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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Eligibility & Calculated Fields | 15% | - Calculated fields for absence entitlements - Position attributes and service length logic - Eligibility rules based on HCM data |
| Topic 2: Security, Reporting & Integration | 10% | - Absence reporting and analytics - Integration with Time Tracking and Payroll - Role-based security for absence data |
| Topic 3: Leaves of Absence & Leave Families | 20% | - Leave Type and Leave Family configuration - Concurrent vs sequential leave handling - Regulatory leave tracking (FMLA, ADA, parental, etc.) |
| Topic 4: Time Off Types & Entry | 15% | - Entry validations and balance adjustments - Time Off Type setup - Request workflow configuration |
| Topic 5: Time Off Plans & Accruals | 25% | - Accrual schedules and balance periods - Time Off Plan configuration - Carryover, pro-ration, and plan limits |
| Topic 6: Business Processes & Workflows | 15% | - Place Worker on Leave process - Approval routing and notifications - Time Off Request business process |
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NEW QUESTION # 32
What is the primary purpose of a touchpoint diagram when planning Workday Absence Management?
Answer: B
Explanation:
A touchpoint diagram is used to evaluate dependencies and interactions between Workday Absence Management and other functional areas. Absence configuration does not operate in isolation. Period schedules may be shared with Time Tracking or Payroll; time off results can feed payroll calculations; leave events can affect worker status, benefits, compensation, scheduling, and other HCM processes. A touchpoint view helps administrators identify these cross-functional impacts before changing configuration.
The diagram is therefore an architectural and impact-assessment tool. It allows the implementation team to determine which upstream data supplies Absence processing, which downstream processes consume absence results, and which business processes or integrations may require coordinated changes. It does not calculate an individual worker's balance, define the approval chain for one request, or perform segmented-security configuration.
Those operational functions are handled by time off plan calculations, business process definitions, and security domains or segments respectively. Selecting the cross-functional impact purpose is essential because configuration changes made without considering touchpoints can produce inconsistent payroll results, incorrect eligibility behavior, or unexpected effects in related Workday applications.
Reference: Workday Education-Absence Management Overview
NEW QUESTION # 33
Refer to the following scenario to answer the question below.
You created a time off plan that accrues five hours each period for all eligible workers. Workers start accruing in the period in which they are hired. The time off plan has an upper limit of 120 hours.
You hire a new worker who is eligible for the plan. During the negotiation process, the company agrees to grant the worker a beginning balance of 40 hours in the time off plan.
What task will you use to grant the worker 40 hours?
Answer: A
Explanation:
Maintain Time Off Plan Override Balances establishes an employee's overall time off plan balance as of the start date of an eligible processing period. It is therefore the correct manual task for giving the new worker a negotiated beginning balance of 40 hours. Workday uses the overridden amount as the starting point for calculating subsequent accruals, time off deductions, and balance changes.
Correct Absence is used to correct existing absence requests or entries and does not establish a plan's opening balance. Maintain Accrual and Time Off Limit Overrides suspends an upper, lower, or time off limit; it would not create the 40-hour balance. Maintain Time Off Plan Carryover Overrides modifies carryover amounts or carryover expiration dates and applies to balance movement between balance periods rather than a negotiated starting balance.
The administrator must select an override date corresponding to the start of a period for which the worker is eligible. The plan must permit overrides. Because Workday treats the override as the authoritative balance at that point, retroactive entries dated on or before the override date will not cause Workday to recalculate the overridden balance automatically.
Study Guide reference: Absence Management Administration - Maintain Time Off Plan Override Balances .
NEW QUESTION # 34
You set On Leave Status Visibility Type to Never Show.
Without displaying On Leave after an employee's name, how can you view which employees are on leave?
Answer: A
Explanation:
The Workers on Leave report provides a dedicated reporting method for identifying employees who are currently on leave. Setting On Leave Status Visibility Type to Never Show suppresses the "On Leave" indicator that would otherwise appear after an employee's name. It does not remove the underlying leave event, change the worker's leave status, or prevent appropriately secured users from reporting on leave records.
The Employee View Time Off report focuses on time off activity rather than the longer-duration leave-of- absence status addressed in the question. My Team's Time Requests is designed to review time-related requests and their workflow status; it is not the authoritative report for identifying the population currently on leave. View Time Clock History belongs to Workday Time Tracking and reports clock events, not leave-of- absence status.
This distinction supports confidentiality and operational reporting simultaneously. An organization can suppress the broadly displayed On Leave label while still allowing HR administrators or other authorized security groups to identify affected workers through a purpose-specific report. Report access remains governed by the relevant worker-data and leave-of-absence security domains.
Study Guide references: Absence Management Overview - Leave-of-Absence Indicators and Absence Management Administration - Manage Leave of Absence .
NEW QUESTION # 35
Refer to the following scenario to answer the question below.
An absence administrator must create a new time off plan to record when workers fulfill public duties.
Because duties vary in duration, they will configure an Accrue-As-You-Go plan to ensure workers always accrue enough time to cover their time off requests.
The plan balance should be available for managers and administrators to view in periods where workers are eligible. The plan balance should not be visible to workers.
Which option should the administrator configure?
Answer: C
Explanation:
The time off plan requires a calculated balance that remains accessible to authorized operational users but is concealed from workers. Eligible in Period satisfies the first requirement by displaying the balance when the worker is eligible at any time during the applicable processing period. This setting supports manager and administrator review without making the balance universally visible.
The second requirement is implemented through Hide Balance from Worker Self Service . When selected, Workday suppresses the balance from the worker's Absence or Time Off calendar and associated self-service areas. The worker can still request the configured time off when otherwise eligible, but the plan balance is not presented in their self-service experience.
Setting the visibility to Never Show Balance is excessive because it removes the balance from all viewing contexts instead of targeting worker access. Overrides Allowed concerns the ability to replace a calculated balance as of an eligible period start date; it does not provide a visibility restriction. A plan configured not to track balances cannot support the Accrue-As-You-Go balance calculations described in the scenario. The correct configuration is therefore the combination of eligibility-based balance visibility and the worker- specific hiding control.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Balance Visibility" and "Hide Balance from Worker Self Service"
NEW QUESTION # 36
What is the functional difference between a time off type and a time off in Workday Absence?
Answer: A
Explanation:
A time off type is the category presented to users when they enter or review a time off request. For example, Vacation can be the user-facing time off type. An organization may associate different underlying time offs- such as Vacation Full Time and Vacation Part Time-with that category to support separate eligibility rules or worker populations while displaying a consistent selection to users.
A time off is the operational configuration that represents the actual time away from work. It subtracts units from the associated time off plan balance and defines processing details such as priority, entry method, validation rules, eligibility or limit overrides, reasons, and adjustment permissions. Every time off must be associated with a time off type.
The distinction is therefore between classification and processing configuration. The time off type organizes and labels the user's selection, while the time off determines how the absence is entered, validated, processed, and deducted. Neither component independently controls period schedules or creates leave families. Payroll and benefits may consume absence information, but they do not define this relationship.
Reference: Workday Education-Time Off Plans and Components, Time Off Type and Time Off
NEW QUESTION # 37
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