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| Section | Objectives |
|---|---|
| Time Off Management | - Overrides - Adjustments - Corrections |
| Leave of Absence Management | - Managing leave requests - Leave administration |
| Workday HCM Core Concepts | - Payroll concepts relevant to Absence - Key HCM Core concepts |
| Leave of Absence Configuration | - Leave components - Leave of absence business processes - Calculated fields |
| Time Off Configuration | - Time off business processes - Time off calculations - Time off plan administration |
>> Exam Questions Workday-Pro-Absence Vce <<
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NEW QUESTION # 91
You need to prevent workers' Time Off Plan balances from exceeding 200 hours.
How will you do so?
Answer: D
Explanation:
A time off plan's Upper Limit specifies the maximum number of hours or days that a worker can accumulate in the plan balance. Setting the upper limit to 200 hours instructs Workday to compare the worker's calculated balance with that ceiling during accrual processing. When a calculated accrual would raise the balance above
200 hours, Workday reduces the accrual by the excess amount. The excluded amount is reported as forfeited accrual.
For example, if a worker has 195 hours and is scheduled to accrue 12 hours, the preliminary balance is 207 hours. Workday applies the 200-hour upper limit and reduces the accrual by seven hours. The worker receives five hours, producing a final balance of 200 hours.
A Carryover Limit applies only when balances move from one balance period to the next; it does not prevent the balance from exceeding a threshold during the current period. Maximum Unpaid Time Off Units Allowed validates requests that exceed the available paid balance and is unrelated to accumulation. A Lower Limit controls how far a balance may be reduced before requested time becomes unpaid. Consequently, only the Upper Limit directly enforces the maximum accumulated plan balance.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Upper Limits"
NEW QUESTION # 92
A manager tries to assign a new leave type to one of their workers. The worker is eligible for the leave, but the manager does not have an option to place the worker on leave.
Why is the manager unable to view the new leave type?
Answer: C
Explanation:
Leave Type Segmented Security controls which specific leave types a security role can access when placing a worker on leave. Although the worker satisfies the leave type's eligibility criteria, the leave will not appear for the manager unless it belongs to a Leave Type Security Segment accessible through the manager's segment-based security group.
The Request Leave of Absence business process security policy determines whether a manager can initiate leave requests generally. If that initiation security were missing, the manager would be unable to initiate the business process, rather than simply being unable to see one newly created leave type. Opting in to segmented security does not automatically assign new leave types to existing segments. New leave types must be added to the appropriate security segment deliberately.
The administrator should add the new leave type to the manager's Leave Type Security Segment, confirm that the Manager role is included in the associated segment-based security group, and verify access to the Leave Type Segmented Setup domain. Pending security policy changes must also be activated where applicable.
Study Guide reference: Leave of Absence - Leave Type Segment Security .
NEW QUESTION # 93
To prevent multiple Jury Duty requests on the same date, an absence administrator added the validation.
Multiple Time Off Requests Not Allowed for Same Date. Workers are allowed to submit other types of time off with multiple requests per day.
How should the administrator configure the Time Off Entries to Include validation criteria?
Answer: D
Explanation:
The validation must apply only to Jury Duty requests without restricting multiple same-day requests for unrelated time offs. The administrator should select All Time Off Entries for Worker (for Time Off Validation Set) for Same Date and create a validation set containing Jury Duty.
This scope instructs Workday to evaluate the worker's entries for the same date only when those entries belong to the designated validation set. If a Jury Duty request already exists for that date, another Jury Duty request triggers the validation. Other time offs outside the validation set remain unaffected and can still be entered multiple times when their own configuration permits it.
Individual Time Off Entry does not compare the request with other same-day entries and therefore cannot prevent duplicates. All Time Off Entries for Worker for Same Date is too broad because it evaluates every time off and could block legitimate multiple requests involving unrelated absence types. Creating a validation set that excludes Jury Duty reverses the intended scope by applying the comparison to the wrong time offs. A validation set containing Jury Duty provides the required targeted control while preserving the organization's more permissive behavior for other time-off categories.
Reference: Workday Education - Absence for Administrators: Time Off Validations, "Multiple Time Off Requests Not Allowed for Same Date"
NEW QUESTION # 94
You created an Illness Leave Type with an annual (Calendar Year Jan 1 - Dec 31) entitlement of 30 days. In addition, you created an Intermittent Illness Time Off and coordinated the time off with the Illness Leave Type. In March, a worker used ten days of Illness Leave. In May of the same year, the worker used two days of Intermittent Illness Time Off.
What is the worker's remaining leave balance for the calendar year?
Answer: B
Explanation:
The worker begins with an annual Illness Leave entitlement of 30 days. The ten days of Illness Leave taken in March reduce the leave balance to 20 days. Because Intermittent Illness Time Off is coordinated with the Illness Leave Type, the two intermittent days taken in May also reduce the leave entitlement. The resulting calculation is:
30 days # 10 leave days # 2 coordinated time off days = 18 days .
Coordinating an intermittent time off with a leave type instructs Workday to include that time off when calculating leave taken. The intermittent time off can reduce both its associated time off plan balance and the coordinated leave entitlement balance because Workday evaluates those balances independently. The time off and leave type must use compatible units of time for the coordination to calculate correctly.
The remaining balance is therefore not 20 days, because that result ignores the intermittent time off. It is not
28 days, because that result ignores the continuous Illness Leave. The entitlement is not restored to 30 days while both events remain inside the same calendar-year balance period.
Study Guide reference: Leave of Absence - Coordinated Leaves and Time Off .
NEW QUESTION # 95
Refer to the following scenario to answer the question below.
You need to create an accrual that gives U.S. workers the following accrual rates:
# Workers in California accrue 12 hours per period.
# Workers in Illinois accrue 10 hours per period.
# Workers in all other states accrue 8 hours per period.
In the calculation you use to specify the accrual rates, in that field do you enter the accrual amount for workers in states other than California and Illinois?
Answer: D
Explanation:
The eight-hour accrual must be entered in the Default Response field of the conditional calculation. A conditional calculation evaluates its configured conditions in sequence. California workers satisfy the California condition and receive 12 hours, while Illinois workers satisfy the Illinois condition and receive 10 hours. Workers who satisfy neither condition fall through to the Default Response and receive eight hours.
The 2nd Operand belongs to a comparison calculation and represents the value against which the first operand is evaluated. It does not define the fallback result of the conditional calculation. Target Instance is used in calculations that resolve or compare a specific business-object instance. Custom field is not the conditional calculation field used to provide an otherwise result.
A default response is essential because the configuration must return a valid numeric accrual amount for every eligible U.S. worker. Without it, workers outside California and Illinois could receive no resolved value. The returned values must use the same unit of time as the associated time off plan-in this scenario, hours.
Study Guide reference: Calculations for Time Off Plans - Conditional Calculations .
NEW QUESTION # 96
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