Associated Contexts for the Inbound Interface

STEPS TO ENABLE

Review the Payroll Interface Inbound Record extensible flexfield to ensure that it captures the data you want to import from your payroll provider.

1. In the Setup and Maintenance work area, search for and select the Manage Extensible Flexfields task.

2. Search for the Payroll Interface Inbound Record extensible flexfield. 3. Select Edit from the Actions menu. 4. Select the Inbound Record category to review the category details, such as the contexts. 5. Click Manage Contexts and search for any contexts you want to review in more detail, such as

Leave Information. 6. Select Edit from the Actions menu. 7. Review the context-sensitive segments for your selected context. Edit the segments or add

more segments, if required. 8. When you have added any segments or contexts that you require and associated any new

contexts with the flexfield, save and deploy the flexfield.

ROLE INFORMATION

If you are not using the predefined reference roles, then you need to add security privileges to relevant job roles to use this feature. This table identifies the required aggregate privilege and suggests a target job role. You can add the privilege to different roles if you prefer.

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Aggregate Privilege Name and Code Job Role Manage Payroll Interface Inbound Records ORA_HRY_PAYROLL_INTERFACE_INBOUND_RECORD

Payroll Coordinator


Use the Initiate Data Load task in the Data Exchange work area to generate a template file for the Payroll Interface Inbound Record business object. You upload this data file (.dat) as a compressed zip file. To load payslips as document of record attachments, place the payslips in the BlobFiles folder within your zip file. Use the File Import and Export task to upload the zip file to the WebCenter Content server. Use the Import and Load Data task in the Data Exchange work area to load the data.

KEY RESOURCES

For full instructions on data loading, see the HCM Data Loader User’s Guide on My Oracle Support (Document: 1664133.1). For more information about configuring extensible flexfields, go to Applications Help for the following topics:

• Extensible Flexfields: Explained

• Flexfield Deployment: Explained


https://mosemp.us.oracle.com/epmos/faces/DocumentDisplay?id=1664133.1

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HUMAN CAPITAL MANAGEMENT FOR ALBANIA

Oracle Fusion HRMS (Albania) supports Albania-specific features and functionality. It enables users to follow Albania’s business practices and comply with its statutory requirements.

MAINTAINING PERSON INFORMATION

Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Albania:

• Validation of the National Identifier

• Address format

STEPS TO ENABLE


KEY RESOURCES

For more information on national identifier validation, go to My Oracle Support for the following guide:

• Validating National Identifier Numbers in Oracle Fusion Human Capital Management (Document ID 2159758.1)

https://support.oracle.com/cloud/faces/DocumentDisplay?_afrLoop=216982974861797&_afrWindowMode=0&id=2159758.1&_adf.ctrl-state=akjk8krq4_444

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HUMAN CAPITAL MANAGEMENT FOR ALGERIA

Oracle Fusion HRMS (Algeria) supports Algeria-specific features and functionality. It enables users to follow Algeria’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Algeria:


• Address format

STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR ANGOLA

Oracle Fusion HRMS (Angola) supports Angola-specific features and functionality. It enables users to follow Angola’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Angola:


STEPS TO ENABLE


KEY RESOURCES


• Validating National Identifier Numbers in Oracle Fusion Human Capital Management Document ID 2159758.1)

VALUE ADDED FOR THE NATIONAL IDENTIFIER

The value NIF is enabled as a value for the National Identifier attribute for Angola, in addition to the existing core value National Identifier. NIF is needed to store the Angolan tax reference number.

STEPS TO ENABLE


VALIDATION ADDED TO NIF

Validation is now enabled for NIF. The value NIF was previously delivered as a value for the National Identifier attribute for Angola.

STEPS TO ENABLE


KEY RESOURCES

For more information on national identifier validation, go to My Oracle Support for the following document:




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HUMAN CAPITAL MANAGEMENT FOR ARGENTINA

Oracle Fusion HRMS (Argentina) supports Argentina-specific features and functions. It enables users to follow Argentina’s business practices and comply with its statutory requirements.

MAINTAINING PERSON AND EMPLOYMENT INFORMATION

This feature supports the recording of person and employment resources data specific to Argentina, such as:

• Name style and format

• Validation of the following national identifiers: DNI national identity document, CI identity document, CUIL unique worker identity, and CUIT Unique tax identifier

• Address format with validation

• Bank information

• Employment information: Contract Type

• Other human resources data capture, including predefined values for Marital Status, Contacts, Passports, Visa and Permit Types, and Highest Education Level

• Religion information is hidden to meet local cultural practices, and statutory and business requirements

STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR AUSTRALIA

Oracle Fusion HRMS (Australia) supports Australia-specific features and functions. It enables users to follow Australian business practices and comply with its statutory requirements.

GLOBAL PAYROLL INTERFACE SUPPORT FOR AUSTRALIA

The global payroll interface now supports Australian-specific requirements. The extract definition includes both global fields and country-specific fields for Australia, including employee’s tax declaration and superannuation contribution information. Use the XML output as a basis for sending data to third-party payroll providers.

To view the Global Payroll Interface:

1. Select the Manage Extract Definitions task in the Data Exchange work area. 2. Specify an AU legislative data group. 3. Select Payroll Interface in the Type field.

Global Payroll Interface Search Criteria

4. Click Search. 5. In the Search Results, select Global Payroll Interface. 6. Select Global Payroll Interface in the search result. 7. Click on the Copy icon 8. Specify a name for the interface in the popup.

STEPS TO ENABLE

Ensure Payroll Interface has been set to Selected Extension for Australia in the Manage Features by Country or Territory page.

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KEY RESOURCES

For more information about the Global Payroll Interface extract definition, go to Applications Help for the following topics:


• Creating Extract Definitions for Payroll Interface: Procedure


TAX FILE NUMBER 28 DAY ADJUSTMENT

Provides the ability to adjust the tax file number (TFN) of employees who have not provided their employer the TFN within 28 days after hire. Use the Manage 28 Days TFN Adjustment task from the Payroll Calculations or Administration work area to adjust the TFN. This task provides a list of employees that have not provided their TFN to the employer within 28 days after hire.

To manage an employee's TFN:

1. Start the Manage 28 Day TFN Adjustment task from the Payroll Calculations work area or Administration Work Area.

2. Enter the Effective Date. This is a mandatory field that defaults to current date. By default, employees whose 28-day period ends on or before this date is retrieved for TFN adjustment.

3. Select the Employee Type from the single select choice list. 4. Select a Legislative Data Group. If there is only one Legislative Data Group defined in the

application, it is selected by default. 5. Select a Tax Reporting Unit (TRU). To search all TRU, leave blank. 6. Select a Payroll. To search all payrolls, leave blank. 7. Click Search to see the list of employees for each TFN Code and employee status. 8. To edit the TFN Code of an employee, open the calculation card of the employee and update the

information.

STEPS TO ENABLE


ROLE INFORMATION

You need to add security privileges to relevant job roles to use this feature. This table identifies the required aggregate privilege and suggests a target job role. You can add the privilege to different roles if you prefer.

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Aggregate Privilege Name and Code Job Role Manage Australian 28 Day TFN Adjustment ORA_HRX_AU_MANAGE_28DAY_ADJUSTMENT

Payroll Manager

WORKPLACE GENDER EQUALITY PROFILE REPORT

The Workplace Gender Equality Act 2012 requires non-public sector employers with 100 or more staff to submit a report to the Workplace Gender Equality Agency.

This new feature enables you to comply with the Australian Workplace Gender Equality Act by capturing the required data to report on a designated group of employees to complete the Workplace Gender Profile. The format of this generic spreadsheet may be modified by customers and can be used to assist in their yearly reporting obligations.

STEPS TO ENABLE

To enable the capture of workplace gender equality information, the Australian Workplace Gender Equality Information context has to be enabled in the PER_ASSIGNMENT_EIT_EFF. The steps to enable are listed below:

1. Navigate to Setup and Maintenance and search for the task Manage Extensible Flexfields. 2. Click on Go to task Manage Extensible Flexfields. 3. Search for flexfield code PER_ASSIGNMENT_EIT_EFF. 4. Select the PER_ASSIGNMENT_EIT_EFF record in the Search Results and click on the edit button.

5. On the Edit Extensible Flexfield page, click on Manage Context button.


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6. On the Manage Context page, search for display name Australian Workplace Gender Equality Information.

7. Select the Australian Workplace Gender Equality Information record in the search results. Click edit button.

8. On the Edit Context page, Tick the Enabled checkbox. Click on Save and Close button.

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9. Deploy flexfield code PER_ASSIGNMENT_EIT_EFF.

IMPLEMENTATION

To capture the workplace gender equality information during the hiring process, use the Assignment Page in the Add Person task. To capture the workplace gender equality information for current employees, use the Assignment Page in the Manage Employment task.

REPORTING

To generate the workplace gender profile report, navigate to Submit a Process or Report and select Run Australian Workplace Gender Profile Report process.

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ROLE INFORMATION

Capturing Workplace Gender Equality information for Australia is available under the shipped Human Resource Specialist role.

Generating the Workplace Gender Equality Profile Report is available under the shipped Payroll Manager and Payroll Administrator roles.

The generation of the Workplace Gender Profile report will require a new privilege called Run Australian Workforce Profile Report. This privilege is associated with the following seeded roles:

• Payroll Manager

• Payroll Administrator

CAPTURE OF NON-SPECIFIC GENDER

This new feature enables you to capture the gender of employees who are neither male nor female. A new look up value Non-specific is now available to capture the gender of an employee who has provided a value that is neither male nor female.

To capture the gender during the hiring process, use the Add Person task. To capture the gender during the manage employee information process, use the Manage Employment task.

STEPS TO ENABLE


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HUMAN CAPITAL MANAGEMENT FOR AUSTRIA

Oracle Fusion HRMS (Austria) supports Austria-specific features and functionality. It enables users to follow Austria’s business practices and comply with its statutory requirements.

SOCIAL INSURANCE NUMBER VALIDATION

A warning message is displayed if the social insurance number is not entered as a 10-digit number or its check-digit is incorrect.

STEPS TO ENABLE


CONTRACT TYPE

Now supports Austria required contract types.

STEPS TO ENABLE


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HUMAN CAPITAL MANAGEMENT FOR THE BAHAMAS

Oracle Fusion HRMS (Bahamas) supports The Bahamas-specific features and functionality. It enables users to follow The Bahamas’ business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Bahamas:

• Address format

STEPS TO ENABLE


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HUMAN CAPITAL MANAGEMENT FOR BELARUS

Oracle Fusion HRMS (Belarus) supports country specific features and functions for Belarus. It enables users to follow Belarus’s business practices and comply with its statutory requirements.


This feature supports the recording of person and other human resources data specific to Belarus, such as:


• Address format

STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR BELIZE

Oracle Fusion HRMS (Belize) supports Belize-specific features and functionality. It enables users to follow Belize’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Belize:

• Validation of the national identifier: Social Security Number

STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR BOLIVIA

Oracle Fusion HRMS (Bolivia) supports Bolivia-specific features and functionality. It enables users to follow Bolivia’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Bolivia:


STEPS TO ENABLE


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HUMAN CAPITAL MANAGEMENT FOR BOSNIA AND HERZEGOVINA

Oracle Fusion HRMS (Bosnia and Herzegovina) supports Bosnia and Herzegovina-specific features and functionality. It enables users to follow Bosnia and Herzegovina’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Bosnia and Herzegovina:


• Address format

STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR BRAZIL

Oracle Fusion HRMS (Brazil) supports country specific features and functions for Brazil. It enables users to follow Brazil’s business practices and comply with its statutory requirements.

DISABILITY CATEGORY

Brazil now includes country-specific disability categories.

STEPS TO ENABLE


CONTRACT TYPE

Brazil now supports the required contract types.

STEPS TO ENABLE


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HUMAN CAPITAL MANAGEMENT FOR BRUNEI

Oracle Fusion HRMS (Brunei) supports Brunei-specific features and functionality. It enables users to follow Brunei’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Brunei:

• Address format

STEPS TO ENABLE


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HUMAN CAPITAL MANAGEMENT FOR BULGARIA

Oracle Fusion HRMS (Bulgaria) supports Bulgaria-specific features and functionality. It enables users to follow Bulgaria’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Bulgaria:


• Validation of the national identifier: EGN


• Religion and Ethnicity information are hidden to meet local cultural practices, and statutory and business requirements.

STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR CANADA

Oracle Fusion HRMS (Canada) supports country specific features and functions for Canada. It enables users to follow Canada’s business practices and comply with its statutory requirements.

END-OF-YEAR REPORTING: AMENDMENTS FOR T4, T4A, AND RL-1

Canada’s functionality for the federal year-end slips T4 and T4A was amended, as well as the provincial year-end slip RL-1, that are issued to the employees and the respective government agencies.

The T4 is the Federal Statement of Remuneration Paid for reporting an employee’s employment income, statutory deductions and other information required by Canada Revenue Agency (CRA). The T4A slip is the Statement of Pension, Retirement, Annuity, and Other Income used to report these types of incomes to the Canada Revenue Agency (CRA). You must submit these forms to the CRA at the end of every tax year. The RL-1 slip is a provincial year-end form for reporting an employee’s employment income, statutory deductions and other information required by Revenu Quebec. At the end of every tax year you must submit RL-1 slip information to Revenu Quebec. You must also provide these slips to your employees for tax filing purposes.

If corrections are made after the T4, T4A, or RL-1 is distributed, amended slips are issued. The amended slip is provided to the employee, as well as reported to the government.

It is important to process the steps to generate the amended slips in a specific order. Once the original PDF and interface processes are complete, the steps are as follows:

1. Payroll process is complete. 2. Archive End-of-Year Payroll Results process is complete. 3. End-of-Year Register Report process for the original is complete. 4. End-of-Year Reports process to generate the original year-end PDF is complete. 5. End-of-Year Reports process to generate the year-end interface for the original is complete. 6. Process the correction to the employee record. This can be a balance adjustment or payroll

process. 7. Run the Archive End-of-Year Payroll Results process for the amended employee. 8. Generate the End-of-Year Register Report for the amendment. 9. Run the End-of-Year Reports process to generate the amended year-end PDF. 10. Run the End-of-Year Reports process to generate the amended year-end interface.

STEPS TO ENABLE


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When performing amendments for the employee, please note the following tips:

• If you perform a YTD adjustment to amend a year-end slip after the original PDF and interface is processed, the date of the YTD adjustments for the prior year must be “12/31/XX”, where XX denotes the affected year. The balance adjustment is processed using the results element that feeds the year-end balance. Ensure that the eligibility exist for the results element.

• The file name of the T4, T4A, and RL-1 registers and PDFs distinguish if it is an original or amended version.

• The header of the register indicates if it is an original or amended version.

• The PDFs follow government guidelines to distinguish if it is an original or amended version

• The RL-1 includes the original slip number from the original archive and reports it on the amended version of the PDF and interface file.

INVOLUNTARY DEDUCTIONS: PROTECTED PAY RULES

Oracle Fusion Human Capital Management for Canada provides additional functionality to the protected pay rules for involuntary deductions.

With this release we have enhanced how the protected pay processing will occur within involuntary deductions of the same deduction type (for example, multiple garnishments), as well as across the different deduction types (Garnishment, Maintenance and Support, and Tax Levy).

You can configure protected pay rules for each deduction. The payroll process will now determine the highest value derived for protected pay within each deduction type and apply that value to all other deductions of that same deduction type.

For example, in the case where multiple garnishments are configured with different rules, one with a protected pay percentage of 40% and the other with 50%, the higher percentage of 50% will be applied as the protected pay percentage for both garnishments for the employee. In the same way, you could have an entry for one garnishment with a protected pay amount of $300 and a protected pay percentage of 50%. In this case, both protected pay entries are used to calculate the highest value of the two, and compare this to other garnishment entries to come up with a final protected pay value for garnishments.

If the deduction types are different, the payroll process will no longer apply the highest protected pay across deduction types. Each deduction type will determine its own protected pay value.

The order in which elements are processed (as determined by the sub processing order) also impacts the protected pay. If a Maintenance and Support deduction is processed first, that deduction will impact how much of the disposable income is available for subsequent deductions processed.

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For example, in the case where a Maintenance and Support deduction is configured with a protected pay percentage of 50% and a subprocessing order of 1, and a Garnishment deduction is configured with a percentage of 80% and a subprocessing order of 2, the disposable income remaining for the garnishment is affected by the first calculation of protected pay of the Maintenance and Support deduction. There may not be enough disposable income left to guarantee the 80% protected pay rule, so no Garnishment deduction would happen.

The protected pay amount calculated for the deduction is displayed in the run results for the Results element.

Any amounts in arrears will also observe the protected pay limits.

The protected pay rules are configured on the involuntary deduction card for the employee, defined as a value definition within the Edit Calculation Values list of values.

STEPS TO ENABLE


END-OF-YEAR REPORTING: END-OF-YEAR EXCEPTION REPORT

Canada end-of-year exception report facilitates year-end reconciliation and provides the ability to respond to any deficiencies for Canada Pension Plan (CPP), Quebec Pension Plan (QPP), Employment Insurance (EI), and Quebec Parental Insurance Plan (QPIP) reported in the year-end slips or other government reports.

This report displays data from the End-of-Year Archive, with the exception of the name and address of the employee and the employer. It reports exception conditions for the T4, T4A, RL-1, and RL-2.

Before you run the end-of-year exception report, you must complete the following activities:

• Payroll process

• Archive End-of-Year Payroll Results process

Use the Run End-of-Year Reports task from the Regulatory and Tax Reporting work area to generate the End-of-Year Exception Report. Parameters for the exception report process are:

• Flow Pattern: Select Run End-of-Year Reports.

• Payroll Flow: Provide a name for the payroll flow.

• Tax Report Year: Select the 4-digit tax year of the report.

• Year End Report: Select T4, T4A, RL-1 or RL-2.

• Report Type: Select Original, Amended or Cancelled. The exception report is based on the latest archive.

• Format: Select Exception Report.

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• Transmitter: Select a transmitter if you want to run the report by transmitter.

• Tax Reporting Unit: Select a TRU if you want to run the report by TRU.

• Payroll Relationship Group: Select the payroll relationship group name, if you have defined one. You must use the Manage Object Groups task to define the payroll relationship group before you can select it here.

• Province: Select a province if you want to generate the report for a specific province.

• Print Employer Address: Does not apply to the exception report.

• Print Instructions: Does not apply to the exception report.

• Sort Option One: Select Location, Payroll or Province.

• Sort Option Two: Select Location, Payroll or Province. The value presented to the user for selection is dynamically changed depending on what the user selected in the previous Sort Option parameter.

• Sort Option Three: Select Location, Payroll or Province. The value presented to the user for selection is dynamically changed depending on what the user selected in the previous Sort Option parameter.

• Copyright Message: This field is used to hold a copyright message for the PDF format of T4 and T4A slips. It is not reported on the actual slips. Does not apply to the exception report.

• Process Configuration Group: Select the process configuration group name, if you have defined any. This field is used for logging and reporting purposes. You must use the Manage Payroll Process Configuration task to define the process configuration group before you can select it here.

After you run the end-of-year exception report, you must review the output. If there are exceptions met, the report will display those exception messages on the report. Exceptions are reported for transmitter, employer, or employee data. Before continuing on with the end-of-year process, you must correct the data as required.

STEPS TO ENABLE


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The following exception conditions are reported for each slip for transmitter, employer and employee information:

T4 Transmitter Exceptions

The Transmitter Name is missing on the T4 Interface Rules.

The Transmitter Name on the T4 Interface Rules contains more than 30 characters and will be reported as per the specific report requirements.

The Transmitter City is missing on the T4 Interface Rules.

The Transmitter Province is missing on the T4 Interface Rules.

The Transmitter Postal Code is missing on the T4 Interface Rules.

The Transmitter Contact Name is missing on the T4 Interface Rules.

The Transmitter Contact Name on the T4 Interface Rules contains more than 22 characters and will be truncated on the electronic interface file.

The Transmitter Contact Area Code is missing on the T4 Interface Rules.

The Transmitter Contact Phone Number is missing on the T4 Interface Rules.

The Language of Communication Indicator is missing on the T4 Interface Rules.

T4 Employer Exceptions

The Legal Reporting Unit Registered Name contains more than 30 characters and will be reported as per the specific report requirements.

The Payroll Account Number is missing or is invalid on the Legal Entity Registration Information.

The Payroll Account Number on the Legal Entity Registration Information contains more than 15 characters and will be truncated on the electronic interface file.

The Proprietor 1 Social Insurance Number is invalid on the T4 Interface Rules.

The Proprietor 2 Social Insurance Number is invalid on the T4 Interface Rules.

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The Contact Name for this Return is missing on the T4 Interface Rules.

The Contact Name for this Return on the T4 Interface Rules contains more than 22 characters and will be truncated on the electronic interface file.

The Contact Area Code is missing on the T4 Interface Rules.

The Contact Phone Number is missing on the T4 Interface Rules.

T4 Employee Exceptions

The First Name of the employee is missing on the person record.

The Last Name of the employee on the person record contains more than 20 characters and will be truncated on the electronic interface file.

The Address Line 1 of the employee is missing on the person record.

The Address Line 1 of the employee on the person record contains more than 30 characters and will be reported as per the specific report requirements.

The Social Insurance Number of the employee is missing on the person record.

The Social Insurance Number of the employee has expired on the person record. The Expiration Date of the Social Insurance Number is <SIN EXP DATE>.

One or more negative balances exist for the employee.

No box balance values exist for the employee.

The employee is designated as CPP Exempt on the employee's tax calculation card.

The employee is designated as EI Exempt on the employee's tax calculation card.

The employee has CPP deductions over the annual limit.

The employee has EI deductions over the annual limit.

The employee turned 18 years of age during the reporting year. The Date of Birth on the person record is <DOB>.


The employee was hired during the reporting year. The Hire Date on the person record is <HD>.

The employee was terminated during the reporting year. The Termination Date on the employee's work relationship record is <HD>.

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The employee has worked in multiple provinces during the reporting year, as defined on the calculation card of the employee.

The employee has a CPP Election Date of <date> on the employee's tax calculation card.

The employee has a CPP Revocation Date of <date> on the employee's tax calculation card.

The expected and actual CPP deductions do not match. <calc table>

The expected and actual EI deductions do not match. <calc table>

T4A Transmitter Exceptions

The Transmitter Name is missing on the T4A Interface Rules.

The Transmitter Name on the T4A Interface Rules contains more than 30 characters will be reported as per the specific report requirements.

The Transmitter City is missing on the T4A Interface Rules.

The Transmitter Province is missing on the T4A Interface Rules.

The Transmitter Postal Code is missing on the T4A Interface Rules.

The Transmitter Contact Name is missing on the T4A Interface Rules.

The Transmitter Contact Name on the T4A Interface Rules contains more than 22 characters and will be truncated on the electronic interface file.

The Transmitter Contact Area Code is missing on the T4A Interface Rules.

The Transmitter Contact Phone Number is missing on the T4A Interface Rules.

The Language of Communication Indicator is missing on the T4A Interface Rules.

T4A Employer Exceptions


The Payroll Account Number is missing or is invalid on the Legal Entity Registration Information.

The Payroll Account Number on the Legal Entity Registration Information contains more than 15 characters and will be truncated on the electronic interface file.

The Proprietor 1 Social Insurance Number is invalid on the T4A Interface Rules.

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The Proprietor 2 Social Insurance Number is invalid on the T4A Interface Rules.

The Contact Name for this Return is missing on the T4A Interface Rules.

The Contact Name for this Return on the T4A Interface Rules contains more than 22 characters and will be truncated on the electronic interface file.

The Contact Area Code is missing on the T4A Interface Rules.

The Contact Phone Number is missing on the T4A Interface Rules.

T4A Employee Exceptions

The First Name of the recipient is missing on the person record.

The Last Name of the recipient on the person record contains more than 20 characters and will be truncated on the electronic interface file.

The Address Line 1 of the recipient is missing on the person record.

The Address Line 1 of the recipient on the person record contains more than 30 characters and will be reported as per the specific report requirements.

The Social Insurance Number of the recipient is missing on the person record.


One or more negative balances exist for the recipient.

No box balance values exist for the recipient.

RL-1 Transmitter Exceptions

The Transmitter Name is missing on the RL-1 Interface Rules.

The Transmitter Name on the RL-1 Interface Rules contains more than 30 characters and will be reported as per the specific report requirements.

The Source of RL Slips Used is missing on the RL-1 Interface Rules.

The Transmitter Address Line 1 is missing on the RL-1 Interface Rules.

The Transmitter City is missing on the RL-1 Interface Rules.

The Transmitter Province is missing on the RL-1 Interface Rules.

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The Transmitter Postal Code is missing on the RL-1 Interface Rules.

The Computer Resource Person Name is missing on the RL-1 Interface Rules.

The Computer Resource Person Name on the RL-1 Interface Rules contains more than 30 characters and will be truncated on the electronic interface file.

The Computer Resource Person Area Code is missing on the RL-1 Interface Rules.

The Computer Resource Person Phone Number is missing on the RL-1 Interface Rules.

The Computer Resource Person Language is missing on the RL-1 Interface Rules.

The Accounting Resource Person Name is missing on the RL-1 Interface Rules.

The Accounting Resource Person Name on the RL-1 Interface Rules contains more than 30 characters and will be truncated on the electronic interface file.

The Accounting Resource Person Area Code is missing on the RL-1 Interface Rules.

The Accounting Resource Person Phone Number is missing on the RL-1 Interface Rules.

The Accounting Resource Person Language is missing on the RL-1 Interface Rules.

The Starting RL-1 Slip Number is missing on the RL-1 Interface Rules.

The Ending RL-1 Slip Number is missing on the RL-1 Interface Rules.

RL-1 Employer Exceptions

The Quebec Identification Number is missing or is invalid on the Legal Entity or the Legal Reporting Unit Registration Information.


RL-1 Employee Exceptions







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The employee is designated as QPP Exempt on the employee's tax calculation card.

The employee is designated as QPIP Exempt on the employee's tax calculation card.

The employee has QPP deductions over the annual limit.

The employee has QPIP deductions over the annual limit.


The employee was hired during the reporting year. The Hire Date on the person record is <HD>.

The employee was terminated during the reporting year. The Termination Date on the employee's work relationship record is <HD>.

The employee has worked in multiple provinces during the reporting year, as defined on the calculation card of the employee.

The expected and actual QPP deductions do not match. <calc table>

The expected and actual QPIP deductions do not match. <calc table>

RL-2 Transmitter Exceptions

The Transmitter Name is missing on the RL-2 Interface Rules.

The Transmitter Name on the RL-2 Interface Rules contains more than 30 characters and will be reported as per the specific report requirements.

The Source of RL Slips Used is missing on the RL-2 Interface Rules.

The Transmitter Address Line 1 is missing on the RL-2 Interface Rules.

The Transmitter City is missing on the RL-2 Interface Rules.

The Transmitter Province is missing on the RL-2 Interface Rules.

The Transmitter Postal Code is missing on the RL-2 Interface Rules.

The Computer Resource Person Name is missing on the RL-2 Interface Rules.

The Computer Resource Person Name on the RL-2 Interface Rules contains more than 30 characters and will be truncated on the electronic interface file.

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The Computer Resource Person Area Code is missing on the RL-2 Interface Rules.

The Computer Resource Person Phone Number is missing on the RL-2 Interface Rules.

The Computer Resource Person Language is missing on the RL-2 Interface Rules.

The Accounting Resource Person Name is missing on the RL-2 Interface Rules.

The Accounting Resource Person Name on the RL-2 Interface Rules contains more than 30 characters and will be truncated on the electronic interface file.

The Accounting Resource Person Area Code is missing on the RL-2 Interface Rules.

The Accounting Resource Person Phone Number is missing on the RL-2 Interface Rules.

The Accounting Resource Person Language is missing on the RL-2 Interface Rules.

The Starting RL-2 Slip Number is missing on the RL-2 Interface Rules.

The Ending RL-2 Slip Number is missing on the RL-2 Interface Rules.

RL-2 Employer Exceptions

The Quebec Identification Number is missing or is invalid on the Legal Entity or the Legal Reporting Unit Registration Information.


RL-2 Employee Exceptions





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The RL-2 Source of Income is missing on the RL-2 Interface Rules.

END-OF-YEAR REPORTING (RL-2 ONLY)

Oracle Fusion Human Capital Management for Canada offers a comprehensive process to generate the RL-2 year-end slip.

The RL-2 slip is a provincial year-end form for reporting a pensioner’s retirement and annuity income. You must submit the RL-2 slip information to Revenu Québec at the end of every tax year. You must also provide the slips to your pensioners for tax filing purposes.

End-of-year processing for the RL-2 slip includes the following activities:

1. Configuration for Québec

• Configuring the Québec Enterprise Number (optional).

• Ensuring Quebéc Provincial Tax registration information is configured for each tax reporting unit (TRU) that has pensioners in Québec.

2. Setting up TRU transmitter information for Québec reporting. 3. Setting up balance feeds for the boxes and other information codes. 4. Using the Archive End-of-Year Payroll Results task from the Regulatory and Tax Reporting work

area to generate and view the results of the end-of-year archive for RL-2 information. The End-of-Year Reports processes uses the archived payroll run results to generate pensioner details required for the RL-2.

5. Using the Run End-of-Year Reports task from the Regulatory and Tax Reporting work area to generate the End-of-Year Exception Report for the RL-2 and view its output.

6. Using the Run End-of-Year Reports task from the Regulatory and Tax Reporting work area to generate the RL-2 register and view its output in Excel.

7. Using the Run End-of-Year Reports task from the Regulatory and Tax Reporting work area to generate the RL-2 PDF and view its output.

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8. Using the Run End-of-Year Reports task from the Regulatory and Tax Reporting work area to generate the RL-2 electronic interface and view its output.

Payments reported on the RL-2 are elements with a secondary classification reporting type of T4A/RL2.

Use the Manage Legal Reporting Unit HCM Information task in the Setup and Maintenance work area to set up the transmitter information for reporting of RL-2 data.

Use the Run End-of-Year Reports task to generate the register report and review pensioner information, as well as verify the box balances.

Use the Run End-of-Year Reports task from the Regulatory and Tax Reporting work area to generate the RL-2 slip.

STEPS TO ENABLE



Enter the Québec Provincial Tax registration at the payroll statutory unit (PSU) level if the Québec Identification Number applies to more than one TRU. Enter the registration at the TRU level if there is only one TRU within the PSU, or if you are overriding the default entry entered at the PSU level.

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The registered name can be entered in either the Registered Name or the Alternate Name field. The user can choose to enter something unique in the Registered Name field to distinguish multiple registrations in the LOVs. If the Alternate Name is populated, the Alternate Name entered will be displayed on the RL-2 slips and in the interface file. If it is not populated, the Registered Name will be displayed.

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HUMAN CAPITAL MANAGEMENT FOR CHILE

Oracle Fusion HRMS (Chile) supports country specific features and functions for Chile. It enables users to follow Chile’s business practices and comply with its statutory requirements.


This feature supports the recording of person and employment human resources data specific to Chile, such as:


• Validation of the national identifier: RUT

• Address format


• Employment information: Contract Type and Assignment Category

• Other human resources data capture, including predefined values for Marital Status, Contacts, Passports, Visa and Permit Types, Disabilities, and Highest Education Level

• Marital Status, Date of Birth, and Gender are required fields

• Religion and Ethnicity information are hidden to meet local cultural practices, and statutory and business requirements

STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR CHINA

Oracle Fusion HRMS (China) supports country specific features and functions for China. It enables users to follow China’s business practices and comply with its statutory requirements.

NEW ROUNDING METHODS FOR SOCIAL SECURITY AND ENTERPRISE ANNUITY CALCULATION

Comply with statutory requirements by adding three rounding down methods for social security and enterprise annuity calculations:

• Round down to nearest yuan

• Round down to nearest jiao

• Round down to nearest cent

STEPS TO ENABLE

Setup is required to use the new rounding methods in social security and enterprise annuity calculation.

1. Search for a project with the Workforce Deployment offering. 2. Open the Define Legal Entities for Human Capital Management functional area. 3. Select the payroll statutory unit you would like to work with. 4. Click the Go to Task icon against the Manage Legal Entity Calculation Cards task. 5. Select the Statutory Deductions card. 6. Select a social security item or enterprise annuity. 7. Select the rounding down method to use in contribution base and amount calculation.

The rules set up at payroll statutory unit calculation card level apply to all organizations operating in one territory for a social security item and contribution type. However, the contribution amount rounding rules can be overridden by rules set up at tax reporting unit calculation card level by using the Manage Legal Reporting Unit Calculation Cards task, which are rules specific to an organization.

ELEMENT RESULT REPORT CHANGES

Simplify the report by running against run results rather than balances. For more information about the report, please refer to the Element Result Report Changes in the Workforce Rewards What’s New in the Global Payroll section.

STEPS TO ENABLE


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HUMAN CAPITAL MANAGEMENT FOR COLOMBIA

Oracle Fusion HRMS (Colombia) supports country specific features and functions for Colombia. It enables users to follow Colombia’s business practices and comply with its statutory requirements.


This feature supports the recording of person and employment human resources data specific to Colombia, such as:


• Validation of the Colombian National Identifier


• Employment information: Contract Type, and Assignment Category

• Other human resources data capture, including predefined values for Marital Status, Contacts, Visa and Permit Types, Disabilities, and Highest Education Level

• Marital Status and Gender are required fields

• Religion information is hidden to meet local cultural practices, and statutory and business requirements

STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR COSTA RICA

Oracle Fusion HRMS (Costa Rica) supports country specific features and functions for Costa Rica. It enables users to follow Costa Rica’s business practices and comply with its statutory requirements.


This feature supports the recording of person and other human resources data specific to Costa Rica, such as:



• Address format

STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR CROATIA

Oracle Fusion HRMS (Croatia) supports Croatia-specific features and functionality. It enables users to follow Croatia’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Croatia:

• Validation of the national identifier: OIB

STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR CYPRUS

Oracle Fusion HRMS (Cyprus) supports Cyprus-specific features and functionality. It enables users to follow Cyprus’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person and employment information specific to Cyprus:

• Name style

• National identifiers: Cypriot National Identifier, Social Security Number, and validation of the Tax Identification Number



• Other human resources data capture, including predefined values for Contacts, Passports, Visa and Permit Types, and Highest Education Level


STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR CZECH REPUBLIC

Oracle Fusion HRMS (Czech Republic) supports Czech Republic-specific features and functionality. It enables users to follow Czech Republic’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person and employment information specific to Czech Republic:


• Validation of the national identifier: Personal Identification Number




• Other human resources data capture, including predefined values for Gender, Passports, Visa and Permit Types, Highest Education Level, and Driver’s License Type

• Date of Birth is a required field

STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR DENMARK

Oracle Fusion HRMS (Denmark) supports Denmark-specific features and functionality. It enables users to follow Denmark’s business practices and comply with its statutory requirements.

CPR NUMBER VALIDATION

A warning message is displayed if the CPR Number’s check digit is incorrect.

STEPS TO ENABLE


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HUMAN CAPITAL MANAGEMENT FOR DOMINICAN REPUBLIC

Oracle Fusion HRMS (Dominican Republic) supports country specific features and functions for Dominican Republic. It enables users to follow Dominican Republic’s business practices and comply with its statutory requirements.


This feature supports the recording of person information specific to Dominican Republic, such as:


• Address format

STEPS TO ENABLE


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HUMAN CAPITAL MANAGEMENT FOR ECUADOR

Oracle Fusion HRMS (Ecuador) supports country specific features and functions for Ecuador. It enables users to follow Ecuador’s business practices and comply with its statutory requirements.


This feature supports the recording of person information specific to Ecuador, such as:


• Address format

STEPS TO ENABLE


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HUMAN CAPITAL MANAGEMENT FOR EGYPT

Oracle Fusion HRMS (Egypt) supports Egypt-specific features and functionality. It enables users to follow Egypt’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Egypt:


• National identifiers: Social Insurance Number and validation of the Civil Identity Number



• Other human resources data capture, including predefined values for Ethnicity, Marital Status, Contacts, Visa and Permit Types, and Highest Education Level

STEPS TO ENABLE


KEY RESOURCES



ENHANCED VALIDATION OF THE CIVIL IDENTITY NUMBER

The Civil Identity Number validation is enhanced to check also the maximum 14-digit length, in addition to the existing check of numeric-only format.

STEPS TO ENABLE


KEY RESOURCES




https://support.oracle.com/cloud/faces/DocumentDisplay?_afrLoop=478019814406298&_afrWindowMode=0&id=2159758.1&_adf.ctrl-state=s8i15egag_87

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HUMAN CAPITAL MANAGEMENT FOR EL SALVADOR

Oracle Fusion HRMS (El Salvador) supports country specific features and functions for El Salvador. It enables users to follow El Salvador’s business practices and comply with its statutory requirements.


This feature supports the recording of person information specific to El Salvador, such as:


• Address format

STEPS TO ENABLE


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HUMAN CAPITAL MANAGEMENT FOR FINLAND

Oracle Fusion HRMS (Finland) supports country specific features and functions for Finland. It enables users to follow Finland’s business practices and comply with its statutory requirements.

NATIONAL IDENTIFIER VALIDATION

If you do not enter the Finnish National Identifier with the correct format and check-digit you will now receive a warning message.

STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR FRANCE

Oracle Fusion HRMS (France) supports France-specific features and functionality. It enables users to follow France’s business practices and comply with its statutory requirements.

ENHANCEMENT TO CONTRACT MANAGEMENT

Capture relevant information related to the following contract clauses:

• Noncompetitive Clause

• Mobility Clause

• Exclusivity Clause

• Other Clause

Contract Details

STEPS TO ENABLE

There are no steps necessary to enable this feature. Track this information in the Employment Information page in the Contract Details section when you hire an employee.

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INFORMATION RELATED TO WORKING FROM HOME

At the assignment-level, capture additional information related to the Working at Home option:

• Number of days working at home

• Frequency to which this number of days is referring

STEPS TO ENABLE

There are no steps necessary to enable this feature. You can track this information in the Employment Information page in the Job section when you hire an employee.

LEGAL REPORTING: WORK CERTIFICATE

To record that the employee has an extension of their health coverage and benefits, capture the following additional information in the Pension and Welfare calculation card:

• Start date of health coverage maintenance

• End date of health coverage maintenance

When you enter the start date of the health coverage, the same is displayed in the Work Certificate as follows:

‘In application of L.911-8 Social Security code, this employee benefits maintenance of Health and Welfare coverage for 12 months after his termination. Guarantees remain identical.’

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Work Certificate

STEPS TO ENABLE

There are no steps necessary to enable this feature. When you terminate an employee, the Work Certificate displays this information.

WORKER DATA VALIDATION REPORT

Run the Worker Data Validation Report to get a list of employees with missing or noncompliant statutory HR data for France. Apart from existing validations, the following new validations are added to check for:

• Last Working Day –If this date has not been entered for terminated employees.

• Contract Subtype – If there is a contract subtype entered for a fixed-term employee.

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Worker Data Validation Report Showing Results for the New Validations

STEPS TO ENABLE

There are no steps necessary to enable this feature. Run the Worker Data Validation Report from the Payroll Checklist work area.


Specify the legal employer and the effective date to run the report.

KEY RESOURCES

For more information on this report, go to Applications Help, and search for the following topic:

• Worker Data Validation Report topic

PAYROLL DATA VALIDATION REPORT

Run the Payroll Data Validation Report to generate a list of workers with missing or noncompliant payroll data. Apart from the existing validations, the following new validations are added to check for:

• AGIRC and ARRCO

• CPN

Payroll Data Validation Report Showing Results for the New Validations

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STEPS TO ENABLE

There are no steps necessary to enable this feature. Run the Worker Data Validation Report from the Payroll Checklist work area.


Specify the legal employer and the effective date to run the report.

KEY RESOURCES

For more information on this report, go to Applications Help, for the following topic:

• Payroll Data Validation Report for France

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HUMAN CAPITAL MANAGEMENT FOR GERMANY

Oracle Fusion HRMS (Germany) supports Germany-specific features and functionality. It enables users to follow Germany’s business practices and comply with its statutory requirements.

LEGISLATIVE CHANGES FOR NAME AND ADDRESS VALIDATIONS

To comply with legislative changes published by the Social Insurance authority as of June 1, 2014, the validation messages for person names and person addresses have been modified.

STEPS TO ENABLE


ENHANCED PERSON NAME VALIDATIONS

Validate person names with the new validations while using inverted comma for first position and last position of last names and birth names.

• In the first position: The reporting last name must begin with a valid letter unequal to a sharp s or with an inverted comma. The birth name must begin with a valid letter unequal to a sharp s or with an inverted comma.

• In the last position: The reporting first name must start with a valid letter unequal to a sharp s. The last character must be a letter or an inverted comma. The birth name must end with a letter, digit, right parenthesis, period, or inverted comma.

STEPS TO ENABLE


ENHANCED PERSON ADDRESS VALIDATIONS

The validation rules for the address extensions have been removed. You can enter a hyphen in last position for the street name, if required.

STEPS TO ENABLE


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ADDITIONAL VALIDATIONS FOR WORKER DATA VALIDATION REPORT

Use this report to check data that is imported and not entered through the user interface. Additional validations have been provided to check:

• Names and address formats

• Disability

• Whether a social insurance calculation card exists

• Whether contract type is entered for a person in the employment details

STEPS TO ENABLE

There are no steps necessary to enable this feature. Run this report from the Payroll Checklist work area.


You must specify the legal employer and the effective date to run the report.

ABSENCE ACCRUAL: VACATION

Set up absence plans and types for the vacation absence type based on different legal rules for the annual leave, leave for the heavily disabled persons, special leave, and unpaid leave. Easily configure vacation rules either based on the law or on a tariff or company agreement. Use accrual fast formulas to calculate the vacation entitlement while considering different person groups, part-time employment or hires and terminations.

STEPS TO ENABLE


130

HUMAN CAPITAL MANAGEMENT FOR GREECE

Oracle Fusion HRMS (Greece) supports Greece-specific features and functionality. It enables users to follow Greece’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person and employment information specific to Greece:


• Validation of the national identifiers: Social Security Number and Tax Identification Number


• Employment information: Contract Type, Worker Category, and Assignment Category

• Other human resources data capture, including predefined values for Marital Status, Contacts, Gender, Passports, Visa and Permit Types, and Highest Education Level

• Date of Birth and Gender are required fields


STEPS TO ENABLE


KEY RESOURCES




131

HUMAN CAPITAL MANAGEMENT FOR GRENADA

Oracle Fusion HRMS (Grenada) supports Grenada-specific features and functionality. It enables users to follow Grenada’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Grenada:

• Address format

STEPS TO ENABLE


132

HUMAN CAPITAL MANAGEMENT FOR GUATEMALA

Oracle Fusion HRMS (Guatemala) supports country specific features and functions for Guatemala. It enables users to follow Guatemala’s business practices and comply with its statutory requirements.


This feature supports the recording of person information specific to Guatemala, such as:



• Address format

STEPS TO ENABLE


KEY RESOURCES




133

HUMAN CAPITAL MANAGEMENT FOR HAITI

Oracle Fusion HRMS (Haiti) supports Haiti-specific features and functionality. It enables users to follow Haiti’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Haiti:

• National Identifier: Tax Identification Number

• Address format

STEPS TO ENABLE


KEY RESOURCES




134

HUMAN CAPITAL MANAGEMENT FOR HONDURAS

Oracle Fusion HRMS (Honduras) supports country specific features and functions for Honduras. It enables users to follow Honduras’s business practices and comply with its statutory requirements.


This feature supports the recording of person information specific to Honduras, such as:


• Address format

STEPS TO ENABLE


135

HUMAN CAPITAL MANAGEMENT FOR ICELAND

Oracle Fusion HRMS (Iceland) supports Iceland-specific features and functionality. It enables users to follow Iceland’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Iceland:


• Address format

STEPS TO ENABLE


KEY RESOURCES




136

HUMAN CAPITAL MANAGEMENT FOR INDIA

Oracle Fusion HRMS (India) supports India-specific features and functionality. It enables users to follow India’s business practices and comply with its statutory requirements.

PERMANENT ACCOUNT NUMBER (PAN)

A PAN is a unique 10-digit alphanumeric identity allotted to each taxpayer by the Income Tax Department in India. The PAN is also one of the widely accepted personal identification numbers in India.

Prior to release 11 update 3 there was an attribute to record the PAN on the Calculation Card of the person. However, the PAN of an employee is usually captured during the new hire process as one of the important personal information attributes. So the PAN has been moved to the New Person and the Manage Person pages for you to enter and maintain it as one of the National Identifiers.

New Hire Capture of PAN

STEPS TO ENABLE



Customers Storing the PAN in the Calculation Card

If you are currently storing the PAN in the Calculation Card of the person, the PAN data will no longer be available in the Calculation Card after the release 11 update 3.

To migrate the PAN of existing employee records from the Calculation Card to the seeded PAN under the National Identifiers, please raise a Service Request through My Oracle Support (MOS).

137

Customers Storing the PAN in a Custom Lookup Code Created under National Identifiers

If you have created a custom lookup code under PER_NATIONAL_IDENTIFIER_TYPE lookup to store the PAN of your employees, you can choose one of the following two options:

1. Migrate the PAN data of your employees from the custom lookup code to the seeded PAN lookup code and start using the seeded PAN lookup code for storing the Permanent Account Numbers.

2. Continue to use your custom lookup code to store the PAN of your employees. Note that the permanent account numbers that are stored against your custom lookup code are not displayed on the calculation card and validations will only work for the PAN stored against Oracle delivered PAN lookup code.

PAN ACKNOWLEDGMENT NUMBER

Prior to release 11 update 3, there was an attribute called ‘PAN Reference Number’ available on the ‘Extra Information’ tab of Manage Person. This attribute was used to record the acknowledgment number of the PAN application of employees who have applied for the PAN but have not yet received one.

The label of this attribute is now changed to ‘PAN Acknowledgment Number’.

Label Changed from PAN Reference Number to PAN Acknowledgment Number

138

STEPS TO ENABLE


AADHAAR NUMBER

The Aadhaar Number is a 12 digit individual identification number issued by the Unique Identification Authority of India on behalf of the Government of India. This number will serve as a proof of identity and address, anywhere in India.

You can now capture and maintain a valid Aadhaar Number of an employee in the New Person and Manage Person pages as one of the National Identifiers.

New Hire Capture of Aadhaar Number

STEPS TO ENABLE



If you have already created a custom lookup code for the Aadhaar number under the National Identifiers section, you can choose one of the following two options:

1. Migrate the Aadhaar number data of your employees from the custom lookup code to the seeded Aadhhar number lookup code and continue to use the seeded lookup code for storing the Aadhaar numbers.

2. Continue to use your custom lookup code to store the Aadhaar numbers of your employees. Note that the validations will only work for the Aadhaar numbers stored against Oracle delivered Aadhaar number lookup code.

139

HUMAN CAPITAL MANAGEMENT FOR INDONESIA

Oracle Fusion HRMS (Indonesia) supports Indonesia-specific features and functionality. It enables users to follow Indonesia’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Indonesia:


• Validation of the national identifier: KTP number


• Other human resources data capture, including predefined values for Ethnicity, Religion, Contacts, Visa and Permit Types, and Highest Education Level

STEPS TO ENABLE


KEY RESOURCES




140

HUMAN CAPITAL MANAGEMENT FOR IRAN

Oracle Fusion HRMS (Iran) supports Iran-specific features and functionality. It enables users to follow Iran’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Iran:


• Address format

STEPS TO ENABLE


KEY RESOURCES




141

HUMAN CAPITAL MANAGEMENT FOR IRAQ

Oracle Fusion HRMS (Iraq) supports Iraq-specific features and functions. It enables users to follow Iraq's business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Iraq:


• National identifier: Civil Identity Number



• Other human resources data capture, including predefined values for Ethnicity, Religion, Marital Status, Contacts, and Highest Education Level

STEPS TO ENABLE


KEY RESOURCES




142

HUMAN CAPITAL MANAGEMENT FOR IRELAND

Oracle Fusion HRMS (Ireland) supports Ireland-specific features and functionality. It enables users to follow Ireland’s business practices and comply with its statutory requirements.

EIR CODES

Validate that a correct postal code entered that complies with the EIR Code format. The EIR Code consists of 7 characters of which the first 3 characters are the Routing Key, and the last 4 characters are the Unique Identifier.

The Routing Key must conform to the following:

Position Valid Characters 1 A,C,D,E,F,H,K,N,P,R,T,V,W,X,Y 2 0-9 3 0-9 or W

The Unique Identifier must conform to the following:

STEPS TO ENABLE

There are no steps necessary to enable this feature. The application validates the EIR Code when you enter the postal code in the Address section on the Person Information page. Disable this validation if not required.

BALANCE EXCEPTION REPORT

Use this report to identify variations for the Irish balance values that might indicate potential over payments or underpayments, and validate payroll runs for diagnostic purposes. Specify the report definition by selecting the balances that must be tracked by the report and the variant values.

STEPS TO ENABLE

There are no steps necessary to enable this feature. Run this report from Payment Distribution work area or Payroll Checklist work area.

Position Valid characters

1 0-9 and A,C,D,E,F,H,K,N,P,R,T,V,W,X,Y




143

KEY RESOURCES

For more information about these reports, go to Application Help, and search for the following topic:

• Balance Exception Report: Explained

144

HUMAN CAPITAL MANAGEMENT FOR ISRAEL

Oracle Fusion HRMS (Israel) supports Israel-specific features and functions. It enables users to follow Israel's business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person and employment information specific to Israel:


• Validation of the Israeli National Identifier



• Employment information: Contract Type and Worker Category

• Other human resources data capture, including predefined values for Title, Passports, Visa and Permit (Types and Categories), Highest Education Level, and Driver’s License

• Date of Birth and Gender are required fields.


STEPS TO ENABLE


KEY RESOURCES




145

HUMAN CAPITAL MANAGEMENT FOR ITALY

Oracle Fusion HRMS (Italy) supports Italy-specific features and functionality. It enables users to follow Italy’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person and employment information specific to Italy:


• Validation of the national identifier: Fiscal Code

• Address format



• Other human resources data capture, including predefined values for Passports, Visa and Permit Types, and Highest Education Level


STEPS TO ENABLE


KEY RESOURCES




146

HUMAN CAPITAL MANAGEMENT FOR JAMAICA

Oracle Fusion HRMS (Jamaica) supports Jamaica-specific features and functionality. It enables users to follow Jamaica’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Jamaica:

• Address format

STEPS TO ENABLE


147

HUMAN CAPITAL MANAGEMENT FOR JORDAN

Oracle Fusion HRMS (Jordan) supports Jordan-specific features and functions. It enables users to follow Jordan's business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Jordan:


• National identifiers: Civil Identity Number and Social Security Number




STEPS TO ENABLE


KEY RESOURCES




148

HUMAN CAPITAL MANAGEMENT FOR KAZAKHSTAN

Oracle Fusion HRMS (Kazakhstan) supports Kazakhstan-specific features and functionality. It enables users to follow Kazakhstan’s business practices and comply with its statutory requirements. The following features were added since the last release of Oracle Fusion Human Capital Management for Kazakhstan.

CONTRACT TYPE

Kazakhstan now supports the required contract types.

STEPS TO ENABLE


WORKER CATEGORY

Kazakhstan now includes worker categories.

STEPS TO ENABLE


149

HUMAN CAPITAL MANAGEMENT FOR KENYA

Oracle Fusion HRMS (Kenya) supports Kenya-specific features and functionality. It enables users to follow Kenya’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Kenya:

• Address format

STEPS TO ENABLE


150

HUMAN CAPITAL MANAGEMENT FOR KUWAIT

Oracle Fusion HRMS (Kuwait) supports Kuwait-specific features and functionality. It enables users to follow Kuwait’s business practices and comply with its statutory requirements.

VALIDATION ON CORRECTING OR REVERSING A TERMINATION

When you reverse a termination or change the termination date of an employee in Manage Work Relationships, a message appears informing that a gratuity calculation card already exists for the employee and the calculation card must be deleted before you reverse or correct the termination.

STEPS TO ENABLE



Ensure that the gratuity calculation card is deleted before you reverse or change the termination.

STATUTORY REPORTING: UPDATE TO REPORT 166 – MONTHLY CONTRIBUTIONS

The monthly report that contains details of the total social insurance payments for an employer is updated to include Additional Social Insurance contributions.

STEPS TO ENABLE

There are no steps necessary to enable this feature. You can run this report from the Regulatory and Tax Reporting work area.


Ensure that an element for Additional Social Insurance is created before you run the report.

KEY RESOURCES

For more information about this report, go to Application Help, Statutory Reports for Kuwait topic.

151

SUPPORT FOR BIWEEKLY PAYROLL

When you select Human Resources or Payroll Interface as the selected extension in the Manage Features by Country or Territory page, you can create a payroll definition with a Biweekly period type.

Biweekly Period Type in Manage Payroll Definition Page

IMPORTANT: You cannot create a biweekly payroll definition, if Payroll is the selected extension for your legislation.

STEPS TO ENABLE


MONTHLY GRATUITY ACCRUAL PROCESS UPDATES

When you run the Payroll Calculation process, you can view the accrued gratuity amount in the Information region of the statement of earnings. If a user-created formula is used to calculate the gratuity payment on termination, then the same formula is used for calculating the monthly accrued gratuity amount.

152

Accrued Gratuity Amount in the Information Region of the Statement of Earnings

STEPS TO ENABLE

Before you verify the accrued gratuity in the statement of earnings, ensure to perform the following:

• Create the element eligibility link for the gratuity accrual initiator.

• Associate the gratuity accrual initiator to the employee through the element entry.

• Associate the formula to calculate the reference salary with the Employer Gratuity Deduction card.

Run the Payroll Calculation process and verify the results for the gratuity amount for the period and the accrued gratuity.


When you enter the Employer Reference Formula in the Employer Gratuity Deduction card, the formula must use the variable, PAID_GRATUITY. This overrides the gratuity amount calculated by the default formula.

153

REPORTED HIRE DATE

For Social Insurance purposes when an employee is rehired, the employee is considered as a new hire and the hire date used for reporting purposes is the latest hire date.

STEPS TO ENABLE


SOCIAL INSURANCE 2015 ENHANCEMENT

A new component for gratuity contributions has been added to the social insurance calculation. The additional employee contribution is applicable to all Kuwaiti workers employed in the Private sector and some Government sector workers, depending on their hire date. Employers can record whether or not they are going to pay the gratuity amount due to an employee on termination. In addition, they can record whether an employee has received a gratuity payment in the past, and the date when that payment was received.

The payroll process uses this information to determine whether or not gratuity contributions are to be deducted as part of the social insurance calculation.

Employer Gratuity Card

154

Employee Social Insurance Card

STEPS TO ENABLE


SOCIAL INSURANCE CALCULATION FOR FULLY STATE OWNED OIL COMPANIES

Employers can utilize specific employer sectors to ensure that appropriate social insurance deductions are being calculated for their employees. Oil sector has now been added as an employer sector, and additional rates, elements and balances have been delivered to calculate oil sector employee and employer contributions.

The payroll process calculates social insurance for both employees and employers based on the employer sector, and if gratuity contributions are to be deducted as part of the social insurance calculation.

155

Employer Social Insurance Card

Employer Gratuity Card

156

Employee Social Insurance Card

STEPS TO ENABLE


157

HUMAN CAPITAL MANAGEMENT FOR LEBANON

Oracle Fusion HRMS (Lebanon) supports Lebanon-specific features and functionality. It enables users to follow Lebanon’s business practices and comply with its statutory requirements.


This feature supports the recording of person and other human resources data specific to Lebanon, such as:


• National identifiers: Civil Identity Number and Social Security Number

• Address format



STEPS TO ENABLE


KEY RESOURCES




158

HUMAN CAPITAL MANAGEMENT FOR LIECHTENSTEIN

Oracle Fusion HRMS (Liechtenstein) supports Liechtenstein-specific features and functionality. It enables users to follow Liechtenstein’s business practices and comply with its statutory requirements.

PERSONAL IDENTIFICATION NUMBER VALIDATION

A warning message is displayed if you do not enter the personal identification number as a 12-digit number.

STEPS TO ENABLE


159

HUMAN CAPITAL MANAGEMENT FOR LUXEMBOURG

Oracle Fusion HRMS (Luxembourg) supports Luxembourg -specific features and functionality. It enables users to follow Luxembourg’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person and employment information specific to Luxembourg:

• Name style

• National identifier: Personal Number






STEPS TO ENABLE

There are no steps necessary to enable this feature. Use the Hire Employee task, Manage Person task, and Manage Employment Information task from the Workforce Management work area.

KEY RESOURCES




160

HUMAN CAPITAL MANAGEMENT FOR MACAU

Oracle Fusion HRMS (Macau) supports Macau-specific features and functionality. It enables users to follow Macau’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Macau:


• Address format

STEPS TO ENABLE


KEY RESOURCES




161

HUMAN CAPITAL MANAGEMENT FOR MOROCCO

Oracle Fusion HRMS (Morocco) supports Morocco-specific features and functionality. It enables users to follow Morocco’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Morocco:


• National identifier: Civil Identity Number


• Other human resources data capture, including predefined values for Ethnicity, Marital Status, Contacts, and Highest Education Level

STEPS TO ENABLE


KEY RESOURCES



ADDRESS FORMAT

The local-specific address format is delivered for Morocco, with validation.

STEPS TO ENABLE



162

HUMAN CAPITAL MANAGEMENT FOR MOZAMBIQUE

Oracle Fusion HRMS (Mozambique) supports Mozambique-specific features and functionality. It enables users to follow Mozambique’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Mozambique:

• Address format

STEPS TO ENABLE


163

HUMAN CAPITAL MANAGEMENT FOR NAMIBIA

Oracle Fusion HRMS (Namibia) supports Namibia-specific features and functionality. It enables users to follow Namibia’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Namibia:

• Address format

STEPS TO ENABLE


164

HUMAN CAPITAL MANAGEMENT FOR THE NETHERLANDS

Oracle Fusion HRMS (Netherlands) support Dutch-specific features and functionality. It enables users to follow Dutch business practices and comply with its statutory requirements.

WORKER DATA VALIDATION REPORT

Run the Worker Data Validation Report to get a list of employees with missing or noncompliant statutory HR data for the Netherlands. The delivered output is in PDF format and lists workers whose details fail the validation checks for:

• Person attributes: First Name, Initials, Marital Status, and Date of Birth.

• Address attributes: Postal Code format, House or Building Number, and House or Building Number Addition.

• Reporting Establishment

• Whether Payroll has been assigned

Correct any issues identified in the report to reduce errors in statutory reports or processes.

Worker Validation Report

STEPS TO ENABLE

There are no steps necessary to enable this feature. Run this report from the Payroll Checklist work area.

165


You must specify the legal employer and the effective date to run the report.

GLOBAL PAYROLL INTERFACE SUPPORT FOR THE NETHERLANDS

Facilitate third-party payroll processing for the Netherlands through the global payroll interface. The extract definition creates XML output that is transformed to a standardized XML structure and published and version controlled using XSL templates in the BI Publisher. Use this to create a data file to send data to third-party payroll providers, enabling them to process their payroll and deliver Dutch statutory reports, such as the wage report.

When you copy this predefined extract definition for a Dutch legislative data group, your copy includes refined global attributes as well as Dutch-specific fields that include:

• Tax information, including the TRU, employee tax code and other standard-rate tax information, and also special-rate tax information, including the previous year’s income, individual tax rate, and whether the beneficial rule applies.

• Social insurance information, including the sector risk fund and social insurance funds, such as ZW and ZWW, and whether the employee works 5 days a week or less for social insurance and tax purposes.

• Subsidies and discounts that apply to the employee, including the wage tax discount, employer discounts, and holiday coupons.

• Contract type, employment type code, influence code, temporary worker labor code and other information required for wage reporting.

166

Global Payroll Interface


1. Select the Manage Extract Definitions task in the Data Exchange work area. 2. Specify a NL legislative data group. 3. Select Payroll Interface in the Type field.

167



STEPS TO ENABLE


KEY RESOURCES





168

HUMAN CAPITAL MANAGEMENT FOR NEW ZEALAND

Oracle Fusion HRMS (New Zealand) supports country specific features and functions for New Zealand. It enables users to follow New Zealand’s business practices and comply with its statutory requirements.

ENABLED VALUES FOR DISABILITY CATEGORY

The values ‘Hearing impairment’, ‘Intellectual disability’, ‘Physical disability’, and ‘Visual impairment’ were enabled for the Disability Category attribute for New Zealand.

STEPS TO ENABLE


169

HUMAN CAPITAL MANAGEMENT FOR NICARAGUA

Oracle Fusion HRMS (Nicaragua) supports country specific features and functions for Nicaragua. It enables users to follow Nicaragua’s business practices and comply with its statutory requirements.


This feature supports the recording of person information specific to Nicaragua, such as:


• Address format

STEPS TO ENABLE


170

HUMAN CAPITAL MANAGEMENT FOR NIGERIA

Oracle Fusion HRMS (Nigeria) supports Nigeria-specific features and functionality. It enables users to follow Nigeria’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Nigeria:

• Human resources data capture including predefined values for: Passports, Visa and Permit Types


STEPS TO ENABLE


171

HUMAN CAPITAL MANAGEMENT FOR NORWAY

Oracle Fusion HRMS (Norway) supports Norway -specific features and functionality. It enables users to follow Norway’s business practices and comply with its statutory requirements.

NATIONAL IDENTIFIERS VALIDATION

A warning message is displayed if you do not enter the Norwegian National Identifier or the D Number with the correct format and check-digit.

STEPS TO ENABLE


KEY RESOURCES




172

HUMAN CAPITAL MANAGEMENT FOR PAKISTAN

Oracle Fusion HRMS (Pakistan) supports Pakistan-specific features and functionality. It enables users to follow Pakistan’s business practices and comply with its statutory requirements.


This feature supports the recording of person and employment human resources data specific to Pakistan, such as:






• Other human resources data capture, including predefined values for Ethnicity, Religion, Gender, Passports, Visa and Permit Types, Disabilities, and Highest Education Level


STEPS TO ENABLE


KEY RESOURCES




173

HUMAN CAPITAL MANAGEMENT FOR PANAMA

Oracle Fusion HRMS (Panama) supports country specific features and functions for Panama. It enables users to follow Panama’s business practices and comply with its statutory requirements.


This feature supports the recording of person information specific to Panama, such as:


• Address format

STEPS TO ENABLE


174

HUMAN CAPITAL MANAGEMENT FOR PARAGUAY

Oracle Fusion HRMS (Paraguay) supports Paraguay-specific features and functionality. It enables users to follow Paraguay’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Paraguay:


• Address format

STEPS TO ENABLE


175

HUMAN CAPITAL MANAGEMENT FOR PERU

Oracle Fusion HRMS (Peru) supports Peru-specific features and functionality. It enables users to follow Peru’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Peru:


• Address format

STEPS TO ENABLE


176

HUMAN CAPITAL MANAGEMENT FOR PHILIPPINES

Oracle Fusion HRMS (Philippines) supports Philippines-specific features and functionality. It enables users to follow Philippines’ business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person and employment information specific to Philippines:


• Validation of the national identifiers: Tax Identification Number, SSS Number, Common Reference Number, GSIS Number, Business Partner Number, PhilHealth Number, and PAG-IBIG Number

• Address format and address types, with validation



• Other human resources data capture, including predefined values for Title, Religion, Marital Status, Contacts, Passports, Visa and Permit Types, Disabilities, and Highest Education Level

STEPS TO ENABLE


KEY RESOURCES



ADDED VALUE FOR DISABILITY CATEGORY

The value ‘Intellectual disability’ was added to the existing values enabled for the Disability Category attribute for Philippines.

STEPS TO ENABLE



177

HUMAN CAPITAL MANAGEMENT FOR POLAND

Oracle Fusion HRMS (Poland) supports country specific features and functions for Poland. It enables users to follow Poland’s business practices and comply with its statutory requirements.

CONTRACT TYPE

Poland now supports the required contract types.

STEPS TO ENABLE


178

HUMAN CAPITAL MANAGEMENT FOR PORTUGAL

Oracle Fusion HRMS (Portugal) supports Portugal -specific features and functionality. It enables users to follow Portugal’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person and employment information specific to Portugal:


• Validation of the national identifiers: Tax Identification Number and Social Security Number




• Other human resources data capture, including predefined values for Marital Status, Contacts, Passports, Visa and Permit Types, and Highest Education Level

• Date of Birth is a required field


STEPS TO ENABLE


KEY RESOURCES




179

HUMAN CAPITAL MANAGEMENT FOR ROMANIA

Oracle Fusion HRMS (Romania) supports Romania-specific features and functionality. It enables users to follow Romania’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person and employment information specific to Romania:


• Validation of the national identifier: CNP




• Other human resources data capture, including predefined values for Passports, Visa and Permit (types and categories), Disabilities, and Highest Education Level

STEPS TO ENABLE


KEY RESOURCES




180

HUMAN CAPITAL MANAGEMENT FOR RUSSIA

Oracle Fusion HRMS (Russia) supports country specific features and functions for Russia. It enables users to follow Russia’s business practices and comply with its statutory requirements.


Russia now complies with local cultural, business, and regulatory requirements by capturing the following person and employment information specific to Russia:


• Validation of the national identifiers: INN and SNILS




• Other human resources data capture, including predefined values for Marital Status, Contacts, Passports, Visa and Permit (types and categories), and Highest Education Level

• Date of Birth and Gender are now required fields


STEPS TO ENABLE


KEY RESOURCES




181

HUMAN CAPITAL MANAGEMENT FOR SAINT KITTS AND NEVIS

Oracle Fusion HRMS (Saint Kitts and Nevis) supports Saint Kitts and Nevis-specific features and functionality. It enables users to follow Saint Kitts’s and Nevis’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Saint Kitts and Nevis:


STEPS TO ENABLE


KEY RESOURCES




182

HUMAN CAPITAL MANAGEMENT FOR SAINT LUCIA

Oracle Fusion HRMS (Saint Lucia) supports Saint Lucia-specific features and functionality. It enables users to follow Saint Lucia’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Saint Lucia’s:

• Validation of the national identifier: Social Security Number

• Address format

STEPS TO ENABLE


KEY RESOURCES




183

HUMAN CAPITAL MANAGEMENT FOR SAINT VINCENT AND THE GRENADINES

Oracle Fusion HRMS (Saint Vincent and the Grenadines) supports Saint Vincent and the Grenadines-specific features and functionality. It enables users to follow Saint Vincent’s and the Grenadines’ businesses practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Saint Vincent and the Grenadines:


• Address format

STEPS TO ENABLE


KEY RESOURCES




184

HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA

Oracle Fusion HRMS (Saudi Arabia) supports Saudi Arabia-specific features and functionality. It enables users to follow Saudi Arabia’s business practices and comply with its statutory requirements.

DISABLED WORKERS REPORT

You can now generate Disabled Workers Report that provides a list of workers (includes employees and contingent workers) and their associated disability details.

Run this report from the BI Catalog under HCM> Workforce Management>Person Management>Saudi Arabia.

STEPS TO ENABLE



Ensure that the Disability Category list items are tagged for Saudi Arabia.


When you reverse a termination or change the termination date of an employee in the Manage Work Relationships page, a message appears informing that a gratuity calculation card already exists for the employee and the calculation card must be deleted before you reverse or correct the termination.

STEPS TO ENABLE




WAGE PROTECTION SYSTEM

The Wage Protection System report tracks the amounts that need to be paid to the employees. Only employees with a Personal Payment Method of type EFT will be reported on the Wage Protection System report. Submit the report to the Wage Protection Agent at the end of each period. The banks process the report for crediting wages to the employees.

185

STEPS TO ENABLE

There are no steps necessary to enable this feature. Ensure that Payroll Run, Prepayment, and Archiver processes are run and complete for the payroll period.



Biweekly Period Type in Manage Payroll Definition Page.


STEPS TO ENABLE


186




STEPS TO ENABLE


• Create the element eligibility link for the gratuity accrual initiator.

• Associate the gratuity accrual initiator to the employee through the element entry.

• Associate the formula to calculate the reference salary with the Employer Gratuity Deduction card.


187



REPORTED HIRE DATE


STEPS TO ENABLE


188

HUMAN CAPITAL MANAGEMENT FOR SERBIA

Oracle Fusion HRMS (Serbia) supports Serbia-specific features and functionality. It enables users to follow Serbia’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Serbia:

• Validation of the national identifier: JMBG

STEPS TO ENABLE


KEY RESOURCES




189

HUMAN CAPITAL MANAGEMENT FOR SLOVAKIA

Oracle Fusion HRMS (Slovakia) supports Slovakia-specific features and functionality. It enables users to follow Slovakia’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Slovakia:


• Validation of the national identifier: Personal Identification Number






STEPS TO ENABLE


KEY RESOURCES




190

HUMAN CAPITAL MANAGEMENT FOR SLOVENIA

Oracle Fusion HRMS (Slovenia) supports Slovenia-specific features and functionality. It enables users to follow Slovenia’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Slovenia:

• Validation of the national identifier: EMSO

STEPS TO ENABLE

There are no steps needed to enable the feature.

KEY RESOURCES




191

HUMAN CAPITAL MANAGEMENT FOR SOUTH AFRICA

Oracle Fusion HRMS (South Africa) supports South Africa-specific features and functionality. It enables users to follow South Africa’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person and employment information specific to South Africa:

• Name style and format, with validation

• Validation of the national identifier: Identity number



• Employment information: Contract Type, Worker Category, Assignment Category, and Nature of Person

• Other human resources data capture, including Foreign National and predefined values for Ethnicity, Visa and Permit Types

STEPS TO ENABLE

There are no steps necessary to enable the feature.

KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR SPAIN

Oracle Fusion HRMS (Spain) supports Spain-specific features and functionality. It enables users to follow Spain’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Spain:


• Validation of the national identifiers: NIF, Social Security Number, and Foreigner's Identification Number



• Other human resources data capture, including predefined values for Passports


STEPS TO ENABLE


KEY RESOURCES




193

HUMAN CAPITAL MANAGEMENT FOR SUDAN

Oracle Fusion HRMS (Sudan) supports Sudan-specific features and functionality. It enables users to follow Sudan’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Sudan:


• National identifiers: Civil Identity Number, and Social Security Number



• Other human resources data capture, including predefined values for Ethnicity, Marital Status, Contacts, and Highest Education Level

STEPS TO ENABLE

There are no steps necessary to enable the feature.

KEY RESOURCES




194

HUMAN CAPITAL MANAGEMENT FOR SURINAME

Oracle Fusion HRMS (Suriname) supports Suriname-specific features and functionality. It enables users to follow Suriname’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Suriname:

• Address format

STEPS TO ENABLE


195

HUMAN CAPITAL MANAGEMENT FOR SWEDEN

Oracle Fusion HRMS (Sweden) supports country specific features and functions for Sweden. It enables users to follow Sweden’s business practices and comply with its statutory requirements.

NATIONAL IDENTIFIER VALIDATION

Sweden now displays a warning message if you do not provide an employee’s coordination number or the personal identification number with the correct format and check-digit.

STEPS TO ENABLE


KEY RESOURCES



ENHANCED POST NUMBER VALIDATION

The Swedish Post Number validation is enhanced to accept a number in the format "NNN NN" (one space between 3rd and 4th digit), in addition to the already accepted format “NNNNN”.

STEPS TO ENABLE



196

HUMAN CAPITAL MANAGEMENT FOR SYRIA

Oracle Fusion HRMS (Syria) supports Syria-specific features and functions. It enables users to follow Syria's business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Syria:


• National identifiers: Civil Identity Number, and Social Security Number




STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR THAILAND

Oracle Fusion HRMS (Thailand) supports Thailand-specific features and functionality. It enables users to follow Thailand’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Thailand:


• Validation of the Thai National Identifier

• Other human resources data capture, including predefined values for Visa and Permit Types, Disabilities

STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR TRINIDAD AND TOBAGO

Oracle Fusion HRMS (Trinidad and Tobago) supports Trinidad and Tobago-specific features and functionality. It enables users to follow Trinidad and Tobago’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Trinidad and Tobago:

• Address format

STEPS TO ENABLE


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HUMAN CAPITAL MANAGEMENT FOR TURKEY

Oracle Fusion HRMS (Turkey) supports Turkey-specific features and functions. It enables users to follow Turkey's business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Turkey:


• National identifiers: SGK number and validation of TC Kimlik Number



• Other human resources data capture, including predefined values for Title, Religion, Contacts, Gender, Visa and Permit (types and categories), and Highest Education Level

• Date of Birth is a required field.

STEPS TO ENABLE


KEY RESOURCES




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HUMAN CAPITAL MANAGEMENT FOR THE UNITED ARAB EMIRATES

Oracle Fusion HRMS (United Arab Emirates) supports United Arab Emirates-specific features and functionality. It enables users to follow United Arab Emirates’ business practices and comply with its statutory requirements.

DISABLED WORKERS REPORT

You can now generate Disabled Workers Report that provides a list of workers (includes employees and contingent workers) and their associated disability details.

Run this report from the BI Catalog under HCM> Workforce Management>Person Management>United Arab Emirates.

STEPS TO ENABLE



Ensure that the Disability Category list items are tagged for UAE.


When you reverse a termination or change the termination date of an employee in the Manage Work Relationships page, a message appears informing that a gratuity calculation card already exists for the employee and the calculation card must be deleted before you reverse or correct the termination.

STEPS TO ENABLE




NEW NATIONAL IDENTIFIER

The Emirates ID, an electronic identification card, is the new national identifier in UAE. The Emirates ID is 15 digits where the 4th, 5th, 6th, and 7th digits represent the year of birth. The application validates the date of birth in the Emirates ID, which is a required attribute for employees and an optional attribute of nonemployees.

STEPS TO ENABLE


201


If you provide the Emirates ID, then you must provide the social insurance number too.

VALIDATION ON VISA NUMBER

The format of the visa number or Iqama in UAE is NNN/NNNN/NNNNNNN, where N is a number. When you create a visa or permit, you provide the visa number. The application validates the visa number format.

STEPS TO ENABLE


PAYROLL VALIDATION REPORT

Audit required payroll information. Validation is needed to show that the required data has been entered before the Wage Protection System reports are submitted.

The payroll validation report shows if the following attributes are missing or noncompliant for either the employer or employee:

• Ministry of Labour Employer ID

• WPS Agent ID

• WPS Employer Bank Code

• Ministry of Labour Employee ID

• WPS Account Number

STEPS TO ENABLE




202

Biweekly Period Type in the Manage Payroll Definition Page


STEPS TO ENABLE




203


STEPS TO ENABLE


1. Create the element eligibility link for the gratuity accrual initiator. 2. Associate the gratuity accrual initiator to the employee through the element entry. 3. Associate the formula to calculate the reference salary with the Employer Gratuity Deduction

card.




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REPORTED HIRE DATE


STEPS TO ENABLE


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HUMAN CAPITAL MANAGEMENT FOR THE UNITED KINGDOM

Oracle Fusion HRMS (UK) supports United Kingdom-specific features and functionality. It enables users to follow the United Kingdom’s business practices and comply with its statutory requirements.

REAL TIME INFORMATION (RTI) - EARLIER YEAR UPDATE (EYU)

Report previous year’s tax information to the authorities after the deadline for reporting information has passed. You can do this by using the Earlier Year Update (EYU) process for the relevant tax year.

The Earlier Year Update (EYU) process requires one effective payroll run in the required tax year. Use the EYU process to report updates for up to seven years.

The EYU process produces the following output:

• GFF file for EDI transmission

• An audit report

STEPS TO ENABLE

There are no steps necessary to enable this feature. Run this process from the Regulatory and Tax Reporting work area or the Payroll Checklist work area.

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LEGISLATIVE CHANGES FOR NATIONAL INSURANCE

NATIONAL INSURANCE NUMBER PREFIX

The current validation is based on a combination of a list of valid prefixes for the NINO and certain characters which are not valid. The new validation will perform the following validation:

• The characters D F I Q U and V are not used as either the first or second letter of a NINO prefix.

• The letter O is not used as the second letter of a prefix.

• Prefixes BG, GB, KN, NK, NT, TN and ZZ are not to be used.

National Insurance Number Prefix

Navigation Path: My Workforce > Person Management > Personal and Employment > Manage Person >National identifiers >United Kingdom >National Insurance Number

All reports and processes have been updated to include the new validation on NINO. These include:

• Real Time Information processes of

• Full Payment Submission for tax year 2016-17

• Earlier Year Updates for tax year 2016-17

• Payroll Validation Report

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NATIONAL INSURANCE CATEGORY CHANGE ON REACHING STATE PENSION AGE

Validation that is performed on the Statutory Deductions card upon entry of NI category has been changed. It now calls a formula that will check if the employee has reached the state pension date based on the new legislative regulations. NI category C will be rejected if the state pension age has not been reached.

A new certificate type has been added to the list of existing certificate list on the Calculation Component Details ‘Aggregation Information’.

Aggregation Information Details

The NI Category Update process has been enhanced to include State Pension age check for employees being processed. If an employee reaches the state pension age at the effective run date of the process it will:

• Update the NI category to C

• Populate the Certificate type for the employee to the new Age to be verified.

The audit report from the process has also been updated to show anyone that has reached the state pension age at the effective run date. A message to indicate that action is required will be sent.

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Audit Report

After you have verified the documentation from your employee, you can update the certificate type on the Aggregation Information component details to the appropriate one – for example to ‘Birth certificate’.

STEPS TO ENABLE



It is important to note that though a prefix combination could pass the validation requirements, it may not necessarily be a valid NINO. Certain NINO prefixes will be classed as valid although they have not yet been issued by HMRC, therefore they are not correct.

For example, a prefix of ‘AC’ would meet the validation requirements even though it is not actually one which is currently being issued by HMRC. However this is in line with the HMRC policy which is designed to cater for future changes and prevent a recurrence of the issue experienced this year.

For NI category update process to work there must be a date of birth on the person’s record, as it will be used to establish if the state pension age has been reached.

The payroll process will give a warning if the person has reached their state pension age but their NI category has not been changed.

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HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES

Oracle Fusion HRMS (US) supports United States-specific features and functions for United States. It enables users to follow the United States’ business practices and comply with its statutory requirements.

MULTIPLE WORKSITE REPORT

The United States provides full support of the Multiple Worksite Report. Use this feature to report employment and wage data in a format suitable for the Bureau of Labor Statistics. This data is categorized by industry and location within a state and is used to more accurately classify employment and wage data of multiple establishment employers.

To generate this report, start the Run Multiple Worksite Electronic Report process from the Regulatory and Tax Reporting work area.

Run Multiple Worksite Electronic Report Process

STEPS TO ENABLE



It is the employer’s responsibility to determine their reporting eligibility. Refer to the Bureau of Labor Statistics website for more information.

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KEY RESOURCES


• How are work-at-home employees reported in the Multiple Worksite Report?

• Run Multiple Worksite Report

• Troubleshooting the Multiple Worksite Report: Examples

THIRD-PARTY INVOLUNTARY PAYMENT INTERFACE INITIAL EXTRACT

Business outsourcing solutions providers such as ADP can perform garnishment and third-party payment processing for their customers. Oracle Fusion Human Capital Management for the US provides an involuntary payment interface for customers who choose to use such a third-party provider. Before you can begin using this interface with ADP Money Movement, you must extract your historical data and establish a baseline with ADP.

To generate the initial extract, run the Third-Party Involuntary Deductions Initial Extract process from the Payment Distribution work area.

Third-Party Involuntary Deductions Initial Extract process

STEPS TO ENABLE


211


Before you can generate the initial extract, you must ensure you have properly configured organizations, employee definitions, third-party payees, and involuntary deductions.

KEY RESOURCES

For complete instructions, refer to the Oracle Fusion Human Capital Management for the US Third-Party Involuntary Payment Interface white paper in My Oracle Support Document (ID 2043941.1)

GLOBAL PAYROLL INTERFACE SUPPORT FOR THE UNITED STATES

The global payroll interface now supports US-specific requirements. The extract definition includes both global fields and country-specific fields for the United States, including information from the employee’s withholding certificate. Use the XML output as a basis for sending data to third-party payroll providers.


1. Select the Manage Extract Definitions task in the Data Exchange work area. 2. Specify a US legislative data group. 3. Select Payroll Interface in the Type field.



STEPS TO ENABLE


https://support.oracle.com/epmos/faces/DocumentDisplay?_afrLoop=497560984352716&id=2043941.1&_adf.ctrl-state=1bzj6t40j_72

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KEY RESOURCES





EMPLOYEE ACTIVE PAYROLL BALANCE REPORT ENHANCEMENT

You can now perform more comprehensive periodic payroll and quarterly and year-end balance reconciliation through the Employee Active Payroll Balance report enhancements. This report now includes school district tax balances.

STEPS TO ENABLE


KEY RESOURCES

For more information go to My Oracle Support (MOS), for the following documents:

• Oracle Fusion HRMS (US): Payroll Reconciliation (Document ID 2086251.1)

• Oracle Fusion HRMS (US): End-of-Year Processing (Document ID 1944400.1)

• You can also find the appropriate help topics on the Help Portal:

• Employee Active Payroll Balance Report

• Reconciling Employee Balances for the US: Examples

VOLUNTARY DISABILITY SELF-IDENTIFICATION

In accordance with Office of Federal Contract Compliance Programs (OFCCP), your employees can now self-identify their disabilities through employee self service. They can access these fields through the Personal Information work area.

https://support.oracle.com/epmos/faces/DocumentDisplay?_afrLoop=238835968605317&id=2086251.1&_adf.ctrl-state=bm10b6j8l_72

https://support.oracle.com/epmos/faces/DocumentDisplay?_afrLoop=238872390046012&id=1944400.1&_adf.ctrl-state=bm10b6j8l_129

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STEPS TO ENABLE



Ensure your employee role has the aggregate privilege 'Manage Person Disability by Worker'.

DISPLAY ACCRUAL BALANCES ON EMPLOYEE CHECKS

Employee check stubs now include accrual balances, enabling them to view their hours accrued and hours remaining for each accrual plan.

STEPS TO ENABLE



Refer to Appendix D of the Setting Up Absence Elements for Oracle Fusion Absence Management white paper for instructions on how to configure the employee payslip to display accrual balances.

KEY RESOURCES

For more information, go to My Oracle Support (MOS) for the following document:

• Configuring Oracle Fusion Absence Management for the US and Canada for Release 10 (Document 2102835.1).

https://support.oracle.com/cloud/faces/DocumentDisplay?_afrLoop=322614352549296&_afrWindowMode=0&id=2102835.1&_adf.ctrl-state=1dic147i9t_87

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AUTOMATICALLY SYNCHRONIZE EMPLOYEE WITHHOLDING CERTIFICATES WITH HR LOCATION CHANGES

You can now automatically update the Employee Withholding Certificate whenever you make location-specific changes on the employee’s definition. When you make a change to the employee’s work location, the following values on the tax card are automatically updated:

• State for unemployment calculation

• State for disability calculation

• Primary work location

New regional components are also created on the card based on appropriate changes you make to the following fields (such as changing the employee’s work state):

• Home address or resident tax address

• Work-at-home status

These synchronization actions occur automatically, unless you have manually disabled them. If that is the case, use the Synchronize Calculation Cards ESS job from the Payroll Checklists work area to synchronize all employees’ HR data to their tax cards.

STEPS TO ENABLE



This synchronization happens automatically. You can manually disable automatic synchronization, but if you do so, you are responsible for tracking any changes you make to your employee HR data and manually updating the Employee Withholding Certificates appropriately. Alternately, you can use the Synchronize Calculation Cards ESS job from the Payroll Checklists work area to synchronize all employees’ HR data to their tax cards.

To disable automatic synchronization:

1. Start the Manage Payroll Process Configuration task. 2. Set the Create DIR Card Create DIR Card using Global UI parameter to “HRSYNCDISABLE”.

Remove this process parameter value once you are ready for the automated changes to start again.

NOTE: The synchronization functionality is not available when the Manage Features by Country or Territory Extension Parameter setting is Human Resources or None.

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INCLUDE RESIDENT AND NONRESIDENT CITY AND COUNTY TAX BALANCES ON PERIODIC TAX FILING

You can now include resident and nonresident balances for cities and counties in your third-party periodic tax filing. These balances are used by local tax filings that require resident and nonresident wages and taxes to be reported separately. For a given jurisdiction, the periodic interface file passes these balances on multiple rows. For example, a tax code of OH0952490CITY would represent the nonresident wages and taxes for Toledo, Ohio. A tax code of OH0952490CITYR would represent the resident wages and taxes for Toledo, Ohio.

STEPS TO ENABLE


REFINED DATA SELECTION FOR W-2 EMPLOYEE REPORT

You can now further refine the year-end data you use for generating employee Forms W-2. Use the new optional Payroll Statutory Unit field to limit the scope of employee information captured by the Run W-2 Employee Report process. Also, Tax Reporting Unit is now an optional field.

Parameter Details

STEPS TO ENABLE



Use the Tax Reporting Unit field to run this process against a specific TRU.

Use the Payroll Statutory Unit field to run this process against all TRUs belonging to a PSU.

To run this process against all TRUs in all PSUs, leave both fields blank.

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KEY RESOURCES

For more information go to My Oracle Support (MOS), for the following document:

• Oracle Fusion Human Capital Management (US): End-of-Year Processing, Document ID: 1944400.1

DEFAULT CHECK NUMBERING FOR US SIMPLIFIED PAYROLL CYCLE FLOW

We have made it easier to produce checks for your payroll runs. The US Simplified Payroll Cycle now follows these rules to assign sequential check numbers:

• By default, they now automatically start with the next sequential check number based on the last number generated by a previous run. This applies across all US legislative data groups.

• When running the simplified flow for the first time in a new environment, it starts with check number 1.

• You can still use the Start Check Number parameter to specify a specific starting number for a run.

STEPS TO ENABLE


FORM W-2 BOX 20 ENHANCEMENT FOR OHIO EMPLOYEES

We have enhanced the W-2 Employee Report process for Ohio employees, so it now includes the school district name and number in Box 20.

STEPS TO ENABLE


KEY RESOURCES


• Oracle Fusion Human Capital Management (US): End-of-Year Processing (Document ID: 1944400.1)

WAGE BALANCE ENHANCEMENT FOR PERIODIC TAX FILING

We have enhanced the third-party periodic tax filing process to include wage balances even when there is no tax liability. Regardless whether tax is withheld, the third-party periodic tax file includes gross, subject, and taxable wages.

https://support.oracle.com/cloud/faces/DocumentDisplay?_afrLoop=313968716427221&_afrWindowMode=0&id=1944400.1&_adf.ctrl-state=17jc49gei7_58

https://support.oracle.com/cloud/faces/DocumentDisplay?_afrLoop=581735404083226&_afrWindowMode=0&id=1944400.1&_adf.ctrl-state=mbjaug8cw_87

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STEPS TO ENABLE


KEY RESOURCES


• Payroll Third-Party Tax Filing Interface (Document ID 1594079.1)

AUTOMATICALLY UPDATE EMPLOYEE WITHHOLDING CERTIFICATES FOR REHIRES AND ASSIGNMENT CHANGES

You can now automatically update the Employee Withholding Certificate whenever you rehire an employee or add a secondary assignment.

• If the secondary assignment is in the same TRU as the primary assignment, the association for the secondary assignment is created on the primary tax card.

• If a person is rehired into the same TRU as before, the existing tax card is used.

• If a person is rehired into a different TRU, no association is created.

In addition, TRU data association is created only if the TRU can be uniquely derived.

STEPS TO ENABLE



The synchronization functionality is not available when the Manage Features by Country or Territory Extension Parameter setting is Human Resources or None.

AUTOMATIC ACTIVE EMPLOYEE COUNT CALCULATION FOR VETS-4212 REPORTING

We have enhanced our Veterans' Employment and Training Service (VETS) reporting. The Run VETS-4212 Establishment Electronic Report process now automatically calculates the minimum and maximum number of active employees for the reporting locations. It bases these numbers on the reporting period start and end dates.

You can override this calculation by populating values directly into the existing fields Maximum Number of Employees and Minimum Number of Employees fields on the Manage Locations task.

STEPS TO ENABLE



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INCLUDE PROVIDER-SPECIFIC FIELDS ON THE THIRD-PARTY QUARTERLY TAX FILING INTERFACE

When using the Third-Party Tax Filing interface, you can now provide additional information required by ADP on your quarterly extracts. The quarterly extract now includes the employee’s current home address.

For Indiana employees, it also includes a 3-digit location reporting code. Specify this code through the Employer Unit Number field under the United States State Unemployment Reporting Information section of the Manage Locations task.

For Vermont employees, it includes a part-time status. Specify a part-time status in the Assignment Category field using the Manage Employment task.

STEPS TO ENABLE



Populate the Indiana location reporting code on the work location if you are assigned a single enterprise filing status by the Indiana Department of Workforce Security or if you elected to report multiple locations with the Indiana DWS.

A Vermont employee is considered part-time if they work less than 35 hours per week.

KEY RESOURCES




219

SET SUI WAGE LIMIT OVERRIDES FOR ELIGIBLE EMPLOYERS

If you are an eligible employer, you can set a SUI wage limit override as specified by your state tax authority.

To set the new value:

1. Start the Manage Calculation Value Definitions task. 2. Search for and select the <state name> State Unemployment Insurance Tax Employer Wage

Limit value definition. 3. In the Calculation Values region, add a new row. 4. Specify the override, and submit.

STEPS TO ENABLE



Ensure you have run the Load Payroll Tax information process to see the latest data in Manage Calculation Value Definitions. The override is at the legislative data group (LDG) level and applies to any tax reporting units defined in that LDG.

SPECIFY COMPANY ENTRY DESCRIPTIONS FOR EFT PAYMENTS

You can now provide a company entry description when generating electronic funds transfers (EFTs). Use the new field to provide your own description on the direct deposit file.

When running the Make EFT Payments process, specify this value in the Company Entry Description field:

This field is optional. If you leave it blank, the EFT process uses Dir Dep as the default.

STEPS TO ENABLE


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ADDITIONAL THIRD-PARTY PERIODIC TAX FILING AUDITING

You can now improve your third-party periodic tax filing reconciliation through the use of a new audit report. This new report includes employee balance details by tax code. This report is delivered as output of the extract process. It is a pipe-delimited text file, which you can import into Microsoft Excel.

STEPS TO ENABLE


KEY RESOURCES



ACA MANIFEST FILE SUPPORT

We have made it easier for you to perform your Affordable Care Act (ACA) reporting through the automatic generation of the Form 1094-C manifest file. This file is generated automatically when you run the 1094-C Transmittal Electronic Report process. Submit this file to the IRS along with your Form 1094-C.

STEPS TO ENABLE



After generating this file, you must perform manual edits before submitting it. Refer to the ACA Implementation and Use white paper for instructions.

KEY RESOURCES


• Oracle Fusion Human Capital Management for United States: ACA Implementation and Use (Document ID: 2067360.1).


https://support.oracle.com/cloud/faces/DocumentDisplay?_afrLoop=226336764938492&_afrWindowMode=0&id=2067360.1&_adf.ctrl-state=rsp8wn7vn_82

221

PAYROLL BATCH LOADER ENHANCEMENTS FOR INVOLUNTARY DEDUCTIONS

We have made it easier for you to perform mass updates to your employees’ Involuntary Deductions cards. When running the payroll batch loader, you can now specify the following actions:

Action Description Correct Corrects existing component details and overrides as of the specified date. Update Updates the component details and overrides as of the specified date. Enddate End dates the component, component details, and their overrides as of the specified date.

STEPS TO ENABLE



Correct mode creates the card and card components if one does not already exist for the employee.

KEY RESOURCES


• Fusion US Payroll: How To Load Involuntary Deductions via Payroll Batch Loader (Document ID: 2022585.1)

NEW HIRE REPORTING ENHANCEMENTS

You can now specify additional medical insurance details on your New Hire State Reports for those states that require them. Use the Manage Work Relationship task to specify these fields.

STEPS TO ENABLE


W-2 EMPLOYEE REPORT ENHANCEMENTS

We have made it easier for you to manage your employee Form W-2 printing and distribution. The new Employee Inclusion parameter on the Run W-2 Employee Report process allows you to specify active employees, terminated employees, or both. Use this in cases where you want to segregate active and terminated employee print runs to facilitate mailing.

https://support.oracle.com/cloud/faces/SearchDocDisplay?_adf.ctrl-state=rsp8wn7vn_82&_afrLoop=226644997814979

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STEPS TO ENABLE



The W-2 Employee Report generates a printed copy for terminated employees irrespective of their elected print preference.

KEY RESOURCES


• Oracle Fusion Human Capital Management for United States: End of Year Processing (Document ID: 1944400.1)

W-2 REGISTER REPORT ENHANCEMENTS

We have made it easier for you to perform your year-end payroll data reviews through enhanced W-2 Register reporting.

The Run W-2 Register process can now produce its Employee Detail Report in multiple formats. This includes a pipe-delimited format that can be easily imported into a spreadsheet. Use the Create Employee Detail Report field to specify the format you desire:

STEPS TO ENABLE



The W-2 Register Totals report now includes metrics for how many employees will receive a W-2, how many requested online copies, and the number of paper copies to be generated.

KEY RESOURCES


• Oracle Fusion Human Capital Management for United States: End of Year Processing (Document ID: 1944400.1)



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THIRD-PARTY QUARTERLY TAX FILE ENHANCEMENTS

We have made it easier for you to accurately perform your quarterly tax filing through a third-party provider. The Third-Party Quarterly Tax Filing extract now includes the following:

• Your employee’s date of birth

• For Philadelphia tipped employees, two new balances for reporting wages from which no city tax was withheld:

o City Uncollected Tax Tip Wages Nonresident

o City Uncollected Tax Tip Wages Resident

These balances should report all uncollected tax wages and not just tipped wages.

STEPS TO ENABLE



For employees who work in Philadelphia and earn tips with no city tax withheld, before you can generate your tax file, you must perform balance adjustments on the two new balances:

• City Uncollected Tax Tip Wages Nonresident

• City Uncollected Tax Tip Wages Resident

KEY RESOURCES


• Oracle Fusion Human Capital Management for United States: Third-Party Tax Filing Interface (Document ID: 1594079.1)

• Oracle Human Capital Management for the US: Balance Adjustments white paper (Document ID: 1600728.1)

NEW START-OF-YEAR ESS PROCESS FOR YEAR BEGIN

As part of your year-begin activities, you can now automatically review all employees living and working in Indiana and update their tax cards with the correct county information. The new Run Start of Year Process checks your employees’ work and residence information and then updates their Employee Withholding Certificates with the county as of January 1. It also provides a pipe-delimited audit file for verification purposes.

Run this process from the Checklists work area before you run the first payrolls of the calendar year.

https://support.oracle.com/cloud/faces/DocumentDisplay?_afrLoop=215445132066072&_afrWindowMode=0&id=1594079.1&_adf.ctrl-state=y4b7otgha_87


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STEPS TO ENABLE


KEY RESOURCES


• Oracle Fusion Human Capital Management for United States End-of-Year Processing (Document ID: 1944400.1)

PA ACT 32 SUPPORT FOR EMPLOYEE W-2 AND W-2 REGISTER REPORTS

You can now capture the appropriate Pennsylvania tax collection district (TCD) codes on the W-2s of eligible employees. For employees working in jurisdictions subject to PA Act 32, when you run the Run W-2 Employee Report process, their Form W-2s now include the TCD code in Box 20.

Additionally, when you run the Run W-2 Register process, the register report also includes the TCD codes.

STEPS TO ENABLE

Before your W-2 reports can display this information, you must ensure the archive has captured it. If you ran the Archive End-of-Year Payroll Results prior to the STAT2 patch, you must:

1. Rollback the archive for any tax reporting units with Pennsylvania employees. 2. Run the Synchronize Calculation Card ESS job in “Synchronize Pennsylvania Tax District mode.

This updates the run results to capture the TCD and PSD codes. 3. Rerun the Archive End-of-Year Payroll Results process.

KEY RESOURCES


• Oracle Fusion Human Capital Management for United States End-of-Year Processing (Document ID: 1944400.1)



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HUMAN CAPITAL MANAGEMENT FOR URUGUAY

Oracle Fusion HRMS (Uruguay) supports Uruguay-specific features and functionality. It enables users to follow Uruguay’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Uruguay:


STEPS TO ENABLE


226

HUMAN CAPITAL MANAGEMENT FOR VENEZUELA

Oracle Fusion HRMS (Venezuela) supports country specific features and functions for Venezuela. It enables users to follow Venezuela’s business practices and comply with its statutory requirements.


This feature supports the recording of person and employment human resources data specific to Venezuela, such as:


• Validation of the national identifier: RIF


• Other human resources data capture, including predefined values for Contacts, Passports, Visa and Permit Types, and Highest Education Level


STEPS TO ENABLE


KEY RESOURCES




227

HUMAN CAPITAL MANAGEMENT FOR VIETNAM

Oracle Fusion HRMS (Vietnam) supports Vietnam-specific features and functionality. It enables users to follow Vietnam’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person and employment information specific to Vietnam:


• Validation of the national identifier: Identity Card Number



• Employment information: Contract Type, Worker Category

• Other human resources data capture, including predefined values for Religion, Marital Status, Contacts, Gender, Passports, and Highest Education Level


STEPS TO ENABLE


KEY RESOURCES




228

HUMAN CAPITAL MANAGEMENT FOR ZAMBIA

Oracle Fusion HRMS (Zambia) supports Zambia-specific features and functionality. It enables users to follow Zambia’s business practices and comply with its statutory requirements.


Comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Zambia:

• Address format

STEPS TO ENABLE


229

HUMAN RESOURCES ANALYTICS

TRANSACTIONAL BUSINESS INTELLIGENCE

Oracle Fusion Transactional Business Intelligence is a real time, self service reporting solution offered to all Oracle® Fusion application users to create ad hoc reports and analyze them for daily decision-making. Oracle Fusion Transactional Business Intelligence provides human resources managers and specialists, business executives, and line managers the critical workforce information to analyze workforce costs, staffing, compensation, performance management, talent management, succession planning, and employee benefits.

NEW SUBJECT AREA: PAYROLL - USER-DEFINED TABLES REAL TIME

Manage user defined tables using a new subject area called Payroll - User-Defined Tables Real Time. This new subject area enables you to report on the user defined tables that you create using the Manage User-Defined Tables task in Oracle Fusion Payroll. Report on all information that is defined for each user defined table.

STEPS TO ENABLE


ROLE INFORMATION

If you are not using the predefined reference roles, then you need to ensure that the transaction analysis duty role that secures the new subject area is mapped to relevant job roles. This table identifies the required transaction analysis duty role and suggests a target job role. You can add the duty role to different roles if you prefer.


Transaction Analysis Duty Role Job Role Payroll Transaction Analysis Duty FBI_PAYROLL_TRANSACTION_ANALYSIS_DUTY

Payroll Manager


230

NEW SUBJECT AREA: PAYROLL - PAYROLL INTERFACE INBOUND RECORDS REAL TIME

Streamline your payroll data processing using a new subject area called Payroll - Payroll Interface Inbound Records Real Time. This new subject area enables you to report on the payroll data that is processed by third-party vendors. Report on inbound payroll interface information such as payroll name, payments, earnings, deductions, messages, and batch information.

STEPS TO ENABLE


ROLE INFORMATION



Transaction Analysis Duty Role Job Role Payroll Interface Transaction Analysis Duty FBI_PAYROLL_INTERFACE_TRANSACTIONAL_ANALYSIS_DUTY

Payroll Coordinator

ENHANCED ATTRIBUTE: DISPLAYED INPUT VALUE IN PAYROLL ELEMENT ENTRIES REAL TIME

Simplify payroll reporting using the Displayed Input Value attribute in the Element Entry Value dimension under Payroll – Element Entries Real Time. This attribute now displays the Description value in reports.

STEPS TO ENABLE


NEW SUBJECT AREA: WORKFORCE PERFORMANCE - PERFORMANCE DOCUMENT ELIGIBILITY REAL TIME

This feature enables you to report on the eligibility criteria for employees to create a specific performance document using a new subject area. The new subject area is called Workforce Performance - Performance Document Eligibility. Report on eligibility criteria, count of workers who have not yet created their performance documents, and the count of workers who have created their documents.


231

STEPS TO ENABLE


ROLE INFORMATION



Transaction Analysis Duty Role Job Role Performance Management Transaction Analysis Duty FBI_PERFORMANCE_MANAGEMENT_TRANSACTION_ANALYSIS_DUTY


PERFORMANCE DOCUMENT EVALUATION MANAGER ADDED TO WORKFORCE PERFORMANCE SUBJECT AREAS

Enhance reporting on performance documents using a new attribute in the Workforce Performance subject areas, called Performance Document Manager. This attribute enables you to report on the actual manager that was responsible for the evaluation of the employee’s performance document. Reporting using this attribute is beneficial when the evaluation manager is different from the assignment manager for an employee.

STEPS TO ENABLE


ROLE INFORMATION



232


Transaction Analysis Duty Role Job Role Performance Management Transaction Analysis Duty FBI_PERFORMANCE_MANAGEMENT_TRANSACTION_ANALYSIS_DUTY


PERFORMANCE RATING DIMENSION ADDED TO PERSON PROFILE SUBJECT AREA

Expand your performance document reporting using a new dimension in the Person Profile Real Time subject area called Performance Rating. This new dimension contains the rating history from multiple sources including performance management and talent review.

STEPS TO ENABLE


NEW SUBJECT AREA: WORKFORCE CAREER DEVELOPMENT - DEVELOPMENT GOAL OVERVIEW REAL TIME

Simplify goal development using a new subject area called Workforce Career Development - Development Goal Overview Real Time. This new subject area enables you to report on all development goals created by employees and managers. Report on employees’ progress for each development goal.

STEPS TO ENABLE


ROLE INFORMATION

If you are not using the predefined reference roles, then you need to ensure that the transaction analysis duty role that secures the new subject area is mapped to relevant job roles. This table identifies the required transaction analysis duty role and suggests target job and abstract roles. You can add the duty role to different roles if you prefer.


Transaction Analysis Duty Role Job or Abstract Role Career Development Transaction Analysis Duty FBI_CAREER_DEV_TRANSACTION_ANALYSIS_DUTY

Human Resource Analyst Line Manager



233

NEW SUBJECT AREA: WORKFORCE SUCCESSION MANAGEMENT - POSITION PLANS REAL TIME

Streamline your succession planning using a new subject area called Workforce Succession Management - Position Plans Real Time. This new subject area enables you to report on incumbents in positions specified in position succession plans. Report on incumbent dimensions such as worker, job, department, as well as succession plan details, and plan owners.

STEPS TO ENABLE


ROLE INFORMATION



Transaction Analysis Duty Role Job Role Succession Management Transaction Analysis Duty FBI_SUCCESSION_MANAGEMENT_TRANSACTION_ANALYSIS_DUTY


NEW SUBJECT AREA: WORKFORCE MANAGEMENT - WORKFORCE TREND REAL TIME

Streamline headcount trend reporting using a new subject area called Workforce Management - Workforce Trend Real Time. This new subject area enables you to report on period start and end worker assignment metrics. Key headcount metrics include Period Start Headcount, Period End Headcount, Period Start FTE, Period End FTE, and so on.

STEPS TO ENABLE


ROLE INFORMATION



234


Transaction Analysis Duty Role Job or Abstract Role Workforce Transaction Analysis Duty FBI_WORKFORCE_TRANSACTION_ANALYSIS_DUTY

Human Resource Analyst Line Manager

NEW SUBJECT AREAS FOR REPORTING ON WORKFORCE SCHEDULING IN TIME AND LABOR

Streamline the process to plan work schedules, shifts, and employee time off using three new subject areas. Workforce Management – Scheduler Profiles Real Time enables you to report on who can schedule shifts, monitor coverage, and balance workloads for workers. Workforce Management – Planned Schedules Real Time reports on a team schedule for the week based on work schedule, including absences and general holidays. Finally, Workforce Management – Published Schedules Real Time lists the planned schedules that are published.

STEPS TO ENABLE


ROLE INFORMATION



Transaction Analysis Duty Role Job or Abstract Role Workforce Scheduling Transaction Analysis Duty FBI_WORKFORCE_SCHEDULING_TRANSACTION_ANALYSIS_DUTY

Time and Labor Administrator Time and Labor Manager Line Manager



235

NEW SUBJECT AREAS FOR HISTORIC TIME AND LABOR REPORTING

Simplify reporting on historic time and labor records using two new subject areas: Workforce Management – Historical Reported Time Cards Real Time and Workforce Management – Historical Processed Time Cards Real Time. You can report on both historic reported and processed time cards. Current time card data is reported on using previously delivered subject area.

STEPS TO ENABLE


ROLE INFORMATION



Transaction Analysis Duty Role Job or Abstract Role Time and Labor Transaction Analysis Duty FBI_TIME_AND_LABOR_TRANSACTION_ANALYSIS_DUTY

Time and Labor Administrator Time and Labor Manager Line Manager

NEW DIMENSION: TIME ATTRIBUTE IN TIME AND LABOR SUBJECT AREAS

Enhance time and labor reporting using a new dimension called Time Attribute. This new dimension enables you to report on custom time attributes that you create in Oracle Fusion Time and Labor. You create custom time attributes using the flex type structure where the segment is identified in defining values. The Time Attribute dimension enables you to report on different date data type values such as date, numeric, string, and timestamp, plus a master type time attribute dimension. All Time and Labor subject areas include this new dimension.

STEPS TO ENABLE



236

TIME AND LABOR SAMPLE REPORTS

Simplify your time and labor reporting using new sample reports: Time Cards by Status, Time Entry Transfer Status (Project Costing), Time Entry Transfer Status (Payroll). These reports use seeded attribute information enabling you to report on time associated with basic attributes, for example, time type summaries against periods and project summaries by person, by period, and so on.

STEPS TO ENABLE


EMPLOYEE CONTACT DETAILS ENHANCEMENT IN PERSON REAL TIME SUBJECT AREA

Expand your reporting on employees’ contacts using new details added to the Person Real Time subject area. This subject area now includes contact details such as date of birth, addresses, delivery methods, disability information, email addresses, name information, national identifiers, phones, and work permit.

STEPS TO ENABLE


NEW DIMENSION: ORGANIZATION

Expand on organizational reporting using a new hierarchical dimension called Organization. This dimension was added to all subject areas that include the Department dimension. The Organization hierarchy, or organization tree, can be a combination of multiple types of workforce structures such as enterprise, legal entity, departments, business units, and so on.

STEPS TO ENABLE


NEW DIMENSION: COLLECTIVE AGREEMENT

Streamline reporting on collective agreements using the new Collective Agreement. This dimension enables you to report on the commercial agreement negotiated between your organization and an employee. You can report on agreement name, description, employee/employer organization, valid from and to dates and other details. All subject areas that have the job dimensions include this new dimension.

STEPS TO ENABLE


237

NEW DIMENSION: PERSON DISABILITY

Report on workers’ disability information such as the cause, status, and work restrictions with the Person Disability dimension. This dimension was added to the Person Subject area.

STEPS TO ENABLE


ROLE INFORMATION

If you are not using the predefined reference roles, then you need to ensure that the transaction analysis duty role that secures the new dimension is mapped to relevant job roles. This table identifies the required transaction analysis duty role and suggests a target job role. You can add the duty role to different roles if you prefer.


Transaction Analysis Duty Role Job Role Person Disability Transaction Analysis ORA_FBI_PERSON_DISABILITY_TRANSACTION_ANALYSIS_DUTY_HCM


NEW FIELDS FOR ORACLE TRANSACTIONAL BUSINESS INTELLIGENCE (OTBI)

The following new benefits fields are now available for reporting in OTBI:

• Suspended

• Required

• Action Type Name

• Due Date

• Completion Date

• Enrollment Coverage Start Date

• Enrollment Coverage Through Date

• Received Date

• Denied Date


238

New OTBI Reporting Fields in a Sample Report

STEPS TO ENABLE


NEW ATTRIBUTES THAT IDENTIFY WHO UPDATED OR CREATED RECORDS

Identify who updates and creates records using new attributes in the Benefits - Enrollments Real Time, Workforce Management - Work Relationship Real Time, and Workforce Management -Person Real Time subject areas. These new attributes answer questions like who entered the date of hire for a worker, who updated date of birth, and so on. Some of the attributes include Created By, Last Update Date, Last Updated By, and so on.

STEPS TO ENABLE


ORACLE BUSINESS INTELLIGENCE ENTERPRISE EDITION: NEW ALTA USER INTERFACE

Oracle Business Intelligence Answers, Oracle Business Intelligence Enterprise Edition Dashboards, and Oracle Business Intelligence Publisher have all been improved with a new user interface style called Alta. Alta introduces Oracle's new design approach for development of browser-based user interfaces for mobile, desktop, and Oracle Cloud applications. Alta includes a fully redesigned component set and interactions; and Alta’s fresh visual design complements a modern layout approach.

STEPS TO ENABLE


239

ORACLE BUSINESS INTELLIGENCE ANSWERS: ENHANCED PREVIEW OPTION

Simplify the process to create dashboards using new functionality for the Preview option. When you preview a dashboard, Oracle Business Intelligence content is dynamically customized in run time based on the style that you select. The improved Preview functionality also enables you to see what some of these styles would look like while authoring content without needing to exit the editor. You cannot affix a particular style to the content using the Preview option, though.

STEPS TO ENABLE


240

HUMAN RESOURCES OPTIMIZATION

WORKFORCE MODELING

Oracle Fusion Workforce Modeling provides an integrated solution supporting Oracle Fusion Global Human Resources and provides an easy to use, drag and drop interface that allows you to create reorganization proposals and assess their impact before they are even sent for approval. The intuitive interface and integration with Oracle Fusion Global Human Resources ensure that changes are accurately reflected and validated in the transactional system.

TRACK WORKING HOURS

Use the Edit Assignment window to enter working hour details for workers in the hierarchy.

Edit Assignment Window in Workforce Modeling

STEPS TO ENABLE


241

VIEW ADDITIONAL FIELDS

Track more information in Workforce Modeling with additional hidden fields in the table view. For example, you can now enter working hours, support unions, people groups, and others.

Manage Columns Window in Workforce Modeling

STEPS TO ENABLE


242

WORKFORCE PREDICTIONS

Oracle Fusion Workforce Predictions allows the user to view teams to whom they have responsibility. This feature allows HR Specialists to select any manager they have responsibility for and view the predictions for that manager’s team.

SUPPORT FOR HUMAN RESOURCE SPECIALISTS

Workforce Predictions is enhanced to allow HR Specialists to view teams to whom they have responsibility. If the HR Specialist is a manager, then their team initially displays, however, they can use the change focus icon to select another manager. If they’re not a manager, then the change focus dialog automatically displays prompting the user to select a manager.

STEPS TO ENABLE

Grant the Worker Prediction Reporting role to your custom HR Specialist role for the Workforce Predictions menu item to appear in the My Team navigator menu.

KEY RESOURCES

For information on granting roles, please see the Securing Oracle HCM Cloud Guide.

https://docs.oracle.com/cloud/latest/common/OCHUS/toc.htm

243

WORK LIFE SOLUTIONS

WORKFORCE REPUTATION MANAGEMENT

Oracle Fusion Workforce Reputation Management harnesses social networks to help organizations discover, mobilize and retain talent. This functionality provides insight into workers' social reputation and influence while also monitoring workers' social media usage compliance and mitigating social media risk.

NONEMPLOYEE OPT-IN

Workforce Reputation Management maintains two types of person social profiles, employee and connection (or nonemployee). For the employee social profile, the application maintains both internal data and data about the employee’s external social profile. For the connection social profile, the application maintains limited data about the person who is connected to an employee through an external social network. Workforce Reputation Management now supports nonemployee opt- in, enabling customers to gather more details about nonemployees and monitor and report reputation scores for nonemployees.

This feature enables:

• Nonemployees to use the Workforce Reputation Subscription Application.

• Nonemployees to access the embedded game, Recent Activity, Leaderboard, My Rewards, and My Endorsements features in WRSA, with limitations enforced by Fusion security.

• Nonemployees can interact through the Workforce Reputation Subscription Application, only with those employees and nonemployees with whom they are connected.

• Employees to endorse nonemployees who have opted in and view nonemployees on the Leaderboard and in the Recent Activity thread. Managers can view more details about nonemployees who have opted in, including their connections and calculated reputation scores.

244

Nonemployee Opt-In

STEPS TO ENABLE


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245

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Oracle Global Human Resources Cloud · Oracle Global Human Resources Cloud . What’s New in...

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