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| Section | Objectives |
|---|---|
| Leave of Absence Management | - Leave administration - Managing leave requests |
| Time Off Configuration | - Time off calculations - Time off business processes - Time off plan administration |
| Leave of Absence Configuration | - Leave of absence business processes - Calculated fields - Leave components |
| Workday HCM Core Concepts | - Key HCM Core concepts - Payroll concepts relevant to Absence |
| Time Off Management | - Adjustments - Overrides - Corrections |
>> Workday-Pro-Absence덤프최신자료 <<
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질문 # 52
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. You need to ensure that workers hired after January 1 receive the accrual.
What calculation will you use as a scheduling rule?
정답：A
설명：
Scheduling: Worker Hired Mid-Period identifies workers whose hire date occurs after the applicable period has started. Adding this calculation as a scheduling rule provides a separate trigger for the front-loaded accrual when a worker is hired after January 1. The accrual amount calculation can then apply the required proration.
The January scheduling condition processes the regular full-year award for workers who are already eligible at the beginning of the year. That condition alone does not ensure that a worker hired later receives an accrual because the worker was not eligible when the January event was processed. Scheduling: Worker Hired Mid- Period captures this second event.
Scheduling: Last Period of the Balance Period would process the accrual near the end of the balance year and contradicts the stated requirement. Scheduling: Front-Loaded identifies the nature of front-loaded processing but does not independently isolate mid-period hires. The scheduling grid can contain separate rows, applying OR logic between rows, so either the annual January condition or the mid-period-hire condition can initiate processing.
Study Guide reference: Calculations for Time Off Plans - Scheduling Rules and Front-Loaded Accruals .
질문 # 53
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?
정답：A
설명：
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 .
질문 # 54
What is the functional difference between a time off type and a time off in Workday Absence?
정답：B
설명：
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
질문 # 55
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 have a worker who is forfeiting accruals for the plan due to their plan balance reaching 120 hours.
What task will you use to allow the worker to receive their accrual each period, therefore accruing more than the 120 hours for the plan?
정답：A
설명：
Maintain Accrual and Time Off Limit Overrides allows an administrator to suspend the accrual's upper limit for a defined period. The worker's accrual is being forfeited specifically because the plan balance has reached the 120-hour limit. Suspending that limit enables the normal five-hour accrual to continue processing even while the worker's balance exceeds 120 hours.
Maintain Accrual and Time Off Adjustments/Overrides changes the accrual result for selected periods but does not remove the upper-limit restriction. Even an accrual adjustment or override can be reduced or eliminated when the upper limit is applied. Maintain Time Off Plan Override Balances replaces the calculated plan balance as of a particular period start date; it does not authorize future accruals above the plan limit.
Maintain Time Off Plan Carryover Overrides controls carryover amounts and expiration dates between balance periods.
The administrator should define the exact periods during which the limit suspension applies. The worker continues receiving the plan's standard accrual while the override is effective. When the limit override ends, the standard 120-hour ceiling becomes applicable again, and later accruals may be reduced or forfeited depending on the worker's balance.
Study Guide reference: Absence Management Administration - Maintain Accrual and Time Off Limit Overrides .
질문 # 56
You import a large number of accrual overrides using the Put Absence Input EIB.
What report would you run to verify the data you imported?
정답：A
설명：
The Accrual and Time Off Adjustments/Overrides by Batch ID report is specifically designed to review adjustment and override records associated with a particular import batch. Put Absence Input assigns or carries a batch identifier that enables administrators to isolate the records created by that EIB load.
The report displays batch totals for each affected accrual or time off and provides employee-level adjustment or override data by processing period. This supports reconciliation of the expected record count, worker population, accrual component, effective period, and imported values. It can include transactions for plans with or without balance tracking.
View Time Off Balance displays calculated plan balances but does not isolate the imported accrual override records by batch. Leave Results for Worker reports leave entitlement and leave-request information. All Worker Time Off reports time off requests and statuses rather than accrual input transactions.
Administrators should compare the report totals against the EIB source file and investigate rejected, duplicated, or incorrectly effective-dated records. The batch-specific report provides a more reliable audit trail than reviewing workers' resulting balances individually.
Study Guide reference: Absence Management Reports, Dashboards, and Calendars - Accrual and Time Off Adjustments/Overrides by Batch ID .
질문 # 57
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