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| Section | Objectives |
|---|---|
| Time Off Configuration | - Time off plan administration - Time off calculations - Time off business processes |
| Leave of Absence Configuration | - Calculated fields - Leave of absence business processes - Leave components |
| Time Off Management | - Adjustments - Overrides - Corrections |
| Workday HCM Core Concepts | - Payroll concepts relevant to Absence - Key HCM Core concepts |
| Leave of Absence Management | - Managing leave requests - Leave administration |
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46. Frage
Refer to the following scenario to answer the question below.
You need to create a time off plan that tracks a balance over the calendar year. It should give the full year accrual on January 1 of each year or a prorated amount on hire date if a worker is hired after January 1. You need to ensure that workers hired after January 1 receive the accrual.
What calculation will you use as a scheduling rule?
Antwort: B
Begründung:
Scheduling: Worker Hired Mid-Period identifies workers whose hire date occurs after the applicable period has started. Adding this calculation as a scheduling rule provides a separate trigger for the front-loaded accrual when a worker is hired after January 1. The accrual amount calculation can then apply the required proration.
The January scheduling condition processes the regular full-year award for workers who are already eligible at the beginning of the year. That condition alone does not ensure that a worker hired later receives an accrual because the worker was not eligible when the January event was processed. Scheduling: Worker Hired Mid- Period captures this second event.
Scheduling: Last Period of the Balance Period would process the accrual near the end of the balance year and contradicts the stated requirement. Scheduling: Front-Loaded identifies the nature of front-loaded processing but does not independently isolate mid-period hires. The scheduling grid can contain separate rows, applying OR logic between rows, so either the annual January condition or the mid-period-hire condition can initiate processing.
Study Guide reference: Calculations for Time Off Plans - Scheduling Rules and Front-Loaded Accruals .
47. Frage
An absence administrator created a new leave of absence rule and added it as additional eligibility criteria on the Paternity Leave type. They created the rule using report fields on the Worker and Leave Type business objects. Employees who should not be eligible are still able to request Paternity Leave.
What change does the administrator need to make to ensure only eligible employees can select Paternity Leave?
Antwort: A
Begründung:
A leave of absence rule used as Additional Criteria functions as an eligibility rule. Workday evaluates eligibility before it has resolved a leave type or created a leave request event. Consequently, fields used in an eligibility rule must be based only on the Worker or Position business objects.
The rule in the scenario includes a field from the Leave Type business object. That field cannot reliably resolve during the eligibility stage, allowing the rule to produce an unintended result. The administrator must revise the rule so every field is sourced from Worker or Position. Workday then evaluates the criteria against the worker and applicable position as of the leave start date. Only leave types for which the worker passes eligibility appear in the selection prompt.
Moving the rule to the Validations/Supporting Data tab would change its function from eligibility to validation. A validation is evaluated after the leave is selected and submitted; it may produce a warning or error, but it does not control whether the leave type initially appears in the prompt. Leave Type and Leave Request Event fields are appropriate in validation contexts where the event already exists, not in eligibility criteria. Therefore, retaining the rule as Additional Criteria and restricting its fields to Worker or Position is the correct solution.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Creating Eligibility and Validation Rules"
48. Frage
You created a new leave of absence rule.
What must you do to configure a validation message?
Antwort: D
Begründung:
A leave of absence rule does not operate as a validation until it is associated with a specific leave type on the Validations/Supporting Data tab. The administrator must first add the rule to the leave type and save the leave type. This establishes the relationship required for Workday to configure a validation message in the context of that leave type. The administrator can then use the leave type's Related Actions to configure the message.
By default, Workday can display the leave of absence rule's Description as the warning or error text. A separately configured validation message can provide more precise guidance and may include static text, report-field values, or calculated-field values relevant to the request. This allows the same underlying rule to be associated with multiple leave types while supporting context-specific messaging.
The message is not selected from a fixed list of predefined options. Configuring it directly on an unassociated rule would not provide the leave-type context required for the validation. Accessing Related Actions before adding and saving the rule would likewise leave no saved validation relationship to configure. The correct sequence is to associate the rule, save the leave type, and then configure the message through Related Actions.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Validation Errors and Warnings" and "How to Associate a Leave of Absence Rule"
49. Frage
Refer to the following scenario to answer the question below.
You created eight leave types that workers are eligible for. Workers need to be able to request six of these for themselves.
Managers must be able to enter all eight on behalf of a worker.
What do you need to configure to make leave types available for eligible workers to request?
Antwort: B
Begründung:
The Employee as Self security group must be included in the segment-based security group that has access to the appropriate Leave Type Security Segment. This connection gives workers access to the leave types included in that segment when requesting leave for themselves. Worker eligibility is evaluated separately and determines which of those secured leave types each worker actually qualifies to request.
Adding leave types to a manager segment gives managers access but does not grant employee self-service access. An absence table coordinates tiered time off processing and is not used to authorize access to leave types. Intermittent time off coordination allows time off units to reduce a related leave entitlement; it does not control whether a leave type appears in the worker's request prompt.
The complete security chain consists of the leave type security segment, the segment-based security group, and the security groups assigned to that segment-based group. Employee as Self must also be authorized for the Request Leave for Self initiating action on the Request Leave of Absence business process. The segment then limits self-service access to the six intended leave types.
Study Guide reference: Leave of Absence - Segment-Based Security Groups .
50. Frage
You are configuring a maternity leave type and need to create a calculated field to return the date of 11 weeks prior to the expected due date.
What type of field would you create?
Antwort: A
Begründung:
An Increment or Decrement Date calculated field starts with an existing date and adds or subtracts a specified interval. The expected due date is the source date, and the calculation decrements that date by 11 weeks to return the required maternity-related date.
Format Date changes how a date is represented as text but does not move the date backward. Date Difference calculates the elapsed number of days, months, or years between two dates and returns an interval rather than a new date. Arithmetic Calculation performs mathematical operations on numeric values and is not the appropriate calculated-field type for deriving a date relative to another date.
The source field must be available from the business object on which the calculated field is created, such as the leave request event or another object containing the expected due date. The result remains a date value and can therefore be referenced in validation rules, supporting data, reports, or other maternity leave calculations.
The administrator should confirm whether the tenant calculation accepts weeks directly or requires the equivalent 77-day decrement.
Study Guide reference: Leave of Absence - Calculated Fields Overview .
51. Frage
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