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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Time Off Types & Entry | 15% | - Entry validations and balance adjustments - Request workflow configuration - Time Off Type setup |
| Topic 2: Eligibility & Calculated Fields | 15% | - Position attributes and service length logic - Eligibility rules based on HCM data - Calculated fields for absence entitlements |
| Topic 3: Business Processes & Workflows | 15% | - Place Worker on Leave process - Approval routing and notifications - Time Off Request business process |
| Topic 4: Leaves of Absence & Leave Families | 20% | - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Leave Type and Leave Family configuration - Concurrent vs sequential leave handling |
| Topic 5: Time Off Plans & Accruals | 25% | - Accrual schedules and balance periods - Time Off Plan configuration - Carryover, pro-ration, and plan limits |
| Topic 6: Security, Reporting & Integration | 10% | - Role-based security for absence data - Absence reporting and analytics - Integration with Time Tracking and Payroll |
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NEW QUESTION # 27
What does a time off plan primarily define in Workday Absence?
Answer: D
Explanation:
A time off plan is the central configuration that establishes how one or more related time offs are entered, processed, tracked, and reported. Depending on whether balance tracking is enabled, it can govern the balance period, period schedule, unit of time, worker eligibility, balance visibility, accrual processing, limits, carryover, and the time offs that reduce the balance.
After the plan is configured, workers and managers can submit requests, correct eligible requests, and monitor request status through self-service pages and reports. Administrators can maintain the associated accruals, time off results, adjustments, overrides, and plan balances. A single plan may support multiple related accruals or time offs when they operate against a common balance, provided their units and eligibility design are compatible.
The plan can pass results to Payroll or Payroll Interface, but it does not calculate payroll taxes. Security permissions are controlled through business process and domain security policies, while supervisory organizations and staffing models belong to HCM organization and staffing configuration. Therefore, the defining function of the time off plan is establishing the rules for entering and tracking related time offs.
Reference: Workday Education-Time Off Plans and Components, Time Off Plan
NEW QUESTION # 28
An absence administrator created a new UK holiday plan that gives all eligible full-time employees 30 days of entitlement at the start of each calendar year.
When an employee loses eligibility for the plan due to a change of job, the accrual needs to automatically adjust based on how much of the year they were eligible for the plan.
What does the administrator need to configure on the accrual for Workday to automatically adjust it?
Answer: D
Explanation:
The 30-day entitlement is awarded at the beginning of the balance period, so the accrual is classified as front- loaded. If a worker subsequently becomes ineligible because of a job change, Workday must calculate the portion of the front-loaded award that the worker was not entitled to retain. Selecting Front-Loaded activates this proration behavior, while the scheduling condition identifies the business event that should initiate the adjustment.
The scheduling row must use Scheduling: Worker Job Change Mid-Period because the triggering event is a change of job that causes eligibility loss during the balance period. Workday then evaluates the job-change effective date, determines the eligible portion of the calendar year, and creates the corresponding accrual adjustment. The termination condition in option A applies to a termination event, not a job change. Selecting None provides no special mid-period proration. Merely selecting Front-Loaded without the required scheduling condition does not identify when the adjustment should occur.
Study Guide references: Absence Management Administration - Accrual Adjustment during a Job Change and Time Off Plans and Components - Accrual Options .
NEW QUESTION # 29
As part of the Change Job business process, Workday created an accrual adjustment due to a worker losing eligibility for a non-front loaded accrual.
Subsequently, the effective date of the job change was corrected.
What will take place when the job change is corrected?
Answer: B
Explanation:
Workday automatically recalculates the accrual adjustment when the effective date of the underlying job change is corrected. The adjustment is system-generated from the Change Job business process and is dependent on the job-change effective date, the worker's eligibility transition, the applicable accrual period, and the accrual's adjustment configuration. Correcting the source event causes Workday to reevaluate those inputs and update the dependent adjustment.
Manual deletion is neither required nor preferred because it would separate the adjustment from the business event responsible for creating it. The Time Off for Balance Transfer Adjustment field supports balance- transfer scenarios and does not govern recalculation of an accrual adjustment created because the worker lost eligibility. Carryover overrides apply to balances transferred between balance periods and are similarly unrelated to correcting the effective date of a job change.
This automated recalculation prevents an incorrect proration from remaining after the source event changes.
For example, moving the job-change date later in the processing period may increase the portion of the period for which the worker was eligible. Workday recalculates the resulting adjustment using the corrected date.
Study Guide reference: Absence Management Administration - Accrual Adjustment during a Job Change , including automated processing associated with Change Job events.
NEW QUESTION # 30
You must hide sick leaves on the Team Absence Calendar due to privacy laws.
How can you accomplish this?
Answer: C
Explanation:
The Visible for Team Absence setting determines whether an absence type is displayed on the Team Absence Calendar. To prevent sick leave from appearing, the administrator must leave this option cleared for the sick leave when using the Configure Team Absence task. Authorized administrators can continue managing the underlying leave event through secured absence reports and tasks, while the team calendar omits the sensitive absence.
Workday does not automatically classify and hide every sickness-related leave. Privacy requirements vary by jurisdiction and organization, so calendar visibility must be deliberately configured. Leaving the option cleared provides direct control over whether the leave is exposed in the shared team view.
Leave type segmented security controls which leave types designated security roles can request or administer.
It is not the calendar-display control and should not be used as a substitute for Team Absence visibility.
Removing a leave from a security segment could interfere with legitimate manager or administrator processing without reliably implementing the intended calendar behavior. It is also incorrect that leave types cannot be hidden: the Visible for Team Absence setting exists specifically to control inclusion. Clearing that option is therefore the appropriate privacy configuration.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Visible for Team Absence"
NEW QUESTION # 31
You need to create a calculated field to give workers the following entitlements:
# UK 25 days -
# USA 18 days -
# Canada 22 days -
# All other countries 20 days -
What type of calculated field would you create?
Answer: A
Explanation:
An Evaluate Expression calculated field returns different values according to ordered conditions. The field can evaluate the worker's country and return 25 for the UK, 18 for the USA, and 22 for Canada. The default value is 20, ensuring that workers in every other country receive the specified entitlement.
Arithmetic Calculation performs operations such as addition, subtraction, multiplication, or division. It does not provide the required country-based branching. Extract Multi-Instance selects one or more instances from a multi-instance field and does not return the required entitlement quantity. A True/False Condition can determine whether a worker belongs to a particular country, but it returns only Boolean results. Those conditions can support the Evaluate Expression field, while Evaluate Expression returns the final numeric entitlement.
Condition order and the default value must be configured carefully so that each worker receives exactly one result. The calculated field should be based on the Worker or Position business object when it is used directly as a leave entitlement calculation. The result can then be selected in the Entitlement Units calculation field of the leave type.
Study Guide reference: Leave of Absence - Calculated Fields Overview and Calculation Equivalencies .
NEW QUESTION # 32
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