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| Section | Weight | Objectives |
|---|---|---|
| Business Processes & Workflows | 15% | - Time Off Request business process - Approval routing and notifications - Place Worker on Leave process |
| Time Off Plans & Accruals | 25% | - Time Off Plan configuration - Carryover, pro-ration, and plan limits - Accrual schedules and balance periods |
| Security, Reporting & Integration | 10% | - Integration with Time Tracking and Payroll - Role-based security for absence data - Absence reporting and analytics |
| Time Off Types & Entry | 15% | - Request workflow configuration - Entry validations and balance adjustments - Time Off Type setup |
| Leaves of Absence & Leave Families | 20% | - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Leave Type and Leave Family configuration - Concurrent vs sequential leave handling |
| Eligibility & Calculated Fields | 15% | - Position attributes and service length logic - Eligibility rules based on HCM data - Calculated fields for absence entitlements |
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NEW QUESTION # 24
Refer to the following scenario to answer the question below.
You created eight leave types that workers are eligible for. Workers need to be able to request six of these for themselves.
Managers must be able to enter all eight on behalf of a worker.
You created a new leave type that all workers are eligible for, but only managers should be able to request it.
How will you restrict the availability?
Answer: A
Explanation:
The new leave type must be added exclusively to the manager Leave Type security segment . The segment defines the leave types available to the security roles connected to its segment-based security group. If managers have access to that segment and employees acting as Employee as Self do not, managers can enter the leave on behalf of eligible workers while workers cannot request it themselves.
A business process security policy controls which security groups can initiate actions such as Request Leave for Self or Request Leave for Worker. It does not provide a list in which individual leave types are assigned.
On Leave Status Visibility controls whether users can see a worker's leave-status indicator; it does not control who can request the leave. Absence type groups organize time offs, absence tables, and leave types in the absence-selection interface, but grouping is a presentation configuration rather than an access-control mechanism.
The administrator should also verify that the manager's segment-based security group has access to the manager segment and is authorized to initiate Request Leave for Worker. The new leave type should not be included in any segment available to Employee as Self.
Study Guide reference: Leave of Absence - Configuring Leave Type Segment Security .
NEW QUESTION # 25
You are terminating an employee, and you need their entire remaining balance paid out.
What must you configure on the time off plan to make that happen?
Answer: C
Explanation:
The time off plan must specify a time off in the Time Off for Termination Adjustment field. This configuration tells Workday which time off component to use when generating the adjustment that removes the worker's entire remaining balance during termination processing.
When the Adjust Time Off Balances service step runs in the Termination business process, Workday evaluates the eligible plan, determines the remaining balance, and creates a termination adjustment using the designated time off. The adjustment reduces the plan balance to zero. Where payroll integration or Workday Payroll calculations are appropriately configured, that adjustment can support payment of the outstanding amount.
A payout accrual is not required because an accrual ordinarily adds units to a time off plan; it does not remove and pay the existing termination balance. Accrual Frequency Method controls whether ordinary accrual processing occurs at the start or end of a processing period and does not establish termination payout behavior. Time Off Forfeiture Adjustment is used when a balance is being forfeited under plan rules, not when the organization intends to pay the balance upon termination.
Study Guide reference: Absence Management Business Processes - Automating Payout of Plan Balance upon Termination , particularly the time off plan's termination-adjustment configuration.
NEW QUESTION # 26
You created a new leave of absence rule.
What must you do to configure a validation message?
Answer: C
Explanation:
A leave of absence rule does not operate as a validation until it is associated with a specific leave type on the Validations/Supporting Data tab. The administrator must first add the rule to the leave type and save the leave type. This establishes the relationship required for Workday to configure a validation message in the context of that leave type. The administrator can then use the leave type's Related Actions to configure the message.
By default, Workday can display the leave of absence rule's Description as the warning or error text. A separately configured validation message can provide more precise guidance and may include static text, report-field values, or calculated-field values relevant to the request. This allows the same underlying rule to be associated with multiple leave types while supporting context-specific messaging.
The message is not selected from a fixed list of predefined options. Configuring it directly on an unassociated rule would not provide the leave-type context required for the validation. Accessing Related Actions before adding and saving the rule would likewise leave no saved validation relationship to configure. The correct sequence is to associate the rule, save the leave type, and then configure the message through Related Actions.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Validation Errors and Warnings" and "How to Associate a Leave of Absence Rule"
NEW QUESTION # 27
What field on a time off plan defines the number of hours or days that automatically populate when entering time off requests?
Answer: B
Explanation:
The Daily Quantity Default field specifies the number of hours or days that Workday automatically supplies for each selected date when a user enters a time off request through the calendar. The value can be a fixed quantity, such as eight hours, or a calculation that derives the worker's scheduled hours or another applicable quantity.
When a conditional calculation provides the default, Workday evaluates the calculation using the first day of the request and can apply that resolved quantity to the requested dates. The field improves entry consistency and reduces the need for workers to manually enter the expected quantity on every date. A time off can also contain an override when its default quantity must differ from the default established on the plan.
Days to Include determines which dates Workday initially includes when the worker selects a date range, such as all days, weekdays, or workdays. It does not specify the quantity for those dates. The Lower Limit determines the point below which time off becomes unpaid. The Accrual Frequency Method determines whether Workday adds accruals at the start or end of a period or according to a custom frequency.
Consequently, only Daily Quantity Default controls the automatically populated daily units.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Calculation Information - Daily Quantity Default"
NEW QUESTION # 28
Which business objects provide report fields or calculated fields for creating leave-of-absence rules?
Answer: A
Explanation:
Workday makes fields from the Worker, Leave Request Event, Leave Type, and Position business objects available when administrators create leave-of-absence rules. These objects supply the contextual data needed to evaluate eligibility requirements and validate submitted leave requests.
The Worker object supplies employee-level information such as hire date, service dates, and worker attributes. The Position object supports position-specific conditions, which are essential for position-based leave types or workers with multiple jobs. The Leave Request Event contains information generated by the particular request, including dates and event-specific data. The Leave Type object provides information about the leave configuration being requested.
There is an important eligibility restriction: eligibility rules must use fields based on Worker or Position because Workday evaluates eligibility before the leave type and leave event are fully known. Validation rules are evaluated later and can use request-event or leave-type information. Consequently, selecting a technically available field does not automatically make it suitable for every rule.
Time off plans, payroll results, period schedules, and balance periods are not the four business objects identified for constructing leave-of-absence rules.
Reference: Workday Education-Leave of Absence, Creating Eligibility and Validation Rules
NEW QUESTION # 29
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