Concept: Job Overlap

When a worker is in a job overlap, you may have downstream impacts to:

The
All Positions
report. A single position in Job Overlap will be listed twice.
Terminating a worker who’s in a job overlap position.
The
Move Worker (Supervisory)
business process. Workday suggests that you don't initiate the
Move Worker (Supervisory)
business process on a worker in a job overlap position. We suggest that you end the job overlap before moving the worker.
Future-dated events. Workday suggests that you review any future-dated events for both workers before placing them in a job overlap. Such as any
Change Job
,
Move Worker (Supervisory)
, or
Termination
business process events.
The
Change Job
business process.
Change Job
events for one worker might conflict with events you try to run for the other worker in the same position. Workday suggests not making any changes to a worker in a job overlap position when the other worker in the position has a
Change Job
event in progress.

You can see the

Earliest Overlap Date

on the

Position Overview

tab in the

View Position Restrictions

report. This date is the later of:

The day after the principal worker filled the position restriction.
The day after the last overlap worker left the position restriction.
The
Target Hire Date
on the job requisition.

The

Earliest Overlap Date

doesn't display if:

The position restriction or supervisory organization is frozen.
There's a pending staffing event that fills the position.
The date when the principal worker left the position or returned from leave is earlier than the overlap date.

You can fill a position with an overlap worker using the

Add Job

,

Change Job

,

Contract Contingent Worker

,

Hire Employee

, and

Start International Assignment

tasks. The

Position

prompt has a

Filled Positions Available for Overlap

selection list.

Only filled positions are available for overlap, and only 2 workers at a time can be in overlap for a position. You can overlap workers into positions that are in the past or hire a worker into a position that was available for overlap when the incumbent worker has already vacated.

You can hire a worker into a position that is available for overlap even if the incumbent worker doesn't have a future termination date.

If you require job requisitions, you must create a requisition before you can fill a position with an overlap worker. The target hire date on the requisition can be earlier than the position vacancy date.

If a position has a future-dated

Move Workers (By Organization)

or

Move Workers (Supervisory)

event, you can't fill it with an overlap worker until after the organization change takes effect.

Overlap workers share all security roles associated with the position with the principal worker during the overlap period. The workers share the manager roles as well, regardless of whether or not you enable supervisory organizations to have multiple managers.

Workday doesn't synchronize organization assignments between the overlapped position, the overlapping position, and the position restrictions. If you use these business processes, the changes only apply to the position or position restrictions that you act on:

Change Organization Assignments for Worker
Change Organization Assignments for Workers by Organization

Update the other position or position restrictions separately.

You can rescind or correct business processes that remove principal workers from their positions:

When you rescind, the overlap worker remains in the position and keeps the security roles unless you take additional steps to reassign the worker.
When you correct, you can only change the effective date and the overlap flag. If you've already assigned an overlap worker to the position, you can't change the overlap flag. You can't correct the effective date to be after the date that you hired the overlap worker into the position.

When you hire the overlap worker into a position on the same date that the principal worker leaves the position, the workers aren't in job overlap. The only exception is a termination, as the position doesn't become available until 1 day after the termination effective date. If you hire the overlap worker into the position on the termination date, the workers are in job overlap. If you hire 1 day later, they're not in job overlap.

You can move principal or overlap workers within nonsupervisory organizations with the

Move Workers (By Organization)

business process. You cant use the

Move Workers (Supervisory)

business process, which is only available for moving workers between supervisory organizations, to move workers who are in job overlap. You can't close positions that are in overlap.