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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Business Processes & Workflows | 15% | - Approval routing and notifications - Time Off Request business process - Place Worker on Leave process |
| Topic 2: Leaves of Absence & Leave Families | 20% | - Leave Type and Leave Family configuration - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Concurrent vs sequential leave handling |
| Topic 3: Time Off Types & Entry | 15% | - Request workflow configuration - Entry validations and balance adjustments - Time Off Type setup |
| Topic 4: Security, Reporting & Integration | 10% | - Absence reporting and analytics - Integration with Time Tracking and Payroll - Role-based security for absence data |
| Topic 5: Time Off Plans & Accruals | 25% | - Carryover, pro-ration, and plan limits - Accrual schedules and balance periods - Time Off Plan configuration |
| Topic 6: Eligibility & Calculated Fields | 15% | - Position attributes and service length logic - Calculated fields for absence entitlements - Eligibility rules based on HCM data |
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NEW QUESTION # 43
As part of the termination business process, Workday created a termination adjustment and zeroed out the time off plan balance for a terminated worker.
Subsequently, the administrator was informed the worker termination was rescinded.
What will take place when the termination is rescinded?
Answer: C
Explanation:
When the termination is rescinded, Workday automatically reverses the absence consequence associated with that termination. The system removes the termination adjustment that previously reduced the time off plan balance to zero and restores the balance represented by the removed adjustment. This maintains transactional integrity between the worker's employment status and absence records.
The administrator should not remove the configured Time Off for Termination Adjustment from the plan.
That field is part of the plan's continuing termination-processing design and changing it would affect future terminations. The Overrides Allowed setting is unrelated to reversing a system-generated termination adjustment. Likewise, manually entering a balance override is unnecessary and could create a discrepancy because an override establishes a replacement balance independently of the original termination transaction.
Automatic reversal is significant because the adjustment is linked to the termination business-process event.
Rescinding the source event causes Workday to remove its dependent adjustment rather than requiring an administrator to reconstruct the worker's previous balance manually. Administrators should validate the restored balance and transaction history, but no manual restoration is required under the stated configuration.
Study Guide reference: Absence Management Business Processes - Termination Adjustments and Rescinded Terminations .
NEW QUESTION # 44
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: A
NEW QUESTION # 45
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 # 46
What field on a time off plan defines the number of hours or days that automatically populate when entering time off requests?
Answer: D
Explanation:
The Daily Quantity Default field specifies the number of hours or days that Workday automatically supplies for each selected date when a user enters a time off request through the calendar. The value can be a fixed quantity, such as eight hours, or a calculation that derives the worker's scheduled hours or another applicable quantity.
When a conditional calculation provides the default, Workday evaluates the calculation using the first day of the request and can apply that resolved quantity to the requested dates. The field improves entry consistency and reduces the need for workers to manually enter the expected quantity on every date. A time off can also contain an override when its default quantity must differ from the default established on the plan.
Days to Include determines which dates Workday initially includes when the worker selects a date range, such as all days, weekdays, or workdays. It does not specify the quantity for those dates. The Lower Limit determines the point below which time off becomes unpaid. The Accrual Frequency Method determines whether Workday adds accruals at the start or end of a period or according to a custom frequency.
Consequently, only Daily Quantity Default controls the automatically populated daily units.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Calculation Information - Daily Quantity Default"
NEW QUESTION # 47
You are terminating an employee, and you need their entire remaining balance paid out.
What must you configure on the time off plan to make that happen?
Answer: C
Explanation:
The time off plan must specify a time off in the Time Off for Termination Adjustment field. This configuration tells Workday which time off component to use when generating the adjustment that removes the worker's entire remaining balance during termination processing.
When the Adjust Time Off Balances service step runs in the Termination business process, Workday evaluates the eligible plan, determines the remaining balance, and creates a termination adjustment using the designated time off. The adjustment reduces the plan balance to zero. Where payroll integration or Workday Payroll calculations are appropriately configured, that adjustment can support payment of the outstanding amount.
A payout accrual is not required because an accrual ordinarily adds units to a time off plan; it does not remove and pay the existing termination balance. Accrual Frequency Method controls whether ordinary accrual processing occurs at the start or end of a processing period and does not establish termination payout behavior. Time Off Forfeiture Adjustment is used when a balance is being forfeited under plan rules, not when the organization intends to pay the balance upon termination.
Study Guide reference: Absence Management Business Processes - Automating Payout of Plan Balance upon Termination , particularly the time off plan's termination-adjustment configuration.
NEW QUESTION # 48
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