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| Section | Weight | Objectives |
|---|---|---|
| Security, Reporting & Integration | 10% | - Absence reporting and analytics - Role-based security for absence data - Integration with Time Tracking and Payroll |
| Leaves of Absence & Leave Families | 20% | - Leave Type and Leave Family configuration - Concurrent vs sequential leave handling - Regulatory leave tracking (FMLA, ADA, parental, etc.) |
| Business Processes & Workflows | 15% | - Time Off Request business process - Approval routing and notifications - Place Worker on Leave process |
| Time Off Types & Entry | 15% | - Entry validations and balance adjustments - Request workflow configuration - Time Off Type setup |
| Time Off Plans & Accruals | 25% | - Accrual schedules and balance periods - Time Off Plan configuration - Carryover, pro-ration, and plan limits |
| Eligibility & Calculated Fields | 15% | - Calculated fields for absence entitlements - Position attributes and service length logic - Eligibility rules based on HCM data |
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NEW QUESTION # 22
You need to create two new leave types, Medical Leave and Military Leave. Their balances are coordinated.
Each leave is in a different leave family. You also need to create a Time Off that will reduce the balance of either leave when a worker requests it.
How would you coordinate the leaves?
Answer: D
Explanation:
Because Medical Leave and Military Leave belong to different leave families, they must be coordinated explicitly through the Additional Leave Types field. The relationship must be configured on both leave types: Medical Leave must reference Military Leave, and Military Leave must reference Medical Leave. This reciprocal configuration ensures that units taken under either leave are counted against the balance of the other coordinated leave.
Workday does not automatically create a bidirectional relationship when one leave type references another.
Configuring only Medical Leave on Military Leave, or only Military Leave on Medical Leave, would update one entitlement calculation but not necessarily the other. The leave types must use compatible units of time so that Workday can count the coordinated units correctly.
Include all Leave Types from Leave Family is inappropriate because the two leave types are in different families. That option coordinates leave types within the same family. The related Time Off should separately be added to the Intermittent Time Offs field of the applicable leave type so its units also reduce the leave entitlement. For the specific question of coordinating the two leave types, each must reference the other through Additional Leave Types.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Coordinated Leaves and Time Off"
NEW QUESTION # 23
You are creating an accrual calculation that returns accrual amounts based on employees' years of service.
From the Create Lookup Table task, what type of table should you select?
Answer: C
Explanation:
Years of service resolves as a numeric calculation, so the appropriate table is Advanced Lookup Table - Numeric Calculation Search Criteria . The lookup table uses the calculated years-of-service value to locate the applicable range and return the corresponding accrual amount. For example, the table might return three hours for one through five years, five hours for six through ten years, and eight hours for service greater than ten years.
Advanced Lookup Table - Report Field Search Criteria is used when the search value comes directly from a single-instance or multi-instance report field, such as Job Profile. Text Report Field Search Criteria applies when the source is a text field, such as a city name. No Search Criteria provides only a default value and cannot differentiate results according to service bands.
The numeric table should define complete, non-overlapping service ranges and include a suitable response for every expected value. The resulting lookup calculation can then be selected as the accrual amount. Effective dating can be used when service-based accrual rates change over time without requiring the entire accrual configuration to be rebuilt.
Study Guide reference: Calculations for Time Off Plans - Advanced Lookup Tables in Lookup Calculations .
NEW QUESTION # 24
Which statement correctly describes how the Start of Period and End of Period accrual-frequency methods process an accrual in relation to time off?
Answer: C
Explanation:
The accrual-frequency method determines the sequence in which Workday applies current-period accruals, approved time off, and plan limits. With Start of Period, Workday first adds the current-period accrual to the existing balance. It then evaluates the upper limit and subtracts approved time off. Because the accrual is added before time off reduces the balance, workers whose balances are close to the upper limit may reach that limit sooner and forfeit part of the accrual.
With End of Period, Workday first subtracts approved time off and applies the lower-limit rules. The current- period accrual is added afterward, followed by evaluation of the upper limit. This ordering can cause workers whose balances are near the lower limit to have a portion of their request classified as unpaid before the accrual is added.
The two methods therefore do not merely identify a posting date. They materially affect upper-limit forfeiture, lower-limit processing, paid time off, and the resulting plan balance. Option C correctly states the processing sequence for both methods.
Reference: Workday Education-Time Off Plans and Components, Accrual Frequency Method
NEW QUESTION # 25
Where can calculated fields be used when configuring leave-of-absence functionality in Workday?
Answer: A
Explanation:
Calculated fields can be used directly or indirectly throughout leave-of-absence configuration. Direct uses include displaying calculated information as supporting data and determining entitlement quantities.
Supporting data might calculate months of service, actual hours worked, or an available leave balance so that requesters and reviewers can understand the circumstances surrounding a request. Entitlement calculations can return different leave quantities based on worker or position attributes.
Calculated fields are also used indirectly through leave-of-absence rules. An eligibility rule can reference calculated fields based on the Worker or Position business object to determine whether a worker can select a leave type. A validation rule can use calculated fields to evaluate a submitted request and generate either a warning or an error.
Calculated fields are resolved at runtime rather than permanently storing their results. They can perform date calculations, retrieve related values, manipulate text, evaluate logical expressions, or transform existing data.
Balance-calendar dates are another valid application, but they are not the only use. Payroll effects, leave- family names, and absence-type display labels do not represent the complete calculated-field usage model.
Reference: Workday Education-Leave of Absence, Calculated Fields Overview
NEW QUESTION # 26
You must hide sick leaves on the Team Absence Calendar due to privacy laws.
How can you accomplish this?
Answer: D
Explanation:
The Visible for Team Absence setting determines whether an absence type is displayed on the Team Absence Calendar. To prevent sick leave from appearing, the administrator must leave this option cleared for the sick leave when using the Configure Team Absence task. Authorized administrators can continue managing the underlying leave event through secured absence reports and tasks, while the team calendar omits the sensitive absence.
Workday does not automatically classify and hide every sickness-related leave. Privacy requirements vary by jurisdiction and organization, so calendar visibility must be deliberately configured. Leaving the option cleared provides direct control over whether the leave is exposed in the shared team view.
Leave type segmented security controls which leave types designated security roles can request or administer.
It is not the calendar-display control and should not be used as a substitute for Team Absence visibility.
Removing a leave from a security segment could interfere with legitimate manager or administrator processing without reliably implementing the intended calendar behavior. It is also incorrect that leave types cannot be hidden: the Visible for Team Absence setting exists specifically to control inclusion. Clearing that option is therefore the appropriate privacy configuration.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Visible for Team Absence"
NEW QUESTION # 27
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