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| Section | Objectives |
|---|---|
| Topic 1: Workday HCM Core Concepts | - Payroll concepts relevant to Absence - Key HCM Core concepts |
| Topic 2: Leave of Absence Configuration | - Leave of absence business processes - Leave components - Calculated fields |
| Topic 3: Leave of Absence Management | - Leave administration - Managing leave requests |
| Topic 4: Time Off Management | - Corrections - Adjustments - Overrides |
| Topic 5: Time Off Configuration | - Time off plan administration - Time off calculations - Time off business processes |
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NEW QUESTION # 57
Refer to the following scenario to answer the question below.
You created a new time off. You need to prevent employees from requesting more than eight hours of time off in a day. Managers and administrators should be able to enter more than eight hours to allow for exceptional circumstances.
How do you enable managers and administrators to enter more than eight hours?
Answer: C
Explanation:
The Allow Override for Entry On Behalf Of Worker checkbox permits authorized managers and administrators to override a time off validation when entering, revising, or correcting time off for an employee. The users must belong to security groups authorized for the applicable "enter on behalf of worker" action in the relevant Absence business process security policy.
The eight-hour restriction should remain a hard validation for employees. When an employee attempts to exceed the configured maximum, Workday prevents submission. When an authorized manager or administrator enters the request on the employee's behalf, Workday displays a warning identifying the validation failure but permits the authorized user to continue. This supports exceptional cases without weakening the general employee restriction.
Clearing Do Not Allow Request would convert the validation into a warning for employees as well, allowing them to submit requests above eight hours. Segmented security controls access to particular time offs; it does not grant permission to disregard a quantity validation. A time off plan eligibility override determines which workers qualify for the time off and has no effect on the maximum daily request. The administrative-override checkbox is therefore the targeted control for the stated exception.
Reference: Workday Education - Absence for Administrators: Time Off Validations, "Allow Override for Entry on Behalf of Worker"
NEW QUESTION # 58
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: D
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 # 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 business process to make it happen?
Answer: B
Explanation:
The Request Leave of Absence business process must contain the Automated Leave Processing service. For cascading leaves, this service is normally added after the completion step with a step delay. The delay determines when Workday evaluates the current leave's ending condition and initiates the transition.
When the Short Term Disability leave reaches the configured date, Automated Leave Processing generates a return request for the current leave. If the worker meets the eligibility requirements for the Next Leave Type, it also generates a request to begin Long Term Disability Leave. Conditions can be added to the service step to restrict automated processing to specified leave types.
Automated Absence Case Creation creates absence cases when configured absence-case thresholds are met; it does not move workers between leave types. Time Off Balance Transfer is used during job changes to transfer or pay out time off plan balances. Update Time Off Requests updates future time off requests when staffing changes affect plan eligibility. Neither subprocess performs cascading-leave processing.
Study Guide reference: Absence Management Business Processes - Automated Leave Processing Service .
NEW QUESTION # 60
What leave impact does not require any further configuration for it to have an effect?
Answer: B
Explanation:
Selecting Inactivate Worker directly causes Workday to make the employee inactive while the employee is on the configured leave type. Once the leave request is approved and processing is complete, the worker's status changes without requiring a separate eligibility rule, payroll configuration, or benefits event.
Payroll Effect requires coordination with Workday Payroll configuration. Payroll run categories must be reviewed to determine which earnings or deductions continue or stop while the employee is on leave. Absence Accrual Effect identifies the leave as relevant to absence accrual processing, but an administrator must build time off or accrual eligibility logic that references the effect if accruals should stop during leave. Benefit Effect indicates that the leave may affect benefit eligibility; changing benefit elections generally requires a life event and associated benefit processing.
Inactivate Worker therefore has an immediate operational result from the leave-type setting itself. The worker is subsequently returned to active status when the Return from Leave of Absence business process is completed. Administrators should still evaluate the broader security and integration consequences of inactive status, but no additional functional configuration is needed to produce the status change.
Study Guide reference: Leave of Absence - Details Tab and Leave Impacts .
NEW QUESTION # 61
As an administrator, you created three different leave types. You assigned all three to the same leave family.
When a worker uses any of the leave types, Workday must subtract time away from all three leave balances.
What would you configure to meet this requirement?
Answer: D
Explanation:
The Include all Leave Types from Leave Family setting causes units taken for other leave types in the same family to count as leave taken against the current leave type's entitlement balance. Because the requirement is reciprocal-usage of any one leave must reduce all three balances-the setting must be selected on each of the three leave types.
For example, if Leave A, Leave B, and Leave C share a family and a worker takes five days of Leave A, Workday must count those five days against the entitlement balances of A, B, and C. Selecting the setting only on Leave A would make Leave B and Leave C count against A, but it would not automatically cause an event for Leave A to reduce the other balances. Coordinated relationships must be configured from the perspective of every balance that should be reduced.
The leave types must use compatible units of time for family-level coordination. Intermittent Time Offs links a time off with a leave type; it does not coordinate multiple leave types. An absence table defines a selectable absence construct and does not establish shared entitlement deductions. Applying the family coordination option to all three leave types creates the required concurrent reduction behavior.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Include all Leave Types from Leave Family"
NEW QUESTION # 62
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