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| Section | Objectives |
|---|---|
| Topic 1: Time Off Management | - Time off overrides - Time off corrections - Time off adjustments |
| Topic 2: Leave of Absence Management | - Leave components and leave families - Managing leaves of absence |
| Topic 3: Workday HCM Core or Payroll Concepts | - Key Workday HCM Core concepts - Key Workday Payroll concepts |
| Topic 4: Time Off Configuration | - Setting up time off calculations - Configuring time off business processes - Time off plan administration tasks |
| Topic 5: Leave of Absence Configuration | - Setting up leave components using calculated fields - Configuring leave of absence business processes |
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NEW QUESTION # 44
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 # 45
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: B
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 # 46
What is the functional difference between an eligibility rule and a validation rule for a leave type?
Answer: B
Explanation:
An eligibility rule determines whether a worker qualifies for the leave type. Workday evaluates eligibility against the requested leave's start date and displays only the leave types for which the worker is eligible.
Eligibility rules are attached through Additional Criteria on the leave type's Details tab and must use Worker- or Position-based information because Workday evaluates qualification before it has complete leave-event information.
A validation rule evaluates whether an otherwise eligible request complies with policy. Workday can apply the validation to each requested day when the request is submitted. A failed validation can produce a hard error, preventing submission, or a soft warning that allows the request to continue for review. Examples include preventing a request that exceeds the worker's entitlement or generating a warning when supporting conditions are not satisfied.
Eligibility therefore controls access to the leave type; validation controls the acceptability of a particular request. Neither function replaces segmented security, accrual-frequency configuration, payroll processing, or benefits administration. Option B correctly describes both the timing and functional purpose of the two rule types.
Reference: Workday Education-Leave of Absence Rules
NEW QUESTION # 47
Refer to the following scenario to answer the question below.
You need to create an accrual that gives U.S. workers the following accrual rates:
# Workers in California accrue 12 hours per period.
# Workers in Illinois accrue 10 hours per period.
# Workers in all other states accrue 8 hours per period.
In the calculation you use to specify the accrual rates, in that field do you enter the accrual amount for workers in states other than California and Illinois?
Answer: B
Explanation:
The eight-hour accrual must be entered in the Default Response field of the conditional calculation. A conditional calculation evaluates its configured conditions in sequence. California workers satisfy the California condition and receive 12 hours, while Illinois workers satisfy the Illinois condition and receive 10 hours. Workers who satisfy neither condition fall through to the Default Response and receive eight hours.
The 2nd Operand belongs to a comparison calculation and represents the value against which the first operand is evaluated. It does not define the fallback result of the conditional calculation. Target Instance is used in calculations that resolve or compare a specific business-object instance. Custom field is not the conditional calculation field used to provide an otherwise result.
A default response is essential because the configuration must return a valid numeric accrual amount for every eligible U.S. worker. Without it, workers outside California and Illinois could receive no resolved value. The returned values must use the same unit of time as the associated time off plan-in this scenario, hours.
Study Guide reference: Calculations for Time Off Plans - Conditional Calculations .
NEW QUESTION # 48
You need to view the leave type balances for a worker and details of any leave taken.
What report will you use?
Answer: C
Explanation:
Leave Results for Worker displays leave results for a specific employee as of a selected date. It includes each leave type taken during the applicable balance period, the leave calendar period, units taken, the remaining entitlement balance, and details of individual leave requests. Both in-progress and completed leave events can be included.
Time Off Results Summary reports high-level time off plan balances and results for selected organizations and periods. It does not provide the worker-specific leave entitlement and leave-request detail required here.
View Time Off Balance reports time off plan information such as carryover, year-to-date accruals, paid time off, and remaining time off balances; it does not report leave type entitlement results. Manage Absence Cases is used to administer absence cases and associated reintegration activities, not to review leave balances.
The report's as-of date determines the applicable leave balance period and the leave activity included in the results. This is important for leave types using rolling calendars or other configurable balance-calendar definitions. Appropriate leave-of-absence security is required to view the worker's results.
Study Guide reference: Absence Management Reports, Dashboards, and Calendars - Leave of Absence Reports .
NEW QUESTION # 49
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