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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Time Off Plans & Accruals | 25% | - Time Off Plan configuration - Carryover, pro-ration, and plan limits - Accrual schedules and balance periods |
| Topic 2: Business Processes & Workflows | 15% | - Time Off Request business process - Approval routing and notifications - Place Worker on Leave process |
| Topic 3: Leaves of Absence & Leave Families | 20% | - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Concurrent vs sequential leave handling - Leave Type and Leave Family configuration |
| Topic 4: Time Off Types & Entry | 15% | - Entry validations and balance adjustments - Time Off Type setup - Request workflow configuration |
| Topic 5: Security, Reporting & Integration | 10% | - Role-based security for absence data - Integration with Time Tracking and Payroll - Absence reporting and analytics |
| Topic 6: Eligibility & Calculated Fields | 15% | - Position attributes and service length logic - Eligibility rules based on HCM data - Calculated fields for absence entitlements |
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NEW QUESTION # 31
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.
You created a new leave type that all workers are eligible for, but only managers should be able to request it.
How will you restrict the availability?
Answer: B
Explanation:
The new leave type must be added exclusively to the manager Leave Type security segment . The segment defines the leave types available to the security roles connected to its segment-based security group. If managers have access to that segment and employees acting as Employee as Self do not, managers can enter the leave on behalf of eligible workers while workers cannot request it themselves.
A business process security policy controls which security groups can initiate actions such as Request Leave for Self or Request Leave for Worker. It does not provide a list in which individual leave types are assigned.
On Leave Status Visibility controls whether users can see a worker's leave-status indicator; it does not control who can request the leave. Absence type groups organize time offs, absence tables, and leave types in the absence-selection interface, but grouping is a presentation configuration rather than an access-control mechanism.
The administrator should also verify that the manager's segment-based security group has access to the manager segment and is authorized to initiate Request Leave for Worker. The new leave type should not be included in any segment available to Employee as Self.
Study Guide reference: Leave of Absence - Configuring Leave Type Segment Security .
NEW QUESTION # 32
An absence administrator needs to group all statutory leaves together. In another group, they must place all non-statutory leaves.
What can the absence administrator create to group the leave types into their appropriate categories?
Answer: C
Explanation:
Leave families group related leave types into functional categories. When users initiate a leave request, Workday presents the leave family name as the category containing the associated leave types. The administrator should therefore create one family for statutory leave types and a second family for non- statutory leave types.
This structure provides a clear functional distinction while preserving the individual rules, eligibility, validations, entitlements, balance calendars, and payroll effects configured on each underlying leave type.
Leave families can also participate in coordinated-leave configuration when units taken from leave types in the same family must affect related entitlement balances.
Placing all leave types in one family would eliminate the required category separation; different eligibility rules would change worker access but would not produce separate leave-family groupings. Leave type security segments control access to specified leave types for roles such as Employee as Self or Manager. They are security boundaries rather than functional leave categories. An absence table can combine absence-related data or selection behavior for other purposes, but it is not the primary Workday component for grouping leave types into statutory and non-statutory categories. Two leave families directly satisfy the requirement.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Leave Families"
NEW QUESTION # 33
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?
Answer: D
Explanation:
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"
NEW QUESTION # 34
To support the rollout of time tracking from January 1 of next year, you need to allow workers to enter time off requests in Time Tracking as well as Absence.
How would you make this change?
Answer: D
Explanation:
The Entry Option is configured on the time off component, not on the time off plan. Selecting Enter through Workday Time Tracking or Time Off permits eligible workers to enter the absence through either Time Tracking or the Workday Absence calendar and related time off tasks.
Because the change must begin on January 1 of the next year, the administrator should create a new effective- dated snapshot of the time off with January 1 as its effective date. This preserves the current entry behavior through December 31 and introduces the new configuration prospectively. Updating the initial snapshot would rewrite the component's earlier configuration and could affect historical or current-period behavior, which is inappropriate for a planned future rollout.
Workday treats the time off, accrual, and time off plan as effective-dated absence setup components.
However, their configuration responsibilities differ. The plan defines items such as the period schedule, unit of time, limits, accrual frequency, and balances. The individual time off defines how users may enter requests.
Therefore, options A and C target the wrong component, while option B targets the correct component but applies the wrong effective-dating method. Option D preserves configuration history and activates the correct entry channel on the required date.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Effective- Dated Absence Setup Components" and "Entry Option"
NEW QUESTION # 35
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: C
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 # 36
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