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| Section | Objectives |
|---|---|
| Leave of Absence Configuration | - Leave of absence business processes - Leave components - Calculated fields |
| Time Off Management | - Overrides - Corrections - Adjustments |
| Workday HCM Core Concepts | - Key HCM Core concepts - Payroll concepts relevant to Absence |
| Leave of Absence Management | - Managing leave requests - Leave administration |
| Time Off Configuration | - Time off calculations - Time off business processes - Time off plan administration |
>> New Workday-Pro-Absence Exam Question <<
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NEW QUESTION # 69
Refer to the following scenario to answer the question below.
You created eight leave types that workers are eligible for. Workers need to be able to request six of these for themselves.
Managers must be able to enter all eight on behalf of a worker.
What do you need to configure to make the leave types available for workers and managers to request?
Answer: C
Explanation:
Leave Type Segmented Security is required because the permitted leave-type population differs according to the requester's security role. Employees acting as Employee as Self must access six leave types, while managers entering leave on behalf of workers must access all eight. Separate leave type security segments and their associated segment-based security groups provide this role-specific access.
Worker eligibility rules determine whether the subject worker qualifies for a leave type. They do not determine whether an employee or manager is authorized to initiate that leave type. On Leave Status Visibility Type controls who can see the "On Leave" indicator after the worker's name and has no effect on request availability. Enabled for Worker Type distinguishes whether a leave type applies to employees, contingent workers, or both; it does not distinguish employee self-service from manager self-service.
The six employee-accessible leave types should be included in a segment available to Employee as Self. The manager segment must provide access to all eight leave types. Both roles must also have the appropriate initiating actions on the Request Leave of Absence business process security policy.
Study Guide reference: Leave of Absence - Leave Type Security Segment and Segment-Based Security Group .
NEW QUESTION # 70
What is the purpose of supporting data in a leave type definition?
Answer: A
Explanation:
Supporting data provides contextual information relevant to a leave request. Typical values include the worker's months of service, actual hours worked, available entitlement balance, or the quantity included in the current request. This information can help the requester understand why Workday generated a warning or error and can help a manager or administrator determine whether the request should be approved or rejected.
Administrators configure supporting data on the Validations/Supporting Data tab of the Create/Edit Leave Type task. They can use Workday-delivered report fields or custom calculated fields. By default, Workday displays the report-field or calculated-field name as the label, although the Label Override field can provide clearer user-facing terminology. Supporting data can also be hidden from employee self-service while remaining visible to administrators.
Supporting data does not enforce eligibility or validation by itself. The rule produces the eligibility result or warning; supporting data explains the relevant facts behind that result. It also does not calculate payroll earnings or establish organization membership. Its function is informative and decision-supporting, making option C technically correct.
Reference: Workday Education-Leave of Absence, Supporting Data
NEW QUESTION # 71
When a worker is requesting leave, you would like them to view details regarding how much leave entitlement they have available and what their remaining entitlement will be if the leave request is approved.
What would you configure to accomplish this?
Answer: B
Explanation:
Supporting Data displays contextual information that helps a worker understand the effect of a leave request.
The administrator can configure calculated fields or Workday-delivered report fields to show the worker's available leave entitlement, the amount consumed by the current request, and the projected entitlement balance if the request is approved.
Supporting data is configured on the Validations/Supporting Data tab of the leave type. By default, Workday uses the report or calculated field name as the displayed label, although the administrator can provide a Label Override to make the information clearer. Supporting data can also help approvers interpret warnings or determine whether a request should be approved or rejected.
Eligibility Criteria determines whether the leave type is available to the worker and does not present projected balance information. Leave Reasons capture the reason for the absence, such as illness or family care.
Cascading Leave defines a sequence in which one leave type follows another. None of these options provides the required entitlement details during the request. Supporting Data is therefore the correct configuration for presenting current and projected leave-balance information to the requester.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Supporting Data"
NEW QUESTION # 72
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: C
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 # 73
Which configuration elements can be defined for a leave type that does not track an entitlement balance?
Answer: B
Explanation:
A leave type without balance tracking supports simple leave request and approval functionality. Although it does not maintain a fixed entitlement, administrators can still define who is eligible, determine which days count in the leave request, and specify whether leave is measured in days or hours. Some validation rules can also be applied to control invalid requests.
The complete configuration normally includes a leave family, On Leave status visibility, eligible worker type, unit of time, calendar-display option, and Days to Include. The eligibility design can contain additional criteria based on Worker or Position data. What the configuration cannot contain is an entitlement calculation that produces and tracks a remaining leave balance.
Accrual frequency, upper and lower limits, carryover, period schedules, and accrual priorities belong to time off plans rather than non-balance leave types. Entitlement-per-event functionality is relevant to balance- tracking leave types because Workday must create and reduce an entitlement balance for each qualifying event.
Option A therefore identifies the applicable elements without incorrectly introducing time off plan balance mechanics or leave entitlement accounting.
Reference: Workday Education-Leave of Absence, Leave Types Without Balance Tracking
NEW QUESTION # 74
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