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absence management absence management setup framework

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    Oracle Fusion Absence Management is a configurable and flexible global solution that enables organizations to manage absences of their workforce. The framework provides ability to define both complex and diverse absence plans. It integrates with the Oracle Fusion Global Payroll and Oracle Fusion Time and Labor products. There are dedicated work areas for the roles of Administrator and Employees. Simplified user interface is provided for employees absence data entry.


    Oracle Fusion Absence Management provides the framework to easily set up occupational sick plans, occupational maternity plans, and vacation plans, as well as accrual, qualification, and non-balance type plans. You can specify accrual calculation rules using the matrix method or Oracle Fusion Fast Formulas. Create and attach eligibility profiles to govern employees participation in the plans.


    While defining each absence type, you can configure approvals differently for the roles of employee, line manager, and administrator.


    Workers can enter absence time in the simplified calendar. To ease data entry, the calendar renders according to the type of absence being scheduled and shows all scheduled absences. Analytics present summary information. Workers can also enter absence time in the Time work area, where they can search for, view, and update absences, and view balances.

    Human resources specialists and absence administrators can use the People Management work area to review and update employee plan enrollment, balances, adjustments, and accrual calculations. HR Specialists and

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    administrators can also use the Absence Administration work area to maintain absence types, plans, reasons, certifications, categories, repeating periods, and eligibility profiles, and to schedule and monitor absence processes.


    Oracle Fusion Benefits is a complete, configurable and flexible global solution that enables organizations to successfully evolve and adapt to the unique requirements of their workforce. Use Oracle Fusion Benefits to create appropriate benefits solutions, from simple plans for the entire workforce to highly complex plans that selectively provide different segments of the workforce with specific benefit packages. The delivered self-service enrollment presents participants with an intuitive process that guides them through eligible benefit elections with helpful contextual information and embedded analytics.


    You can export a program, a plan not in program, or an eligibility profile from one environment and then import it into other environments and to the same or different enterprises in the same environment. You can create plan objects during the import, including adding prefixes, suffixes, or both to object names, or reuse objects that exist in both the source and destination environments. You can also map third-party objects, such as HR and payroll objects, between environments.

    After the import completes, you can review the imported plan configuration using a graph to visually identify any discrepancies between the number of source and destination objects. Click the relevant bar to view details about the source and destination objects and identify which source objects were imported.

    Access the Export Plan Configuration and Import Plan Configuration tasks in the Setup and Maintenance or Plan Configuration work area.


    The concept of flex credits and cafeteria-style selection of benefit offerings is fundamental to the United States ERISA Section 125 provision, making employer-allocated monetary funds available for workers to use towards the purchase of specific benefits is common world-wide.

    Oracle Fusion Benefits now enables benefit administrators to configure and administer flex credits for their enterprise. Administrators can configure flex credit pools at the program level, plan-in-program level, and option-in-plan-in-program level. When participants enroll in the benefit offering associated with a pool, they can spend the calculated credits provided by that pool towards purchase of benefit choices that were configured as spending options. Credits that remain after enrollment are disbursed as cash, transferred to any configured rollover plans, or forfeited depending on the configuration.

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    A guided process in the Plan Configuration work area enables administrators to create the flex credit plan and configure the following aspects:

    Select plan years and attach programs. Create rates to store the total flex credit value offered to the participant and the excess credit amount. Configure the method to calculate the credit value. Add rates of spending options that must deduct from the credit pool on enrollment. Define rules to handle treatment of excess credits after enrollment.

    Participants can choose higher coverage and more expensive plans than what the flex credits program covers; they can pay for the remaining costs themselves depending on the configuration of the flex credit plan.

    Existing tasks have been updated with the following functionality to support the flex credit configuration:

    Administrators can indicate a standard rate as a rollover rate that accepts flex credits. A flex credits ledger is now available on the Enrollment Results page. On the Create or Edit Program page, administrators can now indicate that a program belongs to the flex-

    credits type or flex-credits-plus-core type. On the Create or Edit Plan Type page, administrators can configure a plan type for flex credits usage. On the Edit Benefits page, participants can view the flex credit usage summary on each guided process

    step during enrollment. On the Benefits Overview page, participants can view a summary of provided credits, used credits, rolled

    over credits, credits received as cash, and forfeited credits.

    When a participant enrolls in a benefit offering that has flex credit calculations and benefit pool defined, the total credit value is transferred to payroll through a single element and input value. The deduction elements also transfer separately to Oracle Fusion Global Payroll. Oracle Fusion Global Payroll considers the total credits to increase gross earnings, and then decrease earnings by any pretax deduction elements.


    Using the Manage Self Service Configuration task in the Plan Configuration work area, you can now indicate whether to display two new warnings:

    Indicate whether to warn participants after they click the Change Benefit Elections button, to first verify that their contact records are accurate before starting enrollment as they cannot add new contacts after they start.

    Indicate whether to warn participants to select dependent or beneficiaries for designation before moving to the next step in the guided flow. For plans that are configured to offer dependent or beneficiary designations and specify a minimum designation, the warning directs participants to select an offering and then scroll down to the designation section.

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    Now you can create variable rates by defining variable rate profiles and associating them with standard rates using the integrated Microsoft Excel workbook. Using this single integrated workbook, you can create and upload multiple variable rate profiles, associate uploaded and existing profiles with existing standard rates, and upload the standard rate changes into the application database.

    To generate the workbook, use the Manage Benefit Rates task in the Plan Configuration work area. In the Variable Rate Profiles tab search results, click Prepare in Workbook.


    You can now duplicate existing standard rates so that additional legal employers can use them. You can also elect to copy the variable rates associated with the standard rate, as well as their child objects, such as variable rate profiles and formulas. Access this new feature using the Manage Standard Rates task in the Plan Configuration work area.


    Oracle Fusion Compensation enables your organization to plan, allocate, and communicate compensation using the most complete solution in the market. Make better business decisions using embedded analytics and a total compensation view of workers, regardless of geographic location or pay package components.


    You can use five predefined formulas to configure eligible salary for workforce compensation components. Copy and create your own version of the formula to calculate the default eligible salary using one of the following methods:

    Daily average Month end average Daily average with a 90-day minimum Daily average that considers full-time equivalent for part-time workers Daily average for specific job codes

    The formulas are available from the Manage Fast Formula page and are of the Compensation Default and Override type. Search for CMP_ELIGIBLE_SALARY_PRORATION% to view all five.

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    The analytics available on the approve tab type are enhanced. You can now export data to Microsoft Excel, detach the table, freeze columns, and filter the results. A new setup task is available in the Workforce Compensation plan setup area where you configure the filters you want to use to filter report results. You can also view worker details from the analytics. Wherever there is a count of work

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