TABLE OF CONTENTS DOCUMENT HISTORY

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2 TABLE OF CONTENTS DOCUMENT HISTORY 4 MARCH MAINTENANCE PACK FOR 18A 4 Revision History 7 Overview 7 Release Feature Summary 9 Strategic Workforce Planning 7 Strategic Workforce Planning 7 UPDATE 18A 7 Revision History 7 Overview 7 Release Feature Summary 9 Human Resources 11 Global Human Resources 11 Automatic Generation of Position Code 11 Configure Transaction Rules for Information Sharing 11 Assignment Category, Union and Collective Agreement Attributes Added on the Manage Positions and Position Synchronization Pages 12 Workforce Structures Minimum Search Characters 13 Mass Legal Employer Change 14 Document Records and Document Delivery Preferences Security Enhancements 16 Configurable Notifications for Workforce Deployment Based on Reports 17 Improved Directory Search Results 19 Human Capital Management for Argentina 19 Enhanced National Identifiers Validation 20 Human Capital Management for Belgium 20 Existing Flexfield Replaced by Statutory Dependent Field 20 Human Capital Management for Brazil 20 Maintaining Person Information 20 Maintaining Work Structure Information 21 Maintaining Employment Information 22 Human Capital Management for Canada 23 Record of Employment Leave of Absence Events 23 Record of Employment Events: Creating and Removing Event Notifications 25 Human Capital Management for France 26 Vacation Accrual Formula for Absence Management 26 Sickness Entitlement Formula for Absence Management 27 Worklife Solutions 30 Corporate Socail Responsibility 30 Simple Steps to Register and Get Started 30 Track Updates and Progress from Volunteering Dashboard 31 Organized Administration Dashboard to Manage Volunteering 31 Employee Wellness 32 User Interface Improvements to Manage Activity Tracking Services 32 Transactional Business Intelligence for Human Capital Management 33 New Attributes for Worker's Employment Contract 34 New Attributes for Collective Agreements 34 New Dimensions for the Setup Objects and Profiles Real Time Subject Area 34 2

3 Improved Performance of the Organization Hierarchy 35 Performance Improvement of the Position Hierarchy 35 3

4 DOCUMENT HISTORY This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table: Date Update Version Notes 23 FEB 2018 March Maintenance Pack for 18A Delivered new features in March Maintenance Pack for 18A. 19 JAN 2018 Update 18A Delivered new features in update 18A. MARCH MAINTENANCE PACK FOR 18A REVISION HISTORY This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table: Date Feature 23 FEB 2018 Notes Created initial document. OVERVIEW This guide outlines the information you need to know about new or improved functionality in Oracle HCM Cloud Release 13. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you. Oracle HCM Cloud release documents are delivered in five functional groupings: Suggested Reading for all HCM Products: HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.) Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.) NOTE: Not all Global Human Resource features are available for Talent and Compensation products. Optional Reading for HCM Products (Depending on what products are in your cloud service): Talent Management Cloud (All Talent applications) Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface) Workforce Management Cloud (Absence Management and Time and Labor) 4

5 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: /saasreadiness/hcm under Human Capital Management Release Readiness GIVE US FEEDBACK We welcome your comments and suggestions to improve the content. Please send us your feedback at Indicate you are inquiring or providing feedback regarding the Global HR Cloud What s New for Release 13 in the body or title of the . 5

6 RELEASE FEATURE SUMMARY Action Required to Enable Feature Feature None (Automatically Available) Enable via Opt In UI Only Enable via Opt In UI Plus Additional Steps Not Enabled via Opt In UI but Setup Required Issue Service Request Strategic Workforce Planning Strategic Workforce Planning 6

7 STRATEGIC WORKFORCE PLANNING Translate long-term corporate strategy into execution plans by insuring that the strategy is supported by the right workforce the right skill sets and headcount at the right time. Look at long-term demand for resources by exploring scenarios that impact those demands. STRATEGIC WORKFORCE PLANNING Translate long-term corporate strategy into execution plans by insuring that the strategy is supported by the right workforce the right skill sets and headcount at the right time. Look at long-term demand for resources by exploring scenarios that impact those demands. Also look at what s going to happen with your current workforce, for example, through retirement or natural attrition. Evaluating demand against supply helps you understand what gaps there may be positive or negative so that you can proactively plan for needed resources. You can anticipate the headcount and skills needed to support your business strategy. UPDATE 18A REVISION HISTORY This document will continue to evolve as existing sections change and new information is added. All updates appear in the following table: Date Feature 19 JAN 2018 Notes Created initial document. OVERVIEW This guide outlines the information you need to know about new or improved functionality in Oracle HCM Cloud Release 13. Each section includes a brief description of the feature, the steps you need to take to enable or begin using the feature, any tips or considerations that you should keep in mind, and the resources available to help you. Oracle HCM Cloud release documents are delivered in five functional groupings: Suggested Reading for all HCM Products: HCM Cloud Common Features (This document pertains to all HCM applications. It is the base human resource information for all products and HCM Tools.) Global Human Resources Cloud (Global Human Resources contains the base application in which other application use for common data such as workforce structures and person information. Regardless of what products you have implemented you may want to see the new features for Global Human Resources that could impact your products.) 7

8 NOTE: Not all Global Human Resource features are available for Talent and Compensation products. Optional Reading for HCM Products (Depending on what products are in your cloud service): Talent Management Cloud (All Talent applications) Workforce Rewards Cloud (Compensation, Benefits, Payroll and Global Payroll Interface) Workforce Management Cloud (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: /saasreadiness/hcm under Human Capital Management Release Readiness GIVE US FEEDBACK We welcome your comments and suggestions to improve the content. Please send us your feedback at Indicate you are inquiring or providing feedback regarding the Global HR Cloud What s New for Release 13 in the body or title of the . 8

9 RELEASE FEATURE SUMMARY Action Required to Enable Feature Feature None (Automatically Available) Enable via Opt In UI Only Enable via Opt In UI Plus Additional Steps Not Enabled via Opt In UI but Setup Required Issue Service Request Human Resources Global Human Resources Automatic Generation of Position Code Configure Transaction Rules for Information Sharing Assignment Category, Union and Collective Agreement Attributes Added on the Manage Positions and Position Synchronization Pages Workforce Structures Minimum Search Characters Mass Legal Employer Change Document Records and Document Delivery Preferences Security Enhancements Configurable Notifications for Workforce Deployment Based on Reports Improved Directory Search Results Human Capital Management for Argentina Enhanced National Identifiers Validation Human Capital Management for Belgium Existing Flexfield Replaced by Statutory Dependent Field Human Capital Management for Brazil Maintaining Person Information Maintaining Work Structure Information Maintaining Employment Information Human Capital Management for Canada Record of Employment Leave of Absence Events Record of Employment Events: Creating and Removing Event Notifications 9

10 Action Required to Enable Feature Feature None (Automatically Available) Enable via Opt In UI Only Enable via Opt In UI Plus Additional Steps Not Enabled via Opt In UI but Setup Required Issue Service Request Human Capital Management for France Vacation Accrual Formula for Absence Management Sickness Entitlement Formula for Absence Management Worklife Solutions Corporate Socail Responsibility Simple Steps to Register and Get Started Track Updates and Progress from Volunteering Dashboard Organized Administration Dashboard to Manage Volunteering Employee Wellness User Interface Improvements to Manage Activity Tracking Services Transactional Business Intelligence for Human Capital Management New Attributes for Worker's Employment Contract New Attributes for Collective Agreements New Dimensions for the Setup Objects and Profiles Real Time Subject Area Improved Performance of the Organization Hierarchy Performance Improvement of the Position Hierarchy 10

11 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. AUTOMATIC GENERATION OF POSITION CODE You can now generate the position code in any of the following ways: Manually Automatically prior to submission Automatically upon final save You can use this feature to reduce the effort in manually providing the position code for each position being created. If you select the automatic method, the generated position code will be numeric across the enterprise level. Use the Manage Enterprise HCM Information task in the Setup and Maintenance work area to generate position codes for your enterprise. The default generation method is Manual. Specify the Position Code Generation Method The automatically generated position code will be numeric across the enterprise level. The initial position code field validation helps in identifying the starting position code in automatic position code generation. KEY RESOURCES For more information, go to Applications Help for the following topic: Position Code Generation Methods: Explained CONFIGURE TRANSACTION RULES FOR INFORMATION SHARING You can configure rules for the Information Sharing process using the Transaction Console in the Navigator. 11

12 Configure Transaction Rules for Information Sharing You can configure the following processes for information sharing: 1. Share Information: This approval notification is sent to the person whose information is being shared. For example if a manager shares information for a worker on his team, the worker will receive a notification requesting approval before the information is shared with the recipient. 2. Share Information Approval FYI Notification: This notification is sent to the person who shares information indicating that the request has been approved. 3. Share Information FYI Notification: This notification is sent to the recipient of the information which is being shared. 4. Share Information Reject FYI Notification: This notification is sent to the person who shares the information, indicating that the request has been rejected. TIPS AND CONSIDERATIONS The default rules are configured to be consistent with how the feature worked before this update, and are detailed below: Share Information: If the worker's information is shared by the worker, the transaction is automatically approved. If information is shared by someone other than the worker, the approval notification is sent to the worker. Share Information Approval FYI Notification: If the worker approves the request to share his information, the FYI notification is sent to the person who initiated the information sharing transaction. Share Information FYI Notification: The FYI notification is sent to the recipient identified in the information sharing transaction. If the request was initiated by someone other than the worker, this notification is only sent after the worker approves the transaction. Share Information Reject FYI Notification: If the worker rejects the request to share his information, the FYI notification is sent to the person who initiated the information sharing transaction. ASSIGNMENT CATEGORY, UNION AND COLLECTIVE AGREEMENT ATTRIBUTES ADDED ON THE MANAGE POSITIONS AND POSITION SYNCHRONIZATION PAGES The following attributes are added on Create and Edit Position, and Position Synchronization pages: Assignment Category Union Collective Agreements 12

13 Assignment CategoryUnion and Collective Agreements Fields on the Create and Edit Position Pages You can now synchronize the assignments with the values for the above position attributes. KEY RESOURCES For more information, go to Applications Help for the following topics: Assignments: Explained Contracts and Collective Agreements: Explained Managing Collective Agreements: Explained Managing Worker Unions: Explained Position Synchronization: Explained WORKFORCE STRUCTURES MINIMUM SEARCH CHARACTERS You can define the minimum number of characters to search for workforce structure objects using the Manage Enterprise HCM Information task in the Setup and Maintenance work area. 13

14 Specify Minimum Number of Search Characters for Workforce Structures This minimum search characters are used to search for the name and code for each search page depending on the number of objects. For performance reasons, the minimum value is 1. TIPS AND CONSIDERATIONS If your organization has a detailed department structure with a large number of departments, it is recommended that you use 3 characters to search for departments. whereas if you have a few departments then you can set the value to 1 character to make the search easier. MASS LEGAL EMPLOYER CHANGE Enhance the ability of HR Specialists to efficiently transfer workers in bulk from one legal employer to another using the Mass Legal Employer Change process. All the primary assignment data and salary information is copied from the primary assignment of the source work relationship to the destination work relationship for all the selected workers. You can also select workers from different legal employers to be transferred to the same destination legal employer. On the Changes page of the Mass Legal Employer Change process, you can provide specific values for certain assignment attributes. These specific values will be applied to all the selected workers and will override the corresponding values on the workers' primary assignment. 14

15 Changes Pageof the Mass Legal Employer Change Process After you submit the mass legal employer change process, you can monitor the progress of the scheduled job from the Mass Updates work area dashboard. On the dashboard, there are columns displaying counts related to total, succeeded, warning, and failed workers. The count for warning and failed workers are displayed as hyperlinks. You can click the links to see the details about the warnings or errors. You can create a supplemental batch for workers with errors after the errors are fixed at source. Manage Mass Updates Dashboard KEY RESOURCES For more information, go to Applications Help for the following topics: Creating a Mass Legal Employer Change: Worked Example Mass Legal Employer Change Statuses: Explained Adding Population for the Mass Legal Employer Change: Explained How can I create a supplemental batch? Can I copy the salary during a mass legal employer change? 15

16 ROLE INFORMATION Security Privileges Aggregate Privilege Name and Code Job Role Name Perform Worker Mass Legal Employer Change Human Resource Specialist ORA_PER_PERFORM_WORKER_MASS_LE_CHANGE DOCUMENT RECORDS AND DOCUMENT DELIVERY PREFERENCES SECURITY ENHANCEMENTS Simplify access to the Document Records work area by now securing the work area access for line managers and HR specialists using separate privileges. Streamline access to the document delivery preferences, which are now secured with their own security privileges and not shared with document records. Provide greater control by now granting delivered read only access privileges to document records and document delivery preferences. TIPS AND CONSIDERATIONS In releases prior mto Update 18A, the seeded Line Manager role was assigned the Manage Person Documentation aggregate privilege. Starting with Update 18A, the Manage Person Documentation privilege is replaced with the Manage Person Documentation by Manager aggregate privilege for the seeded line manager role. Therefore, customers having custom line manager roles will have to update the security configuration of those custom roles to reflect this change in aggregate privilege. ROLE INFORMATION The following are the roles and their defined security privileges: 16

17 Roles Security Privileges Employee, Contingent Worker Manage Person Documentation by Worker Manage Person Document Delivery Preferences Line Manager Manage Person Documentation by Manager Manage Person Document Delivery Preferences Human Resource Specialist Manage Person Documentation Manage Person Document Delivery Preferences Human Resource Analyst View Person Documentation View Person Document Delivery Preferences HCM Application Administrator, Benefits Administrator, Human Resource Manager, Application Implementation Consultant Manage Person Documentation Manage Person Document Delivery Preferences CONFIGURABLE NOTIFICATIONS FOR WORKFORCE DEPLOYMENT BASED ON REPORTS You can now configure workforce deployment notifications using Oracle Business Intelligence (BI) Publisher reports. You can use the standard BI Publisher templates to configure the notifications for the following workflow tasks. Add assignment Add contact Add contingent worker Add nonworker Add pending worker Add terms Create contracts Change assignment Change manager Change work schedule Change working hours Document records Manage areas of responsibility Manage checklists Manage directs Manage employment Manage grades Manage grade ladders Manage grade rates Manage jobs Manage locations Manage organizations Manage positions Manage work relationship New hire Person external identifiers Person notes 17

18 Personal information Promotion Share information Termination Transfer To configure the report templates, you must download the templates from the BI Publisher server and use Microsoft Word to edit them. You upload the edited templates back to the BI Publisher server. The following prerequisites must be met for using BI Publisher notifications: 1. Download and install the Oracle BI Publisher Desktop: 2. Download and install the Template Builder for Word to use Microsoft Word to edit the layout templates. To download, install, and set up Template Builder for Word, see Creating RTF Templates by Using BI Publisher 11g Template Builder for Word NOTE: You can modify the BI Templates only if you have the BI Administrator role. You must also configure the profile options to use the BI Publisher for notifications: Click Navigator > Setup and Maintenance. On the Setup page, click the Tasks panel drawer. In the Tasks panel drawer, click Search. In the Search text box, enter Manage Administrator Profile Values and click the Search icon. Click Manage Administrator Profile Values. On the Manage Administrator Profile Values page, in the Profile Option Code field, enter BIP_ and click Search. 7. In the Search section, set the following to true. BIP_ _NOTIFICATION_HCM_PER: to use BI Publisher notifications for Global Human Resources only. BIP_ _NOTIFICATION_HCM: to use BI Publisher notifications for all HCM business processes. BIP_ _NOTIFICATION: to use BI Publisher notifications for all Oracle Fusion business processes that can use BI Publisher notifications. TIPS AND CONSIDERATIONS You can edit the BI Publisher templates to add headers and text. You can add data model attributes to the template if they already exist in the data model used for the template. KEY RESOURCES For more information, go to Applications Help for the following topics: HCM Notifications Based on Reports: Overview Templates and Data Models Used for HCM Notifications Based on Reports Configuring Workforce Deployment Notifications Using Reports: Worked Example 18

19 IMPROVED DIRECTORY SEARCH RESULTS The Directory person keyword search is enhanced by lowering the priority of the areas of expertise, areas of interest, and talent skills relative to the other fields searched in the keyword search so that the best results are sorted to the top of the search results. When you enter people's names in areas of interest, areas of expertise, or talent skills and search for people in the Directory using a name, the results displayed records where those names matched in the areas of interest, areas of expertise, or talent skills. These person records were listed in the same sort order as other people whose names matched. For example, if there are two people with the names 'Simpson, Charles' and 'Simpson, Thomas' and no data in the areas of expertise. A third person whose name is 'Adams, Sue', but has entered 'Simpson' in her areas of expertise. Prior to this enhancement, if a person keyword search was performed with Simpson, the Directory search results were returned as: Adams, Sue Simpson, Charles Simpson, Thomas The above results, while were correct, was not expected by most employees. While 'Adams, Sue' should be returned in the search results because her record has 'Simpson' in the areas of expertise, most employees expect her record to be lower in the search results. With this enhancement, the Directory search results will now be returned as: Simpson, Charles Simpson, Thomas Adams, Sue KEY RESOURCES For more information, go to Applications Help for the following topics: Searching for People in the Directory: Explained Person-Record Keyword Searches: Explained HUMAN CAPITAL MANAGEMENT FOR ARGENTINA Oracle Fusion HRMS (Argentina) supports country specific features and functions for Argentina. It enables users to follow Argentina's business practices and comply with its statutory requirements. 19

20 ENHANCED NATIONAL IDENTIFIERS VALIDATION Use enhancements to Argentina s national identifiers validation. The check digit validation is now enabled for both the CUIL unique worker identifier and the CUIT unique tax identifier, in addition to existing format validation. KEY RESOURCES For more information, go to My Oracle Support for the following document: Validating National Identifier Numbers in Oracle Fusion Human Capital Management (Document ID ) HUMAN CAPITAL MANAGEMENT FOR BELGIUM Oracle Fusion HRMS (Belgium) supports country specific features and functions for Belgium. It enables users to follow Belgium's business practices and comply with its statutory requirements. EXISTING FLEXFIELD REPLACED BY STATUTORY DEPENDENT FIELD Use the new Statutory Dependent field in the Contact region. The Statutory Dependent flexfield is no longer stored in a segment of Person Contact Relationship Information. That segment is now read-only, and the field label was changed to Obsolete Statutory Dependent. HUMAN CAPITAL MANAGEMENT FOR BRAZIL Oracle Fusion HRMS (Brazil) supports country specific features and functions for Brazil. It enables users to follow Brazil's business practices and comply with its statutory requirements. MAINTAINING PERSON INFORMATION You can comply with local cultural, business, and regulatory requirements by capturing the following person information specific to Brazil: Additional National Identifiers made available: RIC, CNS, DNV, RNE and Professional Certification 20

21 Brazil National Identifiers Issuing Authority for National Identifiers Place of Birth fields in Biographical Information enabled Predefined values added for Name Title, Contact Type, Disability Status and Driver s License Type The addition of the Supplementary Tax and Reporting address style format Brazil New Hire Address Style Format MAINTAINING WORK STRUCTURE INFORMATION You can comply with local cultural, business, and regulatory requirements by using the legal employer registration, Cadastro Nacional da Pessoa Jurídica (CNPJ), labor regime, and social insurance regime information. Using the Manage Jobs or the Manage Positions tasks, you can effectively assign the Brazilian Occupation Classification codes to relevant jobs and positions. As part of maintaining the work structure information you can perform the following: Create legal authorities Create legal entities 21

22 Manage legal reporting units Create tax reporting unit (TRU) based reporting establishments Define legal addresses from the existing Brazil postal address style Access and download geographical information such as state codes and city codes MAINTAINING EMPLOYMENT INFORMATION You can comply with local cultural, business, and regulatory requirements by capturing the following employment related details specific to Brazil: Worker Hiring Type, Hiring Indicator and First Employment Indicator Work relationship information including Statutory Worker Category, Duration of Labor Contract, Mutual Right of Termination and Nature of Activity Brazil Employment Information Intern information including Nature of Internship and the Internship Level 22

23 Brazil Employment Intern Information 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. RECORD OF EMPLOYMENT LEAVE OF ABSENCE EVENTS Use event processing to generate a Record of Employment (ROE) when the employee goes on a leave of absence. A Record of Employment Notification event is created automatically for leave of absences when both of the following occurs: An absence is created for the employee whereby the element associated with the absence plan is set to automatically generate ROE event notifications.this is done when the absence element template question Should this element create a ROE event notification? is set to Yes. The employee is paid within one year of the absence start date. The Record of Employment Archive processes the ROE events and archives the ROE information for employees whose leave of absence start date is prior to or as of the effective date that the ROE archive is processed. The statuses of the event notifications are explained below: Awaiting Processing: A notification is created when the employee logs an absence with a start date prior to processing the ROE archive. Deferred: Status not supported for ROE leave of absence events. 23

24 Processing: Status not supported for ROE leave of absence events. Complete: The ROE archive was processed successfully for the employee. You may view event notifications for employees using the Manage Event Notifications task in the Payroll Calculations work area. Manage Event Notifications Additional notes regarding the event notification functionality are below. If an absence is removed and the ROE archive is not processed, the notification record is deleted. If an absence start date of an employee changes and the ROE archive has not been processed for the employee, the process date of the event is updated.however, if the absence start date is changed to a date after the effective date of the ROE archive process, the employee is not included in the ROE archive. TIPS AND CONSIDERATIONS Note the parameters for the Record of Employment Archive process are still in effect while processing event notifications. For example, if an employee with an unprocessed ROE event notification is not part of the Payroll Relationship Group submitted for the parameter of the archive, the employee will not be processed. KEY RESOURCES Refer to the Canada Information Center at the link below for additional information. Canada Information Center CA Welcome tab > Product Documentation > White Papers > Implementation and Use Hot Topics (To Receive Critical Statutory Legislative Product News) To receive important Fusion Canada Legislative Product News, you must subscribe to the Hot Topics feature available in My Oracle Support. See My Oracle Support Document ID (Information Center: Fusion Human Capital Management Canada) for further details, and access the content at the location below. CA Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Subscription Feature 24

25 RECORD OF EMPLOYMENT EVENTS: CREATING AND REMOVING EVENT NOTIFICATIONS Use event processing to create and delete Record of Employment (ROE) event notifications that were created for employee termination or leave of absence events. A Record of Employment Notification event is created automatically for terminations or leave of absences when certain conditions are met. You may now manually create or delete notifications, if it is required. The statuses of the event notifications are explained below: Awaiting Processing: notification is created when either of the following occurs: An absence is logged for the employee with a start date prior to processing the ROE archive. The employee s termination date is entered prior to processing the ROE archive. Deferred: not supported for ROE events. Processing: not supported for ROE events. Complete: the ROE archive was processed successfully for the employee. You may view, create or delete event notifications for employees using the Manage Event Notifications task in the Payroll Calculations work area. In the search area of the Manage Event Notifications UI, you must first select a Canadian Legislative Data Group to be able to see the event Record of Employment Notification in the Event Report Type list of values. The values in the Event Report Type LOV are specific to each legislation. When you create a new ROE event notification, select the approval status of Awaiting Processing. You may only delete an existing ROE event notification whose approval status is Awaiting Processing. If you need to delete the event notification and the status is Complete, you must first rollback the ROE archive, then you may delete the desired event notification. Manage Event Notifications KEY RESOURCES Refer to the Canada Information Center at the link below for additional information. Canada Information Center CA Welcome tab > Product Documentation > White Papers > Implementation and Use Hot Topics (To Receive Critical Statutory Legislative Product News) 25

26 To receive important Fusion Canada Legislative Product News, you must subscribe to the Hot Topics feature available in My Oracle Support. See My Oracle Support Document ID (Information Center: Fusion Human Capital Management Canada) for further details, and access the content at the location below. CA Welcome tab > Other Documents > How To Use My Oracle Support Hot Topics Subscription Feature 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. VACATION ACCRUAL FORMULA FOR ABSENCE MANAGEMENT You can calculate the entitlement and current leave balance with the new vacation accrual formula. The vacation accrual formula enables you to perform the following: Calculate entitlements for the current year Carry over of outstanding balance from previous years Calculate the available leave balance (after consumed leave) Leave management for part-time workers Entitlement proration for hire and termination in the month Configure additional entitlement for seniority days The entitlement calculation is based on legislative rules. Absence Plan and Absence Type You must create absence plans for the current year and previous years for the vacation absence types. Use the Manage Absence Plans task in the Absence Administration work area to setup the absence plans and define the plan type. Use the Manage Absence Types task from the Absence Administration work area to create the absence types for vacation such as Paid Vacation and Unpaid Vacation. 26

27 Once you complete the setup and save the absence record, the application calculates the accruals: SICKNESS ENTITLEMENT FORMULA FOR ABSENCE MANAGEMENT You can now calculate sick leave entitlement with the new sickness absence formula. The sickness entitlement formula enables you to: Calculate the leave entitlement Define the number of days to be paid for each rate and for each plan (IJSS and Legal Guarantee Income) Manage relapse and waiting period cases Support of rolling back period 27

28 Transfer of information to payroll Absence Plan You must create two absence plans for each absence type, one to manage the IJSS and the other for legal guarantee income. Creating two distinct plan types will ensure that the entitlement is calculated by plan type. Use the Manage Absence Plans task in the Absence Administration work area to setup the absence plans and define the plan type. The legislative grouping code is used to identify the entitlement type. You must select enable concurrent entitlement for both plan types. 28

29 Absence Type You must create one absence type for each sickness type such as illness, work accident, long term disease, occupational disease, and travel accident with the pattern Illness or injury for the legislation France. Use the Manage Absence Types from the Absence Administration work area. Both the absence plans must be assigned to each absence type as shown in the example below: Once you complete the setup and save the absence record, the application calculates the entitlement: 29

30 WORKLIFE SOLUTIONS CORPORATE SOCAIL RESPONSIBILITY Corporate social responsibility represents a corporation's initiatives to take responsibility for its effects on the environment and social well-being. Corporate social responsibility is increasingly becoming a decisive factor in HR processes to recruit, retain, and motivate the most qualified employees. Oracle Fusion Volunteering enables organizations to promote corporate social responsibility initiatives by creating service opportunities for employees to engage and get involved in causes that are most important to each individual. SIMPLE STEPS TO REGISTER AND GET STARTED Quick and easy steps to get your employees started on corporate social responsibility initiatives. You can now register and specify volunteering preferences during sign up. You can specify preferences for: Causes you want to support Location Volunteering hours Project lead role Suggestions based on the preferences appear in your recommended list. This reduces any effort on your part to search for suitable projects. Volunteer Registration in Four Steps KEY RESOURCES For more information, go to Applications Help for the following topics: My Volunteering: Overview Volunteering Projects: Explained 30

31 TRACK UPDATES AND PROGRESS FROM VOLUNTEERING DASHBOARD Keep track of upcoming projects, volunteering progress, and history using the Volunteering Dashboard. From this dashboard, you can now manage your volunteering projects, update hours on volunteered projects, and review your goal progress. Employee Volunteering Dashboard KEY RESOURCES For more information, go to Applications Help for the following topics: My Volunteering: Overview Registering for a Volunteering Project: Procedure ORGANIZED ADMINISTRATION DASHBOARD TO MANAGE VOLUNTEERING Access information and prioritize key tasks effectively from the administrator dashboard. You can now manage administration tasks such as: Review organizations and volunteering projects submitted for approval Monitor EIN compliance Send employee notifications Seek feedback Review participation and analyze projects across various causes and organizations 31

32 Volunteering Administration Dashboard KEY RESOURCES For more information, go to Applications Help for the following topic: Volunteering Administration Components: How They Fit Together EMPLOYEE WELLNESS Oracle Fusion Employee Wellness supports corporate initiatives to improve employee fitness and health through the use of opt-in wellness features. This application integrates with popular fitness tracking services to simplify and automate the acquisition of exercise data from a wide range of devices. USER INTERFACE IMPROVEMENTS TO MANAGE ACTIVITY TRACKING SERVICES We have made user interface improvements to the wellness administration that make it easier than ever to manage activity tracking services. You can now see all connected activity tracking services available to the employees at a glance and enable or disable a service with the click of a button. Take advantage of the new interface to easily schedule an activity data refresh. The activity data refresh scheduler lets you configure how frequently the activity data is imported from a connected fitness tracking service. This keeps the application up-to-date with most recent data. For instance, you can schedule hourly, daily, or weekly refreshes. The improved interface enables you to quickly view the status of the scheduler, the time of the last and next data refreshes, and the frequency at which you have configured the data refresh. 32

33 Activity Data Refresh Scheduler Activity Data Refresh Schedule and the Available Activity Tracking Services TRANSACTIONAL BUSINESS INTELLIGENCE FOR HUMAN CAPITAL MANAGEMENT Oracle Fusion Transactional Business Intelligence is a real time, self-service reporting solution offered to all Oracle Cloud application users to create ad hoc reports and analyze them for daily decision-making. Oracle 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. 33

34 NEW ATTRIBUTES FOR WORKER'S EMPLOYMENT CONTRACT Improved reporting on workers contract details with the addition of attributes related to employment contract. A new sub folder named 'Contracts' is added under the Worker dimension. This folder contains the following attributes related to the workers: Contract Type Code Contract Type Contract Description Contract Status Code Contract Status NEW ATTRIBUTES FOR COLLECTIVE AGREEMENTS Enhance your reporting on Collective Agreements dimension with the addition of the following new attributes: Effective Start Date Effective End Date Status Union NEW DIMENSIONS FOR THE SETUP OBJECTS AND PROFILES REAL TIME SUBJECT AREA Enhance your Time and Labor subject area reporting with the inclusion of new dimensions. These dimensions provide information about groups, profiles, time allocation, time categories, layout sets and layout components, and rules that report on rules, rule sets, and rule templates. HCM Group - This dimension contains information on the groups that are created and used in Time and Labor module. It includes information on Group definition, members, the inclusion criteria of the group, evaluation period of the group, the evaluation status and so on. HCM Groups are designed to organize your workers into easily identifiable Groups that you assign to the correct worker time processing profile containing a weekly, biweekly or monthly time card period. WFM Profile - This dimension contains information on the different profile definitions, with the various setup objects related to the following: Worker Time Entry Setup Profiles, Worker Time Processing Setup Profiles, and Time Device Setup Profiles. Time Allocation - This dimension contains information on the setup of the allocation distribution of the worker time to various cost segments like Department, Program, and Fund cost segments. Time Categories - This dimension contains information on the setup of time categories used in Workforce Management Rules and Time Balance Definitions. Layout Sets and Layout Components - These dimensions display the definition of layout sets and the layouts within the set, and the defined layout components used in Layouts and Web Clock buttons. WFM Rules - This dimension contains information on the Rules, Rule Sets and Rule Templates. 34

35 IMPROVED PERFORMANCE OF THE ORGANIZATION HIERARCHY Improved performance in reports that leverage the Organization Hierarchy. The existing Organization Hierarchy dimension is modified to render data based on the columns pulled up from the dimension. PERFORMANCE IMPROVEMENT OF THE POSITION HIERARCHY Take advantage of the Position Hierarchy dimension that has improved performance. The architecture of the Position hierarchy has been modified to improve the performance in OTBI queries that use Position Hierarchy

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