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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Time Off Plans & Accruals | 25% | - Carryover, pro-ration, and plan limits - Accrual schedules and balance periods - Time Off Plan configuration |
| Topic 2: Security, Reporting & Integration | 10% | - Absence reporting and analytics - Role-based security for absence data - Integration with Time Tracking and Payroll |
| Topic 3: Business Processes & Workflows | 15% | - Time Off Request business process - Approval routing and notifications - Place Worker on Leave process |
| Topic 4: Eligibility & Calculated Fields | 15% | - Eligibility rules based on HCM data - Position attributes and service length logic - Calculated fields for absence entitlements |
| Topic 5: Leaves of Absence & Leave Families | 20% | - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Concurrent vs sequential leave handling - Leave Type and Leave Family configuration |
| Topic 6: Time Off Types & Entry | 15% | - Request workflow configuration - Entry validations and balance adjustments - Time Off Type setup |
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95. Frage
You have set the time off lower limit to zero.
What can you do to ensure workers can request only paid time off?
Antwort: A
Begründung:
A lower limit of zero means Workday treats time off that would reduce the plan balance below zero as unpaid.
That calculation setting alone does not necessarily stop the worker from submitting the request; it determines how much of the requested absence can be processed as paid.
To prohibit unpaid time off, configure the Maximum Unpaid Time Off Units Allowed validation with a value of zero. This establishes that no portion of the request may be unpaid. The Do Not Allow Request checkbox must also be selected so that a request failing the validation produces an error and cannot be saved or submitted. If that checkbox is cleared, Workday generates a warning but permits the request to proceed, which does not satisfy the requirement that workers request only paid time.
Setting the maximum unpaid units to eight would explicitly permit up to eight unpaid hours or days, depending on the plan's unit of time. Therefore, options B and D conflict with the requirement. Option A uses the correct zero-unit threshold but configures only a warning. The combination in option C creates a hard validation: zero unpaid units are permitted, and any request exceeding the available paid balance is blocked.
Reference: Workday Education - Absence for Administrators: Time Off Validations, "Maximum Unpaid Time Off Units Allowed" and "Do Not Allow Request"
96. Frage
Refer to the following scenario to answer the question below.
You need to create a time off plan that tracks a balance over the calendar year. It should give the full year accrual on January 1 of each year or a prorated amount on hire date if a worker is hired after January 1.
What calculation will you use as a scheduling rule to ensure workers accrue on January 1 each year?
Antwort: B
97. Frage
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?
Antwort: A
Begründung:
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 .
98. Frage
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.
What calculation type should you use to identify California and Illinois workers?
Antwort: D
Begründung:
A Value Comparison Calculation can create the Boolean conditions that identify whether a worker's resolved work-state value equals California or Illinois. One comparison can test whether the work-state calculation equals California, and another can test whether it equals Illinois. These Boolean results are then referenced by the conditional calculation that returns the appropriate accrual rate.
A Lookup Calculation could return a value directly from a lookup table, but the stated solution separates the state-identification conditions from the calculation that specifies the accrual amounts. An Instance Value Calculation retrieves a value from a related instance but does not, by itself, evaluate whether that value matches California or Illinois. An Instance Set Comparison is principally used to compare a class report field or instance collection with user-selected instances; it is not the intended comparison when the worker's state has already been resolved into a calculation value.
The conditional accrual calculation should evaluate the California condition first, return 12 hours, then evaluate the Illinois condition and return 10 hours. Workers who meet neither condition receive the default response of eight hours.
Study Guide reference: Calculations for Time Off Plans - Boolean and Value Comparison Calculations .
99. Frage
You import a large number of accrual overrides using the Put Absence Input EIB.
What report would you run to verify the data you imported?
Antwort: B
Begründung:
The Accrual and Time Off Adjustments/Overrides by Batch ID report is specifically designed to review adjustment and override records associated with a particular import batch. Put Absence Input assigns or carries a batch identifier that enables administrators to isolate the records created by that EIB load.
The report displays batch totals for each affected accrual or time off and provides employee-level adjustment or override data by processing period. This supports reconciliation of the expected record count, worker population, accrual component, effective period, and imported values. It can include transactions for plans with or without balance tracking.
View Time Off Balance displays calculated plan balances but does not isolate the imported accrual override records by batch. Leave Results for Worker reports leave entitlement and leave-request information. All Worker Time Off reports time off requests and statuses rather than accrual input transactions.
Administrators should compare the report totals against the EIB source file and investigate rejected, duplicated, or incorrectly effective-dated records. The batch-specific report provides a more reliable audit trail than reviewing workers' resulting balances individually.
Study Guide reference: Absence Management Reports, Dashboards, and Calendars - Accrual and Time Off Adjustments/Overrides by Batch ID .
100. Frage
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