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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Time Off Plans & Accruals | 25% | - Accrual schedules and balance periods - Carryover, pro-ration, and plan limits - Time Off Plan configuration |
| Topic 2: Security, Reporting & Integration | 10% | - Integration with Time Tracking and Payroll - Role-based security for absence data - Absence reporting and analytics |
| Topic 3: Eligibility & Calculated Fields | 15% | - Eligibility rules based on HCM data - Position attributes and service length logic - Calculated fields for absence entitlements |
| Topic 4: Business Processes & Workflows | 15% | - Place Worker on Leave process - Approval routing and notifications - Time Off Request business process |
| Topic 5: Leaves of Absence & Leave Families | 20% | - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Leave Type and Leave Family configuration - Concurrent vs sequential leave handling |
| Topic 6: Time Off Types & Entry | 15% | - Time Off Type setup - Request workflow configuration - Entry validations and balance adjustments |
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NEW QUESTION # 95
You need to allow workers and managers to view selected time off and leave information for their team.
What report will you configure?
Answer: D
Explanation:
The Team Absence Calendar is the configurable report used to provide workers and managers with a calendar-based view of selected absence information for members of their team. It can present configured time off and leave information in a shared operational view, subject to the user's security access and the visibility settings assigned to the relevant absence components.
Time Off Results Detail and Time Off Results Summary are administrative result reports used to analyze processed time off transactions and balances. They are not designed as the primary team-facing calendar. My Team's Upcoming Time Off can display future time off information, but it does not provide the combined, configurable calendar framework for both selected time off and leave information described in the question.
Configuration determines which absence categories are displayed, while security determines which workers and details the viewer is permitted to see. Sensitive absence information should therefore be exposed only through properly configured visibility and security policies. Selecting Visible for Team Absence on applicable components supports their appearance on the calendar but does not independently grant access.
Study Guide references: Time Off Plans and Components - Visible for Team Absence and Absence Management Business Processes - Absence Reports, Dashboards, and Calendars .
NEW QUESTION # 96
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: B
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 # 97
Refer to the following scenario to answer the question below.
An absence administrator must create a new time off plan to record when workers fulfill public duties.
Because duties vary in duration, they will configure an Accrue-As-You-Go plan to ensure workers always accrue enough time to cover their time off requests.
The plan balance should be available for managers and administrators to view in periods where workers are eligible. The plan balance should not be visible to workers.
Which option should the administrator configure?
Answer: C
Explanation:
The time off plan requires a calculated balance that remains accessible to authorized operational users but is concealed from workers. Eligible in Period satisfies the first requirement by displaying the balance when the worker is eligible at any time during the applicable processing period. This setting supports manager and administrator review without making the balance universally visible.
The second requirement is implemented through Hide Balance from Worker Self Service . When selected, Workday suppresses the balance from the worker's Absence or Time Off calendar and associated self-service areas. The worker can still request the configured time off when otherwise eligible, but the plan balance is not presented in their self-service experience.
Setting the visibility to Never Show Balance is excessive because it removes the balance from all viewing contexts instead of targeting worker access. Overrides Allowed concerns the ability to replace a calculated balance as of an eligible period start date; it does not provide a visibility restriction. A plan configured not to track balances cannot support the Accrue-As-You-Go balance calculations described in the scenario. The correct configuration is therefore the combination of eligibility-based balance visibility and the worker- specific hiding control.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Balance Visibility" and "Hide Balance from Worker Self Service"
NEW QUESTION # 98
You created Leave Types that are associated with a Statutory Leave in AUS, UK, or France.
When should you configure the Leave Payment Type field?
Answer: D
Explanation:
The Leave Payment Type field is configured when the applicable country-specific Workday Payroll product is in scope. It connects the tenanted Absence leave type with the Workday-delivered statutory payment or earning configuration used by payroll. This relationship enables Workday Payroll to process the leave according to the statutory rules for the relevant country and leave category.
The field is therefore relevant when Workday Payroll for Australia, the United Kingdom, or France is implemented and the leave type is associated with a supported statutory leave. Absence and payroll administrators must coordinate the leave type, statutory payment classification, payroll earning, and related payroll-processing rules so that approved leave produces the intended payment outcome.
When Workday Payroll for the applicable country is not in scope, the Workday-delivered payroll relationship is not used by the tenant's payroll processing. Configuring the field would not provide the required external- payroll integration by itself. The United States options are also incorrect because the scenario explicitly concerns statutory leave configurations for Australia, the United Kingdom, or France. The determining factor is whether the corresponding Workday Payroll country product participates in processing the statutory leave.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Details Tab - Leave Payment Type"
NEW QUESTION # 99
Where do you specify the name that displays in the prompt when users make a time off request selection?
Answer: A
Explanation:
The user-facing category displayed in the time off request prompt is the Time Off Type name, which is configured through the Maintain Time Off Types task. Workday describes time off types as categories that group one or more underlying time off definitions. For example, a user may see "Vacation" in the request prompt even though the configuration contains separate underlying time offs for full-time and part-time workers.
This separation provides a cleaner employee experience while allowing administrators to maintain different eligibility rules, validations, plan associations, or calculation behavior behind the same visible category. The worker sees the time off type that applies to the request, while Workday resolves the eligible underlying time off based on configuration.
The Name field on the Create Time Off task identifies the individual time off component; it does not determine the category name presented in the selection prompt described by the question. A time off plan name identifies the overall plan and balance structure rather than the request category. The Code field is an administrative identifier and is not the requested user-facing label. Therefore, the required name is maintained in the Name column of Maintain Time Off Types.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Time Off Type"
NEW QUESTION # 100
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