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| Section | Weight | Objectives |
|---|---|---|
| Time Off Plans & Accruals | 25% | - Carryover, pro-ration, and plan limits - Accrual schedules and balance periods - Time Off Plan configuration |
| Business Processes & Workflows | 15% | - Place Worker on Leave process - Time Off Request business process - Approval routing and notifications |
| Eligibility & Calculated Fields | 15% | - Position attributes and service length logic - Eligibility rules based on HCM data - Calculated fields for absence entitlements |
| Time Off Types & Entry | 15% | - Request workflow configuration - Entry validations and balance adjustments - Time Off Type setup |
| Leaves of Absence & Leave Families | 20% | - Concurrent vs sequential leave handling - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Leave Type and Leave Family configuration |
| Security, Reporting & Integration | 10% | - Role-based security for absence data - Absence reporting and analytics - Integration with Time Tracking and Payroll |
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NEW QUESTION # 97
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 # 98
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 # 99
What field on a time off plan defines the number of hours or days that automatically populate when entering time off requests?
Answer: A
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 # 100
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.
Due to a recent acquisition, your company added 200 new workers to your Workday tenant. These workers are eligible for the time off plan you created. In addition to accruing five hours each period, each worker should start with a beginning plan balance of 40 hours.
What EIB will you use to grant the workers a beginning balance of 40 hours?
Answer: C
Explanation:
The Put Override Balance EIB performs mass time off plan balance overrides. It is appropriate because 200 acquired workers require the same type of beginning-balance conversion. Each worker's eligible plan balance can be established at 40 hours as of the applicable period start date, after which Workday uses that amount as the starting point for subsequent accrual and time off calculations.
Import Request Leave of Absence loads leave-of-absence events and does not establish time off plan balances. Adjust Time Off creates mass time off adjustment or correction transactions; it is not the delivered EIB for setting the authoritative opening balance. Enter Time Off loads time off requests through the Request Time Off business process and would reduce balances instead of establishing them.
The effective date must align with the start of a period for which each worker is eligible. Administrators must also understand that an override replaces the calculated balance at that point. Workday does not recalculate the overridden balance for the override date or earlier dates when retroactive activity is subsequently entered.
Data validation should therefore confirm worker eligibility, plan, unit of time, effective date, and the 40-hour value before loading.
Study Guide reference: Absence Management Administration - Maintain Time Off Plan Carryover and Balances for Employees .
NEW QUESTION # 101
Refer to the following scenario to answer the question below.
You need to create a leave type that allows workers to take a maximum of 180 days of leave within a rolling forward 12 months period for each child born.
For more than one birth within a 12-month period, how would you ensure the leave holds a balance for each child born?
Answer: A
Explanation:
The leave must maintain a distinct 180-day entitlement for each birth event. Selecting Entitlement per Event directs Workday to grant and track an entitlement for each separate qualifying event rather than treating all requests within the balance calendar as one shared entitlement. However, Workday also needs an event- specific value that distinguishes one child's birth from another.
Configuring Child's Birth Date as an additional field provides that event identifier. When a worker has more than one birth within the same rolling-forward 12-month window, the different birth dates allow Workday to associate each request with the appropriate event-specific entitlement. The combination prevents requests related to separate births from consuming a single undifferentiated balance.
A validation rule can restrict request behavior but does not establish multiple event balances. Child's Birth Date by itself captures supporting information but does not instruct Workday to create an entitlement for every event. Conversely, Entitlement per Event without the identifying additional field does not provide the required data for distinguishing the births in this scenario. Both configurations are necessary: the additional field identifies the event, and Entitlement per Event establishes separate entitlement tracking for it.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Entitlement Per Event" and "Additional Fields"
NEW QUESTION # 102
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