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Oracle 1Z0-1047-26 Exam Syllabus Topics:

Section	Objectives
Eligibility and Accruals	- Eligibility profiles and conditions - Accrual definitions and balances
Integration and Extensions	- Integration with Time and Labor - Integration with Oracle Payroll
Absence Management Setup	- Absence configuration framework - Enterprise structures and workforce setup impact
Absence Types and Plans	- Defining absence types - Absence plans and plan rules - Accrual and entitlement setups
Fast Formulas and Rules	- Fast Formula usage in absence calculations - Validation and eligibility rules configuration
Security and Reporting	- Reporting and analytics - Roles and security for absence management
Implementation and Maintenance	- Ongoing maintenance and troubleshooting - Implementation best practices
Absence Entry and Approvals	- Employee absence recording - Approval workflows and transaction rules

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Oracle Absence Management Cloud 2026 Implementation Professional Sample Questions (Q65-Q70):

NEW QUESTION # 65
A full-time employee, having a plan balance of 200 hours, is associated with an accrual plan that has a ceiling limit of 250 hours. The employment status of the employee is changed to part-time, which has a reduced accrual plan ceiling limit of 150 hours.
What happens when the Calculate Accruals process in run?

A. The application will generate a zero-accrual record with the new reduced ceiling limit. The balance of 200 hours that the employee had when the employment status was full-time will remain even after the change in employment status because the balance can exceed the new reduced accrual plan celling limit. However, a new accrual amount will only be generated once the balance falls below the new accrual ceiling limit.
B. The application will automatically reduce the employee's balance to 150 hours to meet the new ceiling limit and new accruals will be generated once the balance falls below this threshold.
C. The original balance of 200 hours will remain valid, but will be moved to a different "overflow-plan to be spent as required. The new plan will accrue balances as normal up to the new 150 hours threshold.
D. The original balance of 200 hours will be automatically disbursed through their payroll, and accruals will start generating from that point onward with a ceiling of 150 hours.

Answer: A

NEW QUESTION # 66
Your client has a requirement that only employees whose user person type is "Regular Employee" are eligible for absence plan.
Which two options are applicable?
Write a fast formula of type Global Absence Entry Validation and get user person type from this formula.

A. Write a fast formula of type Participant and Rate Eligibility, get user person type from this
B. Create a Participant eligibility profile and select User person type from Person Type under Personal.
C. Create a Participant eligibility profile and select User person type from Person Type under Employment.
D. Write a fast formula of type Participant and Rate Eligibility, get user person type from this formula, and attach this formula to an eligibility profile.

Answer: B,D

NEW QUESTION # 67
Which three types of Exceptions can be linked to a work schedule?

A. Calendar event category
B. Nonworking days
C. Work patterns
D. Resource exception
E. Calendar events
F. work shifts

Answer: A,D,E

NEW QUESTION # 68
You implemented an incremental absence plan with a waiting period of three months and a vesting rule of three months. The leave year runs from 1st of January. There is a flat accrual rate of five hours per month.
If an employee was hired on 01 April, which month should you run the process for in order for this employee to have 20 hours available in their absence entitlement?

A. October
B. November
C. August
D. July
E. December
F. June

Answer: E

NEW QUESTION # 69
How do you set up varied payment percentages for an absence period for workers, based on the length of service for a qualification absence plan?

A. Specify the payment percentages in the Qualification Band Matrix and Qualification Details.
B. Use eligibility profiles to control the payment percentage that workers are eligible for in a plan.
C. Payment percentages cannot vary between workers in the same plan.
D. Configure payroll formula to determine the payment percentage for the qualification band level.

Answer: A

NEW QUESTION # 70
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