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| Section | Weight | Objectives |
|---|---|---|
| Time Off Types & Entry | 15% | - Request workflow configuration - Time Off Type setup - Entry validations and balance adjustments |
| Leaves of Absence & Leave Families | 20% | - Concurrent vs sequential leave handling - Leave Type and Leave Family configuration - Regulatory leave tracking (FMLA, ADA, parental, etc.) |
| Security, Reporting & Integration | 10% | - Absence reporting and analytics - Role-based security for absence data - Integration with Time Tracking and Payroll |
| Eligibility & Calculated Fields | 15% | - Eligibility rules based on HCM data - Calculated fields for absence entitlements - Position attributes and service length logic |
| Time Off Plans & Accruals | 25% | - Accrual schedules and balance periods - Time Off Plan configuration - Carryover, pro-ration, and plan limits |
| Business Processes & Workflows | 15% | - Approval routing and notifications - Time Off Request business process - Place Worker on Leave process |
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NEW QUESTION # 57
You need to add two years to an existing period schedule.
What task will you use?
Answer: A
Explanation:
The Generate Period Schedule Periods task extends an existing period schedule by automatically creating future periods. Workday states that this task can extend supported period schedules for up to two years. The schedule must already contain at least one configured period so Workday can derive the sequence, frequency, period boundaries, and related dates for the newly generated periods.
This task is appropriate because the requirement is to extend an existing schedule, not establish a new schedule. Create Period Schedule is used when manually defining a new period schedule. "Set Up Period Schedule" and "Produce Period Schedule Periods" are not the delivered tasks for this operation.
For supported frequencies-including annual, weekly, biweekly, semimonthly, and monthly-the administrator selects the existing schedule and specifies the number of periods to generate. Workday then derives the period start and end dates based on the existing schedule pattern. Depending on the schedule's usage, the administrator may also need to review application-specific dates or overrides after generation.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Generate Periods for Period Schedules" ; Workday Education - Time Tracking for Administrators: "Generate Periods for Period Schedules"
NEW QUESTION # 58
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: A
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 # 59
What report provides managers with a list of leave types available for their team?
Answer: A
Explanation:
View Worker Leave of Absence Eligibility by Organization displays the leave types for which active workers in selected organizations are eligible as of the current day. It enables a manager or other appropriately secured user to review the leave options available to workers across the manager's organization.
Leave Results for Organization reports actual leave results as of a specified date, including leave taken, applicable calendar periods, remaining balances, and individual leave-request details. It is designed to analyze leave activity rather than identify every leave type currently available to the team. Time Off Balances and Liability by Organization reports time off financial liability and employee time off plan balances. All Worker Time Off displays approved, pending, and denied time off for workers and managers in an organization; it does not report leave-of-absence eligibility.
The report evaluates eligibility using the active worker population and the current date. Its results can therefore change when worker attributes or leave configurations change, including worker type, country or region, job data, and additional eligibility criteria. Report visibility remains subject to the manager's organization-based and leave-of-absence security access.
Study Guide reference: Absence Management Reports, Dashboards, and Calendars - Standard Leave of Absence Reports .
NEW QUESTION # 60
Which combination represents the required configuration of a time off plan with balance tracking enabled?
Answer: A
Explanation:
A balance-tracking plan requires the components necessary to define the calculation window, processing frequency, balance presentation, permitted request dates, measurement unit, balance additions, balance reductions, and worker eligibility. The balance period supplies the overall calculation range, while the period schedule establishes processing periods and accrual frequency. Balance visibility and calendar-display settings determine how balance information is presented.
Days to Include and Unit of Time control which dates contribute to requests and whether the plan processes hours or days. Accruals add units to the balance; time offs subtract units. Eligibility rules determine which workers can accrue and use the plan. Together, these elements form the minimum functional architecture of a balance-tracking time off plan.
Leave families, leave entitlements, and payroll-effect configurations belong primarily to leave-of-absence configuration and cannot replace time off plan components. A time off type categorizes the user-facing request but is associated with the underlying time off rather than serving as the complete plan architecture. A balance period and period schedule alone are insufficient because the plan would have no configured sources or uses of balance units.
Reference: Workday Education-Time Off Plans and Components, Time Off Plans with Balance Tracking
NEW QUESTION # 61
What leave impact does not require any further configuration for it to have an effect?
Answer: A
Explanation:
Selecting Inactivate Worker directly causes Workday to make the employee inactive while the employee is on the configured leave type. Once the leave request is approved and processing is complete, the worker's status changes without requiring a separate eligibility rule, payroll configuration, or benefits event.
Payroll Effect requires coordination with Workday Payroll configuration. Payroll run categories must be reviewed to determine which earnings or deductions continue or stop while the employee is on leave. Absence Accrual Effect identifies the leave as relevant to absence accrual processing, but an administrator must build time off or accrual eligibility logic that references the effect if accruals should stop during leave. Benefit Effect indicates that the leave may affect benefit eligibility; changing benefit elections generally requires a life event and associated benefit processing.
Inactivate Worker therefore has an immediate operational result from the leave-type setting itself. The worker is subsequently returned to active status when the Return from Leave of Absence business process is completed. Administrators should still evaluate the broader security and integration consequences of inactive status, but no additional functional configuration is needed to produce the status change.
Study Guide reference: Leave of Absence - Details Tab and Leave Impacts .
NEW QUESTION # 62
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