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| Section | Weight | Objectives |
|---|---|---|
| Time Off Management | 20% | - Time Off Requests
|
| Advanced Features and Troubleshooting | 20% | - Troubleshooting Common Issues
|
| ProTime Configuration | 25% | - System Configuration Tasks
|
| Time Tracking Fundamentals | 20% | - Time Tracking Configuration Overview
|
| Reporting and Analytics | 15% | - Analytics and Dashboards
|
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NEW QUESTION # 43
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 # 44
Refer to the following scenario to answer the question below.
You must create a new time calculation to determine when workers work more than 20 hours in one week with the 1-Supervisor Premium tag.
What is the appropriate priority for the new calculation?
Answer: A
Explanation:
The correct answer is C. USA_HRL_70 . In this scenario, the new calculation is designed to evaluate hours that already have the 1-Supervisor Premium tag. In the report, the existing 1-Supervisor Premium calculation has a priority of USA_HRL_60 . In Workday Time Tracking, when a calculation depends on the output of another calculation, it must run after the earlier calculation has already assigned its tag. Otherwise, the new calculation would run too soon and would not find the tagged hours it is supposed to evaluate.
Because this new weekly calculation is specifically looking for hours with the 1-Supervisor Premium tag that exceed 20 hours in a week , it must be placed at a priority after USA_HRL_60 . Among the answer choices, USA_HRL_70 is the correct next priority that ensures proper sequencing.
The other options are not appropriate. USA_HRL_30 and USA_HRL_10 would run before the Supervisor Premium calculation, so the required tag would not yet exist. USA_HRL_60 is the same priority as the existing calculation and does not clearly guarantee the dependent logic runs afterward. Therefore, the best and correct priority for the new calculation is USA_HRL_70 .
NEW QUESTION # 45
What report do you run to ensure that a period schedule is assigned to a worker?
Answer: C
Explanation:
The correct answer is D. View Worker's Time Eligibility .
In Workday Time Tracking, when you want to confirm whether a specific worker has been assigned a period schedule , the most direct report is View Worker's Time Eligibility . This report is used to review which Time Tracking components a worker is currently eligible for and receiving, including items such as time entry templates, approval templates, and period schedules . Since the question is focused on verifying assignment to a worker , this worker-level eligibility view is the most appropriate choice.
The other options do not fit the requirement as well. Audit - Workers with Multiple Time Period Schedules is an exception report used to identify workers who have more than one schedule, not to simply confirm that a worker has one assigned. View Period Schedule lets you inspect the schedule definition itself, but it is not the best worker-specific confirmation tool. Time Entry Period Schedule Review may sound related, but it is not the standard report used to validate a worker's eligibility-based assignment in the same direct way.
So, if your goal is to ensure that a particular worker is assigned the correct period schedule, the correct report is View Worker's Time Eligibility .
NEW QUESTION # 46
A manager uses the Assign Work Schedule task to assign a work schedule to a worker.
What overrides the schedule assignment?
Answer: C
Explanation:
The correct answer is D. Ad hoc schedule changes .
In Workday Time Tracking, when a manager assigns a work schedule to a worker using the Assign Work Schedule task, that schedule becomes the worker's standard planned schedule. However, Workday also supports temporary or date-specific exceptions through ad hoc schedule changes . These changes are designed to override the normal assigned schedule for a particular day or period without replacing the worker' s overall schedule assignment. This is useful when a worker has a temporary shift change, a one-time different start and end time, or a short-term adjustment due to business needs.
This is why ad hoc schedule changes are considered the override mechanism. They sit on top of the normal schedule assignment and take precedence for the affected dates.
The other options do not override the assigned work schedule itself. Flextime bands provide flexibility around expected start and end times, but they do not replace the assigned schedule. Schedule deviation calculation is used to compare reported time against schedule expectations and identify variances; it analyzes schedule differences rather than overriding the schedule. Work schedule eligible rules determine which workers can receive certain schedules, but they do not act as overrides after assignment.
So, the component that overrides an assigned work schedule is Ad hoc schedule changes .
NEW QUESTION # 47
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: A
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 # 48
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