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| Section | Objectives |
|---|---|
| Workday HCM Core or Payroll Concepts | - Key Workday HCM Core concepts - Key Workday Payroll concepts |
| Time Off Configuration | - Configuring time off business processes - Time off plan administration tasks - Setting up time off calculations |
| Leave of Absence Management | - Leave components and leave families - Managing leaves of absence |
| Leave of Absence Configuration | - Configuring leave of absence business processes - Setting up leave components using calculated fields |
| Time Off Management | - Time off overrides - Time off corrections - Time off adjustments |
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NEW QUESTION # 57
An organization is tracking worker sickness using a leave type. When workers are sick for short periods of time, the absence must be subtracted from the leave type balance.
How can the absence administrator meet this requirement?
Answer: B
Explanation:
Workday coordinates short-duration time off with a leave entitlement through the Intermittent Time Offs field on the leave type. The administrator creates the appropriate time off and time off plan, then adds that time off to the Sickness leave type's Intermittent Time Offs field. Units requested through the intermittent time off are subsequently counted as leave taken and reduce the sickness leave entitlement balance.
When a coordinated intermittent request is processed, Workday evaluates the time off plan balance and the leave entitlement balance independently. The request must satisfy the eligibility and validation rules configured for both the time off and the related leave type. The time off may therefore reduce its time off plan balance while simultaneously reducing the coordinated leave balance.
An absence type group changes how available absence types are organized in the request prompt; it does not coordinate their balances. An accrual calculation adds to a time off plan balance and is not the mechanism for deducting short sickness events from a leave entitlement. Calculated fields can establish an entitlement amount but do not create the transactional relationship between time off taken and leave taken. The Intermittent Time Offs relationship is the configuration designed for this requirement.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Coordinated Leaves and Time Off"
NEW QUESTION # 58
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.
You need to prorate the accrual based on the percentage of the year a worker is employed.
What calculation type will you use?
Answer: B
Explanation:
An Arithmetic Calculation performs the mathematical operations required to determine the percentage of the year during which the worker is employed and apply that percentage to the full annual accrual. A typical design divides the remaining eligible days in the year by the total number of days in the year and multiplies the resulting percentage by the annual accrual amount.
A Logic Calculation returns true or false using AND or OR conditions; it cannot independently calculate the prorated numeric amount. A Date Increment/Decrement Calculation adds or subtracts a defined number of days, months, or years from a date and returns another date. It may support date derivation but does not produce the required percentage. A Constant Value Calculation always returns the same value and cannot vary according to hire date.
Workday provides delivered arithmetic proration calculations for mid-period hires, and similar arithmetic components can be used to construct annual proration. The final result must use the time off plan's unit of time. Appropriate rounding should also be configured where the calculated result could contain fractional hours or days.
Study Guide reference: Calculations for Time Off Plans - Arithmetic Calculations and Proration .
NEW QUESTION # 59
Refer to the following scenario to answer the question below.
You configured two leave types, Short Term Disability and Long Term Disability. It is common that workers need to be placed on Long Term Leave once they have exhausted Short Term Leave.
You need to streamline the process of moving employees from Short Term Disability Leave to Long Term Disability Leave.
What will you configure in the leave type to make it happen?
Answer: A
Explanation:
Cascading leave configuration defines the sequence in which one leave type transitions to another. The Long Term Disability Leave Type must therefore be selected in the Next Leave Type field on the Cascading Leave tab of the Short Term Disability Leave Type. This establishes Long Term Disability as the successor when the short-term leave reaches its configured end.
Adding the leave types to the same absence type group only organizes them in the absence-selection interface.
A leave family categorizes related leave types but does not create an automated transition. The Additional Leave Types field coordinates leave-taken calculations so that one leave can reduce another leave's entitlement; it does not define which leave should start after the current leave ends.
The succeeding leave remains subject to its eligibility rules. When automated processing reaches the transition date, Workday can generate a return request for Short Term Disability and a new request for Long Term Disability. The Request Leave of Absence business process must also include the Automated Leave Processing service, normally with a step delay that determines when the transition is evaluated.
Study Guide reference: Absence Management Business Processes - Cascading Leaves .
NEW QUESTION # 60
What is the primary purpose of an absence table in Workday Absence?
Answer: D
Explanation:
An absence table supports a single absence request that must draw from more than one time off plan. The table contains prioritized tiers, and each tier identifies a time off plan and the corresponding time off.
Workday evaluates those tiers in priority order and automatically assigns the appropriate time off to each portion of the request.
This structure is useful when workers must exhaust one balance before using another. For example, an organization may require workers to use a non-carryover floating-holiday balance before using their standard vacation balance. The worker enters one request, while the absence table allocates the units across the applicable tier balances. It can also support separate plans representing different rates of pay or different components of a common absence allowance.
The Create/Edit Absence Table task controls tiers, details, validations, and reasons. The table does not merge leave entitlements, replace the business process governing approval, or calculate payroll taxes. Its defining function is the controlled cascade of a time off request through multiple prioritized time offs and plan balances.
Reference: Workday Education-Calculations for Time Off Plans, Absence Tables
NEW QUESTION # 61
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: B
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 # 62
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