Employee changes

The request records the employee or organizational subject, proposed before-and-after values, reason and effective date. It retains the actual preparer and material editors. An authorized Manager can request a team change; HR Specialist prepares only the delegated scope their current grant permits.

Delegated preparation is bounded by person, subject, action and time. It does not give HR Specialist unrestricted permission to edit accepted employment history or acquire an approval role. Revocation or expiry prevents further delegated action.

• State the effective employer, position and reporting relationship.
• Identify the employment episode and affected assignment.
• Keep requested timing separate from the time the change is recorded.
• Resolve stale record versions before submitting a revised proposal.

An independent HR Manager reviews the content and its affected domain scope. The subject, requester and material editors cannot turn a second role into independent approval. Where technical configuration or a broader import needs Admin sign-off, that remains additional to the HR decision.

Changing the employee, dates, organization or material scope invalidates the earlier decision. Approval of one revision cannot authorize another. The accepted proposal retains the decision identity, evidence and current authority used at review.

Future changes remain scheduled until their conditions and effective boundary are met. A future hire does not immediately increase employed headcount, and a scheduled termination does not instantly remove an employee who is still employed today.

Applying a change updates the current employee projection, employment episode and affected position assignment together. Employment and position history retain the event’s effective time separately from its recording time. Capacity and overlapping assignments are checked again where the approved action requires them.

A termination date is the first nonemployed date for the ended episode. The previous assignment and employment history remain available. Rehire creates a new episode linked to the same verified person, preserving the earlier break and reviewed rehire eligibility.

Leave-of-absence start and return are explicit lifecycle events where the approved policy requires them. An employee can remain employed while shown as on leave. A return event restores the appropriate current operating state without creating a second hire or losing the original assignment history.

Routine day-based leave and its balance ledger remain separate from employment-state changes. A request for future absence does not immediately mark the employee away, and a leave cancellation cannot silently erase a previously applied employment event.

Manager receives operational dates and status needed to coordinate the team. Protected medical information, reasons and documents retain their own access classification throughout the request, decision, history and notification paths.

A cancellation before application preserves the cancelled proposal and releases its unused effects through the guarded workflow. A correction after application links to the original change and reconciles later employment, assignment, access, leave and obligation history as required.

Backdating cannot overfill a position, create overlapping employment or rewrite later decisions without review. The original event remains traceable, including what was known when it was recorded. Technical deletion or direct editing of accepted history is not a substitute for that correction.

Configured identity, payroll, recruiting or benefits systems receive only the fields and actions owned by their agreed integration contract. A Core HR change can request a downstream update, but sending or acknowledging that request does not establish the external result.

Repeated source keys return the existing outcome. Changed content under the same identity is investigated, and uncertain external execution stays open for reconciliation. Imported historical events remain evidence at the cutover and cannot trigger fresh accounts, leave earnings or separation notices.

Recent Hires (last 30 days), Recent Terminations (last 30 days) and Open Positions expose the relevant work within scope. Headcount, Turnover Rate and Tenure Distribution use effective events and their stated populations rather than mutable current labels alone.