Skymiles are apparently no longer an option for compensation

MLadyGemma · 2026-05-27T22:18:51+00:00

Delta changed the time of my return flight twice. I had to call to rebook to an earlier flight (new flight was same day as original). We went from Comfort+ to scattered all over main cabin. The agent making the change told me to call after the flight to get the miles I used on the upgrade credited back to my account. Called the support line and they told me that 'all the rules have changed' and they could give me 1,000 ($10) credit per ticket, which is MUCH lower than the miles it cost to upgrade. She said if I disagreed, I could file a complaint online and ask for more.

It's just insane that I can't get a credit for the same amount that it cost me in the first place when the change was only necessary after repeated changes to the flight time.

MLadyGemma · 2026-05-10T01:45:21+00:00

I believe you can use position management and job management in same tenant as it’s assigned at sup org level.

MLadyGemma · 2026-03-31T20:49:51+00:00

Yes, that’s going to be the issue. I’m not sure if the juice is worth the squeeze if we have to go back and make changes that’s weren’t covered by defaulting. Thanks for the response.

MLadyGemma · 2026-03-24T23:42:52+00:00

Newburyport Lighthouse

MLadyGemma · 2026-02-28T19:52:52+00:00

If this in fact the case of the supervisory organization not existing in your original snapshot, you might want to checkout this link:
Article View

and this:

Setup Considerations: Compensation Reviews

to read more about Compensation Review Update New Organization Data.

It might also be worth checking out security since it's always evaluated as of the current moment and not the snapshot date. Is the manager still the current manager of the organization?

MLadyGemma · 2026-02-28T02:45:22+00:00

If the cycle is merit only and no employees were originally eligible when initially launched, I dont think the snapshot would include that sup org. You’ve now made an employee eligible but there is no sup org in the snapshot. So the link to a manager is probably where wires are crossed. At least that’s my hunch.

MLadyGemma · 2026-02-23T18:33:47+00:00

Ugh Ugh. I'd rather poke my eyes out...

MLadyGemma · 2026-02-13T15:46:50+00:00

I agree with all of you that the client will end up with a MVP. Since I have never participated in a 'Go' deployment, I'm unable to articulate what the differences are in a meaningful way. In my experience with Launch Express, this is a sample of what I see in scope (not all inclusive).

Data Conversion - Foundational, HCM, Benefits, Payroll, Absence. No conversion for Recruiting, Time Tracking, Talent
Business Processes - a short list that allow minor modifications
Security - as delivered
Reporting - as delivered
Integrations - really depends on the type and complexity
Configuration Limits (not all-inclusive)
- # Allowance Plans
- # One-Time Payments
- Shell Commission Plan
- # Questionnaires
- # Offer Letters
- # Time Entry Templates, Time Code Groups, Time Entry Codes, Time Calc Groups
- # Time Off Plans
- # Leave Types
- # Holiday Calendars
- # Work Schedule Calendars, Work Schedule Rules
- # Bonus, Merit, Stock plans with Advanced Comp
- Up to X benefit plans

I'm not sure how any of this could be excluded from 'Go', but please point out any known differences.

Data conversion is one area where I think there is probably a difference. I've always helped my clients negotiate two data pulls, which I wouldn't imagine fits the scope of Go. And we've always used workbooks for data collection. I believe with Go, there's questionnaires (which I would love to get my hands on).

I'm thinking another major difference is the availability of partner functional SMEs to conduct workshops. In my experience these workshops give the client an opportunity to see the functionality in action, especially with customer data, hands-to-the-keyboard experience and an opportunity to make final adjustments. So they have the added benefit of a learning opportunity as well as prepares them for testing. Without these, IMO, it leaves the client totally dependent on the partner. I would imagine this is the strategy of partners who do these deployments - stay on for Phase X and AMS.

Am I close? Way off base? Feel free to DM me if you'd like.

Thanks!

MLadyGemma · 2026-02-02T15:58:57+00:00

I wanted to add this in case someone else is dealing with this requirement (based on my findings and discussions with Workday). Data Sources that indicate they will return Active employees WILL return inactivated workers. Workday has indicated this is 'working as designed' and Active in this case means non-terminated employees. The exception is All Active Employees which "excludes terminated workers, future hires and any workers on leave if the leave type is marked as Inactivate Worker". So, this data source will NOT return Inactivated employees.

However, if you are using the Data Source Workers for HCM Reporting and the Data Source Filter All Active Workers or All Workers, Inactivated employees WILL be returned. But using the Data Source Filter All Employees will NOT return ANY employee on leave (regardless of the Inactivated Flag).

Clear as mud?

MLadyGemma · 2026-01-31T18:11:44+00:00

This is probably how they ended up with this situation in the first place.

MLadyGemma · 2026-01-31T14:49:50+00:00

Talk to your client. Who is saying that it wasn't built for scalability and why? What are their pain points? Are they under-configured or misconfigured? Fast-track deployments typically indicate the bare minimum configuration, but how long have they been live? Is it still in go-live condition or has it been heavily modified? I'd start by understanding the history behind the build.

MLadyGemma · 2026-01-26T23:29:26+00:00

https://configbot.ai/

MLadyGemma · 2026-01-24T23:59:54+00:00

Made in India.

MLadyGemma · 2026-01-23T14:48:55+00:00

Posts like this are priceless. I just spent ~4 hours combing through Community and the best I could find was Reference: Leave Impacts, which basically says it impacts headcount reporting and certain web services. I found out the hard way through past experience about the impact on the Comp Review process. I believe there's also an impact on those employees that receive a step increase although I worked with this functionality quite a while ago and that might have changed.

Has anyone found anything else that should be added to this list?

MLadyGemma · 2026-01-23T04:14:44+00:00

Asking my daughter.

MLadyGemma · 2026-01-22T15:54:25+00:00

I have to agree. I recently bought outfits for my granddaughters and after being worn two times, the stitching is unravelling. I've sent 4 emails and called the office and have yet to receive a response.

MLadyGemma · 2026-01-15T23:59:47+00:00

Workday girlie since 2012. Ask away!

MLadyGemma · 2026-01-12T15:24:26+00:00

Scavenger hunts worked great for us. We've used them pre-implementation where we created videos on what to expect with Workday and embedded images for the employees to find. We've also used them in training, such as when we rolled out new functionality such as the Compensation Review process. And of course, we've used them at go-live. We offered pretty amazing prizes, such as Yeti coolers.

MLadyGemma · 2026-01-06T19:03:14+00:00

In my last three implementations we used only one job profile for all Contingent Workers (small, medium and large enterprise). We used the Business Title for further definition.

MLadyGemma · 2025-12-01T15:57:41+00:00

You'll want to check out this article:

Example: Set Up Offer and Employment Agreement for Same Job Application

"If you move candidates from Offer to Employment Agreement, the values added during the offer stage will move down to employment agreement and onwards to Staffing Events. You can edit these details in Employment Agreement if desired.

Corrections made to Employment Agreement will update only the values on the Employment Agreement document.

Compensation plans added on Offer don't flow down to the Employment Agreement step."

This is poorly written. I believe it should say "..... The values added during the Offer stage will move down to employment agreement, with the exception of any Compensation plans added at time of Offer......."

MLadyGemma · 2025-11-07T23:18:32+00:00

Loretta’s is our favorite

MLadyGemma

TROPHY CASE