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| Section | Weight | Objectives |
|---|---|---|
| Eligibility & Calculated Fields | 15% | - Position attributes and service length logic - Calculated fields for absence entitlements - Eligibility rules based on HCM data |
| Security, Reporting & Integration | 10% | - Role-based security for absence data - Absence reporting and analytics - Integration with Time Tracking and Payroll |
| Time Off Types & Entry | 15% | - Time Off Type setup - Entry validations and balance adjustments - Request workflow configuration |
| Time Off Plans & Accruals | 25% | - Carryover, pro-ration, and plan limits - Accrual schedules and balance periods - Time Off Plan configuration |
| Leaves of Absence & Leave Families | 20% | - Leave Type and Leave Family configuration - Concurrent vs sequential leave handling - Regulatory leave tracking (FMLA, ADA, parental, etc.) |
| Business Processes & Workflows | 15% | - Approval routing and notifications - Place Worker on Leave process - Time Off Request business process |
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NEW QUESTION # 19
You need to prevent workers' Time Off Plan balances from exceeding 200 hours.
How will you do so?
Answer: C
Explanation:
A time off plan's Upper Limit specifies the maximum number of hours or days that a worker can accumulate in the plan balance. Setting the upper limit to 200 hours instructs Workday to compare the worker's calculated balance with that ceiling during accrual processing. When a calculated accrual would raise the balance above
200 hours, Workday reduces the accrual by the excess amount. The excluded amount is reported as forfeited accrual.
For example, if a worker has 195 hours and is scheduled to accrue 12 hours, the preliminary balance is 207 hours. Workday applies the 200-hour upper limit and reduces the accrual by seven hours. The worker receives five hours, producing a final balance of 200 hours.
A Carryover Limit applies only when balances move from one balance period to the next; it does not prevent the balance from exceeding a threshold during the current period. Maximum Unpaid Time Off Units Allowed validates requests that exceed the available paid balance and is unrelated to accumulation. A Lower Limit controls how far a balance may be reduced before requested time becomes unpaid. Consequently, only the Upper Limit directly enforces the maximum accumulated plan balance.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Upper Limits"
NEW QUESTION # 20
What component do you use to group and categorize leaves of absence?
Answer: D
Explanation:
A Leave Family groups related leave types into a recognizable category. When employees, managers, or administrators enter a leave request, Workday presents the leave family as the category under which its associated leave types appear. For example, an organization might create a Regulatory Leave family for jury duty, military leave, and statutory parental leave, while using a Company Leave family for bereavement or discretionary personal leave.
A Leave Type is the transactional configuration that defines the rules for a specific leave, including eligibility, validation, balance tracking, entitlement, and processing effects. It belongs to a leave family but does not perform the broader grouping function. Absence Family is not the delivered Workday component used for this purpose. Time Off Type categorizes time offs such as vacation or sickness and applies to the time off configuration model rather than leave-of-absence types.
Leave families improve navigation and reporting while allowing each included leave type to retain independent eligibility, entitlement, validation, and security configuration. Administrators create and maintain these categories through the Maintain Leave Families task.
Study Guide reference: Leave of Absence - Leave Families .
NEW QUESTION # 21
Which statement correctly describes how the Start of Period and End of Period accrual-frequency methods process an accrual in relation to time off?
Answer: B
Explanation:
The accrual-frequency method determines the sequence in which Workday applies current-period accruals, approved time off, and plan limits. With Start of Period, Workday first adds the current-period accrual to the existing balance. It then evaluates the upper limit and subtracts approved time off. Because the accrual is added before time off reduces the balance, workers whose balances are close to the upper limit may reach that limit sooner and forfeit part of the accrual.
With End of Period, Workday first subtracts approved time off and applies the lower-limit rules. The current- period accrual is added afterward, followed by evaluation of the upper limit. This ordering can cause workers whose balances are near the lower limit to have a portion of their request classified as unpaid before the accrual is added.
The two methods therefore do not merely identify a posting date. They materially affect upper-limit forfeiture, lower-limit processing, paid time off, and the resulting plan balance. Option C correctly states the processing sequence for both methods.
Reference: Workday Education-Time Off Plans and Components, Accrual Frequency Method
NEW QUESTION # 22
Which combination represents the required configuration of a time off plan with balance tracking enabled?
Answer: C
Explanation:
A balance-tracking plan requires the components necessary to define the calculation window, processing frequency, balance presentation, permitted request dates, measurement unit, balance additions, balance reductions, and worker eligibility. The balance period supplies the overall calculation range, while the period schedule establishes processing periods and accrual frequency. Balance visibility and calendar-display settings determine how balance information is presented.
Days to Include and Unit of Time control which dates contribute to requests and whether the plan processes hours or days. Accruals add units to the balance; time offs subtract units. Eligibility rules determine which workers can accrue and use the plan. Together, these elements form the minimum functional architecture of a balance-tracking time off plan.
Leave families, leave entitlements, and payroll-effect configurations belong primarily to leave-of-absence configuration and cannot replace time off plan components. A time off type categorizes the user-facing request but is associated with the underlying time off rather than serving as the complete plan architecture. A balance period and period schedule alone are insufficient because the plan would have no configured sources or uses of balance units.
Reference: Workday Education-Time Off Plans and Components, Time Off Plans with Balance Tracking
NEW QUESTION # 23
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.
How would you prevent workers from requesting more than their entitlement?
Answer: A
Explanation:
A leave type validation must compare the requested leave with the worker's available entitlement and respond when the request exceeds the remaining balance. The administrator can use a leave of absence rule based on the delivered sufficient-balance field or an equivalent calculated field, attach it on the leave type's Validations
/Supporting Data tab, and select Do Not Allow Request to make the result a hard error.
Workday evaluates leave validations when the worker submits the request. A hard error prevents the request from continuing through the business process until the amount or dates are corrected. Supporting data can additionally display the current balance, requested amount, and projected remaining entitlement so the worker understands the validation result.
Eligibility determines whether a worker can select the leave type; it does not control how much an eligible worker can request. Hiding the balance changes only what is displayed and provides no enforcement.
Absence Accrual Effect indicates that the leave may affect time off accruals and requires related accrual eligibility configuration; it does not enforce the leave entitlement. Therefore, a leave type validation is the control that directly prevents workers from exceeding the 180-day entitlement.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Leave of Absence Rules" and "Validations: Hard and Soft Errors"
NEW QUESTION # 24
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