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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Time Off Plans & Accruals | 25% | - Accrual schedules and balance periods - Time Off Plan configuration - Carryover, pro-ration, and plan limits |
| Topic 2: Eligibility & Calculated Fields | 15% | - Eligibility rules based on HCM data - Calculated fields for absence entitlements - Position attributes and service length logic |
| Topic 3: Business Processes & Workflows | 15% | - Place Worker on Leave process - Approval routing and notifications - Time Off Request business process |
| Topic 4: Leaves of Absence & Leave Families | 20% | - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Concurrent vs sequential leave handling - Leave Type and Leave Family configuration |
| Topic 5: Security, Reporting & Integration | 10% | - Absence reporting and analytics - Integration with Time Tracking and Payroll - Role-based security for absence data |
| Topic 6: Time Off Types & Entry | 15% | - Request workflow configuration - Entry validations and balance adjustments - Time Off Type setup |
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NEW QUESTION # 76
The time off plan uses a monthly period schedule. You give workers an accrual of 10 hours per month. If a worker loses eligibility mid-period, you would like Workday to automatically prorate their accrual in that period.
After you select the Adjustments/Overrides Allowed checkbox on the accrual, what do you do next?
Answer: D
NEW QUESTION # 77
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: A
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 # 78
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.
What calculation will you use as a scheduling rule to ensure workers accrue on January 1 each year?
Answer: A
Explanation:
Scheduling: Payment Date Month = 01 (January) restricts normal annual processing to the January period.
For workers who are already eligible, this scheduling rule causes the accrual to process on the January payment date, supporting the requirement to award the full-year entitlement at the beginning of each calendar year.
Scheduling: Worker Hired Mid-Period serves a different part of the design. It identifies workers hired after the January processing event so they can receive a prorated award on hire. Scheduling: Last Period of the Balance Period would process the accrual at the end of the year and is inconsistent with a January 1 award.
Scheduling: Front-Loaded indicates that the accrual is granted in advance but does not, by itself, identify January as the processing month.
The annual January condition and mid-period-hire condition can be configured on separate scheduling rows.
Workday applies OR logic between separate rows, enabling the accrual to process either during January for existing eligible workers or upon a qualifying mid-period hire. The accrual's amount calculation determines whether the worker receives the full or prorated entitlement.
Study Guide reference: Calculations for Time Off Plans - Using Calculations for Scheduling Rules .
NEW QUESTION # 79
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: A
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 # 80
What are the two principal categories of leave types in Workday Absence?
Answer: A
Explanation:
Workday classifies leave types according to whether they track an entitlement balance. A leave type without balance tracking supports straightforward leave request and approval processing but does not maintain a fixed entitlement balance. Bereavement or long-term disability can be configured this way when the policy does not require Workday to calculate entitlement minus leave taken.
A balance-tracking leave type retains the same request and approval functionality but adds entitlement accounting. It requires balance-calendar start and end dates, entitlement units or calculations, a unit of time, and rules determining which requested days or hours reduce the entitlement. Workday calculates the remaining balance from entitlement less applicable leave taken, including coordinated leave or intermittent time off where configured.
Paid versus unpaid, statutory versus company-provided, and employee versus contingent-worker distinctions can influence a leave type's configuration, eligibility, payroll effect, or leave family. They are not the two structural leave-type categories used by Workday. The decisive classification is whether the leave type maintains and calculates a balance. Therefore, option C is the complete technical classification.
Reference: Workday Education-Leave of Absence, Leave Type Categories
NEW QUESTION # 81
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