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| Section | Objectives |
|---|---|
| Topic 1: Workday HCM Core or Payroll Concepts | - Key Workday HCM Core concepts - Key Workday Payroll concepts |
| Topic 2: Leave of Absence Configuration | - Setting up leave components using calculated fields - Configuring leave of absence business processes |
| Topic 3: Time Off Configuration | - Setting up time off calculations - Configuring time off business processes - Time off plan administration tasks |
| Topic 4: Leave of Absence Management | - Managing leaves of absence - Leave components and leave families |
| Topic 5: Time Off Management | - Time off corrections - Time off overrides - Time off adjustments |
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NEW QUESTION # 77
What are the two principal categories of leave types in Workday Absence?
Answer: B
Explanation:
Workday classifies leave types according to whether they track an entitlement balance. A leave type without balance tracking supports straightforward leave request and approval processing but does not maintain a fixed entitlement balance. Bereavement or long-term disability can be configured this way when the policy does not require Workday to calculate entitlement minus leave taken.
A balance-tracking leave type retains the same request and approval functionality but adds entitlement accounting. It requires balance-calendar start and end dates, entitlement units or calculations, a unit of time, and rules determining which requested days or hours reduce the entitlement. Workday calculates the remaining balance from entitlement less applicable leave taken, including coordinated leave or intermittent time off where configured.
Paid versus unpaid, statutory versus company-provided, and employee versus contingent-worker distinctions can influence a leave type's configuration, eligibility, payroll effect, or leave family. They are not the two structural leave-type categories used by Workday. The decisive classification is whether the leave type maintains and calculates a balance. Therefore, option C is the complete technical classification.
Reference: Workday Education-Leave of Absence, Leave Type Categories
NEW QUESTION # 78
In the Termination business process definition, what step should you add to automate the payout of time off plan balances when workers terminate?
Answer: A
Explanation:
The Adjust Time Off Balances service step initiates the processing required to reduce eligible time off plan balances when a worker terminates. It is normally positioned after the completion step in the Termination business process because the termination must first be completed before Workday performs the associated balance adjustment.
For each eligible plan, Workday identifies the configured Time Off for Termination Adjustment, creates the required adjustment, and reduces the worker's remaining balance to zero. The resulting adjustment supplies the balance-reduction transaction needed for downstream payroll treatment when the organization has configured the associated payroll calculation or interface.
Terminate User Account controls system-access termination and has no responsibility for absence balances.
Automated Leave Processing addresses leave-related processing rather than time off payouts. Automated Accrual Adjustment is used for accrual changes caused by eligibility events, particularly mid-period job changes; it does not execute termination balance payout processing.
The business-process step is only one part of the complete configuration. The time off plan must also identify the time off used for the termination adjustment, and that time off must permit adjustments.
Study Guide reference: Absence Management Business Processes - Automating Payout of Plan Balance upon Termination .
NEW QUESTION # 79
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
Explanation:
The accrual should be configured as Based on As of Date , and the Change Job business process must include the Automated Accrual Adjustment service step. Based-on-as-of-date processing is designed to prorate a periodic accrual when a worker's eligibility changes during the period. Workday uses the effective date of the job change to determine the eligible portion of the monthly period and adjusts the standard 10-hour accrual accordingly.
The Automated Accrual Adjustment service step connects the Change Job event to absence processing. After the business process completes, the service evaluates the worker's eligibility change and generates the calculated adjustment. Unlike front-loaded processing, based-on-as-of-date processing does not require a separate scheduling condition for Worker Job Change Mid-Period.
Selecting None means the accrual receives no special mid-period proration. Front-Loaded is appropriate when an amount is granted in advance for a larger balance period and must be recovered proportionally; it does not describe the regular monthly accrual in this scenario. Maintain Time Off Plan Transfer Balance addresses balance transfers, while Update Time Off Requests concerns request processing rather than accrual proration.
Study Guide reference: Absence Management Administration - Based on As of Date Accrual Adjustment .
NEW QUESTION # 80
Refer to the following scenario to answer the question below.
You created a new time off. You need to prevent employees from requesting more than eight hours of time off in a day. Managers and administrators should be able to enter more than eight hours to allow for exceptional circumstances.
Which data entry validation should you use to configure the above?
Answer: B
Explanation:
The Maximum data entry validation limits how much time off a worker can enter in a single request or across qualifying requests. The administrator can configure a constant value of eight hours or use a calculation when the permitted quantity varies according to a worker's schedule, holiday calendar, or other operational criteria.
To enforce a daily total, the administrator must also select the appropriate Time Off Entries to Include scope. If the restriction must evaluate the combined quantity of multiple requests on the same date, the validation should examine all relevant time off entries for that worker and date rather than only the individual request. Selecting Do Not Allow Request makes the employee restriction a hard error, while the administrative override setting permits authorized managers and administrators to handle exceptions.
Multiple Time Off Requests Not Allowed for Same Date prohibits duplicate requests but does not establish an eight-hour quantity threshold. Consecutive Day Maximum limits the number of consecutive days in a request, not the hours entered on one day. Maximum Unpaid Time Off Units Allowed controls how much of a request may be unpaid after applying the plan's lower limit. Therefore, the general Maximum validation is the correct mechanism for enforcing the eight-hour daily ceiling.
Reference: Workday Education - Absence for Administrators: Time Off Validations, "Maximum"
NEW QUESTION # 81
Which two Workday Absence setup tasks are used to establish the primary configuration components of a leave of absence?
Answer: D
Explanation:
Workday's primary leave-of-absence setup components are leave families and leave types. The Maintain Leave Families task creates the high-level categories used to group related leave types. Examples can include Regulatory Leave, Company Leave, or Disability Leave. When a user initiates a leave request, Workday displays the leave family as the category containing the available leave types.
The Create/Edit Leave Type task establishes the detailed rules for a specific leave. It configures eligibility, validations, unit of time, On Leave status visibility, entitlement, balance tracking, balance-calendar dates, Days to Include, supporting data, coordinated leave relationships, and cross-functional effects. The leave type must be associated with a leave family.
Maintain Time Off Types and Create Period Schedule relate to time off configuration. Configure Absence Type Groups can improve the request-selection interface by grouping time offs, absence tables, and leaves, but it does not create the underlying leave definition. Create Absence Table manages cascading time off plans, while accrual tasks govern time off balance additions. Therefore, Maintain Leave Families and Create/Edit Leave Type are the two foundational leave setup tasks.
Reference: Workday Education-Leave of Absence Setup Components
NEW QUESTION # 82
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