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| Section | Objectives |
|---|---|
| Time Off Configuration | - Time off calculations - Time off plan administration - Time off business processes |
| Leave of Absence Management | - Leave administration - Managing leave requests |
| Leave of Absence Configuration | - Leave of absence business processes - Calculated fields - Leave components |
| Time Off Management | - Adjustments - Corrections - Overrides |
| Workday HCM Core Concepts | - Key HCM Core concepts - Payroll concepts relevant to Absence |
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質問 # 89
As an administrator, you create a new leave type that grants hourly workers a 10-day entitlement and salaried workers a 7-day entitlement, both per calendar year.
What would you configure to define the entitlement amounts?
正解：C
解説：
An Evaluate Expression calculated field returns different values according to ordered conditions. The administrator can configure an expression that evaluates whether the worker is hourly or salaried and returns the applicable numeric entitlement: 10 days for an hourly worker and seven days for a salaried worker. The resulting field can be selected as the leave type's Entitlement Units calculation.
Evaluate Expression is the calculated-field equivalent of a conditional calculation in the Workday Calculation Engine. Each condition is evaluated against the worker data available at runtime. The calculation should also include an appropriate default value or complete coverage of the expected worker categories so the entitlement does not resolve blank for an eligible worker.
A Build Date calculated field constructs a date from year, month, and day components and cannot return the required numeric entitlement. Sum-Related Instances aggregates numeric values across multiple related records; there is no collection of entitlement records to aggregate in this scenario. An Arithmetic Calculation performs mathematical operations on numeric operands but does not independently choose between two amounts based on worker classification. Because the requirement is conditional-return one entitlement for hourly workers and another for salaried workers-Evaluate Expression is the appropriate calculated field.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Calculated Fields Overview" and "Entitlement Units"
質問 # 90
An organization is tracking worker sickness using a leave type. When workers are sick for short periods of time, the absence must be subtracted from the leave type balance.
How can the absence administrator meet this requirement?
正解：D
解説：
Workday coordinates short-duration time off with a leave entitlement through the Intermittent Time Offs field on the leave type. The administrator creates the appropriate time off and time off plan, then adds that time off to the Sickness leave type's Intermittent Time Offs field. Units requested through the intermittent time off are subsequently counted as leave taken and reduce the sickness leave entitlement balance.
When a coordinated intermittent request is processed, Workday evaluates the time off plan balance and the leave entitlement balance independently. The request must satisfy the eligibility and validation rules configured for both the time off and the related leave type. The time off may therefore reduce its time off plan balance while simultaneously reducing the coordinated leave balance.
An absence type group changes how available absence types are organized in the request prompt; it does not coordinate their balances. An accrual calculation adds to a time off plan balance and is not the mechanism for deducting short sickness events from a leave entitlement. Calculated fields can establish an entitlement amount but do not create the transactional relationship between time off taken and leave taken. The Intermittent Time Offs relationship is the configuration designed for this requirement.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Coordinated Leaves and Time Off"
質問 # 91
In the Termination business process definition, what step should you add to automate the payout of time off plan balances when workers terminate?
正解：A
解説：
The Adjust Time Off Balances service step initiates the processing required to reduce eligible time off plan balances when a worker terminates. It is normally positioned after the completion step in the Termination business process because the termination must first be completed before Workday performs the associated balance adjustment.
For each eligible plan, Workday identifies the configured Time Off for Termination Adjustment, creates the required adjustment, and reduces the worker's remaining balance to zero. The resulting adjustment supplies the balance-reduction transaction needed for downstream payroll treatment when the organization has configured the associated payroll calculation or interface.
Terminate User Account controls system-access termination and has no responsibility for absence balances.
Automated Leave Processing addresses leave-related processing rather than time off payouts. Automated Accrual Adjustment is used for accrual changes caused by eligibility events, particularly mid-period job changes; it does not execute termination balance payout processing.
The business-process step is only one part of the complete configuration. The time off plan must also identify the time off used for the termination adjustment, and that time off must permit adjustments.
Study Guide reference: Absence Management Business Processes - Automating Payout of Plan Balance upon Termination .
質問 # 92
An absence administrator is configuring a new time off plan. They understand that period schedules are fundamental components for time off plans.
Which statement describes a primary function or characteristic of a period schedule?
正解：A
解説：
A period schedule establishes the recurring processing periods used by the time off plan and therefore determines its default accrual frequency. For example, a monthly period schedule normally causes Workday to process periodic accruals monthly, while a weekly schedule provides weekly processing periods. This behavior can be modified through an accrual frequency override, custom frequency, or front-loaded configuration, but the period schedule supplies the standard framework.
The schedule also defines period start and end dates used to retrieve and process time off, organize balance reporting, evaluate period-based eligibility criteria, and determine which effective dates are available for time off plan components. Every time off plan must therefore reference a valid period schedule.
Public holidays are defined through holiday calendars rather than period schedules. The maximum number of consecutive absence days is controlled by a Consecutive Day Maximum validation. The types of time off available to workers are determined through time off types, underlying time offs, eligibility, and security configuration. These functions do not belong to the period schedule. Among the available choices, determining the plan's default accrual frequency is the defining period-schedule characteristic.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Period Schedule"
質問 # 93
You need to determine the number of years between the period start date and an employee's hire date to determine their time off accrual.
What type of numeric calculation would you use?
正解：A
解説：
A Date Difference calculation returns the elapsed interval between two dates as a numeric value. Workday supports intervals such as years, months, days, hours, minutes, or seconds, depending on the calculation context. For this requirement, the calculation uses the worker's hire date and the applicable period start date and returns the completed number of years between them.
That numeric result can then drive service-based accrual logic. For example, the value may be evaluated directly in a conditional calculation or used as search criteria in a numeric lookup table to return different accrual rates for workers with fewer than five years, five through nine years, or ten or more years of service.
A Date Extract calculation returns only a component of one date, such as its year or month; subtracting extracted calendar years can produce an incorrect service result when the employment anniversary has not yet occurred. A Lookup calculation returns a configured value after criteria have already been calculated, while a Conditional calculation selects a result based on conditions. Neither independently calculates the elapsed years. The Date Difference calculation is therefore the correct foundational numeric calculation for determining service duration.
Reference: Workday Education - Workday Reporting: Calculated Fields, "Date Difference" ; Workday Education - Payroll for Administrators: The Calculation Engine
質問 # 94
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