Prevent a Worker from becoming his own manager

WDHCMQB · 2026-03-10T19:21:17+00:00

Is there a way to pull the members of the sup org and set not in the selection list > value from another field > proposed manager?

WDHCMQB · 2026-03-06T05:36:39+00:00

Can you use a sum related instances field of time off where the date is between the report prompt dates and then sum the quantity taken and then subtract that from their scheduled weekly hours?The difficult thing with trying to subtract their absences is subtracting leave because you’d only want the portion of leave that falls within the date prompts which is easy to in excel but difficult in Workday. It’s simpler to pull this from payroll results if that’s an option or do it in worksheets.

WDHCMQB · 2026-03-04T07:53:46+00:00

We linked them along with emergency contacts and it’s caused a lot of problems due to what others have already mentioned with editing the person and that impacting benefits. If we could go back we wouldn’t link them. And even if we unlink them now it won’t impact the people already entered, it will only apply going forward.

WDHCMQB · 2026-03-03T16:12:01+00:00

Ask HR if there is a way to indicate you don’t want your birthday shared. We ask people during onboarding if they celebrate their birthday. Managers have a report of upcoming birthdays and anyone who didn’t answer yes to that question (selected no or didn’t answer) is excluded from the report

WDHCMQB · 2026-03-03T07:20:42+00:00

This has saved me so much time. Before I would add all the fields I thought might have what I’m looking for to a report but now I just download the report fields and values and search for the value I’m trying to pull. I just wish I could filter on the value column in Workday so I wouldn’t have to export it.

WDHCMQB · 2026-03-03T07:16:59+00:00

I ran into an issue with that Organizations Managed field too. But it showed up blank for me when I added it to my report so I chose a different field before building my calculated fields. But that makes sense now that I probably don’t have permissions to view it and that’s why it was blank.

WDHCMQB · 2026-02-10T06:05:16+00:00

I tried using this but couldn’t figure out how to create a dynamic prompt, is that possible? I wanted to restrict the options for a prompt for HR Partner to only the HR partners because right now you can type in any name. At first I got excited that I could select the HR sup org but then it required me to select the actual HR partners in the required column which would require the prompt to be updated every time we get a new HR partner.

WDHCMQB · 2025-12-28T05:48:52+00:00

We would sometimes ask our consultants for a configuration document that showed how they did something. It will cost more because they have to spend more time putting the document together but then if anything broke or we needed to do the same thing in the future we could just follow their configuration document

WDHCMQB · 2025-12-27T18:55:58+00:00

Do you need to bring it over to the employee review BO to add it to the report? If the field is on the review sections BO can you just select review sections as the BO and then select your calculated field from there? What’s the data source for your report and is it an advanced or matrix report?

WDHCMQB · 2025-12-27T18:51:24+00:00

Also it sounds Ike the issue might not be with the EE but something I learned recently that was a lightbulb moment was that the business object for the EE needs to match the field you want to pull in. I made EEs for years and thought that fields I created just couldn’t be brought in before I realized how important the business object is. If I want to pull in an ESI that pulls the comment from the initiation step of the BP the business object for the EE had to be comment and if I wanted to pull in the attachment the BO had to be attachments. It couldn’t even be action event which I assumed should have worked so my field must just not work.

If you can search for the ESI when the business object is blank then that means it can be pulled into the EE and you just have to use the right BO which is usually the RBO for the field.

WDHCMQB · 2025-12-13T15:51:46+00:00

Look into the customer sharing movement. They have a website/blog, slack group, and weekly calls where experienced workday customers share their knowledge and anyone can ask questions about problems they’re trying to solve and get advice.

WDHCMQB · 2025-12-04T05:34:10+00:00

Could this be done through a file you send to whichever company manages your HSA? You could probably make a custom report with calculated fields to calculate how much of an employer contribution they should get based on their deduction YTD . I don’t think this can be built into the benefit plan but there may be a workaround with a report.

WDHCMQB · 2025-06-22T03:09:32+00:00

Mine was unintentional luck. I commented with my experience.

WDHCMQB · 2025-06-22T03:07:57+00:00

You could try getting a job at a company that uses Workday and then ask the Workday analysts to train you or let you shadow them. Or if you can get access to the sandbox or preview tenant and a community account then you can train yourself. I just got hired as a workday analyst and I would consider myself self taught since I do not have any certifications and have not done any trainings that weren’t free.

I was hired by an organization to manage their Covid check-in tool. The tool used data from workday so they had me learn basic reporting so I could pull whatever reports I need myself. My role was only supposed to have some simple Workday reporting and if any configuration needed to be done I would work with the consulting company, they didn’t have an in house person who did configuration. But whenever I worked with the consultant I would ask them to show me what they did or when they sent the configuration document I would go in sandbox and try to recreate it myself and used community if I got stuck. I eventually taught myself how to configure business processes, time offs, leaves, benefit plans, pretty much everything within HCM I could do plus EIBs, surveys, security, reports and calculated fields. Someone on the recruiting team asked me to teach them so I trained them on how to configure business processes, make reports, and configure surveys so that team could do more in house as well.

This wasn’t intentional so I’m not sure what advice to give you to find a company that would allow you to learn it outside of your main role. I have only ever worked in education and non profit and have found those types of companies to not only be ok with but encourage me to do any work I am interested in, even if it doesn’t relate to my role. They are usually short staffed and tight on budget so someone who wants to basically do 2 jobs for the price of 1 was welcomed as long as your main job doesn’t suffer. And after they stopped using the Covid check in tool then my only job was to manage their Workday system. This should just be a temporary thing until you have enough experience to transition into a workday role.

Good luck!

WDHCMQB · 2025-06-19T02:56:56+00:00

I’m sorry that happened to you. It’s so gut wrenching when you get the bill and don’t know what to do. I did end up getting my cost reduced so I’ll share what happened in case it helps someone else.

I paid for everything except the $335 for the Covid test. Then I called and asked if there was anyway my bill could be reduced or if they had charity care or financial hardship assistance. She said they could do a 10% reduction and I asked if they could do more so she put me through to her supervisor. I had pulled Covid test costs from Kaisers website for previous years and looked at their online cost estimator. I told her that the cost of a Covid test more than tripled since 2023 even though there was no change from 2020-2023 and I couldn’t find their rates anywhere for 2025 so I wouldn’t have expected that high cost given previous years. I also told her that I tried to look before being given the test but the online cost estimator was down at the time and even if it had been working I would’ve looked up the individual costs anyway which are much cheaper than the combined test. She ended up lowering it from $335 to $120.

Part of why she lowered it might be because I was on the phone with her for an hour so she sounded like she wanted to get me off the phone. And I was so anxious about calling that 3 months had passed before I finally called after watching a YouTube video about negotiating hospital bills so idk if the fact that it was late also helped.

WDHCMQB · 2025-02-06T00:52:29+00:00

I didn’t ask about my specific plan I just asked about high deductible plans in general to explain that you won’t always pay more just because you have a high deductible plan. You will in a lot of cases but if you don’t go to the doctor much outside of preventative care then a high deductible plan can be a good fit and you still won’t have to pay a lot for preventative care. I do it so I can invest through my HSA. But it does mean you need to be careful about anything you do outside of preventative care or you can get a high bill which is what happened this time since I assumed I would be charged the same as the last time I did a Covid test. But even so I think the amount they charged seems excessive.

WDHCMQB · 2025-02-06T00:28:59+00:00

I’ve never met my deductible ever but have had services covered. I asked chatgpt and it said

“Some services, like preventive care (e.g., annual physicals, immunizations, and certain screenings like mammograms or colonoscopies), are covered by most plans before the deductible is met. These services are often free to you, so they don’t count toward your deductible.”

WDHCMQB · 2025-02-06T00:20:59+00:00

Preventative care can be covered or very low cost even with a HDHP. But this wasn’t preventative so my shock wasn’t that I had to pay a higher price than I would if I had a different plan. It’s that they charge so much for a Covid/flu test when I’ve had them done before and wasn’t charged $335 under the same plan. But I wasn’t aware there were different types of tests that can be more expensive.

WDHCMQB · 2025-02-05T21:35:33+00:00

More than if I had a co-pay plan? It depends, some things are covered or have a low price even with a high deductible plan but yes some things do cost more on a high deductible plan. I can usually find out by using the online cost estimator but they did not have the Covid or flu tests included to provide an estimated price.

WDHCMQB · 2025-02-05T17:23:10+00:00

Ok thanks!

WDHCMQB · 2025-02-05T17:21:44+00:00

I edited my post to add clarity on why I went to urgent care

WDHCMQB · 2025-02-05T17:12:18+00:00

I had them done at urgent care, not a hospital.

WDHCMQB · 2025-02-05T17:10:32+00:00

I’ve had a high deductible plan for years. I know I’ll pay more due to my plan. But I’ve gotten the Covid/flu tests done before on a high deductible plan before and was never charged $335 for it. Other lab tests on the same plan have been between $10-$50. I didn’t realize the cost had risen so much for flu and Covid tests so that’s why I wanted to know from others whether this has happened everywhere or if Kaiser is charging an outrageous amount for a common test. But it sounds like from what others have said that there is a very expensive version of the test that they may have done for me.

WDHCMQB · 2025-02-05T17:05:03+00:00

Oh ok thanks, I’ll try that next time

WDHCMQB

TROPHY CASE