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| Section | Weight | Objectives |
|---|---|---|
| Time Off Types & Entry | 15% | - Request workflow configuration - Entry validations and balance adjustments - Time Off Type setup |
| Security, Reporting & Integration | 10% | - Integration with Time Tracking and Payroll - Absence reporting and analytics - Role-based security for absence data |
| Eligibility & Calculated Fields | 15% | - Calculated fields for absence entitlements - Eligibility rules based on HCM data - Position attributes and service length logic |
| Leaves of Absence & Leave Families | 20% | - Concurrent vs sequential leave handling - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Leave Type and Leave Family configuration |
| Business Processes & Workflows | 15% | - Place Worker on Leave process - Approval routing and notifications - Time Off Request business process |
| Time Off Plans & Accruals | 25% | - Time Off Plan configuration - Carryover, pro-ration, and plan limits - Accrual schedules and balance periods |
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NEW QUESTION # 43
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?
Answer: D
NEW QUESTION # 44
An absence administrator is configuring a new time off plan. They understand that period schedules are fundamental components for time off plans.
Which statement describes a primary function or characteristic of a period schedule?
Answer: B
Explanation:
A period schedule establishes the recurring processing periods used by the time off plan and therefore determines its default accrual frequency. For example, a monthly period schedule normally causes Workday to process periodic accruals monthly, while a weekly schedule provides weekly processing periods. This behavior can be modified through an accrual frequency override, custom frequency, or front-loaded configuration, but the period schedule supplies the standard framework.
The schedule also defines period start and end dates used to retrieve and process time off, organize balance reporting, evaluate period-based eligibility criteria, and determine which effective dates are available for time off plan components. Every time off plan must therefore reference a valid period schedule.
Public holidays are defined through holiday calendars rather than period schedules. The maximum number of consecutive absence days is controlled by a Consecutive Day Maximum validation. The types of time off available to workers are determined through time off types, underlying time offs, eligibility, and security configuration. These functions do not belong to the period schedule. Among the available choices, determining the plan's default accrual frequency is the defining period-schedule characteristic.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Period Schedule"
NEW QUESTION # 45
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.
What Balance Calendar Start Date and Balance Calendar End Date should you use?
Answer: B
Explanation:
A rolling-forward balance calendar begins on the effective date of the leave event-specifically, the First Day of Leave-and ends 12 months after that date. This creates a worker- and event-specific entitlement window that moves forward from the beginning of the applicable leave rather than using fixed calendar-year dates.
Option C reverses the required chronology by placing the calculated date plus 12 months before the original effective date. Options B and D use fixed year boundaries and therefore create calendar-year periods, not rolling-forward periods. Option B also reverses the start and end sequence.
The Balance Calendar Start Date and Balance Calendar End Date calculated fields determine the period over which Workday calculates entitlement minus leave taken. For the requirement that each child generate a separate 180-day entitlement, the leave type should additionally capture the identifying event data, such as the child's birth date, and use Entitlement Per Event. Those settings distinguish multiple qualifying births, while the balance-calendar configuration establishes the 12-month window for each event.
Study Guide reference: Leave of Absence - Additional Information on the Balance Calendar .
NEW QUESTION # 46
A worker has lost eligibility for a time off plan. Administrators must continue to view the worker's historical balance for an as-of date after the worker's final eligible processing period. Which Balance Visibility option should be selected?
Answer: B
Explanation:
Eligible in period or prior periods is designed for situations in which the worker is no longer currently eligible but was eligible in an earlier processing period. Workday continues displaying the balance and presents the time off and accrual totals as of the worker's last eligible period. This supports historical administration without incorrectly treating the worker as currently eligible.
Eligible in period is narrower. It displays the balance only when the worker is eligible at some point during the processing period containing the selected as-of date. If the worker was not eligible during that period, Workday does not display the balance. Eligible in balance period operates across the broader balance period; it can display balances when the worker was eligible at any point during that balance period, but visibility normally ends when the user selects an as-of date in a subsequent balance period.
Never show balance suppresses the balance for workers, managers, and administrators under all conditions. It therefore cannot satisfy the administrative reporting requirement. The prior-period option precisely supports continued historical visibility following loss of eligibility.
Reference: Workday Education-Time Off Plans and Components, Balance Visibility
NEW QUESTION # 47
Refer to the following scenario to answer the question below.
You created a front-loaded, balance tracking time off plan. Workers cannot request unpaid time off, and can carry over balances from one year to the next to be used in 3 months. To account for exceptional circumstances, administrators need to be able to take manual intervention to change time off plan, time off, and accrual values.
What will you configure to allow administrators to change calculated accrual values?
Answer: C
Explanation:
Selecting Adjustments/Overrides Allowed on the accrual enables administrators to modify the worker's calculated accrual result. They can then use Maintain Accrual and Time Off Adjustments/Overrides for individual workers or Put Absence Input for mass accrual adjustments and overrides.
An accrual adjustment adds to or subtracts from the calculated accrual for a processing period. An accrual override replaces the calculated accrual result for one or multiple periods. Workday applies an override before applying an adjustment, and plan limits or accrual-processing timing can still reduce the final value.
Selecting Overrides Allowed on the time off plan enables plan-balance and carryover overrides; it does not authorize component-level accrual changes. A front-loaded scheduling calculation determines when the accrual processes and does not permit manual modification. An absence input calculation may be referenced when designing specialized eligibility or calculation logic, but it does not replace the required permission setting on the accrual.
Because the plan is front-loaded, the worker must remain eligible for the accrual when the administrator enters the applicable adjustment or override.
Study Guide reference: Absence Management Administration - Maintain Employee Accruals .
NEW QUESTION # 48
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