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| Section | Objectives |
|---|---|
| Time Off Management | - Time off overrides - Time off corrections - Time off adjustments |
| Time Off Configuration | - Setting up time off calculations - Time off plan administration tasks - Configuring time off business processes |
| Leave of Absence Management | - Leave components and leave families - Managing leaves of absence |
| Workday HCM Core or Payroll Concepts | - Key Workday HCM Core concepts - Key Workday Payroll concepts |
| Leave of Absence Configuration | - Configuring leave of absence business processes - Setting up leave components using calculated fields |
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질문 # 87
Which combination represents the required configuration of a time off plan with balance tracking enabled?
정답：B
설명：
A balance-tracking plan requires the components necessary to define the calculation window, processing frequency, balance presentation, permitted request dates, measurement unit, balance additions, balance reductions, and worker eligibility. The balance period supplies the overall calculation range, while the period schedule establishes processing periods and accrual frequency. Balance visibility and calendar-display settings determine how balance information is presented.
Days to Include and Unit of Time control which dates contribute to requests and whether the plan processes hours or days. Accruals add units to the balance; time offs subtract units. Eligibility rules determine which workers can accrue and use the plan. Together, these elements form the minimum functional architecture of a balance-tracking time off plan.
Leave families, leave entitlements, and payroll-effect configurations belong primarily to leave-of-absence configuration and cannot replace time off plan components. A time off type categorizes the user-facing request but is associated with the underlying time off rather than serving as the complete plan architecture. A balance period and period schedule alone are insufficient because the plan would have no configured sources or uses of balance units.
Reference: Workday Education-Time Off Plans and Components, Time Off Plans with Balance Tracking
질문 # 88
You need to create a time off plan that requires a user to enter the start and stop time when submitting a time off request.
When would you configure this?
정답：D
설명：
Start and stop time entry is configured on the time off component before that component is associated with the intended hours-based time off plan. In the Create Time Off task, the administrator selects the appropriate entry option and enables Display Start and End Time. Workday then exposes Start and End Time Required, which makes both values mandatory when a requester enters the time off. An additional option can calculate the requested quantity from the interval between those times.
The configuration must align with the plan's unit of time. An hours-based plan is the appropriate design when the business requirement depends on precise clock times and a calculated duration. Although Workday can display start and end times in several request contexts, the selected time off, accruals, limits, and calculations attached to a plan must remain compatible with that plan's unit of time. Workday does not automatically convert day-based configuration values into hourly values.
Configuring the requirement before adding the time off to the hours-based plan ensures the component is correctly defined and compatible when it becomes part of the plan architecture. Options A and D incorrectly use a days-based plan, while option C reverses the required configuration sequence.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Time Off Details" and "Entry Option"
질문 # 89
The time off plan uses a monthly period schedule. You give workers an accrual of 10 hours per month. If a worker loses eligibility mid-period, you would like Workday to automatically prorate their accrual in that period.
After you select the Adjustments/Overrides Allowed checkbox on the accrual, what do you do next?
정답：D
설명：
The accrual should be configured as Based on As of Date , and the Change Job business process must include the Automated Accrual Adjustment service step. Based-on-as-of-date processing is designed to prorate a periodic accrual when a worker's eligibility changes during the period. Workday uses the effective date of the job change to determine the eligible portion of the monthly period and adjusts the standard 10-hour accrual accordingly.
The Automated Accrual Adjustment service step connects the Change Job event to absence processing. After the business process completes, the service evaluates the worker's eligibility change and generates the calculated adjustment. Unlike front-loaded processing, based-on-as-of-date processing does not require a separate scheduling condition for Worker Job Change Mid-Period.
Selecting None means the accrual receives no special mid-period proration. Front-Loaded is appropriate when an amount is granted in advance for a larger balance period and must be recovered proportionally; it does not describe the regular monthly accrual in this scenario. Maintain Time Off Plan Transfer Balance addresses balance transfers, while Update Time Off Requests concerns request processing rather than accrual proration.
Study Guide reference: Absence Management Administration - Based on As of Date Accrual Adjustment .
질문 # 90
Which set contains the required components for a leave type with balance tracking enabled?
정답：A
설명：
A balance-tracking leave type requires the ordinary leave request configuration plus the elements necessary to calculate an entitlement balance. The leave family organizes the leave type for user selection. On Leave status visibility controls who can see that the worker is on leave, while the eligible worker type establishes whether the leave applies to employees, contingent workers, or both.
Track Balance must be enabled. Calculated fields define the balance-calendar start and end dates, establishing the period over which Workday calculates entitlement minus leave taken. The unit of time ensures that entitlement and leave usage are consistently expressed in hours or days. Calendar Display determines whether entitlement information appears in the Absence Calendar or Time Off and Leave Calendar. Leave entitlement defines the maximum available units, and Days to Include determines which requested dates or hours reduce the balance.
Period schedules, accrual frequency, upper and lower limits, and carryover rules are time off plan mechanics.
Payroll, benefit, and stock effects are optional cross-functional settings, not a complete required configuration. Option A contains the full required set identified by Workday.
Reference: Workday Education-Leave Types with Balance Tracking
질문 # 91
You configured an absence type group that includes four absence types.
If a worker is not eligible for any of the four included absences, what will the system display?
정답：C
설명：
Workday displays the absence-type-group interface only when the worker is eligible for at least one absence type included in a configured group. If the worker is ineligible for all four absence types, neither the group nor its absence types appears in the worker's selection interface.
Displaying the empty group would provide no actionable selection and could expose category information unrelated to the worker. Workday also does not display ineligible absence types merely because they belong to a configured group. The Other Absence Types group is reserved for eligible absence types that have not been assigned to any configured absence type group. It is not a fallback location for grouped absence types that fail worker eligibility.
Eligibility remains controlled by the underlying time off, absence table, or leave type configuration. Absence type groups organize eligible options for easier selection; they do not override eligibility or grant access.
Managers and employees may also receive different results because segmented security and role-based request permissions continue to apply independently of grouping.
Study Guide reference: Leave of Absence - Absence Type Grouping .
질문 # 92
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