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| Section | Objectives |
|---|---|
| Topic 1: Leave of Absence Configuration | - Setting up leave components using calculated fields - Configuring leave of absence business processes |
| Topic 2: Time Off Management | - Time off overrides - Time off adjustments - Time off corrections |
| Topic 3: Time Off Configuration | - Time off plan administration tasks - Setting up time off calculations - Configuring time off business processes |
| Topic 4: Workday HCM Core or Payroll Concepts | - Key Workday Payroll concepts - Key Workday HCM Core concepts |
| Topic 5: Leave of Absence Management | - Leave components and leave families - Managing leaves of absence |
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NEW QUESTION # 34
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: B
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 # 35
In self-service, a worker submits a request exceeding their entitlement.
What Leave Type validation configuration generates an alert?
Answer: A
Explanation:
Clearing Do Not Allow Request configures the leave validation as a soft error. When the worker submits a request that exceeds the entitlement, Workday displays an alert or warning but allows the request to continue through the Request Leave of Absence business process. The approver can review the warning and decide whether to approve, deny, or return the request.
Selecting Do Not Allow Request would instead generate a hard error. A hard error prevents the worker from submitting the request until the request is corrected or cancelled. That behavior is stronger than the alert requested in the question.
Allow Override for Entry on Behalf of Worker applies when an authorized manager or administrator enters, revises, or corrects leave for a worker. It does not determine whether an employee's self-service validation is a warning or hard error. Hiding supporting data controls whether workers see contextual calculated or report-field values; it does not control validation severity. Custom text changes the wording or additional information presented with the validation result, but it does not convert a hard error into an alert.
Clearing Do Not Allow Request is therefore the configuration that produces a warning while permitting submission.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Validations: Hard and Soft Errors"
NEW QUESTION # 36
You need to add two years to an existing period schedule.
What task will you use?
Answer: B
Explanation:
The Generate Period Schedule Periods task extends an existing period schedule by automatically creating future periods. Workday states that this task can extend supported period schedules for up to two years. The schedule must already contain at least one configured period so Workday can derive the sequence, frequency, period boundaries, and related dates for the newly generated periods.
This task is appropriate because the requirement is to extend an existing schedule, not establish a new schedule. Create Period Schedule is used when manually defining a new period schedule. "Set Up Period Schedule" and "Produce Period Schedule Periods" are not the delivered tasks for this operation.
For supported frequencies-including annual, weekly, biweekly, semimonthly, and monthly-the administrator selects the existing schedule and specifies the number of periods to generate. Workday then derives the period start and end dates based on the existing schedule pattern. Depending on the schedule's usage, the administrator may also need to review application-specific dates or overrides after generation.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Generate Periods for Period Schedules" ; Workday Education - Time Tracking for Administrators: "Generate Periods for Period Schedules"
NEW QUESTION # 37
To prevent multiple Jury Duty requests on the same date, an absence administrator added the validation.
Multiple Time Off Requests Not Allowed for Same Date. Workers are allowed to submit other types of time off with multiple requests per day.
How should the administrator configure the Time Off Entries to Include validation criteria?
Answer: D
Explanation:
The validation must apply only to Jury Duty requests without restricting multiple same-day requests for unrelated time offs. The administrator should select All Time Off Entries for Worker (for Time Off Validation Set) for Same Date and create a validation set containing Jury Duty.
This scope instructs Workday to evaluate the worker's entries for the same date only when those entries belong to the designated validation set. If a Jury Duty request already exists for that date, another Jury Duty request triggers the validation. Other time offs outside the validation set remain unaffected and can still be entered multiple times when their own configuration permits it.
Individual Time Off Entry does not compare the request with other same-day entries and therefore cannot prevent duplicates. All Time Off Entries for Worker for Same Date is too broad because it evaluates every time off and could block legitimate multiple requests involving unrelated absence types. Creating a validation set that excludes Jury Duty reverses the intended scope by applying the comparison to the wrong time offs. A validation set containing Jury Duty provides the required targeted control while preserving the organization's more permissive behavior for other time-off categories.
Reference: Workday Education - Absence for Administrators: Time Off Validations, "Multiple Time Off Requests Not Allowed for Same Date"
NEW QUESTION # 38
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?
Answer: B
NEW QUESTION # 39
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