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| Section | Objectives |
|---|---|
| Leave of Absence Management | - Leave components and leave families - Managing leaves of absence |
| Leave of Absence Configuration | - Configuring leave of absence business processes - Setting up leave components using calculated fields |
| Workday HCM Core or Payroll Concepts | - Key Workday HCM Core concepts - Key Workday Payroll concepts |
| Time Off Configuration | - Configuring time off business processes - Time off plan administration tasks - Setting up time off calculations |
| Time Off Management | - Time off adjustments - Time off corrections - Time off overrides |
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NEW QUESTION # 10
Refer to the following scenario to answer the question below.
You created a new time off. You need to prevent employees from requesting more than eight hours of time off in a day. Managers and administrators should be able to enter more than eight hours to allow for exceptional circumstances.
Which data entry validation should you use to configure the above?
Answer: B
Explanation:
The Maximum data entry validation limits how much time off a worker can enter in a single request or across qualifying requests. The administrator can configure a constant value of eight hours or use a calculation when the permitted quantity varies according to a worker's schedule, holiday calendar, or other operational criteria.
To enforce a daily total, the administrator must also select the appropriate Time Off Entries to Include scope. If the restriction must evaluate the combined quantity of multiple requests on the same date, the validation should examine all relevant time off entries for that worker and date rather than only the individual request. Selecting Do Not Allow Request makes the employee restriction a hard error, while the administrative override setting permits authorized managers and administrators to handle exceptions.
Multiple Time Off Requests Not Allowed for Same Date prohibits duplicate requests but does not establish an eight-hour quantity threshold. Consecutive Day Maximum limits the number of consecutive days in a request, not the hours entered on one day. Maximum Unpaid Time Off Units Allowed controls how much of a request may be unpaid after applying the plan's lower limit. Therefore, the general Maximum validation is the correct mechanism for enforcing the eight-hour daily ceiling.
Reference: Workday Education - Absence for Administrators: Time Off Validations, "Maximum"
NEW QUESTION # 11
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?
Answer: A
Explanation:
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"
NEW QUESTION # 12
You need to prevent workers' Time Off Plan balances from exceeding 200 hours.
How will you do so?
Answer: C
Explanation:
A time off plan's Upper Limit specifies the maximum number of hours or days that a worker can accumulate in the plan balance. Setting the upper limit to 200 hours instructs Workday to compare the worker's calculated balance with that ceiling during accrual processing. When a calculated accrual would raise the balance above
200 hours, Workday reduces the accrual by the excess amount. The excluded amount is reported as forfeited accrual.
For example, if a worker has 195 hours and is scheduled to accrue 12 hours, the preliminary balance is 207 hours. Workday applies the 200-hour upper limit and reduces the accrual by seven hours. The worker receives five hours, producing a final balance of 200 hours.
A Carryover Limit applies only when balances move from one balance period to the next; it does not prevent the balance from exceeding a threshold during the current period. Maximum Unpaid Time Off Units Allowed validates requests that exceed the available paid balance and is unrelated to accumulation. A Lower Limit controls how far a balance may be reduced before requested time becomes unpaid. Consequently, only the Upper Limit directly enforces the maximum accumulated plan balance.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Upper Limits"
NEW QUESTION # 13
You create a time off called Intermittent Sick Time Off and coordinated the time off with your Illness Leave Type.
What report would you run to view the Outstanding Balance that reflects the details of both intermittent sick time off taken and illness leave taken?
Answer: D
Explanation:
Leave Results for Worker reports the worker's leave entitlement balance and detailed activity for the applicable leave calendar period. Because Intermittent Sick Time Off is coordinated with the Illness Leave Type, units entered through that time off reduce the associated leave entitlement along with units taken through continuous illness leave. The report's outstanding balance therefore reflects both forms of absence activity.
View Leave Type displays the leave type's configuration, such as entitlement rules, calendar settings, and coordinated absence components. It does not calculate an individual worker's outstanding balance. Enter Absence is a transaction entry report used to initiate time off or leave requests. Time Off Results Detail reports employee-level time off plan balances and time off results, but it does not provide the combined leave entitlement result required for coordinated leave and intermittent time off.
When the report is run, the as-of date determines the applicable balance calendar and the events included.
Leave Results for Worker displays the remaining leave balance together with the individual leave requests contributing to the calculation, including qualifying in-progress and completed events.
Study Guide references: Leave of Absence - Coordinated Leaves and Time Off and Absence Reports - Leave Results for Worker .
NEW QUESTION # 14
Which statement correctly defines an accrual in a Workday time off plan?
Answer: D
Explanation:
An accrual is the configuration that adds units to a worker's time off plan balance. It specifies both the quantity awarded and the conditions or timing under which the worker receives that quantity. The amount can be a constant or can be calculated from factors such as service, location, worker type, or other report-field values.
The accrual definition also establishes processing priority, scheduling rules, adjustment and override permissions, eligibility requirements, accrual-frequency overrides, and applicable limits. Because accruals increase balances, they are used only with time off plans that have balance tracking enabled. A basic plan that does not track a balance has no need for an accrual component.
A time off type provides the category name displayed to users. An underlying time off represents the absence and subtracts approved units from the plan balance. Leave dates are managed through leave-of-absence requests and leave-type configuration. These functions are distinct from the accrual. Option B correctly combines the two defining characteristics: the amount awarded and when that award is made.
Reference: Workday Education-Time Off Plans and Components, Accrual
NEW QUESTION # 15
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