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| Section | Objectives |
|---|---|
| Workday HCM Core or Payroll Concepts | - Key Workday HCM Core concepts - Key Workday Payroll concepts |
| Leave of Absence Configuration | - Setting up leave components using calculated fields - Configuring leave of absence business processes |
| Time Off Configuration | - Time off plan administration tasks - Setting up time off calculations - Configuring time off business processes |
| Leave of Absence Management | - Leave components and leave families - Managing leaves of absence |
| Time Off Management | - Time off overrides - Time off adjustments - Time off corrections |
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NEW QUESTION # 68
You need to create two new leave types, Medical Leave and Military Leave. Their balances are coordinated.
Each leave is in a different leave family. You also need to create a Time Off that will reduce the balance of either leave when a worker requests it.
How would you coordinate the leaves?
Answer: B
Explanation:
Because Medical Leave and Military Leave belong to different leave families, they must be coordinated explicitly through the Additional Leave Types field. The relationship must be configured on both leave types: Medical Leave must reference Military Leave, and Military Leave must reference Medical Leave. This reciprocal configuration ensures that units taken under either leave are counted against the balance of the other coordinated leave.
Workday does not automatically create a bidirectional relationship when one leave type references another.
Configuring only Medical Leave on Military Leave, or only Military Leave on Medical Leave, would update one entitlement calculation but not necessarily the other. The leave types must use compatible units of time so that Workday can count the coordinated units correctly.
Include all Leave Types from Leave Family is inappropriate because the two leave types are in different families. That option coordinates leave types within the same family. The related Time Off should separately be added to the Intermittent Time Offs field of the applicable leave type so its units also reduce the leave entitlement. For the specific question of coordinating the two leave types, each must reference the other through Additional Leave Types.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Coordinated Leaves and Time Off"
NEW QUESTION # 69
Refer to the following scenario to answer the question below.
An absence administrator must create a new time off plan to record when workers fulfill public duties.
Because duties vary in duration, they will configure an Accrue-As-You-Go plan to ensure workers always accrue enough time to cover their time off requests.
The plan balance should be available for managers and administrators to view in periods where workers are eligible. The plan balance should not be visible to workers.
Which option should the administrator configure?
Answer: C
Explanation:
The time off plan requires a calculated balance that remains accessible to authorized operational users but is concealed from workers. Eligible in Period satisfies the first requirement by displaying the balance when the worker is eligible at any time during the applicable processing period. This setting supports manager and administrator review without making the balance universally visible.
The second requirement is implemented through Hide Balance from Worker Self Service . When selected, Workday suppresses the balance from the worker's Absence or Time Off calendar and associated self-service areas. The worker can still request the configured time off when otherwise eligible, but the plan balance is not presented in their self-service experience.
Setting the visibility to Never Show Balance is excessive because it removes the balance from all viewing contexts instead of targeting worker access. Overrides Allowed concerns the ability to replace a calculated balance as of an eligible period start date; it does not provide a visibility restriction. A plan configured not to track balances cannot support the Accrue-As-You-Go balance calculations described in the scenario. The correct configuration is therefore the combination of eligibility-based balance visibility and the worker- specific hiding control.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Balance Visibility" and "Hide Balance from Worker Self Service"
NEW QUESTION # 70
You have set the time off lower limit to zero.
What can you do to ensure workers can request only paid time off?
Answer: C
Explanation:
A lower limit of zero means Workday treats time off that would reduce the plan balance below zero as unpaid.
That calculation setting alone does not necessarily stop the worker from submitting the request; it determines how much of the requested absence can be processed as paid.
To prohibit unpaid time off, configure the Maximum Unpaid Time Off Units Allowed validation with a value of zero. This establishes that no portion of the request may be unpaid. The Do Not Allow Request checkbox must also be selected so that a request failing the validation produces an error and cannot be saved or submitted. If that checkbox is cleared, Workday generates a warning but permits the request to proceed, which does not satisfy the requirement that workers request only paid time.
Setting the maximum unpaid units to eight would explicitly permit up to eight unpaid hours or days, depending on the plan's unit of time. Therefore, options B and D conflict with the requirement. Option A uses the correct zero-unit threshold but configures only a warning. The combination in option C creates a hard validation: zero unpaid units are permitted, and any request exceeding the available paid balance is blocked.
Reference: Workday Education - Absence for Administrators: Time Off Validations, "Maximum Unpaid Time Off Units Allowed" and "Do Not Allow Request"
NEW QUESTION # 71
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: C
NEW QUESTION # 72
What component do you use to group and categorize leaves of absence?
Answer: B
Explanation:
A Leave Family groups related leave types into a recognizable category. When employees, managers, or administrators enter a leave request, Workday presents the leave family as the category under which its associated leave types appear. For example, an organization might create a Regulatory Leave family for jury duty, military leave, and statutory parental leave, while using a Company Leave family for bereavement or discretionary personal leave.
A Leave Type is the transactional configuration that defines the rules for a specific leave, including eligibility, validation, balance tracking, entitlement, and processing effects. It belongs to a leave family but does not perform the broader grouping function. Absence Family is not the delivered Workday component used for this purpose. Time Off Type categorizes time offs such as vacation or sickness and applies to the time off configuration model rather than leave-of-absence types.
Leave families improve navigation and reporting while allowing each included leave type to retain independent eligibility, entitlement, validation, and security configuration. Administrators create and maintain these categories through the Maintain Leave Families task.
Study Guide reference: Leave of Absence - Leave Families .
NEW QUESTION # 73
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