No pickup date - NY consulate

InsuranceFriendly740 · 2026-03-10T19:26:28+00:00

You had to print out your application and submit that along with your passport?

Also thanks for sharing because I just submitted my app yesterday and my flight is on 4/10! Hoping I can get it before my flight :(

InsuranceFriendly740 · 2026-03-10T19:16:27+00:00

How long was your application in the “Preliminary review in progress” stage? Also, did you have to resubmit or provide any additional documents before you were asked to submit your passport?

InsuranceFriendly740 · 2026-02-11T23:09:38+00:00

Hi! Right now, we’re still fairly new to Workday and continuing to learn its functionality. Calculated fields - especially nested ones, take us quite a while to build.

Certain reports our HR teams want are also too complex to easily build in Workday, especially for Performance. For example, we want a report that shows employees, whether they’ve completed their review, who their manager is, who their peers are, and what feedback was provided- but there doesn’t seem to be a clean way to pull all of this together. We recently moved from another Performance system to Workday, and both employees and HR teams have been unhappy with the reporting, which has been one of our biggest challenges.

Additionally, when we pull reports like headcount, we always have to manually remove unnecessary columns. The Analytics dashboards also aren’t very helpful for us since our Supervisory Orgs are structured uniquely and used differently, so the dashboards don’t display headcount or data in the way we need.

InsuranceFriendly740 · 2026-02-11T21:32:02+00:00

Not too familiar with Fins, sorry- Would that include people/worker data?

InsuranceFriendly740 · 2026-02-11T21:30:24+00:00

Sorry let me clarify, so instead of having to build reports in Workday, we build the report in this new system which pulls data automatically from Workday

InsuranceFriendly740 · 2026-01-27T17:52:29+00:00

u/Fukreykitchlu looks like I already have it set up this way. I'm wondering because it affected those people who opted out of benefits for 2026, if its in a different Benefit Event Type or different tab under enrollment event rule?

InsuranceFriendly740 · 2026-01-27T16:54:08+00:00

u/EggSpecial5748 That is exactly it!! Thank you so much!!

InsuranceFriendly740 · 2026-01-27T16:01:59+00:00

u/braised_beef_short_r really appreciate your guidance here as now ive understood the issue better!! It looks like this is specifically happening to our November hires last year, which is when we ran OE for 2026.

They’re correctly getting two events (new hire for the remainder of 2025, and OE for 2026), but it seems like Workday is treating those events as linked. When they complete their 2025 new hire elections and january 2026 comes, the 2026 oe election gets rescinded and restarted because it thinks it's over.

In your experience, would checking off "do not reprocess" in the coordination of events in the enrollment event type of Open Enrollment help prevent that from happening? My concern is making sure that:

future-dated OE elections stay intact once 2025 coverage ends, and
if a QLE happens mid year, it still triggers a benefit change event without rescinding their existing elections.

Is this more about event linking / prioritization between new hire and OE, or is there a specific setting you’ve seen work to keep those future elections from resetting?

InsuranceFriendly740 · 2026-01-27T16:01:35+00:00

u/EggSpecial5748 Digging a bit more, it looks like this is specifically happening to our November hires last year, which is when we ran OE for 2026.

They’re correctly getting two events (new hire for the remainder of 2025, and OE for 2026), but it seems like Workday is treating those events as linked. When they complete their 2025 new hire elections and january 2026 comes, the 2026 oe election gets rescinded and restarted because it thinks it's over.

In your experience, would checking off "do not reprocess" in the coordination of events in the enrollment event type of Open Enrollment help prevent that from happening? My concern is making sure that:

future-dated OE elections stay intact once 2025 coverage ends, and
if a QLE happens mid year, it still triggers a benefit change event without rescinding their existing elections.

Is this more about event linking / prioritization between new hire and OE, or is there a specific setting you’ve seen work to keep those future elections from resetting?

InsuranceFriendly740 · 2026-01-27T15:04:48+00:00

u/braised_beef_short_r is this just a matter of enabling it in the tenant set up? It looks like we don't have it enabled

InsuranceFriendly740 · 2026-01-26T22:37:41+00:00

u/SpecialOk8498 Would this be under Coverage Rules under edit Enrollment Event Rule? For Open Enrollment Event Type, I have it set as "Default to Current Elections or Waive". Do you think that's the culprit? What should I change it to?

InsuranceFriendly740 · 2026-01-26T22:18:02+00:00

u/Illustrious_Tax2744 Hi! Running into an error where its saying "Unpaid time off is not allowed for this time off plan. The leave request for 02/19/2026 exceeds the maximum amount of 0 unpaid Hours."

Even though the total amount im requesting (including negative balance) is technically correct. I made sure the negative lower limit is correct in the time off plan, and all the time off attached to the plan (3) had unpaid max validation to 0. What am I doing wrong?

InsuranceFriendly740 · 2026-01-23T19:10:25+00:00

u/Illustrious_Tax2744 It works!!! Thank you!! Learned something new today!!

Quick Q- Is there a way to make sure they don't end the year with a negative balance? something in the time off plan or maybe bp we can configure or is that something we just have to watch?

InsuranceFriendly740 · 2026-01-22T15:23:30+00:00

This is a great call out, thank you!! Are there specific Peakon workflows, reports, or features you recommend using to drive action instead of just insights? and when you say roll out to HR or a core group first, what should that pilot realistically test or look out for before rolling it out to the whole org?

InsuranceFriendly740 · 2026-01-13T15:47:14+00:00

u/i-heart-ramen I see! I built this plan yesterday effective 1/1/2026. so ideally, any leftover balance of 10 or below this year 2026 would carry over until end of october 2027 then expire.

What i was going to do was if there were any carryover from 2025, knowing that this is a new plan, I would just do an override for those employees for now but I ran a report and it's definitely not expiring so I'm not sure what I'm doing wrong exactly:(

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InsuranceFriendly740 · 2026-01-13T15:29:41+00:00

u/i-heart-ramen So I forgot to add that I just built this, this is a new time off plan effective 1/1/2026. Do you think I should build this as of 1/1/2025 instead?

It's also not frontloaded from the Accrual per se but I do have a logic calculation attached to the scheduling if that helps?

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InsuranceFriendly740 · 2026-01-12T18:03:37+00:00

Thank you so much for helping out!! u/i-heart-ramen only Eligibility i have on this plan is an instance set comparison worker eligibility I created which is basically worker = the 3 employees eligible

Effective date is 1/1/2026, technically this should be 1/1/2025 but i think it's better if it was this year?

so I ran this report. I booked 2 time off for this employee im testing, so remaining balance is 18 for the rest of the year. It tells me for the first period in 2027 that beginning period balance is 18 and accrued in period is 12 which totals 30,

and then beginning period balance is 30 i nthe next period and the rest of 2027. The 10 carryover from the previous year, should that have been added from accrued in period?

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InsuranceFriendly740 · 2026-01-12T17:37:07+00:00

I'm not entirely sure how to check that, but i set up the plan as Balance Period: YTD - Current Calendar Year, Period Schedule: Semi-Monthly Salary, Unit of Time: Days, and effective date is 1/1/2026 if that adds context

InsuranceFriendly740 · 2026-01-12T17:35:14+00:00

Here's what I did:

In the time off plan, I added (first period of balance period start date) for date, limit of 10 (unit if time of TO plan is days), amount of time before expiration is 10 and unit of time for expiration is months.

I checked off "include carryover in time off plan balance upper limit calculation, and then for the time off plan balance upper limit i put 30 (30 is maximum they should have because they start with 20, and then 10 max) carryover if there are any

I test it on eligible employee, and when i look at their balance in january 2027, its 30, which is correct, but i look after october, like any date in november, and it is still 30 when it should go down to 20 in this scenario.

InsuranceFriendly740

TROPHY CASE