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| Section | Objectives |
|---|---|
| Topic 1: Leave of Absence Configuration | - Configuring leave of absence business processes - Setting up leave components using calculated fields |
| Topic 2: Workday HCM Core or Payroll Concepts | - Key Workday Payroll concepts - Key Workday HCM Core concepts |
| Topic 3: Time Off Management | - Time off adjustments - Time off overrides - Time off corrections |
| Topic 4: Leave of Absence Management | - Managing leaves of absence - Leave components and leave families |
| Topic 5: Time Off Configuration | - Setting up time off calculations - Time off plan administration tasks - Configuring time off business processes |
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NEW QUESTION # 28
Refer to the following scenario to answer the question below.
You configured two leave types, Short Term Disability and Long Term Disability. It is common that workers need to be placed on Long Term Leave once they have exhausted Short Term Leave.
You need to streamline the process of moving employees from Short Term Disability Leave to Long Term Disability Leave.
What will you configure in the leave type to make it happen?
Answer: C
Explanation:
Cascading leave configuration defines the sequence in which one leave type transitions to another. The Long Term Disability Leave Type must therefore be selected in the Next Leave Type field on the Cascading Leave tab of the Short Term Disability Leave Type. This establishes Long Term Disability as the successor when the short-term leave reaches its configured end.
Adding the leave types to the same absence type group only organizes them in the absence-selection interface.
A leave family categorizes related leave types but does not create an automated transition. The Additional Leave Types field coordinates leave-taken calculations so that one leave can reduce another leave's entitlement; it does not define which leave should start after the current leave ends.
The succeeding leave remains subject to its eligibility rules. When automated processing reaches the transition date, Workday can generate a return request for Short Term Disability and a new request for Long Term Disability. The Request Leave of Absence business process must also include the Automated Leave Processing service, normally with a step delay that determines when the transition is evaluated.
Study Guide reference: Absence Management Business Processes - Cascading Leaves .
NEW QUESTION # 29
What field on a time off plan defines the number of hours or days that automatically populate when entering time off requests?
Answer: A
Explanation:
The Daily Quantity Default field specifies the number of hours or days that Workday automatically supplies for each selected date when a user enters a time off request through the calendar. The value can be a fixed quantity, such as eight hours, or a calculation that derives the worker's scheduled hours or another applicable quantity.
When a conditional calculation provides the default, Workday evaluates the calculation using the first day of the request and can apply that resolved quantity to the requested dates. The field improves entry consistency and reduces the need for workers to manually enter the expected quantity on every date. A time off can also contain an override when its default quantity must differ from the default established on the plan.
Days to Include determines which dates Workday initially includes when the worker selects a date range, such as all days, weekdays, or workdays. It does not specify the quantity for those dates. The Lower Limit determines the point below which time off becomes unpaid. The Accrual Frequency Method determines whether Workday adds accruals at the start or end of a period or according to a custom frequency.
Consequently, only Daily Quantity Default controls the automatically populated daily units.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Calculation Information - Daily Quantity Default"
NEW QUESTION # 30
Refer to the following scenario to answer the question below.
You created a new time off. You need to prevent employees from requesting more than eight hours of time off in a day. Managers and administrators should be able to enter more than eight hours to allow for exceptional circumstances.
How do you enable managers and administrators to enter more than eight hours?
Answer: D
Explanation:
The Allow Override for Entry On Behalf Of Worker checkbox permits authorized managers and administrators to override a time off validation when entering, revising, or correcting time off for an employee. The users must belong to security groups authorized for the applicable "enter on behalf of worker" action in the relevant Absence business process security policy.
The eight-hour restriction should remain a hard validation for employees. When an employee attempts to exceed the configured maximum, Workday prevents submission. When an authorized manager or administrator enters the request on the employee's behalf, Workday displays a warning identifying the validation failure but permits the authorized user to continue. This supports exceptional cases without weakening the general employee restriction.
Clearing Do Not Allow Request would convert the validation into a warning for employees as well, allowing them to submit requests above eight hours. Segmented security controls access to particular time offs; it does not grant permission to disregard a quantity validation. A time off plan eligibility override determines which workers qualify for the time off and has no effect on the maximum daily request. The administrative-override checkbox is therefore the targeted control for the stated exception.
Reference: Workday Education - Absence for Administrators: Time Off Validations, "Allow Override for Entry on Behalf of Worker"
NEW QUESTION # 31
What leave impact does not require any further configuration for it to have an effect?
Answer: C
Explanation:
Selecting Inactivate Worker directly causes Workday to make the employee inactive while the employee is on the configured leave type. Once the leave request is approved and processing is complete, the worker's status changes without requiring a separate eligibility rule, payroll configuration, or benefits event.
Payroll Effect requires coordination with Workday Payroll configuration. Payroll run categories must be reviewed to determine which earnings or deductions continue or stop while the employee is on leave. Absence Accrual Effect identifies the leave as relevant to absence accrual processing, but an administrator must build time off or accrual eligibility logic that references the effect if accruals should stop during leave. Benefit Effect indicates that the leave may affect benefit eligibility; changing benefit elections generally requires a life event and associated benefit processing.
Inactivate Worker therefore has an immediate operational result from the leave-type setting itself. The worker is subsequently returned to active status when the Return from Leave of Absence business process is completed. Administrators should still evaluate the broader security and integration consequences of inactive status, but no additional functional configuration is needed to produce the status change.
Study Guide reference: Leave of Absence - Details Tab and Leave Impacts .
NEW QUESTION # 32
What web service can you use to create new period schedules?
Answer: D
Explanation:
Put Period Schedule is the inbound Workday web service used to create or load period schedule data.
Workday supports two principal configuration approaches: administrators can manually establish schedules through the Create Period Schedule task, or they can load schedule information through the Put Period Schedule web service, commonly using an Enterprise Interface Builder integration.
The "Put" operation is appropriate because the request changes Workday data by submitting a new or updated business object. A "Get" operation retrieves existing information and therefore cannot create a period schedule. "Get Schedules" and "Put Schedules" are not the delivered service names identified for this Absence configuration requirement.
Period schedules provide consecutive processing periods and may be shared by Workday Absence, Payroll, and Time Tracking when their dates and frequencies align. The inbound data must therefore contain the schedule structure and required period information in a form accepted by the service. Usage must also be configured correctly so that the schedule is available to Absence Management. After loading the data, the administrator should review the schedule, generated periods, application usage, and relevant dates before attaching it to a time off plan.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Set Up a Period Schedule" ; Workday Education - Payroll for Administrators: Payroll Input
NEW QUESTION # 33
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