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| Section | Objectives |
|---|---|
| Topic 1: Time Off Management | - Overrides - Adjustments - Corrections |
| Topic 2: Workday HCM Core Concepts | - Key HCM Core concepts - Payroll concepts relevant to Absence |
| Topic 3: Leave of Absence Management | - Managing leave requests - Leave administration |
| Topic 4: Time Off Configuration | - Time off plan administration - Time off calculations - Time off business processes |
| Topic 5: Leave of Absence Configuration | - Calculated fields - Leave components - Leave of absence business processes |
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69. Frage
An absence administrator created a new leave of absence rule and added it as additional eligibility criteria on the Paternity Leave type. They created the rule using report fields on the Worker and Leave Type business objects. Employees who should not be eligible are still able to request Paternity Leave.
What change does the administrator need to make to ensure only eligible employees can select Paternity Leave?
Antwort: C
Begründung:
A leave of absence rule used as Additional Criteria functions as an eligibility rule. Workday evaluates eligibility before it has resolved a leave type or created a leave request event. Consequently, fields used in an eligibility rule must be based only on the Worker or Position business objects.
The rule in the scenario includes a field from the Leave Type business object. That field cannot reliably resolve during the eligibility stage, allowing the rule to produce an unintended result. The administrator must revise the rule so every field is sourced from Worker or Position. Workday then evaluates the criteria against the worker and applicable position as of the leave start date. Only leave types for which the worker passes eligibility appear in the selection prompt.
Moving the rule to the Validations/Supporting Data tab would change its function from eligibility to validation. A validation is evaluated after the leave is selected and submitted; it may produce a warning or error, but it does not control whether the leave type initially appears in the prompt. Leave Type and Leave Request Event fields are appropriate in validation contexts where the event already exists, not in eligibility criteria. Therefore, retaining the rule as Additional Criteria and restricting its fields to Worker or Position is the correct solution.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Creating Eligibility and Validation Rules"
70. Frage
Refer to the following scenario to answer the question below.
You need to create an accrual that gives U.S. workers the following accrual rates:
# Workers in California accrue 12 hours per period.
# Workers in Illinois accrue 10 hours per period.
# Workers in all other states accrue 8 hours per period.
In the calculation you use to specify the accrual rates, in that field do you enter the accrual amount for workers in states other than California and Illinois?
Antwort: C
Begründung:
The eight-hour accrual must be entered in the Default Response field of the conditional calculation. A conditional calculation evaluates its configured conditions in sequence. California workers satisfy the California condition and receive 12 hours, while Illinois workers satisfy the Illinois condition and receive 10 hours. Workers who satisfy neither condition fall through to the Default Response and receive eight hours.
The 2nd Operand belongs to a comparison calculation and represents the value against which the first operand is evaluated. It does not define the fallback result of the conditional calculation. Target Instance is used in calculations that resolve or compare a specific business-object instance. Custom field is not the conditional calculation field used to provide an otherwise result.
A default response is essential because the configuration must return a valid numeric accrual amount for every eligible U.S. worker. Without it, workers outside California and Illinois could receive no resolved value. The returned values must use the same unit of time as the associated time off plan-in this scenario, hours.
Study Guide reference: Calculations for Time Off Plans - Conditional Calculations .
71. Frage
To support the rollout of time tracking from January 1 of next year, you need to allow workers to enter time off requests in Time Tracking as well as Absence.
How would you make this change?
Antwort: B
Begründung:
The Entry Option is configured on the time off component, not on the time off plan. Selecting Enter through Workday Time Tracking or Time Off permits eligible workers to enter the absence through either Time Tracking or the Workday Absence calendar and related time off tasks.
Because the change must begin on January 1 of the next year, the administrator should create a new effective- dated snapshot of the time off with January 1 as its effective date. This preserves the current entry behavior through December 31 and introduces the new configuration prospectively. Updating the initial snapshot would rewrite the component's earlier configuration and could affect historical or current-period behavior, which is inappropriate for a planned future rollout.
Workday treats the time off, accrual, and time off plan as effective-dated absence setup components.
However, their configuration responsibilities differ. The plan defines items such as the period schedule, unit of time, limits, accrual frequency, and balances. The individual time off defines how users may enter requests.
Therefore, options A and C target the wrong component, while option B targets the correct component but applies the wrong effective-dating method. Option D preserves configuration history and activates the correct entry channel on the required date.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Effective- Dated Absence Setup Components" and "Entry Option"
72. Frage
In Workday Absence, which configuration component contains the carryover-limit calculation that determines the maximum number of hours or days transferred from one balance period to the next?
Antwort: B
Begründung:
The carryover limit is configured as part of the time off plan's balance information. It determines the maximum quantity of unused hours or days that Workday can transfer from one balance period into the next.
The limit can be represented by a constant, such as 80 hours, or by a calculation that derives the permitted carryover from another value, such as a percentage of the closing balance. Any units exceeding the calculated limit are treated as carryover forfeited and are available for reporting.
The period schedule does not establish the carryover ceiling. It determines processing periods, accrual frequency, and period start and end dates. A time off type is the user-facing category presented when entering or viewing a time off request. A leave family groups related leave types and does not govern time off plan carryover. Consequently, the time off plan is the only component among the options that owns the carryover date, carryover-limit calculation, expiration rules, and related balance-processing behavior.
Reference: Workday Education-Time Off Plans and Components, Carryover: Limit
73. Frage
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?
Antwort: B
Begründung:
Scheduling: Payment Date Month = 01 (January) restricts normal annual processing to the January period.
For workers who are already eligible, this scheduling rule causes the accrual to process on the January payment date, supporting the requirement to award the full-year entitlement at the beginning of each calendar year.
Scheduling: Worker Hired Mid-Period serves a different part of the design. It identifies workers hired after the January processing event so they can receive a prorated award on hire. Scheduling: Last Period of the Balance Period would process the accrual at the end of the year and is inconsistent with a January 1 award.
Scheduling: Front-Loaded indicates that the accrual is granted in advance but does not, by itself, identify January as the processing month.
The annual January condition and mid-period-hire condition can be configured on separate scheduling rows.
Workday applies OR logic between separate rows, enabling the accrual to process either during January for existing eligible workers or upon a qualifying mid-period hire. The accrual's amount calculation determines whether the worker receives the full or prorated entitlement.
Study Guide reference: Calculations for Time Off Plans - Using Calculations for Scheduling Rules .
74. Frage
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