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| Section | Objectives |
|---|---|
| Time Off Configuration | - Time off business processes - Time off plan administration - Time off calculations |
| Leave of Absence Configuration | - Leave of absence business processes - Calculated fields - Leave components |
| Workday HCM Core Concepts | - Payroll concepts relevant to Absence - Key HCM Core concepts |
| Leave of Absence Management | - Leave administration - Managing leave requests |
| Time Off Management | - Adjustments - Overrides - Corrections |
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NEW QUESTION # 81
What report provides managers with a list of leave types available for their team?
Answer: A
Explanation:
View Worker Leave of Absence Eligibility by Organization displays the leave types for which active workers in selected organizations are eligible as of the current day. It enables a manager or other appropriately secured user to review the leave options available to workers across the manager's organization.
Leave Results for Organization reports actual leave results as of a specified date, including leave taken, applicable calendar periods, remaining balances, and individual leave-request details. It is designed to analyze leave activity rather than identify every leave type currently available to the team. Time Off Balances and Liability by Organization reports time off financial liability and employee time off plan balances. All Worker Time Off displays approved, pending, and denied time off for workers and managers in an organization; it does not report leave-of-absence eligibility.
The report evaluates eligibility using the active worker population and the current date. Its results can therefore change when worker attributes or leave configurations change, including worker type, country or region, job data, and additional eligibility criteria. Report visibility remains subject to the manager's organization-based and leave-of-absence security access.
Study Guide reference: Absence Management Reports, Dashboards, and Calendars - Standard Leave of Absence Reports .
NEW QUESTION # 82
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: B
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 # 83
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.
For more than one birth within a 12-month period, how would you ensure the leave holds a balance for each child born?
Answer: D
Explanation:
The leave must maintain a distinct 180-day entitlement for each birth event. Selecting Entitlement per Event directs Workday to grant and track an entitlement for each separate qualifying event rather than treating all requests within the balance calendar as one shared entitlement. However, Workday also needs an event- specific value that distinguishes one child's birth from another.
Configuring Child's Birth Date as an additional field provides that event identifier. When a worker has more than one birth within the same rolling-forward 12-month window, the different birth dates allow Workday to associate each request with the appropriate event-specific entitlement. The combination prevents requests related to separate births from consuming a single undifferentiated balance.
A validation rule can restrict request behavior but does not establish multiple event balances. Child's Birth Date by itself captures supporting information but does not instruct Workday to create an entitlement for every event. Conversely, Entitlement per Event without the identifying additional field does not provide the required data for distinguishing the births in this scenario. Both configurations are necessary: the additional field identifies the event, and Entitlement per Event establishes separate entitlement tracking for it.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Entitlement Per Event" and "Additional Fields"
NEW QUESTION # 84
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 an accrual of seven hours per period instead of five.
What task will you use to grant the worker seven hours per period?
Answer: D
Explanation:
Maintain Accrual and Time Off Adjustments/Overrides allows an administrator to override a worker's calculated accrual for one or multiple processing periods. The administrator can therefore override the standard five-hour accrual with seven hours for the applicable periods. An override establishes the required accrual result directly; alternatively, an adjustment could add two hours, but the stated requirement is most precisely implemented as a seven-hour accrual override.
Maintain Accrual and Time Off Limit Overrides does not change the accrual amount. It temporarily suspends an upper, lower, or time off limit. That task would be relevant if the worker needed to continue accruing after reaching the 120-hour upper limit. Maintain Time Off Plan Override Balances replaces the worker's overall plan balance as of the start of an eligible period and does not change the recurring accrual rate. Maintain Time Off Plan Carryover Overrides changes the amount or expiration of carryover between balance periods.
The plan's 120-hour upper limit remains effective unless a separate limit override is entered. Consequently, the worker receives seven hours per eligible period, but accrual may still be reduced or forfeited upon reaching the plan limit.
Study Guide reference: Absence Management Administration - Maintain Employee Accruals .
NEW QUESTION # 85
As part of the Change Job business process, Workday created an accrual adjustment due to a worker losing eligibility for a non-front loaded accrual.
Subsequently, the effective date of the job change was corrected.
What will take place when the job change is corrected?
Answer: D
Explanation:
Workday automatically recalculates the accrual adjustment when the effective date of the underlying job change is corrected. The adjustment is system-generated from the Change Job business process and is dependent on the job-change effective date, the worker's eligibility transition, the applicable accrual period, and the accrual's adjustment configuration. Correcting the source event causes Workday to reevaluate those inputs and update the dependent adjustment.
Manual deletion is neither required nor preferred because it would separate the adjustment from the business event responsible for creating it. The Time Off for Balance Transfer Adjustment field supports balance- transfer scenarios and does not govern recalculation of an accrual adjustment created because the worker lost eligibility. Carryover overrides apply to balances transferred between balance periods and are similarly unrelated to correcting the effective date of a job change.
This automated recalculation prevents an incorrect proration from remaining after the source event changes.
For example, moving the job-change date later in the processing period may increase the portion of the period for which the worker was eligible. Workday recalculates the resulting adjustment using the corrected date.
Study Guide reference: Absence Management Administration - Accrual Adjustment during a Job Change , including automated processing associated with Change Job events.
NEW QUESTION # 86
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