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| Section | Objectives |
|---|---|
| Workday HCM Core Concepts | - Key HCM Core concepts - Payroll concepts relevant to Absence |
| Leave of Absence Configuration | - Leave components - Leave of absence business processes - Calculated fields |
| Time Off Configuration | - Time off business processes - Time off plan administration - Time off calculations |
| Leave of Absence Management | - Managing leave requests - Leave administration |
| Time Off Management | - Overrides - Adjustments - Corrections |
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NEW QUESTION # 61
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.
Which data entry validation should you use to configure the above?
Answer: D
Explanation:
The Maximum data entry validation limits how much time off a worker can enter in a single request or across qualifying requests. The administrator can configure a constant value of eight hours or use a calculation when the permitted quantity varies according to a worker's schedule, holiday calendar, or other operational criteria.
To enforce a daily total, the administrator must also select the appropriate Time Off Entries to Include scope. If the restriction must evaluate the combined quantity of multiple requests on the same date, the validation should examine all relevant time off entries for that worker and date rather than only the individual request. Selecting Do Not Allow Request makes the employee restriction a hard error, while the administrative override setting permits authorized managers and administrators to handle exceptions.
Multiple Time Off Requests Not Allowed for Same Date prohibits duplicate requests but does not establish an eight-hour quantity threshold. Consecutive Day Maximum limits the number of consecutive days in a request, not the hours entered on one day. Maximum Unpaid Time Off Units Allowed controls how much of a request may be unpaid after applying the plan's lower limit. Therefore, the general Maximum validation is the correct mechanism for enforcing the eight-hour daily ceiling.
Reference: Workday Education - Absence for Administrators: Time Off Validations, "Maximum"
NEW QUESTION # 62
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: A
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 # 63
Which Workday Absence setup components are effective-dated?
Answer: B
Explanation:
Workday makes time offs, accruals, and time off plans effective-dated so organizations can implement policy, regulatory, union, or collective-bargaining changes from a controlled date without destroying historical configuration. When one of these components is created, Workday establishes an initial effective-dated snapshot. Subsequent changes require the administrator to update an existing effective date or add a new effective date.
The period schedule associated with the time off plan determines the available snapshot dates for that plan and for attached time offs and accruals. Fields within the component's tabbed configuration area are generally effective-dated, whereas fields above the tabbed area are not. Administrators must therefore understand whether a change creates a new historical version or modifies an existing snapshot.
A time off type and leave family organize absence selections, but they are not included in the specified set of effective-dated time off components. Business process definitions use their own configuration and effective behavior. Consequently, only option D contains the complete and correct group identified by the Workday Absence course manual.
Reference: Workday Education-Time Off Plans and Components, Effective-Dated Absence Setup Components
NEW QUESTION # 64
Which combination represents the required configuration of a time off plan with balance tracking enabled?
Answer: C
Explanation:
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
NEW QUESTION # 65
As part of the Change Job business process, Workday created an accrual adjustment due to a worker losing eligibility for a non-front loaded accrual.
Subsequently, the effective date of the job change was corrected.
What will take place when the job change is corrected?
Answer: C
Explanation:
Workday automatically recalculates the accrual adjustment when the effective date of the underlying job change is corrected. The adjustment is system-generated from the Change Job business process and is dependent on the job-change effective date, the worker's eligibility transition, the applicable accrual period, and the accrual's adjustment configuration. Correcting the source event causes Workday to reevaluate those inputs and update the dependent adjustment.
Manual deletion is neither required nor preferred because it would separate the adjustment from the business event responsible for creating it. The Time Off for Balance Transfer Adjustment field supports balance- transfer scenarios and does not govern recalculation of an accrual adjustment created because the worker lost eligibility. Carryover overrides apply to balances transferred between balance periods and are similarly unrelated to correcting the effective date of a job change.
This automated recalculation prevents an incorrect proration from remaining after the source event changes.
For example, moving the job-change date later in the processing period may increase the portion of the period for which the worker was eligible. Workday recalculates the resulting adjustment using the corrected date.
Study Guide reference: Absence Management Administration - Accrual Adjustment during a Job Change , including automated processing associated with Change Job events.
NEW QUESTION # 66
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