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| Section | Objectives |
|---|---|
| Time Off Configuration | - Time off plan administration - Time off calculations - Time off business processes |
| Leave of Absence Management | - Managing leave requests - Leave administration |
| Time Off Management | - Overrides - Corrections - Adjustments |
| Leave of Absence Configuration | - Calculated fields - Leave of absence business processes - Leave components |
| Workday HCM Core Concepts | - Payroll concepts relevant to Absence - Key HCM Core concepts |
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NEW QUESTION # 61
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: C
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 # 62
An absence administrator is configuring a new time off plan. They understand that period schedules are fundamental components for time off plans.
Which statement describes a primary function or characteristic of a period schedule?
Answer: B
Explanation:
A period schedule establishes the recurring processing periods used by the time off plan and therefore determines its default accrual frequency. For example, a monthly period schedule normally causes Workday to process periodic accruals monthly, while a weekly schedule provides weekly processing periods. This behavior can be modified through an accrual frequency override, custom frequency, or front-loaded configuration, but the period schedule supplies the standard framework.
The schedule also defines period start and end dates used to retrieve and process time off, organize balance reporting, evaluate period-based eligibility criteria, and determine which effective dates are available for time off plan components. Every time off plan must therefore reference a valid period schedule.
Public holidays are defined through holiday calendars rather than period schedules. The maximum number of consecutive absence days is controlled by a Consecutive Day Maximum validation. The types of time off available to workers are determined through time off types, underlying time offs, eligibility, and security configuration. These functions do not belong to the period schedule. Among the available choices, determining the plan's default accrual frequency is the defining period-schedule characteristic.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Period Schedule"
NEW QUESTION # 63
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 a beginning balance of 40 hours in the time off plan.
What task will you use to grant the worker 40 hours?
Answer: B
Explanation:
Maintain Time Off Plan Override Balances establishes an employee's overall time off plan balance as of the start date of an eligible processing period. It is therefore the correct manual task for giving the new worker a negotiated beginning balance of 40 hours. Workday uses the overridden amount as the starting point for calculating subsequent accruals, time off deductions, and balance changes.
Correct Absence is used to correct existing absence requests or entries and does not establish a plan's opening balance. Maintain Accrual and Time Off Limit Overrides suspends an upper, lower, or time off limit; it would not create the 40-hour balance. Maintain Time Off Plan Carryover Overrides modifies carryover amounts or carryover expiration dates and applies to balance movement between balance periods rather than a negotiated starting balance.
The administrator must select an override date corresponding to the start of a period for which the worker is eligible. The plan must permit overrides. Because Workday treats the override as the authoritative balance at that point, retroactive entries dated on or before the override date will not cause Workday to recalculate the overridden balance automatically.
Study Guide reference: Absence Management Administration - Maintain Time Off Plan Override Balances .
NEW QUESTION # 64
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: C
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 # 65
An absence administrator identified a period schedule used in Time Tracking that has the frequency and period start and end dates required for a new time off plan.
What action should the administrator take to be able to use the period schedule in Absence Management?
Answer: D
Explanation:
Workday Absence, Payroll, and Time Tracking can share the same period schedule when the schedule's frequency and period dates satisfy each application's requirements. The Usage field identifies which Workday applications are permitted to use that schedule. Therefore, the administrator should edit the existing schedule and add Absence to the Usage field.
Creating a duplicate schedule is unnecessary and introduces avoidable maintenance risk. Two schedules containing equivalent periods can diverge when future periods, lock dates, or application-specific configuration are updated independently. Reusing the existing schedule maintains a consistent period framework across Time Tracking and Absence.
Eligibility configuration determines which workers are assigned or eligible for a schedule within an application; it does not make a Time Tracking schedule available to Absence. Adding Absence-related criteria to a Time Tracking eligibility rule also mixes application responsibilities and fails to update the schedule's declared usage. Likewise, simply adding an Absence eligibility rule without enabling Absence in the Usage field does not establish the required application association. Once Absence is added to Usage, the administrator can select the schedule on the new time off plan and configure any appropriate Absence eligibility separately.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Period Schedule"
NEW QUESTION # 66
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