CBS Workday — Program Monitor

Dependency Detail
Holiday Earning Code vs. Extend Auto-Calculation Conflict

Payroll is consolidating 26-27 holiday codes into one 'Holiday' earning code with work tags. The Extend (Vacation Bidding) session separately discussed auto-calculating floating holidays when a vacation week includes a holiday — eliminating the need for multiple payroll codes. These two decisions conflict directly. If Extend auto-generates the holiday credit and Payroll also has an earning code triggering it, CBS risks double-paying holiday hours.

[Workday Best Practice: Holiday calculation source-of-truth must be decided once — either time-off plan triggers the earning code, or a custom calculation in Extend does. Never both.]

Sessions Referenced: S-17 (Extend), S-28 (Payroll — raised by Cheryl/Erika)  |  RAID Refs: R-80, HA-76, D-102  |  Full Owner: Julie Cronin + Sherry Schroeder + Praneeth Vanteru / (CBS: Erika Genao + Aris Pacheco)

Dependency Detail
Vacation Front-Loading (5 Weeks / 120 Hours) Flow to Payroll

CBS front-loads vacation time (up to 5 weeks / 120 hours) at the start of the plan year. This must be configured in Absence Plans (Time & Absence) AND must have a corresponding earning code in Payroll that picks up vacation payouts correctly. The mechanism by which front-loaded balances appear in payroll (override balance EIB, absence plan auto-load, or manual input) has not been agreed between workstreams.

[Workday Best Practice: Front-loading is configured on the Time Off Plan as an accrual with a reset frequency — but payroll earning codes must be mapped to the specific time-off type so payout calculations reference the right balance.]

Sessions Referenced: S-28 (Payroll — flagged as pending), S-02 (Time & Absence)  |  RAID Refs: CA-05 (PTO structure open), CA-64 (Override Balance template)  |  Full Owner: Julie Cronin + Sherry Schroeder + Praneeth Vanteru / (CBS: Erika Genao + Aris Pacheco)

Dependency Detail
New Hire Onboarding BP Steps vs. Learning New Hire Engagement Overlap

Workday Onboarding (configured in S-22/S-23) delivers tasks, documents, and acknowledgements to new hires via business process steps. Workday Learning (configured in S-26) delivers training content via automated engagements — including two new hire engagements (frontline and corporate). There is no agreed boundary between what a new hire completes in Onboarding vs. Learning. Without this, CBS risks: (1) assigning the same content in both places creating confusion, (2) compliance training missed because each team assumed the other covered it, or (3) new hires overwhelmed with duplicate tasks on day 1.

[Workday Best Practice: Onboarding handles tasks and acknowledgements requiring a signature/checkbox. Learning handles courses, videos, and content requiring tracking. Define the boundary before building either.]

Sessions Referenced: S-22 (Onboarding BP), S-26 (Learning new hire engagements)  |  RAID Refs: HA-71 (Jeremy builds BPs), CA-80 (security assignments)  |  Full Owner: Jeremy Hock + Kashyap Patel / (CBS: Abraham Padilla + Aris Pacheco + Yolanda Salazar)

Dependency Detail
Outlook Calendar Integration — One Integration in Scope, Two Workstreams Claiming It

Workday's Outlook calendar integration sends automatic meeting invites to learners when enrolled in blended (instructor-led) Learning courses. The same integration capability is referenced in Recruiting for interview scheduling via Outlook/Zoom invites. Only ONE email integration is in scope per the SOW. Gary Kerzhnerman (CBS IT) has been asked to coordinate setup for Learning (HA-70), but the Recruiting module also depends on Outlook integration for scheduling. These must be treated as a single IT implementation, not two separate ones.

[Workday Best Practice: The Outlook/Microsoft 365 integration is a tenant-level configuration, not module-specific. One setup covers both Learning and Recruiting — but both must be scoped in the same technical session.]

Sessions Referenced: S-26 (Learning — HA-70, Gary setup call), S-27 (Recruiting — Outlook scheduling referenced)  |  RAID Refs: HA-70 (Jeremy + Gary setup call)  |  Full Owner: Gary Kerzhnerman (CBS IT) + Jeremy Hock + Raja Goru / (CBS: Aris Pacheco)

Dependency Detail
Location Hierarchy as Shared Foundation — Multi-Module Impact

Location hierarchy was finalized in S-23 (D-84): physical work address at the most granular level, with roll-up to contract/pricing level. This single object drives configurations across four workstreams: (1) Payroll — which state tax rules apply (CT 1.1%, NJ 0.8825%, NY 2.925%, MCTMT); (2) Learning — which compliance training auto-assigns (CA-only bloodborne pathogens, CT-specific training); (3) Time & Absence — which overtime rules apply (state-specific OT thresholds differ: CA daily OT vs. federal weekly); (4) Benefits — which benefit plan options are available by state. All four workstreams must reference the SAME finalized location hierarchy object — and use its most granular level (physical address) consistently.

[Workday Best Practice: Location is set once in the tenant and referenced everywhere. If any workstream uses a different location level for their config, you get mismatched state taxes, wrong training assignments, and incorrect overtime calculations simultaneously.]

Sessions Referenced: S-21 (CBA + location), S-23 (D-84 — hierarchy finalized), S-26 (location-based training), S-28 (state tax config)  |  RAID Refs: D-84 (CLOSED), HA-67 (location workbook — OPEN)  |  Full Owner: Joe Delaney (HCM Architect) / (CBS: Cheryl Suarez + Erika Genao + Jeremy Hock + Sherry Schroeder)

Dependency Detail
Security Model — Piecemeal Design Across Workstreams Creating Gaps

Security is being designed workstream-by-workstream: HCM security (S-22), Recruiting security groups (CA-76 — still OPEN), Learning administrator/instructor/assessor roles (S-26, CA-80), Data team security group (S-27, HA-74 — pending security call), Payroll self-service restriction (S-28). No single session has been held to design the CBS Workday security model holistically. This creates risk of: (1) conflicting access levels (a recruiter who also has payroll input access), (2) gaps (a role that can initiate a transaction but no one who can approve it), (3) over-privileged users (data team that can enter their own payroll — prevented by S-28 decision but only because it was caught).

[Workday Best Practice: Security must be designed as a complete matrix (roles × business processes × data domains) before any BP configuration begins. Workday security mistakes are among the most expensive to fix post-go-live — they touch every business process.]

Sessions Referenced: S-22 (HCM BPs), S-24/S-27 (CA-76 — Recruiting security OPEN), S-26 (Learning security — CA-80), S-27 (HA-74 — Data team pending), S-28 (Payroll self-service)  |  RAID Refs: CA-76 (OPEN), CA-80 (OPEN), HA-74 (OPEN)  |  Full Owner: Joe Delaney (HCM Architect) + Kashyap Patel / (CBS: Aris Pacheco + Erika Genao + Gary Kerzhnerman)

Dependency Detail
Union / CBA Membership Attribute — Used Across All Modules

CBS has 45 union CBAs in scope (SOW cap: 44 — monitor). A worker's union membership attribute is the most frequently referenced field across all Workday modules: (1) Payroll — determines which pay group (union vs. non-union), which earning codes apply, which deduction codes (union dues by CBA), which step progression; (2) Benefits — determines which benefit plan options are available; (3) Time & Absence — determines which time rules, shift differentials, and absence plans apply; (4) Learning — confirms union vs. non-union training is standardized (D-95), but trade-specific paths may diverge post-go-live; (5) Recruiting — union positions follow different job req approval paths and internal posting rules. All workstreams must reference the same finalized union/CBA attribute — and data conversion must load it correctly for all 45 agreements.

[Workday Best Practice: Union membership is a worker attribute set in HCM; it must propagate correctly to all modules at hire. Test the full chain (hire → union attribute → correct pay group + benefit eligibility + time rules) in unit testing before end-to-end testing begins.]

Sessions Referenced: S-21 (CBA structure, 45 agreements), S-28 (union pay groups, dues), S-26 (D-95 — training parity)  |  RAID Refs: D-87–D-89 (Recruiting), CA-09 (CBA count), CA-100 (cross-functional RAID log)  |  Full Owner: Joe Delaney + Julie Cronin + Sherry Schroeder + Priya Sequeira / (CBS: Aris Pacheco + Erika Genao + Ligia Torres)

Dependency Detail
Benefit Plan Design is a Prerequisite for Payroll Deduction Codes

Payroll deduction codes for 401(k), Roth, HSA, medical, and dental all reference specific benefit plans by name. In S-28, Julie noted that 'benefit plan names not yet defined' — meaning the deduction code configuration cannot be finalized until Benefits runs their design sessions. This is a hard sequencing dependency: Benefits must lock plan names and structure BEFORE Payroll can complete deduction code setup. Additionally, employer-paid deduction codes (medical employer contribution, 401(k) match) require Erika to provide cost tables (CA-95) before Julie can configure employer cost tracking.

[Workday Best Practice: Benefits and Payroll share a data handshake — benefit enrollment drives deduction calculation. Deduction codes should not be configured without confirmed benefit plan IDs.]

Sessions Referenced: S-28 (Payroll — comp/benefit plan names blank), S-04 (Payroll discovery)  |  RAID Refs: CA-95 (employer cost tables), HA-79 (union dues session)  |  Full Owner: Priya Sequeira (Benefits) + Julie Cronin (Payroll) / (CBS: Erika Genao + Aris Pacheco)

Dependency Detail
Compensation Plan Elements Must Precede Payroll Earning Code Finalization

Earning codes that tie to compensation plans (base salary, allowances, car/phone allowances, gross-up) cannot be fully configured in Payroll until comp plan structure is finalized in HCM. In S-28, Julie left all 'compensation element' fields in the earning code workbook blank — pending Kashyap's comp design sessions. When earning codes are tied to comp plans, they appear in employees' Total Rewards view and Compensation tab. Without this linkage, allowances may appear correctly in payroll but be invisible to employees in self-service.

[Workday Best Practice: Comp plan design sessions with Kashyap (scheduled for week of May 4) are a prerequisite for completing the compensation element column in the earning code workbook. Julie should participate in or receive output from those sessions.]

Sessions Referenced: S-23 (comp structure), S-28 (comp element fields blank — pending)  |  RAID Refs: CA-96 (earning code review — Erika), HA-80 (Julie example codes)  |  Full Owner: Kashyap Patel (Comp) + Julie Cronin (Payroll) / (CBS: Erika Genao + Jason Sardinas)

Dependency Detail
Job Profile Finalization — Referenced by Four Workstreams Simultaneously

Job Profile is the most reused configuration object in Workday after supervisory org. All four workstreams consume it differently: (1) Learning — engagement audience criteria reference job profile to auto-assign training (e.g., 'job profile = Engineer' triggers PM training engagement); (2) Recruiting — assessment stage applies only to specific job profiles (engineering, mechanics, painters, handymen); (3) Time & Absence — exempt vs. non-exempt status (tied to job profile) determines overtime eligibility; (4) Compensation — each job profile maps one-to-one to a grade (D-85). The job profile list must be finalized and agreed BEFORE any of the four workstreams configure their eligibility rules. If a workstream starts configuring against draft job profile names that later change, all eligibility rules referencing those profiles must be rebuilt.

[Workday Best Practice: Job profile is foundational — freeze the list before A&C sessions reference it. Changes after config begins are expensive.]

Sessions Referenced: S-22/S-23 (HCM — grade mapping), S-26 (Learning engagement audience), S-27 (assessment stage by role)  |  RAID Refs: D-85 (CLOSED — grade mapping), CA-82 (engagement definitions)  |  Full Owner: Kashyap Patel + Joe Delaney / (CBS: Aris Pacheco + Yolanda Salazar + Jeremy Hock + Sherry Schroeder)

Dependency Detail
Extend Vacation Bidding App Outputs Must Feed Time & Absence and Payroll

The Vacation Bidding Extend app (scheduled for build week of June 15) outputs approved vacation schedules. These outputs must: (1) write back to Time & Absence (deduct from vacation balance, create absence records); (2) trigger the correct earning codes in Payroll (vacation payout during vacation weeks). The interface design between Extend and Time & Absence has not been documented. Without it, vacation bids approved in the app won't update employee balances or pay, defeating the purpose of the app.

[Workday Best Practice: Extend apps that interact with Workday core data (balances, transactions) must use the Workday REST/SOAP API or calculated fields — not manual re-entry. The integration contract between the Extend app and Time/Payroll must be designed before the app is built, not after.]

Sessions Referenced: S-12/S-17 (Extend design), S-28 (vacation bidding — project plan row)  |  RAID Refs: R-80 (cross-functional risk)  |  Full Owner: Praneeth Vanteru (Extend) + Sherry Schroeder (Time) + Julie Cronin (Payroll) / (CBS: Aris Pacheco + Erika Genao)

Dependency Detail
Contingent Worker / Agency Payroll Boundary — Three Workstreams Must Agree

CBS uses staffing agencies for temporary replacement workers. Contingent workers on agency payroll are tracked in Workday primarily for timekeeping (S-27). However: (1) Payroll must NOT process pay for agency contingent workers — they're on agency payroll; (2) Time & Absence must track their hours for work order and billing purposes; (3) Recruiting uses a separate 'contract contingent worker' BP (not standard recruiting flow) for direct hires. The boundary between what CBS tracks in Workday and what the agency owns has not been formally documented and agreed across all three workstreams. A misconfigured eligibility rule could accidentally include contingent workers in a CBS payroll run.

[Workday Best Practice: Contingent worker type is set in HCM and must propagate correctly to exclude agency-payroll workers from payroll runs. Test explicitly in unit testing.]

Sessions Referenced: S-27 (contingent worker BP), S-28 (payroll processing)  |  RAID Refs: D-98 (data team owns processing), CA-100 (dependency log)  |  Full Owner: Laura Cuevas + Sherry Schroeder + Julie Cronin / (CBS: Aris Pacheco + Erika Genao)

Dependency Detail
Background Check Timing Relative to Onboarding and Payroll Processing

Background check is owned by the primary recruiter and confirmed in the Recruiting workflow (D-99, S-27). However: (1) Onboarding BP triggers after 'Ready for Hire' — if background check is not complete, does onboarding begin before clearance? (2) The data team processes the hire in Workday (D-98) — at what point in the background check process does the data team get the signal to proceed? (3) Payroll must not run for a worker whose hire hasn't been completed by the data team. These three handoffs happen in sequence and the timing isn't documented.

[Workday Best Practice: Background check completion should be a gate before 'Ready for Hire' status is set. If onboarding starts before background clearance, CBS risks a compliance issue if the hire is reversed post-onboarding.]

Sessions Referenced: S-22 (Onboarding BP — background check placement confirmed in Recruiting phase), S-27 (D-99 — background check ownership)  |  RAID Refs: D-99 (CLOSED — ownership), HA-73 (Laura follow-up summary)  |  Full Owner: Laura Cuevas + Kashyap Patel / (CBS: Aris Pacheco + Data Team / Lee)

Dependency Detail
FMLA Touches Three Workstreams — No Joint Design Session Held

FMLA is split across three CBS owners: Marlyn Bernal (medical leaves and FMLA), the data team (all other job changes), and Benefits (benefit continuation during leave). In Workday: (1) FMLA is configured in Time & Absence as a leave type; (2) specific FMLA earning codes in Payroll must activate only when an employee is on FMLA leave (S-28 — eligibility tied to leave type); (3) Benefits continuation during FMLA must be configured in Benefits. A worker who goes on FMLA needs all three to fire correctly at the same moment. No joint session has been held between these three workstreams.

[Workday Best Practice: Leave of absence business process triggers a chain of events across Time, Payroll, and Benefits simultaneously. All three must be designed in coordination — a Leave Administration session is typically a cross-functional session, not individual workstream design.]

Sessions Referenced: S-22 (Onboarding/data team — Marlyn handles FMLA separately), S-28 (FMLA earning code eligibility)  |  RAID Refs: CA-100 (dependency log)  |  Full Owner: Sherry Schroeder (Time) + Julie Cronin (Payroll) + Priya Sequeira (Benefits) / (CBS: Marlyn Bernal + Erika Genao + Aris Pacheco)

Dependency Detail
GL Account Mapping Requires Alignment Across Payroll, Accounting, and NetSuite Integration

Payroll GL account assignments are being reviewed by Cheryl and Erika (CA-98). Separately, Cheryl has been asked to provide NetSuite internal IDs for cost centers (CA-68, S-23 — still open). The NetSuite integration (one of 24 in scope) must receive payroll journal entries mapped to the correct GL accounts. These three workstreams (Payroll config, Reporting/Accounting, NetSuite integration) are all touching GL mapping independently. Anna Clemente (Controller) should be in the room when GL assignments are confirmed.

[Workday Best Practice: Payroll Account Posting Rules (APRs) must be built once Payroll earning/deduction codes AND GL accounts are both finalized. APRs are the bridge — building them before both sides are confirmed leads to rework.]

Sessions Referenced: S-23 (CA-68 — NetSuite IDs for cost centers OPEN), S-28 (CA-98 — GL review)  |  RAID Refs: CA-68 (OPEN), CA-98 (OPEN)  |  Full Owner: Raja Goru (Integrations) + Julie Cronin (Payroll) / (CBS: Cheryl Suarez + Erika Genao + Anna Clemente)

Dependency Detail
Union Internal Posting (7-Day Requirement) and Cascading Backfill

For union positions, CBS must post internally for 7 days when a seat opens, allowing current staff to apply based on building seniority and required skills. When an internal employee fills that position, their vacated position must also be posted internally — creating a cascading chain of postings. Final backfill comes from the external replacement pool. This process requires: (1) Recruiting — condition rules for site-specific internal postings (HA-68 — still OPEN); (2) HCM — position management must allow the original position to be re-opened and the vacated position to be created; (3) Potentially Time & Absence — seniority tracking for bid rights. The condition rule exploration (HA-68) is still open, and the cascading backfill logic has not been modeled in Workday.

[Workday Best Practice: Cascading backfill is not a native Workday workflow — it must be managed through position management discipline and/or Extend. Define whether CBS will manage this manually or automate it before Recruiting config is finalized.]

Sessions Referenced: S-24 (union posting requirement), S-27 (D-101 — cascading backfill referenced)  |  RAID Refs: HA-68 (site-specific internal postings — OPEN)  |  Full Owner: Laura Cuevas + Joe Delaney / (CBS: Aris Pacheco + Richard Peralta + Ligia Torres)

Dependency Detail
Shared Weekly Period Schedule — Formal Alignment Required

In S-28, Julie confirmed that a single weekly period schedule will be shared by Payroll and Time & Absence. This is Workday best practice and was confirmed as a decision (D-103). However, the schedule has not been formally shared with Sherry Schroeder (Time & Absence) or documented as a cross-workstream agreement. If Time configures a different schedule reference (e.g., using a separate time period schedule object), the integration between approved time entries and payroll calculation breaks.

[Workday Best Practice: Payroll period schedules and Time period schedules should reference the same schedule object in Workday — this is required for timesheet-gated earning codes to calculate correctly.]

Sessions Referenced: S-28 (D-103 — single weekly period schedule confirmed), S-02 (Time tracking)  |  RAID Refs: D-103 (CLOSED)  |  Full Owner: Julie Cronin + Sherry Schroeder / (CBS: Erika Genao)

Dependency Detail
Rehire Direct Deposit Reactivation for High-Volume Replacement Worker Cycles

CBS conducts large-volume replacement worker rehire cycles (seasonal, event-based). When workers are rehired, their direct deposit accounts from prior stints must be reactivated in Workday Onboarding before payroll runs. HA-35 (design direct deposit reactivation workflow) and CA-28 (CBS Payroll to determine reactivation process) are both open from S-05 and have not been resolved. With the data team now owning all hire processing (D-98), they need a clear protocol for when and how to reactivate direct deposit during rehire — or workers will default to paper checks on their first payroll.

[Workday Best Practice: Workday does not automatically reactivate direct deposit from prior employment. A business process step must be built into Onboarding or Rehire to prompt the worker or HR to confirm payment method.]

Sessions Referenced: S-05 (CA-28, HA-35), S-27 (D-98 — data team owns hire processing)  |  RAID Refs: CA-28 (OPEN), HA-35 (OPEN)  |  Full Owner: Laura Cuevas + Julie Cronin / (CBS: Erika Genao + Data Team / Lee)

Dependency Detail
Change Impact Logging in RAID+C — Not Happening Consistently Across Design Sessions

In S-22, Michele Riggio (OCM) specifically noted that change impacts must be documented in the RAID+C log for training and communications planning. In S-25 (OCM kick-off), Abraham Padilla was asked to populate the OCM Discovery Questions. However, design sessions S-26 (Learning), S-27 (Recruiting), and S-28 (Payroll) produced zero OCM change impact logs. For each decision that changes how a CBS employee does their job — new system, new process, new approval, new self-service action — Abraham and Michele need a corresponding entry to build targeted training and communications. Without it, OCM operates in a vacuum and training materials will miss real use cases.

[Best Practice: Change impact logging is most valuable closest to the design decision. Retrofitting change impacts from memory after config is complete leads to incomplete training and missed stakeholder preparation.]

Sessions Referenced: S-22 (Michele noted RAID+C), S-25 (OCM kick-off), S-26, S-27, S-28 (no OCM logs generated)  |  RAID Refs: CA-78 (Abraham — OCM Discovery Questions), CA-79 (Abraham — OCM recurring session)  |  Full Owner: Michele Riggio + Abraham Padilla / (CBS: All Workstream Leads)

Dependency Detail
Data Conversion Quality is a Prerequisite for Configuration Accuracy Across All Modules

Every Workday module relies on accurate converted data to function correctly from day 1: (1) Learning engagements auto-assign based on job profile, location, and supervisory org — if converted data has errors, wrong employees get training; (2) Payroll pay group assignment depends on union membership attribute — if CBA assignment is wrong, workers are taxed and paid incorrectly; (3) Benefits eligibility depends on worker type, location, and union status — errors lead to wrong plan offerings; (4) Recruiting uses converted position data as the basis for job requisitions. Colleen Martinez (Data Lead) is managing data conversion, but there is no documented data quality gate between conversion and module configuration testing.

[Workday Best Practice: Run data quality reports on converted data before unit testing begins. Specifically validate: supervisory org hierarchy completeness, job profile assignments, location assignments, union/CBA attribute, worker type (employee vs. contingent). Errors in these five fields cascade to every module.]

Sessions Referenced: S-07/S-11 (data conversion methodology), S-26 (engagement audience accuracy), S-28 (pay groups depend on union attribute)  |  RAID Refs: CA-47–CA-54 (data conversion actions), HA-52 (Colleen templates)  |  Full Owner: Colleen Martinez (Data Lead) / (CBS: Aris Pacheco + Erika Genao + Jeremy Hock + Sherry Schroeder)