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| Certification Vendor: | Workday |
|---|---|
| Exam Name: | Workday Pro Time Tracking Exam |
| Exam Number: | Workday-Pro-Time-Tracking |
| Available Languages: | English |
| Passing Score: | 70% |
| Related Certifications: | Workday Pro HCM Core Workday Pro Workforce Management |
| Real Exam Qty: | 55-56 |
| Certificate Validity Period: | 2 years |
| Exam Format: | Configuration Questions, Scenario-Based, Multiple Choice |
| Exam Duration: | 90 minutes |
| Exam Price: | $300 USD |
| Recommended Training: | Workday Pro Time Tracking Training Course |
| Exam Registration: | Workday Certification Portal |
| Sample Questions: | Workday Workday-Pro-Time-Tracking Sample Questions |
| Exam Way: | Online proctored exam, available remotely |
| Pre Condition: | Basic knowledge of Workday HCM and workforce management concepts; recommended 6+ months experience using Workday Time Tracking |
| Official Syllabus URL: | https://www.workday.com/en-us/services/certifications.html |
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NEW QUESTION # 23
US full-time workers earn overtime for over 40 hours reported in a week. California full-time workers have daily overtime requirements for hours greater than 8 and double time greater than 12 hours, as well as overtime and double time for seven consecutive days worked.
A time calculation group is created for US full-time workers and a new time calculation group has been created for California full-time workers.
How do you assign the new calculation group to the California full-time workers?
Answer: B
Explanation:
The correct answer is B. Assign an eligibility rule to the new time calculation group and make only the California full-time workers eligible.
In Workday Time Tracking, Time Calculation Groups are used to bundle multiple time calculations together so that a specific population of workers receives the appropriate rules. Eligibility for these groups is controlled through Time Tracking Eligibility Rules , which determine which workers should receive a particular configuration.
In this scenario, US full-time workers already have a calculation group that handles weekly overtime after 40 hours . California workers, however, have additional legal requirements , including daily overtime after 8 hours, double time after 12 hours, and overtime rules related to consecutive days worked. Because these rules apply only to California workers, they must be placed in a separate time calculation group and assigned only to that population.
The correct approach is to configure an eligibility rule that identifies California full-time workers (for example using worker location, country/state, or supervisory organization attributes) and attach that rule to the new California time calculation group.
The other options are incorrect because they either apply the California rules to all US workers or fail to include the full set of required calculations. Therefore, using a specific eligibility rule for California full- time workers is the correct configuration approach.
NEW QUESTION # 24
A group of In/Out workers need automatically-created time blocks for their meal breaks. While configuring this, you notice the option is unavailable.
What prerequisite setting do you need to enable first?
Answer: D
Explanation:
The correct answer is D. Ensure Meal is an allowed out reason in the Allowable Types for Out Time .
In Workday Time Tracking, automatically created meal-break time blocks depend on Workday being able to recognize Meal as a valid Out Time reason for the worker's in/out configuration. If Meal is not included in the Allowable Types for Out Time , the related setup option for automatic meal-break block creation will not be available because the system has no valid meal event type to generate against.
This is a prerequisite relationship in setup: first, the time entry framework must allow Meal as a valid out- time type; only then can Workday support automated handling tied specifically to meal breaks. Without that allowed type, the system cannot distinguish meal-related out times from other kinds of breaks or punches.
Option C is incorrect because Break and Meal are different out reasons in Workday, and the question specifically asks about meal breaks . Options A and B focus on the default in/out pattern, which can influence entry behavior, but they do not represent the key prerequisite that unlocks the automatic meal-break configuration. The system must first recognize Meal as an approved out reason.
NEW QUESTION # 25
Refer to the following scenario to answer the question below.
You are reviewing time for a worker in California. The worker has reported hours for the seventh consecutive day and the hours are calculating as configured. This week the worker reported 11 hours on the seventh consecutive day worked. This worker is eligible for double time on all hours worked over 8 on the seventh consecutive day; however, all 11 hours are tagged as seventh consecutive day hours.
While reviewing the Seventh Consecutive Day Double Time calculation, you notice there are two time calculation tags sharing the same row in the grid.
What does this signify?
Answer: B
Explanation:
The correct answer is B. An OR condition is applied to the time calculation tags. Hours that contain either of the calculation tags will be counted towards the 8 hour threshold.
In Workday Time Tracking, when multiple time calculation tags appear on the same row in the tag grid, Workday interprets them with OR logic . That means time containing either of those tags is eligible to be included in the evaluation. By contrast, tags placed on separate rows are generally used to build more restrictive logic combinations.
In this scenario, the worker reported 11 hours on the seventh consecutive day , and the business rule should apply double time only to hours over 8 . If two tags are sharing the same row, Workday is counting hours with either tag toward the threshold. That setup can broaden the hours being evaluated and explains why all
11 hours may continue to be included under the seventh-consecutive-day logic rather than splitting correctly after 8 hours.
Option A is incorrect because same-row tags do not represent AND logic. Options C and D describe threshold behavior but do not answer the actual meaning of tags sharing the same row. The key configuration takeaway is that same row = OR condition in the calculation tag grid.
Therefore, the correct answer is B .
NEW QUESTION # 26
You are creating a time block conditional calculation.
What business object can you use to check for adjusted, calculated time?
Answer: B
Explanation:
The correct answer is A. Time Block .
In Workday Time Tracking, a Time Block Conditional calculation evaluates conditions at the individual time entry level . When the requirement is to check for adjusted, calculated time , the relevant information is associated with the actual time block record, because that is where Workday stores the entered time and the calculation outcomes tied to that specific entry. A Time Block is the most granular time-related business object and is the correct object to use when testing whether a block has been adjusted or contains calculated results.
This is important because Time Block Conditional logic is intended to inspect and act on specific time blocks rather than broader summarized periods. If you need to determine whether a worker's time block reflects adjusted calculated time, the evaluation must happen on the Time Block object itself.
The other options are not correct for this use case. Time Shift relates more to shift structure or scheduling context, not the direct record used for conditional evaluation of calculated time. Time Day summarizes time at the day level and is used for daily comparisons or accumulations. Time Week is used for weekly totals and thresholds. Neither Time Day nor Time Week is the right object for checking an individual adjusted, calculated time block.
Therefore, the correct business object is Time Block .
NEW QUESTION # 27
Person A is a worker in California who receives overtime pay after 8 hours in a day, while Person B is a worker in Illinois who receives overtime pay after 40 hours in a week. Person A received daily overtime after working 10 hours on Monday. Person B did not receive overtime on Monday.
What task must the Time Tracking Administrator complete in order to grant Person B daily overtime?
Answer: B
Explanation:
The correct answer is B. Adjust Calculated Time .
In Workday Time Tracking, Person B did not automatically receive daily overtime because their normal overtime rules are based on weekly overtime after 40 hours , not daily overtime after 8 hours like Person A in California. Since the system calculated Person B's time according to their assigned eligibility and time calculation group, the administrator must make a manual correction to the calculated result if they want to grant daily overtime as an exception.
The appropriate task for changing an already calculated overtime outcome is Adjust Calculated Time . This task allows the Time Tracking Administrator to modify calculated time results, such as reclassifying hours into overtime when an exception or special circumstance needs to be recognized outside the normal configured rules.
The other options are not correct for this scenario. Request Overtime is not the standard administrative method for changing system-calculated results. Mass Enter Time is used to enter time in bulk, not to alter overtime calculation outcomes. Enter Time for Worker only records reported time and does not directly grant overtime if the worker's calculation rules do not support it.
Therefore, when a Time Tracking Administrator needs to manually grant Person B daily overtime, the correct task is Adjust Calculated Time .
NEW QUESTION # 28
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