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| Section | Weight | Objectives |
|---|---|---|
| Business Processes & Workflows | 15% | - Approval routing and notifications - Time Off Request business process - Place Worker on Leave process |
| Eligibility & Calculated Fields | 15% | - Position attributes and service length logic - Calculated fields for absence entitlements - Eligibility rules based on HCM data |
| Time Off Types & Entry | 15% | - Entry validations and balance adjustments - Time Off Type setup - Request workflow configuration |
| Security, Reporting & Integration | 10% | - Absence reporting and analytics - Integration with Time Tracking and Payroll - Role-based security for absence data |
| Leaves of Absence & Leave Families | 20% | - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Concurrent vs sequential leave handling - Leave Type and Leave Family configuration |
| Time Off Plans & Accruals | 25% | - Time Off Plan configuration - Carryover, pro-ration, and plan limits - Accrual schedules and balance periods |
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NEW QUESTION # 57
An employee's termination requires a payout of outstanding balances from their eligible time off plans.
What does the absence administrator need to configure for the payouts to occur?
Answer: A
Explanation:
Termination payout automation requires all three configuration elements in option D. First, the Termination business process must contain the Adjust Time Off Balances service step after completion. This service evaluates the worker's eligible time off plans and initiates the applicable termination adjustments.
Second, each plan must identify the time off used to create its termination adjustment. This is configured through the Time Off for Termination Adjustment field and gives Workday the transaction component needed to reduce the outstanding balance. Third, Adjustments Allowed must be enabled on that selected time off because Workday is creating an adjustment transaction against it.
Overrides Allowed is not equivalent to Adjustments Allowed. An override replaces or establishes a calculated value for an accrual or balance, while an adjustment adds or subtracts units through a transaction. The termination process requires the latter. The Remove Invalid Time Off Entries After Termination service step handles time off entries that become invalid because they occur after termination; it does not generate the balance-reduction transaction required for payout.
Study Guide references: Absence Management Business Processes - Automating Payout of Plan Balance upon Termination and Time Off Plans and Components - Adjustments Allowed .
NEW QUESTION # 58
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: A
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 # 59
You need to create two new leave types, Medical Leave and Military Leave. Their balances are coordinated.
Each leave is in a different leave family. You also need to create a Time Off that will reduce the balance of either leave when a worker requests it.
How would you coordinate the leaves?
Answer: D
Explanation:
Because Medical Leave and Military Leave belong to different leave families, they must be coordinated explicitly through the Additional Leave Types field. The relationship must be configured on both leave types: Medical Leave must reference Military Leave, and Military Leave must reference Medical Leave. This reciprocal configuration ensures that units taken under either leave are counted against the balance of the other coordinated leave.
Workday does not automatically create a bidirectional relationship when one leave type references another.
Configuring only Medical Leave on Military Leave, or only Military Leave on Medical Leave, would update one entitlement calculation but not necessarily the other. The leave types must use compatible units of time so that Workday can count the coordinated units correctly.
Include all Leave Types from Leave Family is inappropriate because the two leave types are in different families. That option coordinates leave types within the same family. The related Time Off should separately be added to the Intermittent Time Offs field of the applicable leave type so its units also reduce the leave entitlement. For the specific question of coordinating the two leave types, each must reference the other through Additional Leave Types.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Coordinated Leaves and Time Off"
NEW QUESTION # 60
What is the primary purpose of a balance period within a balance-tracking time off plan?
Answer: C
Explanation:
A balance period establishes the time span over which Workday calculates the financial and quantitative activity associated with a time off plan. The same balance period applies to accrual amounts that increase the plan balance, approved time off that reduces the balance, and the resulting time off plan balance. Typical examples include a calendar-year period or an anniversary period based on the worker's hire date.
The balance period must not be confused with the period schedule. The period schedule divides activity into processing intervals, such as weekly, biweekly, or monthly periods, and ordinarily determines accrual frequency. The balance period instead defines the broader measurement window within which those processing periods operate. Workday also uses it when determining carryover, resetting year-to-date values, and calculating balance totals.
Approval routing is controlled by the relevant business process definition, while security groups and domains determine access. Neither function is performed by the balance period. Therefore, the date range used to calculate and aggregate accrual, time off, and plan balances is the technically accurate answer.
Reference: Workday Education-Time Off Plans and Components, Balance Period
NEW QUESTION # 61
What is the functional difference between an eligibility rule and a validation rule for a leave type?
Answer: B
Explanation:
An eligibility rule determines whether a worker qualifies for the leave type. Workday evaluates eligibility against the requested leave's start date and displays only the leave types for which the worker is eligible.
Eligibility rules are attached through Additional Criteria on the leave type's Details tab and must use Worker- or Position-based information because Workday evaluates qualification before it has complete leave-event information.
A validation rule evaluates whether an otherwise eligible request complies with policy. Workday can apply the validation to each requested day when the request is submitted. A failed validation can produce a hard error, preventing submission, or a soft warning that allows the request to continue for review. Examples include preventing a request that exceeds the worker's entitlement or generating a warning when supporting conditions are not satisfied.
Eligibility therefore controls access to the leave type; validation controls the acceptability of a particular request. Neither function replaces segmented security, accrual-frequency configuration, payroll processing, or benefits administration. Option B correctly describes both the timing and functional purpose of the two rule types.
Reference: Workday Education-Leave of Absence Rules
NEW QUESTION # 62
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