Setup Considerations: Payroll for Multiple Jobs

Questions	Considerations
How can you pay workers with positions in different companies? (CAN, USA)	If the multiple jobs are in multiple companies, you can separate by company: Tax elections. Withholding orders. You can also pay workers' retro differences from companies other than their current primary company, excluding workers on international assignments. You can pay retro differences in 1 or more pay periods with on-demand additional payments, reducing manual effort when you enter payments. Workday only calculates retro differences for workers with positions in multiple companies when they have pay results in those companies.
How can you process workers' taxes based on their position locations? (CAN, USA)	Workers who have jobs in different companies or pay groups will receive multiple pay results. Set up position override rules so Workday calculates each result based on the position being paid. For Payroll for the U.S., a worker's State Unemployment Insurance (SUI) Authority is always based on the location of the primary position. Certain local taxes also follow the SUI state. For workers whose positions are in the same pay group and company, Workday calculates taxes based on the processing position.
How can you allocate pay to each position? (CAN, USA)	When you need to allocate some of the worker's pay to an additional job, use position-based pay components. If you don't use a position-based pay component, Workday defaults all money and costing to the default processing position. When you use a position-based pay component, Workday applies actuals to the cost center of the worker's secondary position. However, all credit entries, such as taxes, are costed to the processing position for the result. When the primary and secondary positions have separate gross-to-net results (Example: the positions are in different companies), then both the debits and credits will be costed to the cost center of the worker’s secondary position. Workday assigns position-based earnings and deductions to the worker's position when the earnings or deductions don't come from payroll input. Example: The earning comes from compensation.
Will you need to change positions or companies midperiod? (CAN, USA)	Workday prorates payroll results in response to midperiod changes in a worker's job or company. When a worker has multiple jobs, Workday applies pay component proration. When calculating subperiod results for a worker with multiple jobs, Workday prorates both position and worker-based pay components.
When can I start an additional job? (UK)	A worker can start an additional job at any time within a pay period. Workday applies pay component proration. When calculating subperiod results for a worker with multiple jobs, Workday prorates both position- and worker-based pay components.
How can you track time or time off through a third-party system?	You can create an integration from Workday to the third-party system to load the position for each employee. The integration includes the position number and resolves in payroll.
How does Workday process pay for a worker with 1 job but different pay rates dependent on the task, such as a server/bartender?	When the worker has different rates for the same pay component, Workday splits them on the payslip. Workday doesn't split the payslip by the position worktag when: The worker has the same rate across both jobs. You split the payroll results with a position worktag.
How many additional jobs can a worker have in Workday?	There’s no limit to the number of positions a worker can have. For Payroll for the UK, all the positions must be in the same company and pay group.
How can you include steps for other administrators when they add jobs?	You can configure the Add Additional Job business process to include steps such as change organization assignments, approvals, reviews, and assign pay groups.
Do you have workers who are in multiple pay groups? (CAN, USA)	You can have workers in multiple pay groups with multiple jobs. Assign a worker to each pay group when you add an additional job to their profile.
How can you pay a worker for additional jobs after the jobs end?	You can add criteria to your run category that enable you to pay workers for an additional job after it ends. (CAN, USA) Use pay inputs to pay a worker after an additional job has ended. (UK)
When can Workday process retro differences for multiple jobs? (UK)	For workers with multiple jobs or positions in the same company and same pay group, Workday processes retro differences.
How does Workday track time against different salary-based positions?	As a non time entry worker (salary-based), the worker's salary flows from compensation to payroll and you can assign a position-based earning code.
How does Workday pay workers on leave?	Workday considers the type of leave when determining which pay components to process for workers with a status of On Leave . If the worker has multiple jobs, the status that prevails is that of the: Payroll processing position. (CAN, USA) Primary position. (UK)

Reports or Dashboards	Considerations
All Absence Balances	View all absence balances for workers with multiple jobs and where they are in use based on your tenant configuration.
Audit- Workers with Multiple Jobs having Different Organization Assignments	View workers in Canada and the U.S. who have multiple jobs in different organizations. Use to identify workers who might be in more than 1 pay group.
Pay Calculation Results for Worker	View detailed pay results for a worker's positions. When you create position-based pay components, the report lists result lines with the position, pay group, and company. Workday doesn't report results by position on payslips.
View Payroll Other Tax Authorities	See whether a local tax authority in the U.S. follows the SUI tax authority.

Product Area	Considerations
Absence	You can define position-based time off plans. Position-based plans, balances, and limits apply to a position. You define eligibility rules, time off validations, and position-based accrual calculations. You can also define these rules to apply to the worker's primary position or across all positions instead. Worker-based plans have balances and limits that apply to the worker. Typically, eligibility rules, time off validations, and accrual calculations are based on the worker's primary position.
Benefits	You can set up benefit eligibility based on information pulled from the employee's primary job or 1 or more of the additional jobs.
HCM	Workday Payroll uses the positions configured in HCM. You can add or end additional jobs or switch primary jobs with these business processes in the Staffing functional area: Add Additional Job Add Additional Job subprocess Switch Primary Job End Additional Job End Jobs You can also validate hiring restrictions in the supervisory organizations to make sure you can use them with the Additional Job business processes.
Time Tracking	Workday tracks time against the different positions or jobs. When a worker has multiple positions, Workday displays an additional prompt on the Enter Time task to select which position to log time against. There’s also a setting on the worker's Time Entry Template that you can enable to create separate approval events for each position. The time entry calendar includes an additional Position field when a worker has multiple jobs. Workday passes the worker's position to payroll with the time block information.