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WQM Reminder to contact the Reward ET for approval of a purposefully Out of Policy salarychange request go to step 5

Reward ET approves, via email, an Out of Policy / Standard Salary Range or Banding request go to step 7

Global PMOL team assigns WQM ticket to Tier 2 for Downstream analysis and Processing goto step 1

Employee returns a signed contract which means the system can be updated go to step 8

This is the final output ofG L UKPROC WFA010 CONT001 Contract Letter Production andAdministration not from Resourcing The Contact Centre have received this and assigned it tothe existing ticket and set the JDC ticket to in progress

Change to employees start date:

Notification of a mistake or clerical error from Line Manager

The Radio button on the JDC form Amendment to previous form should be ticked in thiscircumstance. -

f no action has been taken e.g. no contracts have been requested/produced and the employeehas not been set up on the system follow this process from step 1 adjusting the start date asrequired.

If the process has started e.g. contracts have been produced and/or the employee has been setup on the system follow the process G PROC WFA022 GEN Data Correction correct dataappropriately and use the PeopleSoft guide G AUG GEN QRS 51 Data Correction L UK GUILWFA 030 JDC 003 Peoplesoft Procedure Guide

JDC Criteria for Manual forms

International Assignee (assignment type 103) going on movement (Initiation, Repatriation andLocalization) in the receiving country only.

Permanent Transfers (Assignment type 105) where relocation support is being provided byUnilever Global Mobility Team (UL GMT) in the receiving country only.

The Line Manager completing the JDC form does not have access to Peoplelink Online and thus

is allowed to use the manual form. An example of this could be a Line Manager who works in afactory. Local UK validation of off line forms matrix available

There may be exceptional circumstances in which a manual form would be submitted: e.g. supplychain (HR Ops Person). They would need to specify in the email the reason for which the form issubmitted manually and by a different person.

Outputs:Invalid requests rejected (e.g. due to incorrect salary banding/requestor not approved etc)

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JDC Form requested if PMOL downstream activity requires it.

Relevant documentation is issued and returned

Job data changes are actioned in the system (PeopleSoft)

Contract Production process triggered and completed if necessary

Payroll actions completed / Payroll informed of changes

Benefits actions initiated, including car benefitsStakeholders notified including Unilever JML Team

Service LevelAgreements (SLAs)

WFA - HR record changes - Accenture processing timeliness

WFA - HR record changes - Accenture processing accuracy

WQM OperationalCategorisations

1. Standard Job Data Change:

Core HR Administration > Employee Record Change > Job Data Change

2. PMOL Downstream activities

Tier 1: Core HR Administration

Tier 2: Position Management

Tier 3: Downstream Activities

This is used for the first part of the process where WQM tickets are triaged from the PMOL team

to WFA Tier 2. If there is employee impact, Tier 2 will contact the Line Manager and request a

Manage my team data (JDC) form to be submitted to Peoplelink. For this part of the process,

use the Ops Cats below. The 2nd part of the process is the receipt by Tier 2 of the requested

form from the Line Manager, Manage my team data (JDC) form; for processing this Form use the

standard Ops cats. Job Reclassification

Operational Cat Tier 1: Core HR Admin

Operational Cat Tier 2: Employee Record Change

Operational Cat Tier 3: Job Data Change

Key Notes on Scopeand Exceptions

Maternity Backfill

The HRBP will create a new temporary position to cover the Maternity/LTA backfill andkeep the person on maternity in their own position, raising the headcount of thedepartment.

The RDC will not create a dummy or temporary position or cloned position for either theperson on maternity/LTA or the backfill only the HRBP can create a temporary position

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for the backfill.

Do not over allocate the current position as this will have work flow and recruitmentimpacts

If a replacement is to be temporarily hired via an agency then no action is required sincethis agency worker will not be maintained on PeopleSoft.

This backfill process also covers other types of long term absence in excess of 12weeks.

When a person goes on/informs that they will be going on maternity or long termabsence, they will remain on the same position that they currently occupy for the durationof their maternity absence and return to the same position

If the Line Manger of this person would like to recruit to fill that position, they must get theHRBP to create a new temporary position prior to calling the Contact Centre to raise arequisition.

If the CC sees that there is no temporary position created, they will tell the Line Managerto: Please contact your HRBP, who will increase the headcount of the department andcreate a new position.

The HRBP creates the new temporary position using the on-line tool (ideally with a note

in the title that this is maternity backfill as a means to identify all these positions) as perstandard process. The Reg/Temp indicator on the on-line tool is used to flag that this isa temporary position.

HRBP informs the LM of the position number.

The LM then call the contact centre back with the position number to raise a requisitionas per standard process

Recruitment of the backfill occurs into the position created by the HRBP

When the person returns from Maternity/Long term absence, the HRBP will inactivate thetemporary position after the backfill has been moved back to their previous role or leftdue to their contract being completed.

As HRBPs are responsible for managing their positions via the PMOL tool, shouldchanges to the either (or both) the temporary position or the main position (occupied bythe person off on Maternity), the HRBP must make these changes via the PMOL tool.

Temporary over-allocation of position

Where an employee is moving positions, leaving or retiring; the position may be sharedfor up to eight weeks for handover to the new incumbent.

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Before processing ensure that the request to transfer/future termination of the currentincumbent has been submitted via a JDC or termination form or the LM has confirmedthat the current incumbent will move within eight weeks handover period Job Sharing

Job Sharing Jworkers with line management responsibility:

In cases of Job Sharing workers with line management responsibility, each incumbentmust be in a one-to-one part time position. The primary line manager will need to be setup with the direct reports. This is because two line managers can never share the sameposition.

Domestic Relocation

For Domestic Relocation follow L UKPROC WFA013 DRN 001 Domestic Relocation

Job Data Change Form Submission

The Job Data Change Form should be submitted by the Line Manager.

The only exception to this is if the JDC is to supplement the International Assignee (assignmenttype 103) Initiation form in which circumstance it is an offline JDC form that is completed by theHRBP.

Work Level Changes as Part of Job Evaluation

Changes to Work Level are part of Position Data and thus must only be changed via the HRBPusing the Position Management Online tool. However, where an employees Line Managerbelieves that their Work Level should be changed (and the employee is not moving into a new jobi.e. no position change), the Line Manager should approach their HRBP to ask for a JobEvaluation, using the local UK Job Reclassification Form. The HRBP will liaise with the UnileverReward Expertise Team to agree whether or not this is valid.

Where the change of Work Level is agreed, the HRBP submits the local UK Job Reclassificationform to Peoplelink (see triggers above). As a result of the Job Evaluation it is likely that there willbe changes to data other than the Work Level (e.g. Salary, Benefits Bandings etc.) so we need toreceive the changes to the Position Data at the same time as the changes to the Job Data.

International Assignees (assignment type 103) on International Assignment and

Permanent Transfers on to local terms. Assignees PS record is transferred to the hostcountry and set up on the host payroll during the assignment period.

Please refer to the following GLWIs:

G L UK PROC WFA030 JDC004 Job Data Change Initiating International Transfer - SendingCountry

G L UK PROC WFA030 JDC005 Job Data Change Initiating International Transfer - ReceivingCountry

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G L UK PROC WFA030 JDC007 Job Data Change Repatriating International Transfer - SendingCountry

G L UK PROC WFA030 JDC008 Job Data Change Repatriating International Transfer -Receiving Country

G L UK PROC WFA030 JDC 009 Job Data Change Localizing International Transfer HostCountry

G L UK PROC WFA 030 JDC 010 Job Data Change Localizing International Transfer HomeCountry

I For all Commuters and Short-term Assignees (assignment type 101 and 107) going onInternational Assignment:Please refer to the following GWI:G PROC WFA030 JDC004 Job Data Change Initiating International Transfer - Sending CountryG PROC WFA030 JDC005 Job Data Change Initiating International Transfer - Receiving CountryG PROC WFA030 JDC007 Job Data Change Repatriating International Transfer - SendingCountryG PROC WFA030 JDC008 Job Data Change Repatriating International Transfer - ReceivingCountry

Note:Assignees PS record remains in the home country and the assignee also remains on the

home payroll.

International Assignment specific allowances are passed directly to Payroll, by

Embargoed Countries

If an employee from an In-scope Country goes on Commuter, Short-term Assignment andPermanent Transfer to an Embargoed Country (Iran, Syria, Cuba, Sudan and North Korea) aservice should only be provided to the International assignee or the requestor on behalf of theInternational assignee if they are calling or emailing from outside of the embargoed country. Ifthe assignee or requestor is based in an embargoed country when they call or email please notifythe requestor that Peoplelink will not be able to assist with this request and direct them to contactthe appropriate Unilever Contact (Local Contact List).

Cross Border Line Managers (i.e. where the Employee and the Line Manager are based indifferent countries)

If the Employee is based in the Country but their Line Manager is not, Peoplelink is responsiblefor the employee not the Line Manager and as such it shouldnt matter in which country theemployees Line Manager is based.

If the Line Manager is based in a different country, they may not know which form to submit or

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maybe unsure of the details required for form completion.

In these instances Peoplelink (the Contact Centre) should email the Line Manager with therelevant form and/or required guidance on how to complete the attached form (if it is not availableon the Unilever Portal)

The Line Manager completes the form and emails it back to Peoplelink (they may requireadditional support from their HRBP) and the transaction is completed as normal

If the Line Manager is based in the country served (e.g. the country in which the PeopleSoftrecords are stored) but their employee is in a different country, Peoplelink cannot help and theyshould direct the Line Manager to the Unilever Portal, where the relevant Country Peoplelinkemail or Insourced Country HR support details are provided.

Note:

Line Managers are expected to be able to converse in English

Forms should be available in the Language(s) of Service and English

The details of the Line Manager can be seen in WQM

The normal WQM Categorisations should be used but the Contact Centre should note CrossBorder in the Summary Field

FAQs on Cross Border are available on the Unilever Portal

See notes on Contract Production in the Contract Production GWIs

For Australia it has been agreed that the Line Managers will email the Service Delivery Manager,who will submit the Form on their behalf

Employment Terms Class

If employment terms class changes from Regular to Temporary, the request should be rejected,with the reason that a permanent member of staff cannot be made a temporary member of staff.

New Hires

New employees hired to fill a position should follow either:

G PROC WFA040 NEW001 New Employee Setup From Line Manager HRBP, or

G PROC WFA040 NEW001 New Employee Setup From Resourcing

Position Management Process:

Unilevers Position Management Policy states that 2 employees in the same Line ManagementPosition can only overlap for a maximum of 8 weeks, which the RDC are not to enforce. This is

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the responsibility of the HRBP to enforce.

This means the Line Manager who has maintained the position the longest is the person whoholds the Direct Reporting status i.e. the Line Manager to whom subordinates report into

Work Permits

Checking work permits and visas is out of scope for Accenture when hiring or making job datachanges to a locally hired foreigner . However the requisition should say whether or a workpermit is required.

It is up to the Hiring Manager or Line Manager to check the employees eligibility to work byensuring they have the appropriate permit/visa to work in your country or that a change to jobdata does not affect the visa/permit legitimacy for the employee.

Some countries have 3rd party support to assist in checking visas/permits/passports (e.g.Cameron McKenna in the UK). It is up to the Hiring Manager or Line Manager to liaise with these3rd parties. Refer to your local OSI to identify if this 3rd party support exists.

Cost Centre Updates

Cost Centre Updates (updating to an already created Cost Centre) for an individual by their LineManager directly follow this process.

When a request is received for assigning one or more employees to a newly created Cost

Centre, the request is to be processed only after the Central Super User team has confirmed thecreation of the new Cost Centre (see G PROC AP MGT100 MRD Local MRD ManagementCSU for further details)

Position Allocation Data

As of 27th April 2009, headcount data will be stored at the Position level under a new sectioncalled Position Allocation.

None of the Position Allocation fields are to be edited manually unless special approval is givenby Data Quality Information Managers (DQIM) for Mass Job/Position Data Uploads under theconditions of restructures.

Advise an HRBP who wants to change position allocation data; that they should set up a new

position using the PMOL tool.

Data correction

If the Data correction checkbox is ticked on the JDC form, no contract is required. A contractproduction ticket will not be created, and all you will only need to follow this GWI.

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Domestic relocation.The following countries do not do domestic relocation and thus, if the Relocation checkbox isticked on the form, they do not need to take any actions: France, South Africa, Germany,Nordics.China / HK localisation:

Where new contracts are triggered by the job data change process, the employee isrequired to sign and return them. Promotion, demotion and transfers do not trigger newcontracts, and there is no requirement for the employee to sign and return the notificationletter. In all cases for China, there is no need to await return of signed documents beforeproceeding to Step 8, as the employee will have been previously involved in the

agreement underlying the change

In step 1. For China and HK, HRBP is authorized to submit L CHHK FORM WFA 045ORG Job Reclassification form to trigger the process. The Reward Expertise teamapproval is not required except:

1. If this is off-cycle salary increase, and base pay increase is beyond 5%;

2. If base pay increase is below 5% or beyond 25% (for WL1), or beyond 15% (for WL2and above) in promotion/demotion case;

Italy localisation:

In Italy, JDC requests will never come directly from Resourcing. The Resourcing team would

complete the Offer Details Form and send it to the HRBP for approval. After approving the formthe HRBP would submit the form which would trigger this JDC procedure.

Turkey specific localisation:

If the SGK region of the employee is changing due to the transfer, follow L TR PROC WFA 040NEW001 SGK Registration and Governmental Foundations Notification for the details of the SGKregistration/termination and other Governmental notifications. This process should be triggeredright after the PeopleSoft update of the employee finalised when there is a Transfer.

When there is promotion, demotion or transfer, no new contract is required to be signed by theemployee; however the letters of promotion/demotion/transfer are required to be signed andreturned.

Germany localization:PeopleLink emails HRBP to request approval from Works Council and review of the LMs choiceof reason for temporary employment, using L DE EMAIL

The case is set to pending, PeopleLink will track and chase HRBP 3 times, then rejects therequest

HRBP will inform PeopleLink with the Reason for Temporary employment when they email PLback to confirm the approval

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If an employee does not have a car or has not received a lump sum, WFA will beresponsible for ensuring the correct allowance amount is updated on Peoplesoft 9including pro-rating when required.

If the employee has received a lump sum or has a management or business needs carcalculating for any changes will be the responsility of the Reward cars team on receipt ofa request from WFA.

WFA will also be responsible for selecting the correct wording where appropriate forletters and terms and conditions

Business Needs cars If the employee becomes eligible for a business needs

car details of this will be provided in the comments section of the PLOL

form. NOTE:WFA will need to use L UK OTH GEN Approvals & Exceptions

Matrix to ensure correct authorization has been provided along with the

request. If not authorization has been submitted WFA are to request this

from the LM.

Part-Time Employees

Details of exact work pattern to be worked by the employee is to be provided by the LM

in the comments section of the on-line JDC form. This is to include actual days, hoursworked on each day and break times. If this information is not provided the form is to berejected.

JDC Action/Reason Code and Comments Validation Agreed in UK that WFA will validate using

L UK OTH GEN WFA 030 JDC Act-Reason code and comments validationmatrix, to ensure correct fields are updated and relevant information is provided by LM incomments of JDC.

# Manual FormOPW Activity

Detail of Manual Process RelatedDocuments

1.

Validate request Validate request information:

The WFA team Contact Centre or Recruitment should have:

G FORM WFA030JDC Job DataChange Form

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Validated that all mandatory fields in G FORM WFA030 JDC Job Data Change Form, G FORM RES060HIRE001 Offer Details or L UKG FORM WFA 045 ORG Job Reclassification Form have been completed,

Validated that the appropriate authorisation has been provided for the request type, including those outside ofpolicy.

See G APPM GEN Approvals and Exceptions Matrix, check to see if there is a tab for your country forexceptions.

If the data correction box is ticked the form must be rejected and the submitter advised to contact his/herHRBP.

JDC Action/Reason Code and Comments Validation Use L UK OTH GEN WFA 030 JDC Act-Reason code and comments validation matrix, to ensure correct fields are updated andrelevant information is provided by LM in comments of JDC. If incorrect reject the request.

Use L UK GUIL WFA 030 for all JDC andJob Reclassification cases How to identifycar eligibility for new & current employees to check previous car status then use theterms and conditions matrix to identify which documents are required. Notify CARSTeam accordingly

Check the approvals and exceptions matrix L UK OTH GEN Approvals & ExceptionsMatrix to identify if further authorization is required.

Validate for Job Reclassification Forms (i.e. a Job Code change).

The request must be submitted via the local UK Job Reclassification Form.

Check the Approvals & Exceptions Matrix to determine whether Reward ET approval is required, as not allWL1 locations require Reward ET approval in the UK

Ensure car eligibility is determined as part of this job reclassification request and all required updates aremade. It is UK Peoplelinks responsibility to ensure all car eligibility and payments are accurate

If approval is required: Evidence (attached via the emailed request) that a formal job evaluation has beenconducted by Reward Expertise Team must be provided for Peoplelink to process this request. The tick boxstating that the HRBP has ATTACHED Reward Expertise Approval must be checked.

If it is not attached, email the HRBP to inform them that they need to supply the Reward ET approval and setthe ticket to Pending. If after 5 days no response has been received, set the ticket to Resolved as a NonActionable item. Use G EMAIL DMS 050 TRAC 006 Track and Chase Non actionable offline request

International Assignees and Permanent Transfers (where relocation supportis being provided)

G FORM RES060HIRE001 OfferDetails

G FORM WFA 045ORG JobReclassificationForm

G APPM GENApprovals andExceptions Matrix

L GUIL REW030REW004 Pay andRemunerationMatrix

L UK OTH GENApprovals &ExceptionsMatrix

L UK OTH GENRate CodeMatrix

L UK EMAIL OTHGEN Nonactionableoffline request -Pendingrequest.doc

L UK EMAIL OTH

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There are no action required under this GWI for International Assignees and Permanent Transfers. Thesupplement JDC is provided solely to provide PL in the receiving country mandatory local information notprovided in GA Connect (previously the IF). Please refer to the following processes:

G PROC WFA030 JDC005 Job Data Change Initiating International Transfer - Receiving CountryG PROC WFA030 JDC008 Job Data Change Repatriating International Transfer - Receiving CountryG PROC WFA030 JDC 009 Job Data Change Localizing International Transfer Host Country

Recruitment should have completed the following checks:

Validated that the details of the position are correct e.g. confirmed that the position number provided has theappropriate/correct hours, WL of the employee is the same for the position, the position has availableheadcount etc.

Checked that the new information is within the salary and benefits banding for that position e.g. the salaryrange is correct for the Work Level by referring to L GUIL REW030 REW004 Pay and Remuneration Matrix

and also L UK OTH GEN Rate Code Matrix

The following position fields may be updated straight away without the submission of additional formsprovided that there is only one incumbent to the position e.g. not multiple incumbents to the one positionnumber:

Full Time / Part Time, New Weekly Hours (if changing to part-time), Step (if applicable), and Location.

Note: This is applicable for the HRBPs that are located in insourced countries, but holding positions inoutsourced countries. This category of HRBPs cannot access Position Management Online Tool and need tosubmit the Position Management Form, to make the appropriate changes..

For position details in PeopleSoft go to:

Organizational Development > Position Management > Maintain Positions/Budgets > Add/Update PositionInfo

Use L GUIL REW030 REW004 Pay and Remuneration Matrix to check that the new information is within thesalary and benefits banding for that position e.g. the salary range is correct for the Work Level.

The following position fields may be updated straight away without the submission of additional formsprovided that there is only one incumbent to the position e.g. not multiple incumbents to the one positionnumber:

Full Time / Part Time, New Weekly Hours (if changing to part-time), Step (if applicable), and Location

Job Code, if submitted through the G FORM WFA 045 ORG Job Reclassification Form.

Note: This is applicable for the HR BPs that are located in insourced countries, but holding positions inoutsourced countries. This category of HRBPs cannot access Position Management Online Tool and need tosubmit the Position Management Form.

GEN Rejectionemail for Invalidauthoriser Nonactionable offlinerequest.doc

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If all the information supplied on the relevant form is correct, authorised appropriately and if the request iseither within policy or is Out of Policy but justification for the request has been provided in the text box on theform, continue to step 5.

If the request is from Resourcing and not all information supplied is correct and/or the request is Outside ofPolicy without any justification/authorisation having been provided in the text box on the form, go to step 3.

If the request is from a Line Manager or HRBP via the Contact Centre and not all information supplied iscorrect and/or the request is Outside of Policy without any justification having been provided in the text box on

the form, go to step 4.

If there are related tickets make sure that they are linked in WQM and go to step 5.

Otherwise go to step 4


Check if the JDC form is submitted for:

Unpaid Leave

If the request is for any of the above reassign ticket to the Leave and Absence team. Process Ends.If the request is not for any of the above proceed with steps below

If the Job Data Change Form is for a historical date or is received by Peoplelink after the BusinessCut off Date (BCD) for that particular month, it is considered to be a Late Submission. Formsreceived into Peoplelink from HRBP by 5 PM on BCD must be actioned and entered into the currentmonths payroll. The BCD list is available on OSI.

Last Interface Date -This is the last day that anything entered into Peoplesoft 9 will interface intoSAP for this months payroll.

Validate if employee is eligible for Business Needs Car. Information for this will be provided in thecomments section of the JDC. Use L UK Approvals & Exceptions matrix to ensure authorisation.Use L UK GUIL WFA 030 How to identify car eligibility for new & current employees to checkprevious car status then use the terms and conditions matrix to identify which documents are

required. Notify CARS Team accordingly

Benefit Entitlement:

Check if request is for :

Return from Maternity Leave, Change in Hours for an employee on Maternity Leave, Change inHours for an employee who has returned from Maternity Leave within 6 months from JDC effective

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date . If yes, follow L UK GUIL WFA 030 JDC 002 Guideline on Benefit Entitlement

If the Job Data Change request is for a change in work level or Change of hours, Salary reduction,Change to Payment/ Local Allowance to determine employees benefit entitlement and next actionsrefer to L UK GUIL WFA 030 JDC 002 Guideline On Benefit Entitlement for a Job Data Change andproceed accordingly.

In addition, check car eligibility by using L UK GUIL WFA 030 How to identify car eligibility for new& current employees and take appropriate action. Note: use terms and conditions matrix todetermine if separate paragraph is to be included in letter/contract based on eligibility and go to step5

Validate Fixed Term Contractors (FTC): All Fixed Term Contract extensions for WL2C and belowneed to be approved by Reward ET, who will if necessary consult with the Unilever UK HR Director.All Fixed Term Contract extension requests to extend a contract beyond 18 months (this applies toall work levels) need to be approved by Reward ET, who will if necessary consult with the UnileverUK HR Director. The Line Manager should in the first instance speak to the HRBP, who will in turnbe responsible for seeking approval from Reward ET.

If you receive a request to extend a Fixed Term Contractor please validate the length of service forthe FTC by reviewing the Service Date within Peoplesoft, if the length of service exceeds 18months, Reward ET or HR Director approval must be provided, also validate the work level if theFTC is WL2c and below Reward ET approval is also required. You must receive a copy of theapproval email before proceeding. If you receive a copy of the approval email proceed to Step 7. Ifyou do not receive a copy of the approval email you must send an email from WQM to the reject therequest advising that the case cannot be actioned because it is outside of UK policy. Refer to L UKEMAIL WFA 030 JDC 019 FTC Reward ET approval required.

Validate One off Cash Payments on the Comments Box: If you have a request to make a one offcash payment entered via the Comments Box approval needs to be provided by the Reward ET

and might come via a separate email, HRBP must advise in the comments box that a separate emailis to be sent to [email protected]. If no approval has been provided by Reward ET forthis one off cash payment entered in the Comments Box do not action and advise requestor thatthey need to seek Reward ET approval as this is out of UK policy. Reject the request follow detailsbelow to send notification to the requestor

2.

ValidateRequest

Validate request information from Resourcing: G FORM RES060HIRE001 Offer

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If there are errors for any of the above reasons in step 2, return the request to Resourcing via WQM.

Note: If Resourcing submitted the Job Data Change ticket with the Offer details Form attached it is theirresponsibility to liaise with the Line Manager or HRBP to obtain the correct details.

Include the following information with the returned ticket:

Note which mandatory fields are missing from the original request.

Note which signed document(s) have not been attached to the ticket.

Note which position fields do not match e.g. compare the position details for which the person isemployed against G FORM RES060 HIRE001 Offer Details.

For position details in PeopleSoft go to: Organizational Development > Position Management > MaintainPositions/Budgets > Add/Update Position Info

If the position has insufficient headcount and becomes over-allocated:

Where the employees sharing the position do not have identical position details a new position needs to becreated.

Inform the Recruitment that the HRBP needs to urgently to request the new position to be created, using thePMOL tool.

Note: Where the employees sharing the position have identical position details e.g. same hours worked,

same salary level etc, the position can be over-allocated without having to inform the requestor.

Note: Resourcing or the Contact Centre should have checked and validated headcount as part of the CreateJob Requisition process.

Any salary amount that is supplied and is outside of the banding for that work level should have already beendiscussed between the Reward ET and Recruitment. If no information or justification has been supplied onthis refer to the Local Recruiter.

Note the invalid authorisation. State the correct authorisation for the request.

Add the next steps required (e.g. position changes, re-submission, re-submission with correct authorisation).

Keep the status as In Progress after the email is sent.

When the required information is supplied from Resourcing stating that the Local Reward Expertise Team hasapproved the exception on the Out of Policy request continue to step 6.

Note: If the request has been triggered by Resourcing submitting the Offer Details Form, it is Resourcingsresponsibility to chase the approval from the Reward Expertise Team on any exceptions.

If at any time Resourcing inform you that they are awaiting confirmation on an Out of Policy request fromUnilever, set the ticket status to Pending until further feedback from Resourcing is received.

Details

G FORM WFA045ORG PositionManagement Form

G CONT GEN

Global Contact List

3 Validate Validate request information from Unilever: L UK OTH GEN

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Request Validate the action/reason using L UK OTH GEN WFA 030 JDC Act-Reason Code and Comments Validationmatrix. Changes that do not fit into an action / reason should be rejected, for example:

a change in hours DTA/CHH should only include change in hours and compensation update to reflect thechange in hours, however it must not include a cost centre change or change in location etc.

a change in cost centre must not contain any other changes

A change in shift must not include a change in

Validate Fixed Term Contractors (FTC): All Fixed Term Contract extensions for WL2C and below

need to be approved by Reward ET, who will if necessary consult with the Unilever UK HR Director.All Fixed Term Contract extension requests to extend a contract beyond 18 months (this applies toall work levels) need to be approved by Reward ET, who will if necessary consult with the UnileverUK HR Director. The Line Manager should in the first instance speak to the HRBP, who will in turnbe responsible for seeking approval from Reward ET.

If you receive a request to extend a Fixed Term Contractor please validate the length of service forthe FTC by reviewing the Service Date within Peoplesoft, if the length of service exceeds 18months, Reward ET or HR Director approval must be provided, also validate the work level if theFTC is WL2c and below Reward ET approval is also required. You must receive a copy of theapproval email before proceeding. If you receive a copy of the approval email proceed to Step 7. Ifyou do not receive a copy of the approval email you must send an email from WQM to the requestoradvising that the case cannot be actioned because it is outside of UK policy. Refer to L UK EMAIL

WFA 030 JDC 019 FTC Reward ET approval required.

If approval is not supplied, the JDC request must be rejected stating Reward ET/ HR DirectorApproval is required, the WQM status must be changed to Non Actionable request.

Validate One off Cash Payments on the Comments Box: If you have a request to make a one offcash payment entered via the Comments Box approval needs to be provided by the Reward ETand might come via a separate email, HRBP must advise in the comments box that a separate emailis to be sent to [email protected]. If no approval has been provided by Reward ET forthis one off cash payment entered in the Comments Box do not action and advise requestor thatthey need to seek Reward ET approval as this is out of UK policy. Reject the request follow detailsbelow to send notification to the requestor


JDC Action/Reason Code and Comments Validation Use L UK OTH GEN WFA 030 JDC Act-Reason code and comments validation matrix, to ensure correct fields are updated andrelevant information is provided by LM in comments of JDC. If incorrect reject the request.

WFA 030 JDCAct-ReasonCode andCommentsValidationmatrix

G FORM WFA030JDC Job Data

Change Form

G FORM WFA 045ORG JobReclassificationForm

L EMAIL WFA030JDC017 Notificationof Invalid Request

L GUIL REW030REW004 Pay andRemunerationMatrix

G FORM WFA045ORG PositionManagement Form

G CONT GENGlobal Contact List

L UK OTH GENRate Code Matrixvalidation

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Check the approvals and exceptions matrix L UK OTH GEN Approvals & ExceptionsMatrix to identify if further authorization is required.

If there is additional data required from the Line Manager because an IF has been received.

The Line Manager should provide this data on a Job Data Change or Initiation Form (ensure that you havechecked: that the Position is valid and that the salary provided is within policy (see steps below))

If the request is to backfill a maternity position (or other absence longer than 12 weeks) and the HRBP has

not created a new temporary position, the WFA team Contact Centre must inform the LM that the HRBPneed to create such a temporary position before processing can occur only the HRBP can create thistemporary position. Put the ticket on pending until a response is received.

If there are errors for any of the reasons in step 2: If the request is incomplete/incorrect email the requester toinform them of what they need to do in order for their request to be processed, Set the ticket to Pending for 5days. . Specify that the missing information can be submitted via email if there are 2 or less than two fieldsmissing on the form, and that the request will have to be completely resubmitted through a form if there aremore than 2 fields missing or if there is incorrect data on the form. Use L UK EMAIL Track and Chase Nonactionable offline request - Pending request.doc. Once the 5 days have passed, if the required informationhas not been submitted, Resolve the ticket as Non Actionable. Use L UK EMAIL Track and Chase Rejectionemail for Invalid authoriser Non actionable offline request.doc.

Note: If the Line Manager submitted the Job Data Change or Job Reclassification Form it is theirresponsibility to provide the correct details.

Look up the email address of the Line Manager or HRBP, create an email using WQM and add the followinginformation as required and send:

Use L EMAIL WFA030 JDC017 Notification of Invalid Request. L UK EMAIL WFA 030 JDC 017Notification Of Invalid Request

If a salary change request is outside of policy and this has not been noted as an exception on theform e.g. no justification has been provided, inform them of the acceptable salary range.

Refer to L GUIL REW030 REW004 Pay and Remuneration Matrix L UK OTH GEN UK Pay Reward

Matrix and L UK OTH GEN Rate Code Matrix validation

The mandatory fields which are missing from the original request.

The position fields which do not match e.g. compare the position details (e.g. Line Manager, Full-time/Part-time status, Location etc) for which the person is employed against G FORM WFA030 JDCJob Data Change Form, and state that position changes should be submitted by an HRBP using thePMOL tool (Position Management Online). For position details in PeopleSoft go to: OrganizationalDevelopment > Position Management > Maintain Positions/Budgets > Add/Update Position Info

L UK EMAIL Trackand Chase Nonactionable offlinerequest - Pendingrequest.doc

L UK EMAIL Trackand ChaseRejection email forInvalid authoriserNon actionableoffline request.doc

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set the ticket to Resolved as a Non Actionable item.

Go to next step

Matrix

5.

ValidateRequest

(Check policyexception)

Validate that requests outside of policy are approved:

If the Job Data Change request is within policy go to next step.

If on the form the salary change request has been intentionally marked as outside of policy e.g. justification

has been provided in the text box comments section on the form , check if the request isapproved by Remuneration Specialist escalate via WQM email to the Reward Expertise Team for

approval prior to processing and copy in the Line Manager or HRBP.

Note:Peoplelink can process only when remuneration Specialist approves it.Peoplelink is notrequired to request the Reward ET approval email from HRBP.

L CONT GEN Global Contact List for Reward ET details.

Set ticket status to Pending.

Set a reminder to track and chase.

G AUG GEN 001 WQM QRS12 Creating Reminders.

L DEM GEN Track and Chase Matrix

Do not proceed to the next step until the Reward ET has approved the request.

L CONT GENGlobal Contact List

G AUG GEN 001WQM QRS12

Creating Reminders

L DEM GEN Trackand Chase Matrix

6.

ValidateRequest

(Check forDomesticRelocation)

Identify whether Domestic Relocation services are required

Check if Domestic Relocation services are required:

If no, go to next step.

If yes, follow L UK PROC WFA013 DRN 001 Domestic Relocation.

Send a copy of the form to the relevant contact for domestic relocation - L UK CONT GEN Local Contact List

Note: It may be that you will have to follow the Domestic Relocation steps throughout the Job Data Changeprocess.

Go to next step.

L PROC WFA013DRN 001 DomesticRelocation

L UK CONT GENLocal Contact List

7.

Determine ifamendment, letter ornewcontractrequired

Identify which contract and documentation is required:

Peoplelink to use L UK Terms and Conditions Matrix to send the appropriate draft template toHRBPs

Identify the JDC Reason Type on L UK OTH GEN WFA 030 - JDC Act-Reason Code and CommentsValidation Matrix to determine which letter and/or contract to select from L CONM GEN Terms and Conditionsand Document Matrix

Multiple changes that do not fit into an action / reason should be rejected, for example:

L CONM GENTerms andConditions andDocument Matrix

G FORM WFA030JDC Job Data

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a change in hours DTA/CHH should only include change in hours and compensation update to reflect thechange in hours, however it must not include a cost centre change or change in location etc.

a change in cost centre must not contain any other changes

A change in shift must not include a change in

Note: FTC to Permanent and Secondments and action/reason POS/LOC - :For both thesescenarios HRBPs are required to amend and approve letter templates sent by Peoplelink.

Notes for Contract Production & Letter production

Before you create the contract you will need to determine how the documents are going to be sent tothe candidate or internal employee. This will either be by post or email. Please note: there aredifferent templates for some scenarios and covering emails or letters.

Use L UK OTH GEN WFA 030 Email or Hard Copy Matrix to determine method of sending

Use the L UK CONM GEN Terms and Conditions and Document Matrix to identify what contract type/letterand/or other documentation is required and whether the document contains a Macro.

Select the Offer Letter and Contract templates from OSI and generate the Offer Docs (Offer Letterand Contract) by completing the required fields. Please refer to L UK WFA GUIL How to create &send employee docs from templates containing macros for documents that contain macross(ie thedocument has a check box at the end for the employee to tick and accept via email).

If you have received an updated secondment or FTC to permanent letter template from BUHR for sending toemployee continue with this step

If sending hard copy via postal service - Raise a task for P&D for the Offer Documents; to be dispatchedrefer to the appropriate Print and Dispatch Templates in OSI Please note if sending via postal service, a copy is tobe sent to the HRBP only andNOT to the Line Manager

To get the location of the HRBP check the Job Data tab and refer to L UK CONT GEN local Contact List

If sending via email, you will need to complete the page produced by the macro prio to sending. You willneed to enter the Unilever email address of the employee, the HRBP and the line manager. Please refer to LUK WFA 010 GUIL How to create/send employee docs from templates containing macros

Once the P&D task is closed or you have emailed the document, Resolve the Contract Production Ticket orset to pending if you require the employee to return signed documents. You will also need to set the case inpending for secondment and FTC to permanent letters until the BUHR return the updated version for you toforward onto the employee.

Do not continue beyond this step until the employment contract or letter is signed by the employee andreturned, if required. Otherwise go to next step

Change Form

G PROC WFA010CONT001 ContractLetter Productionand Administrationnot fromResourcing

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Position).

Note: This includes reference on extending a fixed-term contract (G AUG GEN QRS 53 Create Update EndContract).

For 980/981 employees do not notify payrollFor local (UK standard) employees notify payroll in the below circumstances:o Standard Hours and FTE changes

o Backdated Salary reduction

o One off payments/UGB Deductions/ Holiday Payments and any other deductions or

payments where we dont update G9.o Change in Start date or Service date

o Shift change in case of weekly paid employees

o Change from weekly to monthly

If the change request is for a Promotion/Demotion/Transfer (G FORM WFA030 JDC Job Data Change Form Section B) refer to:

G AUG GEN QRS 10 Promotion Demotion Transfer

Note: This includes reference on extending a fixed-term contract (G AUG GEN QRS 53 Create Update EndContract).

If the change request is only to extend a Fixed Term Contract (G FORM WFA030 JDC Job Data Change

Form Section C) refer to:G AUG GEN QRS 53 Create Update End Contract

Note: HR Director Approval must be provided to extend a Fixed Term Contractor, refer to Step 4.

Requests from Resourcing (G FORM RES060 HIRE001 Offer Details) as always treated as Transfers unlessexplicitly stated otherwise, please refer to:

G AUG GEN QRS 42 Hire from Vurv Internal Applicants

Note: This includes reference on processing an internal transfers (G AUG GEN QRS 10 Promotion DemotionTransfer).

If the you do need to change the paygroup (because of the other changes happening in the JDC that requireyou to do this) then you will enter the new paygroup in this free text Paygroup field.

1. When the you accept the form, the system will check the paygroup that you enteredis a valid combination with the account code entered by the Line Manager, if yes theform will process and the changes be applied to PeopleSoft.

2. If the combination is not valid, there will be an error message. As the you have inputa paygroup into a free text field, firstly check that you have keyed the paygroup incorrectly, if yes then that means that the account code that the LM has selected is

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incorrect.3. You must reject the form to the LM and explain that the LM has chosen an invalid

account code with the appropriate paygroup (list what the paygroup should be).4. Rejection reason: the account code (cost centre) is invalid for one of two reasons: 1.

The account code has not been setup in PS. 2. The account code is not valid for thecountry they are based in. Email the requestor and redirect them to local financecontact or HRBP

9

.

Update System

(PeopleSoft)

(Update plannedExit field forFixed-Termworkers)

Input Data:

If the employee is on a Fixed Term Contract ensure the expected end date is updated in PeopleSoft.

G AUG GEN QRS 53 Create Update End Contract

Go to next step.

G AUG GEN QRS

53 Create UpdateEnd Contract

10.

Update System

(PeopleSoft)

(Check jobrequisition)

Check Job Requisition:

If the Job Data Change has been triggered by the submission of the G FORM WFA030 JDC Job DataChange Form go to the next step, otherwise do the following:

Check the associated Job Requisition to validate that the position associated with the Job Data Change has

been filled.To view the Requisition Status field in PeopleSoft navigate to:

Recruiting > Find Job Openings

Note: PeopleSoft will automatically close the requisition when the target openings for the requisition are met.In addition, a requisition can be manually closed at any time.

If the Job Requisition has been filled and closed e.g. target openings are at 0, go to the next step.

If the Job Requisition has not been filled and closed e.g. if the job requisition does not reflect the Job DataChange that is being processed (e.g. the employee is not linked to the requisition and so the target openingshave not been updated e.g. the target openings have not been reduced by 1), ask the Recruiting service linevia WQM email if you should manually close the job requisition in PS.

If they confirm and the position has only one target opening, close the job requisition manually in PeopleSoftusing G AUG GEN QRS 44 Close Job Requisition Go to next step ( You can proceed without thisconfirmation).

If the position has more than one target opening e.g. 2 or more employees for the position, update the targetopenings field to reflect this Job Data Change e.g. reduce the target openings number by one Go to nextstep (You can proceed without this confirmation).

G AUG GEN QRS44 Close JobRequisition

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In PeopleSoft go to Recruiting > Find Job Openings

Amend the field target openings to the correct number of openings.

11.

Update Data inPayroll System(Identify method

for makingPayrolldata

update) online andmanualform

Confirm how the required updates to Payroll should be made

You will need to identify required steps, as per your locally agreed processeso If in your country you need to key in the data in the payroll system, please key it in now. Once

this is complete, move to the next stepo If, in your country, you need to inform Payroll via an email, select the appropriate email

template and send it via WQM. Move to the nest stepo If, in your country, you need to inform Payroll via a task, create the task in WQM and assign it

to the appropriate group. Move to the next stepo If, in your country, you inform Payroll as part of stakeholder notification, move to next step

For an IA (assignment type 103) be aware that Payroll stakeholder notification,regardless of whether the IA is exiting at host or home there is an action for both home andhost to do both payroll processing. Refer to IA Repatriation GWI.

L Data GEN DataSplit Model

12

.

CompleteBenefits

and PayrollactivitiesandStakeholderNotification

(BenefitAdministration)

Update BenefitsFor all changes to verification data in People soft for employees based out of Port Sunlight, WFA will send an

email; to Reward team requesting them to update people soft with the verification date.Once a confirmation is received from Reward Team, WFA will send the confirmation email to the requestor onclosure of the request.If no data needs to be passed on to your Reward colleagues go to next step.

The only request to be sent to the UK reward team is covered in the steps above ie car allowance andeligibility requests

If an Initiation Form has been received this will need to be forward to the JML team for action. Complete andSend - L UK EMAIL WFA030 JDC006 JML Stakeholder Notification Email Template and attach the Initiation

Form. In addition, attach the completed personal details change form with bank detailsto the email.

For non-optional benefits (e.g. mandatory private medical insurance) where the employee does not have tosubmit or where the relevant benefits forms have been submitted by the employee, the benefit should beupdated by the Reward/WFA team.Check the L Data GEN Data Split Model for responsibility for making benefits updates.If the updates are being made by a colleague, create a task in WQM send an email from WQM and ensure allof the relevant documentation is attached.Refer to L UK BENM GEN Benefits Matrix for employees entitlement to benefits in the local country.The person making the updates will follow Local Benefits LWIs as appropriate.

L Data GEN DataSplit Model

L BENM GENBenefits Matrix

LWIs for Benefits(as appropriate)

L UK EMAILWFA030 JDC020JML StakeholderNotification EmailTemplate

L UK CONT GEN

Local Contact List

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Note: If a benefit is optional (e.g. Employee Share Purchase Scheme), the documentation may not bereceived with the Job Data Change or Offer Details form. In these cases the employee submits the requiredform and this is treated as a separate activity. Optional Benefits are not chased.Go to next step.

13.

CompleteBenefitsand Payrollactivitiesand

StakeholderNotification

(Inform relevantstakeholders)

Identify the stakeholders for the changes:

Check the L UK SHNM GEN Stakeholder Notification Matrix to see if any additional parties need to beinformed of these changes:

Where the L UK SHNM GEN Stakeholder Notification Matrix indicates that they are notified

by Interface or Report no action is required.

Where the L UK SHNM GEN Stakeholder Notification Matrix indicates that they are notifiedby WQM Task/Ticket or Email ensure that these notifications are made providing the datawhich has changed and any evidence (e.g. a copy of any certificates/contracts that arerequired).

If local email templates are available, they should be used for contacting stakeholders.Refer to L UK EMAILWFA 030 JDC 003 Confirmation Email To Stakeholders

CARS Team should be notified as per the steps above where a JDC changes the employees car eligibilityand calculations need to be performed.

Go to next step.

Local EmailTemplates Seeyour local OSIwebsite for localemail templates

14.

ElectronicPersonnel File

Send hard copydocuments backto BUHR

Update Electronic Personnel File:

Add contracts, amendment letters and/or other documentation to the employees electronic personnel file.

G PROC DMS020 EFILE001 Update Electronic Personnel File

If applicable, assign a task in WQM to P&D to return hard copy documents to BUHR for filing on theemployees personal file. Ensure you provide all relevant information ie HRBP name and location. Pleasenote for those documents sent out by email this will not be required.

Go to next step.

G PROC DMS020EFILE001 UpdateElectronicPersonnel File

15.

CompleteBenefitsand PayrollactivitiesandStakeholderNotification

Identify the stakeholders for the changes:

The Line Manager will receive a PLOL Alert thus will not need to receive an email as well confirming that thishas been actioned and the case is closed.

If Payroll has been outsourced to Accenture and the Payroll Team needed to make updates, wait until youhave task confirmation before setting the ticket to Resolved, otherwise immediately set the WQM ticket toResolved, and update the ticket with any action taken.

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(Confirmcompletedtasks andcloseticket)

If you require payroll to confirm completion of their actions, wait for this and then resolve the ticket.

Process Terminates.

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Localisation SectionDescribe what is local about this process CR1410 implemented - extra validation required and matrices to be reference. Car eligibility detail

to be included.

If this is a supplement to a GWI rather than an entirely new LWI,

please describe why the GWI is not fit for purpose for this country

N/A

Further comments:

Please provide any additional information here which might be of

use to the management team e.g. if the LWI is an interim solution

whilst the country is waiting for an alternative for Global Accenture

or Unilever or any continuous improvement suggestions which have

yet to be implemented.

Continuous Improvement/Open solution items

CIPSuggestionor OpenItem

Brief Description of improvement area or openitem

Further detail

Open ItemChanging the Direct Reporting status for multi-LMpositions

The current default for multiple LMs sharing a position is that the LM who has maintained theposition longest will have the default direct report status. What happens if the new LM is to holdthe direct report staus? Should be limited hand-over period)

Open Item MSS MSS not yet live

CIP HRBP Submitting the JDC Form In some countries the HRBP submits the JDC form instead of the LM.

CIPSome countries use different forms to the JDC orOffer Details Form e.g. ANZ use the Employment Details Form for Job Data Changes

CIP Limited data passed from Vurv InterfaceLimited data passed from Vurv Interface, meaning that additional manual forms need to besubmitted. Ideally the amount of additional data would be reduced over time.

CIP Work Level 5&6 EmployeesWL5&6 Employee data is currently being maintained by Unilever for this process. Theresponsibility for data updates should be transferred to Accenture ASAP (subject tocommunications and updates to security profiles)

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Open I tem SecondmentsHow are local secondments to be addressed i.e. is a formal move required in PeopleSoft? How willthis affect Terms & conditions? Requires clarification from Melissa Chester

Open ItemNotification to host payrolls on event of Commuterand STA international assignees

Unilever Expert Team (Expats) to advise

Open Item Grandfathering and DowngradingNeed a consistent and defined process for managing this (and would like clear way of identifiyingthis in PeopleSoft)

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Change Control Record

Dates(UK format)

Updated by Name andRole

Release Summary of changes Reason for changes

10/01/2008Jonathan Johnson/JoPeachey Global ProcessTeam

6

JDC Inter-company transfer and JDC with or without transfercombined into one JDC document

SLA & Op Cat detail included

Steps to update to payroll and benefits have been updated andmade clearer

Change to scope and exceptions to include detail surroundingIAs on STA/Commuter assignment, Cross Border LineManagers, Localisation, and Cost Centre updates

Triggers, Scope & Exceptions, and Steps updated to includedetail surrounding EY submitting IF forSTA/Commuter/Localisation assignments

Updated to include step on informing Resourcing when an expatcontract is returned signed by the employee. This allows them

to close the Job Requisition. NOT posted on OSI but issued forreview

Updates for clarity and resulting fromexpatriation

07/02/2008

29/03/2008

Jonathan Johnson GlobalProcess Team

7

WQM Op Cats section and step 7 (contract requirement)updated due to new Op Cats being released

Scope & Exceptions section updated to include detail on WorkPermits Scope where EY is not involved

Step 17 updated to ensure that the Payroll and PensionsDepartments are notified of any Job Data Changes whilst theemployee is on assignment, or of any STA or Commuterassignments being triggered/ended.

New contract production op cats released

Work Permits Scope update (approved byMelissa Chester)

To ensure pensions and payroll are awareof expatriation activites so that they cancomplete their necessary activities.

13/05/2008Alexandru Lazarovici Global Process Team

7

Updated the Scope and Exceptions section to more accuratelyreflect the Cost Centre Adminsitration process connection (newCost Centre is to be created by the Central Super User teambefore the JDC process starts).

Update to the MRD process, making theCost Centre update a Central Super UserTeam Activity

3/11/2008Ana-Maria Petecila Global Process Team

9Added Turkey specifics in Key Notes on Scope and Exceptionssection

For clarity

19/02/2009 Cristina Iacob Global 10 Added Localization details for China and ANZ For clarity

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Process Team

29/01/2009 Michael YipAugustus(postR10)

Added Position Allocation notes Release of Augustus

23/03/09Melissa de Vere-Loots(SME)

Augustus(postR10)

Addding additional information about Job Reclassification forclarity

Release of Augustus

01/06/09 Melissa de Vere-Loots(SME)

Augustus

(postR10)

Addding additional information about Maternity backfillReclassification for clarity Release of Augustus

22/06/2009 Rodica Vlad GPT 11

Updated Step 2, replacing Functional Responsibility level withStep

Added the new SLAs and modifed the Ops Cats

Added a note under step 2 in OPW activity to clarify when thereis no need fo additional documentation

Corrections made for consistency

To be in line with the new SLAs and OpsCats

For clarity

3/11/2009Ana-Maria Petecila Global process Team

12 Added ANZ localization For clarity

21/01/10 Ana-Maria Petecila (GPT)and Melissa de Vere-Loots(SME)

Only Line Managers can submit the JDC form, unless it isrelated to an International Assignee. Tidied up for clarity

Updated based on the roll-out of PeoplelinkOnline

20/04/2010 Prabal Saha Localisation of PLOL For the implementation of Peoplelink Online

November2010

Liz Painter Updates as per CR1410 JDC Improvement Project. Mainchanges are to updating car data, sending of some contractselectronically and extra rate code validation

Implementation of CR1410

09/05/2011 Sheetal Suvarna GlobalUpdate

Added the new rejection process information To be in-line with the Global Update

September2011

Liz Painter Updates made for Joiners/Movers/Leavers Project- Output section to include JML stakeholder notification

- Updated Section 12 to forward Initiation & PersonalDetails Form to Team

UK 1st Pilot Country go live for CR1663 go live date September 2011

September2011

Liz Painter Section 1 and Section 4 updated for local Job Reclassificationprocess

Continuous Improvement the UK haveexperienced problems since changing toglobal process for JRC as Reward ETapprovals are not always required for someWL1 sites. Updated LWI to eliminate issues

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