Oracle Global Human Resources Cloud Release … Global Human Resources Cloud Release 11 Release Content Document December 2015 Revised: January 2017 2 TABLE OF CONTENTS

Oracle Global Human Resources Cloud

Release 11

Release Content Document

December 2015 Revised: January 2017

2

TABLE OF CONTENTS

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

OVERVIEW ....................................................................................................................................................... 14

HUMAN RESOURCES ........................................................................................................................................ 15

GLOBAL HUMAN RESOURCES ............................................................................................................................ 15 Add Multiple Managers in Add Person User Interface .................................................................................................... 15 People Group Key Flexfield Added to Manager Transactions and Portrait ...................................................................... 15 Change in Primary Work Relationship Propagated to Future Records ............................................................................ 15 Enhanced Simplified User Interface with Display of Employment Details and Flexfields ................................................ 15 Manage Person Identifiers for External Applications ....................................................................................................... 16 Person Flexfields in Simplified User Interface Personal Information ............................................................................... 16 Assignment Extra Information Flexfields on Add Pending Worker .................................................................................. 16 Assignment Descriptive Flexfield on Change Location ..................................................................................................... 16 Editing Contacts When Excluded From Person Security Profile ....................................................................................... 17 Person Contextual Actions (Smart Navigation) ................................................................................................................ 17 Updated Person Management Work Area ....................................................................................................................... 17 Worker Resignation Self-Service in Simplified Interface .................................................................................................. 17 Reassign Direct Reports of Terminated Workers During Termination Flow .................................................................... 17 Capture Talent and Succession Management Details in Organization Chart and Directory ............................................ 18 Define a Default Grade Ladder From Job and Position .................................................................................................... 18 Updates to Grade Ladder Entry on Worker Assignment .................................................................................................. 18 Support for Additional Seniority Dates ............................................................................................................................ 18 Automated Reassigning of Pending Approvals and Correcting Invalid Supervisor Assignments ..................................... 18 Worker View of Employment Information in Simplified User Interface .......................................................................... 18 Workforce Directory - Incremental Refresh of Manager Hierarchy ................................................................................. 19 Redesigned Directory ....................................................................................................................................................... 19 Additional Features in My Team ...................................................................................................................................... 19 New Profile Option to Cache Person Images ................................................................................................................... 19 Worker Resignation Self Service in Simplified Interface .................................................................................................. 19 Display Manager Names Without Assignment Numbers in Employment Processes ....................................................... 20 Employment Configuration Options ................................................................................................................................ 20 Half Day Calendar Events for Elapsed Work Schedules ................................................................................................... 20 Local Name Support on Edit My Details Page .................................................................................................................. 20 Required Search Criteria for Document Records ............................................................................................................. 21 View Attachments from the Document Records Approval Notification .......................................................................... 21 Additional Option for Rehire Recommendation .............................................................................................................. 21 Position Synchronization When Using HCM Data Loader to Load Position Changes ....................................................... 21 Automated Reassigning of Pending Approvals and Correcting Invalid Supervisor Assignments ..................................... 21 Display of Flexfields on Transaction Review Page and Notifications ............................................................................... 21 Display Pending Transactions by Business Process .......................................................................................................... 22 Bypass Transactions Approvals by Business Process ....................................................................................................... 22 Correct Employment Data Integrity Issues ...................................................................................................................... 22 Global Transfer Support for Future Terminated Workers ................................................................................................ 22 New Page to Upload Person Photos ................................................................................................................................ 22 Search Using Person Number in Keywords ...................................................................................................................... 22

GLOBAL PAYROLL INTERFACE ............................................................................................................................ 23 New Country Extensions in Global Payroll Interface Extract Definition ........................................................................... 23 Import of Third-Party Payroll Processed Data and Payslips ............................................................................................. 23

HUMAN CAPITAL MANAGEMENT FOR ALBANIA ..................................................................................................... 24 Maintaining Person Information ...................................................................................................................................... 24

HUMAN CAPITAL MANAGEMENT FOR ALGERIA ...................................................................................................... 25 Maintaining Person Information ...................................................................................................................................... 25

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HUMAN CAPITAL MANAGEMENT FOR ANGOLA ...................................................................................................... 26 Maintaining Person Information ...................................................................................................................................... 26 Value Added for the National Identifier ........................................................................................................................... 26 Validation Added to NIF ................................................................................................................................................... 26

HUMAN CAPITAL MANAGEMENT FOR ARGENTINA.................................................................................................. 27 Maintaining Person and Employment Information ......................................................................................................... 27

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

HUMAN CAPITAL MANAGEMENT FOR AUSTRIA ..................................................................................................... 29 Social Insurance Number Validation ................................................................................................................................ 29 Contract Type ................................................................................................................................................................... 29

HUMAN CAPITAL MANAGEMENT FOR THE BAHAMAS .............................................................................................. 30 Maintaining Person Information ...................................................................................................................................... 30

HUMAN CAPITAL MANAGEMENT FOR BELARUS ..................................................................................................... 31 Maintaining Person Information ...................................................................................................................................... 31

HUMAN CAPITAL MANAGEMENT FOR BELIZE ........................................................................................................ 32 Maintaining Person Information ...................................................................................................................................... 32

HUMAN CAPITAL MANAGEMENT FOR BOLIVIA ...................................................................................................... 33 Maintaining Person Information ...................................................................................................................................... 33

HUMAN CAPITAL MANAGEMENT FOR BOSNIA AND HERZEGOVINA ............................................................................. 34 Maintaining Person Information ...................................................................................................................................... 34

HUMAN CAPITAL MANAGEMENT FOR BRAZIL ........................................................................................................ 35 Disability Category ........................................................................................................................................................... 35 Contract Type ................................................................................................................................................................... 35

HUMAN CAPITAL MANAGEMENT FOR BRUNEI ....................................................................................................... 36 Maintaining Person Information ...................................................................................................................................... 36

HUMAN CAPITAL MANAGEMENT FOR BULGARIA.................................................................................................... 37 Maintaining Person Information ...................................................................................................................................... 37

HUMAN CAPITAL MANAGEMENT FOR CANADA ...................................................................................................... 38 End-of-Year Reporting: Amendments for T4, T4A, And RL-1 ........................................................................................... 38 Involuntary Deductions: Protected Pay Rules .................................................................................................................. 38 End-of-Year Reporting: End-of-Year Exception Report .................................................................................................... 38 End-of-Year Reporting (RL-2 Only) ................................................................................................................................... 38

HUMAN CAPITAL MANAGEMENT FOR CHILE ......................................................................................................... 39 Maintaining Person and Employment Information ......................................................................................................... 39

HUMAN CAPITAL MANAGEMENT FOR CHINA ........................................................................................................ 40 New Rounding Methods for Social Security and Enterprise Annuity Calculation ............................................................ 40 Element Result Report Changes ....................................................................................................................................... 40

HUMAN CAPITAL MANAGEMENT FOR COLOMBIA ................................................................................................... 41 Maintaining Person and Employment Information ......................................................................................................... 41

HUMAN CAPITAL MANAGEMENT FOR COSTA RICA ................................................................................................. 42 Maintaining Person Information ...................................................................................................................................... 42

HUMAN CAPITAL MANAGEMENT FOR CROATIA ..................................................................................................... 43 Maintaining Person Information ...................................................................................................................................... 43

HUMAN CAPITAL MANAGEMENT FOR CYPRUS ....................................................................................................... 44 Maintaining Person and Employment Information ......................................................................................................... 44

HUMAN CAPITAL MANAGEMENT FOR CZECH REPUBLIC ........................................................................................... 45 Maintaining Person and Employment Information ......................................................................................................... 45

HUMAN CAPITAL MANAGEMENT FOR DENMARK ................................................................................................... 46

4

CPR Number Validation ................................................................................................................................................... 46 HUMAN CAPITAL MANAGEMENT FOR DOMINICAN REPUBLIC .................................................................................... 47

Maintaining Person Information ...................................................................................................................................... 47 HUMAN CAPITAL MANAGEMENT FOR ECUADOR .................................................................................................... 48

Maintaining Person Information ...................................................................................................................................... 48 HUMAN CAPITAL MANAGEMENT FOR EGYPT ........................................................................................................ 49

Maintaining Person Information ...................................................................................................................................... 49 Enhanced Validation of the Civil Identity Number ........................................................................................................... 49

HUMAN CAPITAL MANAGEMENT FOR EL SALVADOR ............................................................................................... 50 Maintaining Person Information ...................................................................................................................................... 50

HUMAN CAPITAL MANAGEMENT FOR FINLAND ..................................................................................................... 51 National Identifier Validation ........................................................................................................................................... 51

HUMAN CAPITAL MANAGEMENT FOR FRANCE ....................................................................................................... 52 Enhancement to Contract Management ......................................................................................................................... 52 Information Related to Working From Home .................................................................................................................. 52 Legal Reporting: Work Certificate .................................................................................................................................... 52 Worker Data Validation Report ....................................................................................................................................... 52 Payroll Data Validation Report ......................................................................................................................................... 52

HUMAN CAPITAL MANAGEMENT FOR GERMANY ................................................................................................... 53 Legislative Changes for Name and Address Validations .................................................................................................. 53 Enhanced Person Name Validations ................................................................................................................................ 53 Enhanced Person Address Validation .............................................................................................................................. 53 Additional Validations for Worker Data Validation Report .............................................................................................. 53 Absence Accrual: Vacation ............................................................................................................................................... 54

HUMAN CAPITAL MANAGEMENT FOR GREECE ....................................................................................................... 55 Maintaining Person and Employment Information ......................................................................................................... 55

HUMAN CAPITAL MANAGEMENT FOR GRENADA .................................................................................................... 56 Maintaining Person Information ...................................................................................................................................... 56

HUMAN CAPITAL MANAGEMENT FOR GUATEMALA ................................................................................................ 57 Maintaining Person Information ...................................................................................................................................... 57

HUMAN CAPITAL MANAGEMENT FOR HAITI .......................................................................................................... 58 Maintaining Person Information ...................................................................................................................................... 58

HUMAN CAPITAL MANAGEMENT FOR HONDURAS .................................................................................................. 59 Maintaining Person Information ...................................................................................................................................... 59

HUMAN CAPITAL MANAGEMENT FOR ICELAND ...................................................................................................... 60 Maintaining Person Information ...................................................................................................................................... 60

HUMAN CAPITAL MANAGEMENT FOR INDIA ......................................................................................................... 61 Permanent Account Number (PAN) ................................................................................................................................. 61 PAN Acknowledgment Number ....................................................................................................................................... 61 Aadhaar Number ............................................................................................................................................................. 61

HUMAN CAPITAL MANAGEMENT FOR INDONESIA................................................................................................... 62 Maintaining Person Information ...................................................................................................................................... 62

HUMAN CAPITAL MANAGEMENT FOR IRAN .......................................................................................................... 63 Maintaining Person Information ...................................................................................................................................... 63

HUMAN CAPITAL MANAGEMENT FOR IRAQ .......................................................................................................... 64 Maintaining Person Information ...................................................................................................................................... 64

HUMAN CAPITAL MANAGEMENT FOR IRELAND ...................................................................................................... 65 EIR Codes ......................................................................................................................................................................... 65 Balance Exception Report ................................................................................................................................................ 65

HUMAN CAPITAL MANAGEMENT FOR ISRAEL ........................................................................................................ 66 Maintaining Person and Employment Information ......................................................................................................... 66

HUMAN CAPITAL MANAGEMENT FOR ITALY .......................................................................................................... 67

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Maintaining Person and Employment Information ......................................................................................................... 67 HUMAN CAPITAL MANAGEMENT FOR JAMAICA ..................................................................................................... 68

Maintaining Person Information ...................................................................................................................................... 68 HUMAN CAPITAL MANAGEMENT FOR JORDAN ...................................................................................................... 69

Maintaining Person Information ...................................................................................................................................... 69 HUMAN CAPITAL MANAGEMENT FOR KAZAKHSTAN ................................................................................................ 70

Contract Type ................................................................................................................................................................... 70 Worker Category .............................................................................................................................................................. 70

HUMAN CAPITAL MANAGEMENT FOR KENYA ........................................................................................................ 71 Maintaining Person Information ...................................................................................................................................... 71

HUMAN CAPITAL MANAGEMENT FOR KUWAIT ...................................................................................................... 72 Validation on Correcting or Reversing a Termination ...................................................................................................... 72 Statutory Reporting: Update to Report 166 - Monthly Contributions ............................................................................. 72 Support for Biweekly Payroll ............................................................................................................................................ 72 Monthly Gratuity Accrual Process Updates ..................................................................................................................... 72 Reported Hire Date .......................................................................................................................................................... 72 Social Insurance 2015 Enhancement ............................................................................................................................... 72 Social Insurance Calculation for Fully State Owned Oil Companies ................................................................................. 73

HUMAN CAPITAL MANAGEMENT FOR LEBANON .................................................................................................... 74 Maintaining Person Information ...................................................................................................................................... 74

HUMAN CAPITAL MANAGEMENT FOR LIECHTENSTEIN .............................................................................................. 75 Personal Identification Number Validation ...................................................................................................................... 75

HUMAN CAPITAL MANAGEMENT FOR LUXEMBOURG .............................................................................................. 76 Maintaining Person and Employment Information ......................................................................................................... 76

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

HUMAN CAPITAL MANAGEMENT FOR MOROCCO ................................................................................................... 78 Maintaining Person Information ...................................................................................................................................... 78 Address Format ................................................................................................................................................................ 78

HUMAN CAPITAL MANAGEMENT FOR MOZAMBIQUE .............................................................................................. 79 Maintaining Person Information ...................................................................................................................................... 79

HUMAN CAPITAL MANAGEMENT FOR NAMIBIA ..................................................................................................... 80 Maintaining Person Information ...................................................................................................................................... 80

HUMAN CAPITAL MANAGEMENT FOR THE NETHERLANDS ......................................................................................... 81 Worker Data Validation Report ....................................................................................................................................... 81 Global Payroll Interface Support for the Netherlands ..................................................................................................... 81

HUMAN CAPITAL MANAGEMENT FOR NEW ZEALAND .............................................................................................. 82 Enabled Values for Disability Category ............................................................................................................................ 82

HUMAN CAPITAL MANAGEMENT FOR NICARAGUA ................................................................................................. 83 Maintaining Person Information ...................................................................................................................................... 83

HUMAN CAPITAL MANAGEMENT FOR NIGERIA ...................................................................................................... 84 Maintaining Person Information ...................................................................................................................................... 84

HUMAN CAPITAL MANAGEMENT FOR NORWAY ..................................................................................................... 85 National Identifiers Validation ......................................................................................................................................... 85

HUMAN CAPITAL MANAGEMENT FOR PAKISTAN .................................................................................................... 86 Maintaining Person and Employment Information ......................................................................................................... 86

HUMAN CAPITAL MANAGEMENT FOR PANAMA ..................................................................................................... 87 Maintaining Person Information ...................................................................................................................................... 87

HUMAN CAPITAL MANAGEMENT FOR PARAGUAY .................................................................................................. 88 Maintaining Person Information ...................................................................................................................................... 88

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

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HUMAN CAPITAL MANAGEMENT FOR PHILIPPINES ................................................................................................. 90 Maintaining Person and Employment Information ......................................................................................................... 90 Added Value for Disability Category ................................................................................................................................ 90

HUMAN CAPITAL MANAGEMENT FOR POLAND ...................................................................................................... 91 Contract Type ................................................................................................................................................................... 91

HUMAN CAPITAL MANAGEMENT FOR PORTUGAL ................................................................................................... 92 Maintaining Person and Employment Information ......................................................................................................... 92

HUMAN CAPITAL MANAGEMENT FOR ROMANIA .................................................................................................... 93 Maintaining Person and Employment Information ......................................................................................................... 93

HUMAN CAPITAL MANAGEMENT FOR RUSSIA ....................................................................................................... 94 Maintaining Person and Employment Information ......................................................................................................... 94

HUMAN CAPITAL MANAGEMENT FOR SAINT KITTS AND NEVIS .................................................................................. 95 Maintaining Person Information ...................................................................................................................................... 95

HUMAN CAPITAL MANAGEMENT FOR SAINT LUCIA ................................................................................................. 96 Maintaining Person Information ...................................................................................................................................... 96

HUMAN CAPITAL MANAGEMENT FOR SAINT VINCENT AND THE GRENADINES ................................................................ 97 Maintaining Person Information ...................................................................................................................................... 97

HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA .............................................................................................. 98 Disabled Workers Report ................................................................................................................................................. 98 Validation on Correcting or Reversing a Termination ...................................................................................................... 98 Wage Protection System .................................................................................................................................................. 98 Support for Biweekly Payroll ............................................................................................................................................ 98 Monthly Gratuity Accrual Process Updates ..................................................................................................................... 98 Reported Hire Date .......................................................................................................................................................... 98

HUMAN CAPITAL MANAGEMENT FOR SERBIA ........................................................................................................ 99 Maintaining Person Information ...................................................................................................................................... 99

HUMAN CAPITAL MANAGEMENT FOR SLOVAKIA .................................................................................................. 100 Maintaining Person Information .................................................................................................................................... 100

HUMAN CAPITAL MANAGEMENT FOR SLOVENIA .................................................................................................. 101 Maintaining Person Information .................................................................................................................................... 101

HUMAN CAPITAL MANAGEMENT FOR SOUTH AFRICA ............................................................................................ 102 Maintaining Person and Employment Information ....................................................................................................... 102

HUMAN CAPITAL MANAGEMENT FOR SPAIN ....................................................................................................... 103 Maintaining Person Information .................................................................................................................................... 103

HUMAN CAPITAL MANAGEMENT FOR SUDAN ..................................................................................................... 104 Maintaining Person Information .................................................................................................................................... 104

HUMAN CAPITAL MANAGEMENT FOR SURINAME ................................................................................................. 105 Maintaining Person Information .................................................................................................................................... 105

HUMAN CAPITAL MANAGEMENT FOR SWEDEN .................................................................................................... 106 National Identifiers Validation ....................................................................................................................................... 106 Enhanced Post Number Validation ................................................................................................................................ 106

HUMAN CAPITAL MANAGEMENT FOR SYRIA ....................................................................................................... 107 Maintaining Person Information .................................................................................................................................... 107

HUMAN CAPITAL MANAGEMENT FOR THAILAND .................................................................................................. 108 Maintaining Person Information .................................................................................................................................... 108

HUMAN CAPITAL MANAGEMENT FOR TRINIDAD AND TOBAGO ................................................................................ 109 Maintaining Person Information .................................................................................................................................... 109

HUMAN CAPITAL MANAGEMENT FOR TURKEY ..................................................................................................... 110 Maintaining Person Information .................................................................................................................................... 110

HUMAN CAPITAL MANAGEMENT FOR THE UNITED ARAB EMIRATES .......................................................................... 111 Disabled Workers Report ............................................................................................................................................... 111 Validation on Correcting or Reversing a Termination .................................................................................................... 111

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New National Identifier ................................................................................................................................................. 111 Validation on Visa Number ............................................................................................................................................ 111 Payroll Validation Report ............................................................................................................................................... 111 Support for Biweekly Payroll .......................................................................................................................................... 111 Monthly Gratuity Accrual Process Updates ................................................................................................................... 112 Reported Hire Date ........................................................................................................................................................ 112

HUMAN CAPITAL MANAGEMENT FOR THE UNITED KINGDOM .................................................................................. 113 Real Time Information (RTI) - Earlier Year Update (EYU) ............................................................................................... 113

Legislative Changes for National Insurance ..................................................................................................... 113 National Insurance Number Prefix ................................................................................................................................. 113 National Insurance Category Change on Reaching State Pension Age .......................................................................... 113

HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES ..................................................................................... 114 Multiple Worksite Report .............................................................................................................................................. 114 Third-Party Involuntary Payments Initial Extract ........................................................................................................... 114 Global Payroll Interface Support for the United States ................................................................................................. 114 Employee Active Payroll Balance Report Enhancement ................................................................................................ 114 Voluntary Disability Self-Identification .......................................................................................................................... 114 Display Accrual Balances on Employee Checks .............................................................................................................. 114 Automatically Synchronize Employee Withholding Certificates with HR Location Changes .......................................... 115 Include Resident and Nonresident City and County Tax Balances on Periodic Tax Filing .............................................. 115 Refined Data Selection for W-2 Employee Report ......................................................................................................... 115 Default Check Numbering for US Simplified Payroll Cycle Flow .................................................................................... 115 Form W-2 Box 20 Enhancement for Ohio Employees .................................................................................................... 115 Wage Balance Enhancement for Periodic Tax Filing ...................................................................................................... 116 Automatically Update Employee Withholding Certificates for Rehires and Assignment Changes ................................ 116 Automatic Active Employee Count Calculation for VETS-4212 Reporting ..................................................................... 116 Include Provider-Specific Fields on the Third-party Quarterly Tax Filing Interface ........................................................ 116 Set SUI Wage Limit Overrides for Eligible Employers ..................................................................................................... 116 Specify Company Entry Descriptions for EFT Payments ................................................................................................. 116 Additional Third-Party Periodic Tax Filing Auditing ........................................................................................................ 117 ACA Manifest File Support ............................................................................................................................................. 117 Payroll Batch Loader Enhancements for Involuntary Deductions .................................................................................. 117 New Hire Reporting Enhancements ............................................................................................................................... 117 W-2 Employee Report Enhancements ........................................................................................................................... 117 W-2 Register Report Enhancements .............................................................................................................................. 117 Third-Party Quarterly Tax File Enhancements ............................................................................................................... 117 New Start-of-Year ESS Process for Year Begin ............................................................................................................... 118 PA ACT 32 Support for Employee W-2 and W-2 Register Reports ................................................................................. 118

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

HUMAN CAPITAL MANAGEMENT FOR VENEZUELA ................................................................................................ 120 Maintaining Person and Employment Information ....................................................................................................... 120

HUMAN CAPITAL MANAGEMENT FOR VIETNAM .................................................................................................. 121 Maintaining Person and Employment Information ....................................................................................................... 121

HUMAN CAPITAL MANAGEMENT FOR ZAMBIA .................................................................................................... 122 Maintaining Person Information .................................................................................................................................... 122

HUMAN RESOURCES ANALYTICS .................................................................................................................... 123

TRANSACTIONAL BUSINESS INTELLIGENCE ........................................................................................................... 123 New Subject Area: Payroll - User Defined Tables Real Time .......................................................................................... 123 New Subject Area: Payroll - Payroll Interface Inbound Records Real Time.................................................................... 123 Enhanced Attribute: Displayed Input Value in Payroll Element Entries Real Time ........................................................ 123 New Subject Area: Workforce Performance - Performance Document Eligibility Real Time ........................................ 123 Performance Document Evaluation Manager Added to Workforce Performance Subject Areas.................................. 124 Performance Rating dimension Added to Person Profile Subject Area ......................................................................... 124

8

New Subject Area: Workforce Career Development - Development Goal Overview Real Time .................................... 124 New Subject Area: Workforce Succession Management - Position Plans Real Time ..................................................... 124 New Subject Area: Workforce Management - Workforce Trend Real Time .................................................................. 124 New Subject Areas for Reporting on Workforce Scheduling in Time and Labor ............................................................ 124 New Subject Areas for Historic Time and Labor Reporting ............................................................................................ 125 New Dimension: Time Attribute in Time and Labor Subject Areas ................................................................................ 125 Time and Labor Sample Reports .................................................................................................................................... 125 Employee Contact Details Enhancement in Person Real Time Subject Area ................................................................. 125 New Dimension: Organization ....................................................................................................................................... 125 New Dimension: Collective Agreement ......................................................................................................................... 126 New Dimension: Person Disability ................................................................................................................................. 126 New Fields for Oracle Transactional Business Intelligence (OTBI) ................................................................................. 126 New Attributes That Identify Who Updated or Created Records .................................................................................. 126 Oracle Business Intelligence Enterprise Edition: New Alta User Interface ..................................................................... 126 Oracle Business Intelligence Answers: Enhanced Preview Option................................................................................. 127

HUMAN RESOURCES OPTIMIZATION .............................................................................................................. 128

WORKFORCE MODELING ............................................................................................................................... 128 Track Working Hours ..................................................................................................................................................... 128 View Additional Fields .................................................................................................................................................... 128

WORKFORCE PREDICTIONS ............................................................................................................................. 129 Support for Human Resource Specialists ....................................................................................................................... 129

WORK LIFE SOLUTIONS .................................................................................................................................. 130

WORKFORCE REPUTATION MANAGEMENT ......................................................................................................... 130 Nonemployment Opt-In ................................................................................................................................................. 130

9

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

Added new feature information delivered in Update 12 (December),

10

Release Date What’s Changed Notes which will also be included in the February quarterly update.

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


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

Added new feature information delivered in Release 11 base.

02 DEC 2016

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

Added new feature information delivered in the Release 11 base.

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 Added new feature information

11

Release Date What’s Changed Notes the United States: Set SUI Wage Limit Overrides for Eligible Employers

delivered in Update 11 (November).

04 NOV 2016 Oracle Fusion Human Capital Management for the United States: Specify Company Entry Descriptions for EFT Payments


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 base Release 11 Upgrade.

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

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

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


07 OCT 2016 Oracle Fusion Human Capital Management for New Zealand: Enabled Values for Disability Category


07 OCT 2016 Oracle Fusion Human Capital Management for the Philippines: Added Value for Disability Category


07 OCT 2016 Oracle Fusion Human Capital Management for the United States: Automatically Synchronize Employee Withholding Certificates With HR Location Changes

Update to Title for this feature delivered in Update 7 (July).

07 OCT 2016 Oracle Fusion Human Capital Management for the United States: Default Check Numbering

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

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Release Date What’s Changed Notes for US Simplified Payroll Cycle Flow

02 SEP 2016 Oracle Fusion Human Capital Management 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 Human Capital Management 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 Human Capital Management for the United States: Automatically Synchronize Employee Withholding Certificates with HR Data

Updated information delivered in Update 7 (July).

02 SEP 2016 Oracle Fusion Human Capital Management for India: Permanent Account Number (PAN)

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

02 SEP 2016 Oracle Fusion Human Capital Management for India: PAN Acknowledgment Number


02 SEP 2016 Oracle Fusion Human Capital Management for India: Aadhaar Number


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

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

05 AUG 2016 Oracle Fusion Human Capital Management for Angola: Validation Added to NIF


05 AUG 2016 Oracle Fusion Human Capital Management for Canada: Involuntary Deductions: Protected Pay Rules


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

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

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 Human Capital Management for the United States: Display Accrual Balances on Employee Checks


01 JUL 2016 Oracle Fusion Human Capital Management for the United States: Automatically Synchronize


13

Release Date What’s Changed Notes Employee Withholding Certificates With HR Data

01 JUL 2016 Oracle Fusion Human Capital Management for the United States: Voluntary Disability Self-Identification

Added new feature information delivered in the release 11 base.

01 JUL 2016 Oracle Fusion Human Capital Management for Angola: Value Added for the National Identifier


01 JUL 2016 Oracle Fusion Human Capital Management 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: Additional Features in My Team


03 JUN 2016 Oracle Fusion Global Human Resources: Redesigned Directory


03 JUN 2016 Oracle Fusion Human Capital Management 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 Human Capital Management for Australia: Workplace Gender Equality Profile Report


03 JUN 2016 Oracle Fusion Human Capital Management for Australia: Capture Of Non-Specific Gender


06 MAY 2016 Oracle Fusion Human Capital Management for Sweden: Enhanced Post Number Validation


06 MAY 2016 Oracle Fusion Global Human Resources: Directory Management - Incremental Refresh of Manager Hierarchy


01 APR 2016 Oracle Fusion Global Human Resources: Worker View of Employment


14

Release Date What’s Changed Notes 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 Oracle Fusion Human Capital Management for Morocco: Maintaining Person Information

Corrected feature documentation.

15 DEC 2015 Initial Document Creation

OVERVIEW

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.

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

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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.

PEOPLE GROUP KEY FLEXFIELD ADDED TO MANAGER TRANSACTIONS AND PORTRAIT

Enhance the 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 you do not need to manage the tasks separately using the Manage Employment page.

CHANGE IN PRIMARY WORK RELATIONSHIP PROPAGATED TO FUTURE RECORDS

Enhance the process 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.

ENHANCED SIMPLIFIED USER INTERFACE WITH DISPLAY OF EMPLOYMENT DETAILS AND FLEXFIELDS

Enhance managers’ visibility of their workforce. 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, and others

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

• Work Contacts: Contact Name, Contact Type, and other details

• 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)

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• 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.

Flexfields are hidden on the pages by default, customers can enable them using personalization.

MANAGE PERSON IDENTIFIERS FOR EXTERNAL APPLICATIONS

Capture third-party application identifiers about a person using the Manage Person Identifiers for External Applications page. Third-party application identifiers such as time device badges, payroll identifiers, or any other person-related identifiers are stored either at the person or the assignment levels. The identifiers are used for assisting with integrations between different applications or proactively managing ownership of specific identifiers.

PERSON FLEXFIELDS IN SIMPLIFIED USER INTERFACE PERSONAL INFORMATION

Enhance the simplified user interface Personal Information page with person flexfields. The following person-specific flexfields are hidden out-of-the-box and you can enable them using personalization:

• 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)

ASSIGNMENT EXTRA INFORMATION FLEXFIELDS ON ADD PENDING WORKER

Enhance the user experience with assignment extra information flexfields on the Add Pending Worker page. The assignment extra information is now displayed as a part of this process so that you do not have to manage this data as a separate process using the Manage Employment page.

ASSIGNMENT DESCRIPTIVE FLEXFIELD ON CHANGE LOCATION

Enhance the user experience with assignment descriptive flexfield on the Change Location page. The assignment descriptive flexfield can be displayed as part of this process through personalization so that the user does not need to manage this data as a separate process using the Manage Employment page.

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EDITING CONTACTS WHEN EXCLUDED FROM PERSON SECURITY PROFILE

Control editing of 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.

PERSON CONTEXTUAL ACTIONS (SMART NAVIGATION)

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

UPDATED PERSON MANAGEMENT WORK AREA

Enhance user experience with the redesign of the Person Management work area. The Person Management work area is redesigned to provide a similar user experience as the simplified user interface. The Manage Employment task, which is the most frequently used task, is now the default task when entering the work area. 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.

WORKER RESIGNATION SELF-SERVICE IN SIMPLIFIED INTERFACE

Enhance operational efficiency by allowing workers to submit their own resignations using self-service in the simplified user interface. Line managers can review, edit, and approve the resignation requests of their direct reports in the simplified user interface. This enhancement has the following advantages:

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

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

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

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

REASSIGN DIRECT REPORTS OF TERMINATED WORKERS DURING TERMINATION FLOW

Streamline the worker termination process by allowing Line Managers and Human Resource specialists to reassign the direct reports of a worker during the termination flow.

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CAPTURE TALENT AND SUCCESSION MANAGEMENT DETAILS IN ORGANIZATION CHART AND DIRECTORY

Track talent ratings, succession candidates, and succession membership using three new card views in the Organization Chart in Person Gallery, Directory, and on Manager Resources. This feature also provides drills to additional information and actions.

DEFINE A DEFAULT GRADE LADDER FROM JOB AND POSITION

Simplify 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.

UPDATES TO GRADE LADDER ENTRY ON WORKER ASSIGNMENT

Streamline data entry for customers 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 are 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.

SUPPORT FOR ADDITIONAL SENIORITY DATES

Capture additional seniority dates for workers. The seniority dates feature now includes support for additional seniority dates, such as grade, step, job, position, union, and collective agreement.

AUTOMATED REASSIGNING OF PENDING APPROVALS AND CORRECTING INVALID SUPERVISOR ASSIGNMENTS

Automate reassigning direct reports and pending approvals of terminated or globally transferred managers by scheduling the Run Reassign Pending Approvals for Terminations and Correct Invalid Supervisor Assignments Process. The direct reports are reassigned to the manager’s manager. You can select to reassign any pending approval notifications of the terminated manager. The notifications are reassigned to the line manager of the terminated manager.

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.

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WORKFORCE DIRECTORY - INCREMENTAL REFRESH OF MANAGER HIERARCHY

Enhance the performance of the Refresh Manager Hierarchy ESS task by allowing the refresh to be run incrementally rather than performing a full refresh each time. You can schedule this to run every N days and base the refresh on supervisor changes occurring in the previous N days.

REDESIGNED DIRECTORY

Enhance the user experience with the redesigned Directory user interface. The person search is prominent so that you can search for people across your organization. The organization chart provides public information based on the line manager hierarchy, you may optionally display dotted line relationships. You can view additional information and perform actions from the person smart navigation window (earlier known as the person contextual action window) by clicking the View More Details icon on the card. Clicking a person’s name opens the worker’s public person page.

ADDITIONAL FEATURES IN MY TEAM

Enhance the way dotted line relationships are displayed on the My Team page. Additionally, the filter dialog is moved to the new panel and you can now filter by contingent worker, suspended, primary, and non-primary assignments. Vacancies and requisitions are also displayed along with their respective actions.

NEW PROFILE OPTION TO CACHE PERSON IMAGES

Enhance the performance of pages that display person images (for example, organization chart) by caching person images. You must create the profile option PER_IMAGE_ENABLE_CACHING and set the profile value to Y at the site level to enable caching. You can choose not to cache the images especially if people at your site use kiosks to access the application.

WORKER RESIGNATION SELF SERVICE IN SIMPLIFIED INTERFACE

Improve operational efficiency by allowing workers to submit their own resignations. 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.

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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.

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.

HALF DAY CALENDAR EVENTS FOR ELAPSED WORK SCHEDULES

Enhance the calendar event definition with the ability to specify a calendar event as a half day event for elapsed work schedules. The worker’s daily duration for these half day events shows availability reduced by half.

LOCAL NAME SUPPORT ON EDIT MY DETAILS PAGE

Enable your workers to enter local names on the Edit My Details page. You can display the Enter Local Name check box for the signed in user and their contacts on the Edit My Details page through personalization. If this check box is selected, workers can specify the local name for themselves and their contacts.

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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.

VIEW ATTACHMENTS FROM THE DOCUMENT RECORDS APPROVAL NOTIFICATION

View attachments uploaded by the document record creator in the approval notification.

ADDITIONAL OPTION FOR REHIRE RECOMMENDATION

Terminate a person’s work relationship now has an additional option for the rehire recommendation. The Recommended for Rehire field is now a list and displays an additional value of “Not Specified” by default.

POSITION SYNCHRONIZATION WHEN USING HCM DATA LOADER TO LOAD POSITION CHANGES

Run the process, Position Synchronization Job to update positions loaded with HCM Data Loader with the affected assignments. For performance reasons, position synchronization is disabled when using HCM Data Loader (HDL) to load position changes. This means that the load will not update the affected assignments even if position synchronization is enabled.

The process, Position Synchronization Job 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.

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.

AUTOMATED REASSIGNING OF PENDING APPROVALS AND CORRECTING INVALID SUPERVISOR ASSIGNMENTS

Automate reassigning direct reports and pending approvals of terminated or globally transferred managers by scheduling the Run Reassign Pending Approvals for Terminations and Correct Invalid Supervisor Assignments Process. The direct reports are reassigned to the manager’s manager. You can select to reassign any pending approval notifications of the terminated manager. The notifications are reassigned to the line manager of the terminated manager.

DISPLAY OF FLEXFIELDS ON TRANSACTION REVIEW PAGE AND NOTIFICATIONS

Review flexfields in review pages and in notifications.

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DISPLAY PENDING TRANSACTIONS BY BUSINESS PROCESS

Review and withdraw pending transactions.

BYPASS TRANSACTIONS APPROVALS BY BUSINESS PROCESS

Configure transactions to bypass the approvals process.

CORRECT EMPLOYMENT DATA INTEGRITY ISSUES

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 in the following 3 modes for a person or set of people:

• 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.

GLOBAL TRANSFER SUPPORT FOR FUTURE TERMINATED WORKERS

Perform a 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.

NEW PAGE TO UPLOAD PERSON PHOTOS

Enhance the way workers manage their photos using the Update Photo page from the Smart Navigation. A human resources specialist can access the page from the person’s Public Information page. You can use the enhanced photo upload capabilities to crop a photo to focus on a specific region. You can review how the photo will appear in different sizes and formats that will be used throughout the application. You can now access this page to upload photos when you hover over your photo in the Smart Navigation.

SEARCH USING PERSON NUMBER IN KEYWORDS

Enhance the user experience by enabling users to search for people using person numbers. You can now search for people by entering the person number in the Keywords field. This search capability is enabled on the Directory and Person Management: Search pages.

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GLOBAL PAYROLL INTERFACE

Oracle Fusion Global Payroll Interface supports features to send personal payroll information to third-party payroll providers and then to import processed payroll data into Oracle Fusion Global HR. You can copy and modify predefined extract definitions to meet the requirements of your third-party payroll provider. Before extracting data, payroll coordinators can optionally run the Calculate Gross Earnings process to calculate periodic values to validate gross earnings calculations. If you import processed payroll data or payslips from your third-party payroll provider, the data is available for further reporting and analysis.

NEW COUNTRY EXTENSIONS IN GLOBAL PAYROLL INTERFACE EXTRACT DEFINITION

Extract country-specific fields as well as global attributes when you copy the Global Payroll Interface extract definition for a legislative data group in the following countries: Australia, Netherlands, and the United States. The extract definition is enhanced to include country-specific fields, such as fields from calculation cards, for these countries.

IMPORT OF THIRD-PARTY PAYROLL PROCESSED DATA AND PAYSLIPS

Import data from third-party payroll providers using HCM Data Loader. Import payslips, for example in PDF format, notification messages, and processed payroll data, such as net pay. Create your own reports, for example using the new Payroll Interface Inbound Record – Real Time subject area in Oracle Fusion Transactional Business Intelligence. Employees can view the imported payslips in My Portrait or in the Personal Information work area.

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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

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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

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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:


VALUE ADDED FOR THE NATIONAL IDENTIFIER

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

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.

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HUMAN CAPITAL MANAGEMENT FOR ARGENTINA

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

MAINTAINING PERSON AND EMPLOYMENT INFORMATION

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

• Name style and format

• Validation of national identifiers: DNI national identity document, CI identity document, CUIL unique worker identifier, 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 statutory, business, and cultural practices and requirements

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HUMAN CAPITAL MANAGEMENT FOR AUSTRALIA

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

GLOBAL PAYROLL INTERFACE SUPPORT FOR AUSTRALIA

Simplify the support of Australian specific requirements with the global payroll interface. 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.

TAX FILE NUMBER 28 DAY ADJUSTMENT

Streamline the checking of non submission of employee’s tax file number within the 28 day compliance period using the new Manage 28 day TFN adjustment task. This task produces a list of employees that have not provided their TFN to the employer within 28 days after hire. The list includes 28 day expiry date, TFN, Name, Age, Payroll, and Termination date. Use this to provide a list of employees that may require tax scale updates.

WORKPLACE GENDER EQUALITY PROFILE REPORT

Comply with the local Workplace Gender Equality Act by capturing the required data to report on designated groups of employees. This new feature provides new data capture and the ability to generate a spreadsheet that can assist customers in their yearly reporting obligations.

CAPTURE OF NON-SPECIFIC GENDER

Record the gender of an employee who is not male or female. This feature includes a new look up value Non-specific in the list of values for gender.

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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.

CONTRACT TYPE

Oracle Fusion Human Capital Management for Austria now supports the required contract types.

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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 the Bahamas:

• Address format

31

HUMAN CAPITAL MANAGEMENT FOR BELARUS

Oracle Fusion HRMS (Belarus) supports Belarus-specific features and functionality. It enables users to follow Belarus’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 Belarus:


• Address format

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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

33

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:


34

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

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HUMAN CAPITAL MANAGEMENT FOR BRAZIL

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

DISABILITY CATEGORY

Comply with country-specific disability categories.

CONTRACT TYPE

Comply with required contract types.

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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

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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 statutory, business, and cultural practices and requirements

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HUMAN CAPITAL MANAGEMENT FOR CANADA

Oracle Fusion HRMS (Canada) supports Canada-specific features and functionality. 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

Comply with the federal year-end slips T4 and T4A, as well as the provincial year-end slip RL-1, that are issued to the employees and the respective government agencies.

INVOLUNTARY DEDUCTIONS: PROTECTED PAY RULES

Configure 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).

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

Generate the end-of-year exception report to facilitate year-end reconciliation and 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.

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

Generate the RL-2 year-end slip for reporting a pensioner’s retirement and annuity income.

39

HUMAN CAPITAL MANAGEMENT FOR CHILE

Oracle Fusion HRMS (Chile) supports Chile-specific features and functionality. It enables users to follow Chile’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 Chile:


• 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


40

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 the following three rounding down methods for social security and enterprise annuity calculations: Round down to nearest yuan, Round down to nearest jiao, and Round down to nearest cent.

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 Workforce Rewards Release Content Document under Payroll for this topic: Element Result Report Changes.

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HUMAN CAPITAL MANAGEMENT FOR COLOMBIA

Oracle Fusion HRMS (Colombia) supports Colombia-specific features and functionality. It enables users to follow Colombia’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 Colombia:


• Validation of the Colombian National Identifier



• 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 statutory, business, and cultural practices and requirements

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HUMAN CAPITAL MANAGEMENT FOR COSTA RICA

Oracle Fusion HRMS (Costa Rica) supports Costa Rica-specific features and functionality. It enables users to follow Costa Rica’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 Costa Rica:



• Address format

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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

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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’ 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

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

45

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

46

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

Submit correct CPR Numbers. Now a warning message will display if the CPR Number’s check digit is incorrect.

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HUMAN CAPITAL MANAGEMENT FOR DOMINICAN REPUBLIC

Oracle Fusion HRMS (Dominican Republic) supports Dominican Republic-specific features and functionality. It enables users to follow Dominican Republic’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 Dominican Republic:


• Address format

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HUMAN CAPITAL MANAGEMENT FOR ECUADOR

Oracle Fusion HRMS (Ecuador) supports Ecuador-specific features and functionality. It enables users to follow Ecuador’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 Ecuador:


• Address format

49

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

ENHANCED VALIDATION OF THE CIVIL IDENTITY NUMBER

Comply with the Civil Identity Number entry with the enhance validation to check the maximum 14-digit length, in addition to the existing check of numeric-only format.

50

HUMAN CAPITAL MANAGEMENT FOR EL SALVADOR

Oracle Fusion HRMS (El Salvador) supports El Salvador-specific features and functionality. It enables users to follow El Salvador’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 El Salvador:


• Address format

51

HUMAN CAPITAL MANAGEMENT FOR FINLAND

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

NATIONAL IDENTIFIER VALIDATION

Submit the correct Finnish National Identifier. A warning message is displayed if you do not enter the Finnish National Identifier with the correct format and check-digit.

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HUMAN CAPITAL MANAGEMENT FOR FRANCE

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

ENHANCEMENT TO CONTRACT MANAGEMENT

Capture new information related to the following contract clauses in contract management: Noncompetitive Clause, Mobility Clause, Exclusivity Clause, and Other Clause.

INFORMATION RELATED TO WORKING FROM HOME

Capture at the assignment-level, the following additional information related to the Working at Home option: Number of days working at home, and Frequency to which this number of days is referring.

LEGAL REPORTING: WORK CERTIFICATE

Capture the following additional information in the Pension and Welfare calculation card: Start date of health coverage maintenance, and 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’.

WORKER DATA VALIDATION REPORT

Comply with Worker Validation reporting. Additional validation has been added to the Worker Data Validation Report for the following: Last Working Day –If this date has not been entered for terminated employees, and Contract Subtype – If there is a contract subtype entered for a fixed-term employee.

PAYROLL DATA VALIDATION REPORT

Validate information on French employees with the new validations that check if the following information is entered for French employees: AGIRC and ARRCO, and CPN.

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HUMAN CAPITAL MANAGEMENT FOR GERMANY

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

LEGISLATIVE CHANGES FOR NAME AND ADDRESS VALIDATIONS

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.

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.

ENHANCED PERSON ADDRESS VALIDATION

Enhanced address validation by removing validation rules for the address extensions. You can now enter a hyphen in last position for the street name, if required.

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

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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 formula’s to calculate the vacation entitlement while considering different person groups, part-time employment or hires and terminations.

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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


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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

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HUMAN CAPITAL MANAGEMENT FOR GUATEMALA

Oracle Fusion HRMS (Guatemala) supports Guatemala-specific features and functionality. It enables users to follow Guatemala’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 Guatemala:



• Address format

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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

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HUMAN CAPITAL MANAGEMENT FOR HONDURAS

Oracle Fusion HRMS (Honduras) supports Honduras-specific features and functionality. It enables users to follow Honduras’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 Honduras:


• Address format

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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

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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)

Capture a valid PAN of an employee during the new hire process and maintain it in Manage Person as one of the National Identifiers.

PAN ACKNOWLEDGMENT NUMBER

See the changed label of the attribute PAN Reference Number in the Extra Information tab of Manage Person to PAN Acknowledgment Number.

AADHAAR NUMBER

Capture a valid Aadhaar number of an employee during the new hire process and maintain it in Manage Person as one of the National Identifiers.

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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

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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

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HUMAN CAPITAL MANAGEMENT FOR IRAQ

Oracle Fusion HRMS (Iraq) supports Iraq-specific features and functionality. 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

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HUMAN CAPITAL MANAGEMENT FOR IRELAND

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

EIR CODES

Validate the new post code system, that is, EIR Code. 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. Disable this validation if not required.

BALANCE EXCEPTION REPORT

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

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HUMAN CAPITAL MANAGEMENT FOR ISRAEL

Oracle Fusion HRMS (Israel) supports Israel-specific features and functionality. 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:





• 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



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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


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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

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HUMAN CAPITAL MANAGEMENT FOR JORDAN

Oracle Fusion HRMS (Jordan) supports Jordan-specific features and functionality. 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




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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.

CONTRACT TYPE

Support of the required contract types for Kazakhstan.

WORKER CATEGORY

Inclusion of worker categories for Kazakhstan.

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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

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HUMAN CAPITAL MANAGEMENT FOR KUWAIT

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

VALIDATION ON CORRECTING OR REVERSING A TERMINATION

Ascertain that a gratuity calculation card exists. A meaningful message is generated when a termination is either reversed or corrected to inform you that a gratuity calculation card already exists for the employee and that the calculation card must be deleted before you can reverse or correct the termination.

STATUTORY REPORTING: UPDATE TO REPORT 166 - MONTHLY CONTRIBUTIONS

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

SUPPORT FOR BIWEEKLY PAYROLL

Create a biweekly payroll. Users who have selected either Human Resources or Payroll Interface as the selected extension through the Manage Features by Country or Territory can create a payroll definition with a period type of biweekly.

MONTHLY GRATUITY ACCRUAL PROCESS UPDATES

Augment the monthly gratuity accrual functionality. The gratuity accrued amount, run and inception-to-date values, is now shown in the information region of the statement of earnings. In addition, if a user-created formula is used to calculate the gratuity payment on termination the same formula is used to calculate the monthly gratuity accrued amount.

REPORTED HIRE DATE

Comply with legislative requirements. For Social Insurance purposes when an employee is rehired they are now considered as a new hire and the hire date reported is the latest hire date. When the criteria for reporting a person is based on the hire date then the latest hire date is used.

SOCIAL INSURANCE 2015 ENHANCEMENT

Comply with legislative requirements. 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, depending on hire date, some government sector workers. Employers can record whether or not 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

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date 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.

SOCIAL INSURANCE CALCULATION FOR FULLY STATE OWNED OIL COMPANIES

Comply with legislative requirements. 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.

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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.


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


• National identifiers: Civil Identity Number and Social Security Number

• Address format



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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

Comply with format for the personal Identification number. Now a warning message will display if you do no enter the personal identification number as a 12-digit number.

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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






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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

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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

ADDRESS FORMAT

The local-specific address format is delivered for Morocco, with validation.

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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

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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

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HUMAN CAPITAL MANAGEMENT FOR THE NETHERLANDS

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

WORKER DATA VALIDATION REPORT

Use this report to list workers whose details fail the validation checks for the following attributes: personal data which includes Name, Address, Marital Status, Date of Birth, Reporting establishment, and Assigned Payroll. Correct any issues identified in the report to reduce errors in statutory reports or processes.

GLOBAL PAYROLL INTERFACE SUPPORT FOR THE NETHERLANDS

Simplify the support of Dutch specific requirements with the global payroll interface. The extract definition includes both global fields and country-specific fields for the Netherlands, including the employee’s tax, social insurance, and wage reporting information. Use the XML output as a basis for sending data to third-party payroll providers.

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HUMAN CAPITAL MANAGEMENT FOR NEW ZEALAND

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

ENABLED VALUES FOR DISABILITY CATEGORY

Enter values of ‘Hearing impairment’, ‘Intellectual disability’, ‘Physical disability’, and ‘Visual impairment’ for the Disability Category attribute for New Zealand with the new value list.

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HUMAN CAPITAL MANAGEMENT FOR NICARAGUA

Oracle Fusion HRMS (Nicaragua) supports Nicaragua-specific features and functionality. It enables users to follow Nicaragua’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 Nicaragua:


• Address format

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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


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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

Comply with the format for the Norwegian Identifier or the D Number. 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.

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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.


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






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


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HUMAN CAPITAL MANAGEMENT FOR PANAMA

Oracle Fusion HRMS (Panama) supports Panama-specific features and functionality. It enables users to follow Panama’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 Panama:


• Address format

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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

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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

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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

ADDED VALUE FOR DISABILITY CATEGORY

Enter the value of ‘Intellectual disability’ which is newly added to the existing values enabled for the Disability Category attribute for Philippines.

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HUMAN CAPITAL MANAGEMENT FOR POLAND

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

CONTRACT TYPE

Comply with the required contract types for Poland.

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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



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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

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HUMAN CAPITAL MANAGEMENT FOR RUSSIA

Oracle Fusion HRMS (Russia) supports Russia-specific features and functionality. It enables users to follow Russia’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 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



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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:


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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:

• Validation of the national identifier: Social Security Number

• Address format

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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

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HUMAN CAPITAL MANAGEMENT FOR SAUDI ARABIA

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

DISABLED WORKERS REPORT

Automate disability reporting. Generate a report with a list of workers and information on their relevant disability details.



WAGE PROTECTION SYSTEM

Comply with legislative requirements. You can now generate a periodic report that contains details of the monies paid to individual employees. This report must be submitted to the Wage Protection Agent at the end of each period.


Create a biweekly payroll. Users who have selected either Human Resources or Payroll Interface as the selected extension through Manage Features by Country or Territory can create a payroll definition with a period type of biweekly.


Augment the monthly gratuity accrual functionality. The gratuity accrued amount, run and inception-to-date values, is shown in the information region of the statement of earnings. In addition, if a user-created formula is used to calculate the gratuity payment on termination the same formula is used to calculate the monthly gratuity accrued amount.

REPORTED HIRE DATE


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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

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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






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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

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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

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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


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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

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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

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HUMAN CAPITAL MANAGEMENT FOR SWEDEN

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

NATIONAL IDENTIFIERS VALIDATION

Comply with coordination number and personal identification number formats. A warning message is displayed if you do not enter the coordination number or the personal identification number with the correct format and check-digit.

ENHANCED POST NUMBER VALIDATION

Enhanced the Swedish Post Number validation to accept a number in the format "NNN NN" (one space between 3rd and 4th digit), in addition to the already accepted format “NNNNN”.

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HUMAN CAPITAL MANAGEMENT FOR SYRIA

Oracle Fusion HRMS (Syria) supports Syria-specific features and functionality. 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




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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:



• Other human resources data capture, including predefined values for Visa and Permit Types, Disabilities

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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

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HUMAN CAPITAL MANAGEMENT FOR TURKEY

Oracle Fusion Human Capital Management for (Turkey) supports Turkey-specific features and functionality. 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 the 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


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HUMAN CAPITAL MANAGEMENT FOR THE UNITED ARAB EMIRATES

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

DISABLED WORKERS REPORT

Automate disability reporting. You can now generate a report with a list of workers and information on their relevant disability details.



NEW NATIONAL IDENTIFIER

Comply with legislative requirements. The Emirates ID, an electronic identification card, has been provided as a new national identifier, with the appropriate validation. The Emirates ID is a 15 digit identifier where the 4th, 5th, 6th and 7th digits represent the year of birth.

VALIDATION ON VISA NUMBER

Authenticate the visa number. The format of the visa, or Iqama, number in UAE is NNN/NNNN/NNNNNNN. The application validates the visa number based on this format.

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 non-compliant for either the employer or a particular employee: Ministry of Labour Employer ID, WPS Agent ID, WPS Employer Bank Code, Ministry of Labour Employee ID, and WPS Account Number.


Create a biweekly payroll. Users who have selected either Human Resources or Payroll Interface as the selected extension through Manage Features by Country or Territory can create a payroll definition with a period type of biweekly.

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Augment the monthly gratuity accrual functionality. The gratuity accrued amount, run and inception-to-date values, is now shown in the information region of the statement of earnings.

REPORTED HIRE DATE


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HUMAN CAPITAL MANAGEMENT FOR THE UNITED KINGDOM

Oracle Fusion HRMS (UK) supports country specific features and functions for the UK. It enables users to follow UK 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 Full Payment Submission (FPS) for the tax year.

LEGISLATIVE CHANGES FOR NATIONAL INSURANCE

NATIONAL INSURANCE NUMBER PREFIX

Ensure latest legislative compliance for National Insurance Numbers (NINOs). The validation for NINOs has been updated to include the latest changes in prefixes introduced by HMRC. The Real Time Information processes like Full Payment Submission as well as any Payroll reports have been updated to reflect these latest changes to NINO prefixes.

NATIONAL INSURANCE CATEGORY CHANGE ON REACHING STATE PENSION AGE

Enhanced process for NI Category Update means that the national insurance category for your employees who reach state pension age will be updated to the correct one, ensuring they are processed correctly. The NI Category Update process now includes a check to see if the employee state pension has been reached. It will update the employee's statutory deduction card with the relevant NI category and certificate type.

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HUMAN CAPITAL MANAGEMENT FOR THE UNITED STATES

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

MULTIPLE WORKSITE REPORT

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. It is used to more accurately classify employment and wage data of multiple establishment employers.

THIRD-PARTY INVOLUNTARY PAYMENTS INITIAL EXTRACT

Extract historical data and establish a baseline with a third-party provider for involuntary wage payments. This feature includes an XML file supporting the ADP Money Movement third-party application.

GLOBAL PAYROLL INTERFACE SUPPORT FOR THE UNITED STATES

Support US-specific requirements for the Global Payroll interface. The extract definition includes both global fields and country-specific fields for the United States, including information from the employee’s withholding certificate. Employers can use the XML output as a basis for sending data to third-party payroll providers.

EMPLOYEE ACTIVE PAYROLL BALANCE REPORT ENHANCEMENT

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.

VOLUNTARY DISABILITY SELF-IDENTIFICATION

Streamline your Office of Federal Contract Compliance Programs (OFCCP) compliance through employee voluntary disability self-identification. Employees can now use the Personal Information work area in employee self service to identify if they have a disability.

DISPLAY ACCRUAL BALANCES ON EMPLOYEE CHECKS

Enable employees to view their hours accrued and hours remaining for each accrual plan on their check stubs. Employee check stubs now include accrual balances.

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AUTOMATICALLY SYNCHRONIZE EMPLOYEE WITHHOLDING CERTIFICATES WITH HR LOCATION CHANGES

Automatically update an employee’s Employee Withholding Certificate based on location-specific changes you make to their HR data. Whenever you make an HR data location-specific change, such as changing the employee’s work location, the State for Unemployment Calculation, State for Disability Calculation and Primary Work Location values are now automatically updated on the tax card. For changes to the home, work, or resident tax address or the work-at-home status, new regional components are created on the card as well.

INCLUDE RESIDENT AND NONRESIDENT CITY AND COUNTY TAX BALANCES ON PERIODIC TAX FILING

Enhance your third-party periodic tax filing by including resident and nonresident balances for cities and counties. 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.

REFINED DATA SELECTION FOR W-2 EMPLOYEE REPORT

Enhance the W-2 Employee Report by refining the reporting data selection. Use the Payroll Statutory Unit or Tax Reporting Unit fields to narrow the data you are reporting, or leave them blank to process all employee data.

DEFAULT CHECK NUMBERING FOR US SIMPLIFIED PAYROLL CYCLE FLOW

Simplify your payroll processing with the automatic generation of check numbers produced by the Checkwriter process. Across all US legislative data groups, the US Simplified Payroll Cycle flow now automatically starts with the next sequential check number based on the last number generated by a previous run. 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.

FORM W-2 BOX 20 ENHANCEMENT FOR OHIO EMPLOYEES

Enhance the Form W-2s generated for Ohio employees by including both the school district name and number in Box 20.

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WAGE BALANCE ENHANCEMENT FOR PERIODIC TAX FILING

Enhance your third-party periodic tax filing by including 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.

AUTOMATICALLY UPDATE EMPLOYEE WITHHOLDING CERTIFICATES FOR REHIRES AND ASSIGNMENT CHANGES

Streamline your HR processing for employee rehire or assignment changes. A person’s Employee Withholding Certificate is now updated automatically to reflect rehires or the addition of secondary assignments. 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.

AUTOMATIC ACTIVE EMPLOYEE COUNT CALCULATION FOR VETS-4212 REPORTING

Help your HR Managers in their Veterans' Employment and Training Service (VETS) reporting through enhanced VETS-4212 report processing. 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.

INCLUDE PROVIDER-SPECIFIC FIELDS ON THE THIRD-PARTY QUARTERLY TAX FILING INTERFACE

Deliver required information to your third-party provider through new fields on the Third-Party Tax Filing interface. The quarterly extract now captures the employee’s current home address. For Indiana employees, it includes a location reporting code. For Vermont employees, it includes a part-time flag.

SET SUI WAGE LIMIT OVERRIDES FOR ELIGIBLE EMPLOYERS

Comply with state tax authority state unemployment insurance (SUI) wage limit rules, and uptake wage limit overrides for eligible employers. Set the override with the <state name> State Unemployment Insurance Tax Employer Wage Limit calculation value definition.

SPECIFY COMPANY ENTRY DESCRIPTIONS FOR EFT PAYMENTS

Capture the company entry description when generating electronic funds transfers (EFTs). Use the new Company Entry Description field to provide your own description on the direct deposit file.

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ADDITIONAL THIRD-PARTY PERIODIC TAX FILING AUDITING

Assist your third-party periodic tax filing reconciliation with the addition of a new audit report. This new report includes employee balance details by tax code. This report is a pipe-delimited text file, which you can easily import into Microsoft Excel.

ACA MANIFEST FILE SUPPORT

Comply with Affordable Care Act (ACA) requirements through the generation and submission of the Form 1094-C manifest file. This file is generated automatically when you run the 1094-C Employer Report process. Submit this file to the IRS along with your Form 1094-C.

PAYROLL BATCH LOADER ENHANCEMENTS FOR INVOLUNTARY DEDUCTIONS

Control the actions you apply to your employees’ Involuntary Deductions cards and components when loading them through the payroll batch loader. When running the payroll batch loader, you can now elect to correct, update, or end date existing components, component details, and overrides on employee Involuntary Deductions cards.

NEW HIRE REPORTING ENHANCEMENTS

Capture additional medical insurance details on your New Hire reporting. The New Hire State Report now includes medical insurance availability and availability date information for those states requiring it.

W-2 EMPLOYEE REPORT ENHANCEMENTS

Facilitate your employee Form W-2 printing activities by specifying different employee types during print runs. The new Employee Inclusion parameter on the Run W-2 Employee Report process allows you to specify active employees, terminated employees, or both.

W-2 REGISTER REPORT ENHANCEMENTS

Facilitate 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, including a pipe-delimited format that can be easily imported into a spreadsheet.

THIRD-PARTY QUARTERLY TAX FILE ENHANCEMENTS

Facilitate quarterly tax filing through the enhanced quarterly tax-filing extract. The Third-Party Quarterly Tax Filing extract now passes the employee’s date of birth to your tax-filing provider. For Philadelphia tipped employees, it also passes new balances for reporting wages for which no city tax was withheld.

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NEW START-OF-YEAR ESS PROCESS FOR YEAR BEGIN

Comply with Indiana state regulations by identifying the county of work and residence on eligible employees’ tax cards. Use the new Run Start of Year Process as part of your year-begin activities. This process updates the Employee Withholding Certificates as of January 1 to record the Indiana work and resident counties.

PA ACT 32 SUPPORT FOR EMPLOYEE W-2 AND W-2 REGISTER REPORTS

Comply with Pennsylvania state regulations by including the tax collection district (TCD) codes on your eligible employees’ Form W-2s. For employees working in jurisdictions subject to PA Act 32, the TCD codes appear in Box 20 on their W-2. Your W-2 Register Report also now includes these codes.

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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:


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HUMAN CAPITAL MANAGEMENT FOR VENEZUELA

Oracle Fusion HRMS (Venezuela) supports Venezuela-specific features and functionality. It enables users to follow Venezuela’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 Venezuela:


• 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


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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


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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

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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 are created using the Manage User-Defined Tables task in Oracle Fusion Payroll. Report on all information that is defined for each user defined table.

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, batch information and so on.

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.

NEW SUBJECT AREA: WORKFORCE PERFORMANCE - PERFORMANCE DOCUMENT ELIGIBILITY REAL TIME

Streamline the performance document process using a new subject area called Workforce Performance – Performance Document Eligibility. This new subject area reports on the eligibility criteria for employees to create a specific performance document. You can 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.

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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.

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 history details related to employee performance documents, sections, and corresponding ratings.

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. You can also report on employees’ progress for each development goal.

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 enables you to report on positions, corresponding incumbents, candidates, candidate readiness, and other details related to your succession plans. You can also report on succession plans for positions where candidates have not been assigned.

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.

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,

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including absences and general holidays. Finally, Workforce Management – Published Schedules Real Time lists the planned schedules that are published.

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.

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.

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.

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.

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.

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NEW DIMENSION: COLLECTIVE AGREEMENT

Streamline reporting on collective agreements using the new Collective Agreement. This dimension enables to report on the commercial agreement negotiated between organization and an employee. 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.

NEW DIMENSION: PERSON DISABILITY

Report on workers’ disability information such as cause, status, and work restrictions with the Person Disability dimension. This dimension was added to the Person Subject area.

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

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.

ORACLE BUSINESS INTELLIGENCE ENTERPRISE EDITION: NEW ALTA USER INTERFACE

Improved Oracle Business Intelligence Answers, Oracle Business Intelligence Enterprise Edition Dashboards, and Oracle Business Intelligence Publisher 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.

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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.

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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

Insert working details for workers in the hierarchy.

VIEW ADDITIONAL FIELDS

Track more information in Workforce Modeling with additional hidden fields in the table view. For example, enter working hours, support unions, people groups, and so on.

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WORKFORCE PREDICTIONS

Oracle Fusion Workforce Predictions provides an integrated solution supporting Oracle Fusion Global Human Resources and provides for easy review your talent in an n-box and take immediate operational decisions. With Prediction you can leverage relevant and context-sensitive analytics that are embedded throughout to perform "what if" modeling.

SUPPORT FOR HUMAN RESOURCE SPECIALISTS

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.

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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.

NONEMPLOYMENT OPT-IN

Enables customers to gather more details about nonemployees and monitor and report reputation scores for nonemployees with 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.

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Oracle Global Human Resources Cloud Release … Global Human Resources Cloud Release 11 Release Content Document December 2015 Revised: January 2017 2 TABLE OF CONTENTS