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| Section | Objectives |
|---|---|
| Workday HCM Core or Payroll Concepts | - Key Workday Payroll concepts - Key Workday HCM Core concepts |
| Leave of Absence Management | - Managing leaves of absence - Leave components and leave families |
| Time Off Management | - Time off adjustments - Time off overrides - Time off corrections |
| Time Off Configuration | - Configuring time off business processes - Setting up time off calculations - Time off plan administration tasks |
| Leave of Absence Configuration | - Configuring leave of absence business processes - Setting up leave components using calculated fields |
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NEW QUESTION # 89
You need to determine the number of years between the period start date and an employee's hire date to determine their time off accrual.
What type of numeric calculation would you use?
Answer: A
Explanation:
A Date Difference calculation returns the elapsed interval between two dates as a numeric value. Workday supports intervals such as years, months, days, hours, minutes, or seconds, depending on the calculation context. For this requirement, the calculation uses the worker's hire date and the applicable period start date and returns the completed number of years between them.
That numeric result can then drive service-based accrual logic. For example, the value may be evaluated directly in a conditional calculation or used as search criteria in a numeric lookup table to return different accrual rates for workers with fewer than five years, five through nine years, or ten or more years of service.
A Date Extract calculation returns only a component of one date, such as its year or month; subtracting extracted calendar years can produce an incorrect service result when the employment anniversary has not yet occurred. A Lookup calculation returns a configured value after criteria have already been calculated, while a Conditional calculation selects a result based on conditions. Neither independently calculates the elapsed years. The Date Difference calculation is therefore the correct foundational numeric calculation for determining service duration.
Reference: Workday Education - Workday Reporting: Calculated Fields, "Date Difference" ; Workday Education - Payroll for Administrators: The Calculation Engine
NEW QUESTION # 90
You set On Leave Status Visibility Type to Never Show.
Without displaying On Leave after an employee's name, how can you view which employees are on leave?
Answer: B
Explanation:
The Workers on Leave report provides a dedicated reporting method for identifying employees who are currently on leave. Setting On Leave Status Visibility Type to Never Show suppresses the "On Leave" indicator that would otherwise appear after an employee's name. It does not remove the underlying leave event, change the worker's leave status, or prevent appropriately secured users from reporting on leave records.
The Employee View Time Off report focuses on time off activity rather than the longer-duration leave-of- absence status addressed in the question. My Team's Time Requests is designed to review time-related requests and their workflow status; it is not the authoritative report for identifying the population currently on leave. View Time Clock History belongs to Workday Time Tracking and reports clock events, not leave-of- absence status.
This distinction supports confidentiality and operational reporting simultaneously. An organization can suppress the broadly displayed On Leave label while still allowing HR administrators or other authorized security groups to identify affected workers through a purpose-specific report. Report access remains governed by the relevant worker-data and leave-of-absence security domains.
Study Guide references: Absence Management Overview - Leave-of-Absence Indicators and Absence Management Administration - Manage Leave of Absence .
NEW QUESTION # 91
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: A
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 # 92
You need to add two years to an existing period schedule.
What task will you use?
Answer: D
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 # 93
What task would you use to manually set up a new period schedule in Workday?
Answer: B
Explanation:
The delivered task used to manually establish a period schedule is Set Up Period Schedule. This task creates the schedule framework and enables the administrator to define its frequency and periods directly in the Workday tenant. Period schedules are foundational to Absence configuration because they establish the processing periods used for accruals, time off transactions, reporting, and period-based eligibility evaluation.
Generate Period Schedule Periods serves a different purpose. It extends an existing supported schedule by generating future periods from its established pattern; it is not the manual setup task for a new schedule.
"Produce Period Schedule Periods" is not the applicable delivered task. Although Workday course materials may describe the overall activity as creating a period schedule and reference period-schedule creation functionality, the task label tested by this question is Set Up Period Schedule.
During setup, administrators should specify the correct frequency and application usage and ensure that the periods are consecutive. Workday Absence, Payroll, and Time Tracking can share a schedule when their period dates align. After creating the schedule, it can be selected on a time off plan, where it governs accrual frequency, processing periods, reporting intervals, and available effective dates.
Reference: Workday Pro Absence course topic - Period Schedule: Set Up a Period Schedule; Workday Education - Absence for Administrators: Time Off Plans and Components
NEW QUESTION # 94
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