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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Time Off Types & Entry | 15% | - Entry validations and balance adjustments - Time Off Type setup - Request workflow configuration |
| Topic 2: Eligibility & Calculated Fields | 15% | - Calculated fields for absence entitlements - Eligibility rules based on HCM data - Position attributes and service length logic |
| Topic 3: Business Processes & Workflows | 15% | - Place Worker on Leave process - Approval routing and notifications - Time Off Request business process |
| Topic 4: Leaves of Absence & Leave Families | 20% | - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Leave Type and Leave Family configuration - Concurrent vs sequential leave handling |
| Topic 5: Security, Reporting & Integration | 10% | - Role-based security for absence data - Integration with Time Tracking and Payroll - Absence reporting and analytics |
| Topic 6: Time Off Plans & Accruals | 25% | - Carryover, pro-ration, and plan limits - Accrual schedules and balance periods - Time Off Plan configuration |
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NEW QUESTION # 66
You have set the time off lower limit to zero.
What can you do to ensure workers can request only paid time off?
Answer: B
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 # 67
When configuring the Team Absence Calendar, what object type can you mark as Visible for Team Absence?
Answer: D
Explanation:
Absence Type Groups provide the calendar-facing classification used to organize and expose selected absence information through Team Absence functionality. Marking the applicable group as Visible for Team Absence enables the associated absence categories to participate in the calendar presentation available to authorized workers and managers.
The other objects perform calculation or balance-management functions rather than controlling calendar visibility. A Leave Entitlement Balance records the amount of entitlement available or used for a leave; it is not a Team Absence display category. A Time Off Plan Balance is a calculated balance for a worker's plan and is subject to separate balance-visibility controls. An Absence Table coordinates tiered absence calculations or related time offs, but it is not the presentation object selected for this visibility requirement.
Visibility must still be interpreted together with tenant security. Marking an object visible does not independently grant calendar access or expose protected absence details to every user. The user must have access to the Team Absence Calendar, and the configured visibility and security policies determine what information appears.
Study Guide references: Time Off Plans and Components - Visible for Team Absence and Leave of Absence
- Absence Type Grouping .
NEW QUESTION # 68
You are creating an accrual calculation that returns accrual amounts based on employees' years of service.
From the Create Lookup Table task, what type of table should you select?
Answer: B
Explanation:
Years of service resolves as a numeric calculation, so the appropriate table is Advanced Lookup Table - Numeric Calculation Search Criteria . The lookup table uses the calculated years-of-service value to locate the applicable range and return the corresponding accrual amount. For example, the table might return three hours for one through five years, five hours for six through ten years, and eight hours for service greater than ten years.
Advanced Lookup Table - Report Field Search Criteria is used when the search value comes directly from a single-instance or multi-instance report field, such as Job Profile. Text Report Field Search Criteria applies when the source is a text field, such as a city name. No Search Criteria provides only a default value and cannot differentiate results according to service bands.
The numeric table should define complete, non-overlapping service ranges and include a suitable response for every expected value. The resulting lookup calculation can then be selected as the accrual amount. Effective dating can be used when service-based accrual rates change over time without requiring the entire accrual configuration to be rebuilt.
Study Guide reference: Calculations for Time Off Plans - Advanced Lookup Tables in Lookup Calculations .
NEW QUESTION # 69
Refer to the following scenario to answer the question below.
You created a time off plan that accrues five hours each period for all eligible workers. Workers start accruing in the period in which they are hired. The time off plan has an upper limit of 120 hours.
You hire a new worker who is eligible for the plan. During the negotiation process, the company agrees to grant the worker an accrual of seven hours per period instead of five.
What task will you use to grant the worker seven hours per period?
Answer: B
Explanation:
Maintain Accrual and Time Off Adjustments/Overrides allows an administrator to override a worker's calculated accrual for one or multiple processing periods. The administrator can therefore override the standard five-hour accrual with seven hours for the applicable periods. An override establishes the required accrual result directly; alternatively, an adjustment could add two hours, but the stated requirement is most precisely implemented as a seven-hour accrual override.
Maintain Accrual and Time Off Limit Overrides does not change the accrual amount. It temporarily suspends an upper, lower, or time off limit. That task would be relevant if the worker needed to continue accruing after reaching the 120-hour upper limit. Maintain Time Off Plan Override Balances replaces the worker's overall plan balance as of the start of an eligible period and does not change the recurring accrual rate. Maintain Time Off Plan Carryover Overrides changes the amount or expiration of carryover between balance periods.
The plan's 120-hour upper limit remains effective unless a separate limit override is entered. Consequently, the worker receives seven hours per eligible period, but accrual may still be reduced or forfeited upon reaching the plan limit.
Study Guide reference: Absence Management Administration - Maintain Employee Accruals .
NEW QUESTION # 70
Refer to the following scenario to answer the question below.
You need to create a time off plan that tracks a balance over the calendar year. It should give the full year accrual on January 1 of each year or a prorated amount on hire date if a worker is hired after January 1.
You need to prorate the accrual based on the percentage of the year a worker is employed.
What calculation type will you use?
Answer: B
Explanation:
An Arithmetic Calculation performs the mathematical operations required to determine the percentage of the year during which the worker is employed and apply that percentage to the full annual accrual. A typical design divides the remaining eligible days in the year by the total number of days in the year and multiplies the resulting percentage by the annual accrual amount.
A Logic Calculation returns true or false using AND or OR conditions; it cannot independently calculate the prorated numeric amount. A Date Increment/Decrement Calculation adds or subtracts a defined number of days, months, or years from a date and returns another date. It may support date derivation but does not produce the required percentage. A Constant Value Calculation always returns the same value and cannot vary according to hire date.
Workday provides delivered arithmetic proration calculations for mid-period hires, and similar arithmetic components can be used to construct annual proration. The final result must use the time off plan's unit of time. Appropriate rounding should also be configured where the calculated result could contain fractional hours or days.
Study Guide reference: Calculations for Time Off Plans - Arithmetic Calculations and Proration .
NEW QUESTION # 71
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