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| Section | Objectives |
|---|---|
| Leave of Absence Management | - Leave components and leave families - Managing leaves of absence |
| Leave of Absence Configuration | - Setting up leave components using calculated fields - Configuring leave of absence business processes |
| Workday HCM Core or Payroll Concepts | - Key Workday HCM Core concepts - Key Workday Payroll concepts |
| Time Off Management | - Time off adjustments - Time off corrections - Time off overrides |
| Time Off Configuration | - Configuring time off business processes - Setting up time off calculations - Time off plan administration tasks |
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NEW QUESTION # 97
Refer to the following scenario to answer the question below.
You created a time off plan that accrues five hours each period for all eligible workers. Workers start accruing in the period in which they are hired. The time off plan has an upper limit of 120 hours.
You have a worker who is forfeiting accruals for the plan due to their plan balance reaching 120 hours.
What task will you use to allow the worker to receive their accrual each period, therefore accruing more than the 120 hours for the plan?
Answer: D
Explanation:
Maintain Accrual and Time Off Limit Overrides allows an administrator to suspend the accrual's upper limit for a defined period. The worker's accrual is being forfeited specifically because the plan balance has reached the 120-hour limit. Suspending that limit enables the normal five-hour accrual to continue processing even while the worker's balance exceeds 120 hours.
Maintain Accrual and Time Off Adjustments/Overrides changes the accrual result for selected periods but does not remove the upper-limit restriction. Even an accrual adjustment or override can be reduced or eliminated when the upper limit is applied. Maintain Time Off Plan Override Balances replaces the calculated plan balance as of a particular period start date; it does not authorize future accruals above the plan limit.
Maintain Time Off Plan Carryover Overrides controls carryover amounts and expiration dates between balance periods.
The administrator should define the exact periods during which the limit suspension applies. The worker continues receiving the plan's standard accrual while the override is effective. When the limit override ends, the standard 120-hour ceiling becomes applicable again, and later accruals may be reduced or forfeited depending on the worker's balance.
Study Guide reference: Absence Management Administration - Maintain Accrual and Time Off Limit Overrides .
NEW QUESTION # 98
What does a leave type define in Workday Absence?
Answer: C
Explanation:
A leave type is the central configuration object governing a specific form of leave of absence. It defines the rules that apply when a worker requests or is placed on personal leave, bereavement leave, short-term disability, parental leave, or another extended absence.
The configuration identifies the associated leave family, the unit of time used for the request, eligible worker populations, additional eligibility criteria, validation rules, entitlement structure, and whether Workday tracks an entitlement balance. It can also control the On Leave status visibility, calendar display, Days to Include calculation, payroll effect, benefit effect, accrual effect, and other cross-functional consequences. For balance- tracking leave types, the definition additionally includes balance-calendar dates and entitlement calculations.
A period schedule belongs to time off plan configuration rather than leave type configuration. Supervisory organization membership is determined through HCM organization and staffing structures, while payroll calendars and pay-period processing belong to Payroll. Therefore, the leave type's defining function is to assemble the policy, eligibility, validation, entitlement, visibility, and processing rules for one specific category of leave.
Reference: Workday Education-Leave of Absence, Leave Type
NEW QUESTION # 99
What task would you use to manually set up a new period schedule in Workday?
Answer: C
Explanation:
The delivered task used to manually establish a period schedule is Set Up Period Schedule. This task creates the schedule framework and enables the administrator to define its frequency and periods directly in the Workday tenant. Period schedules are foundational to Absence configuration because they establish the processing periods used for accruals, time off transactions, reporting, and period-based eligibility evaluation.
Generate Period Schedule Periods serves a different purpose. It extends an existing supported schedule by generating future periods from its established pattern; it is not the manual setup task for a new schedule.
"Produce Period Schedule Periods" is not the applicable delivered task. Although Workday course materials may describe the overall activity as creating a period schedule and reference period-schedule creation functionality, the task label tested by this question is Set Up Period Schedule.
During setup, administrators should specify the correct frequency and application usage and ensure that the periods are consecutive. Workday Absence, Payroll, and Time Tracking can share a schedule when their period dates align. After creating the schedule, it can be selected on a time off plan, where it governs accrual frequency, processing periods, reporting intervals, and available effective dates.
Reference: Workday Pro Absence course topic - Period Schedule: Set Up a Period Schedule; Workday Education - Absence for Administrators: Time Off Plans and Components
NEW QUESTION # 100
Refer to the following scenario to answer the question below.
You created a time off plan that accrues five hours each period for all eligible workers. Workers start accruing in the period in which they are hired. The time off plan has an upper limit of 120 hours.
Due to a recent acquisition, your company added 200 new workers to your Workday tenant. These workers are eligible for the time off plan you created. In addition to accruing five hours each period, each worker should start with a beginning plan balance of 40 hours.
What EIB will you use to grant the workers a beginning balance of 40 hours?
Answer: C
Explanation:
The Put Override Balance EIB performs mass time off plan balance overrides. It is appropriate because 200 acquired workers require the same type of beginning-balance conversion. Each worker's eligible plan balance can be established at 40 hours as of the applicable period start date, after which Workday uses that amount as the starting point for subsequent accrual and time off calculations.
Import Request Leave of Absence loads leave-of-absence events and does not establish time off plan balances. Adjust Time Off creates mass time off adjustment or correction transactions; it is not the delivered EIB for setting the authoritative opening balance. Enter Time Off loads time off requests through the Request Time Off business process and would reduce balances instead of establishing them.
The effective date must align with the start of a period for which each worker is eligible. Administrators must also understand that an override replaces the calculated balance at that point. Workday does not recalculate the overridden balance for the override date or earlier dates when retroactive activity is subsequently entered.
Data validation should therefore confirm worker eligibility, plan, unit of time, effective date, and the 40-hour value before loading.
Study Guide reference: Absence Management Administration - Maintain Time Off Plan Carryover and Balances for Employees .
NEW QUESTION # 101
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: A
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 # 102
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