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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Eligibility & Calculated Fields | 15% | - Calculated fields for absence entitlements - Eligibility rules based on HCM data - Position attributes and service length logic |
| Topic 2: Leaves of Absence & Leave Families | 20% | - Leave Type and Leave Family configuration - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Concurrent vs sequential leave handling |
| Topic 3: Security, Reporting & Integration | 10% | - Absence reporting and analytics - Role-based security for absence data - Integration with Time Tracking and Payroll |
| Topic 4: Time Off Plans & Accruals | 25% | - Time Off Plan configuration - Accrual schedules and balance periods - Carryover, pro-ration, and plan limits |
| Topic 5: Time Off Types & Entry | 15% | - Entry validations and balance adjustments - Time Off Type setup - Request workflow configuration |
| Topic 6: Business Processes & Workflows | 15% | - Approval routing and notifications - Place Worker on Leave process - Time Off Request business process |
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NEW QUESTION # 27
An absence administrator created a new leave of absence rule and added it as additional eligibility criteria on the Paternity Leave type. They created the rule using report fields on the Worker and Leave Type business objects. Employees who should not be eligible are still able to request Paternity Leave.
What change does the administrator need to make to ensure only eligible employees can select Paternity Leave?
Answer: A
Explanation:
A leave of absence rule used as Additional Criteria functions as an eligibility rule. Workday evaluates eligibility before it has resolved a leave type or created a leave request event. Consequently, fields used in an eligibility rule must be based only on the Worker or Position business objects.
The rule in the scenario includes a field from the Leave Type business object. That field cannot reliably resolve during the eligibility stage, allowing the rule to produce an unintended result. The administrator must revise the rule so every field is sourced from Worker or Position. Workday then evaluates the criteria against the worker and applicable position as of the leave start date. Only leave types for which the worker passes eligibility appear in the selection prompt.
Moving the rule to the Validations/Supporting Data tab would change its function from eligibility to validation. A validation is evaluated after the leave is selected and submitted; it may produce a warning or error, but it does not control whether the leave type initially appears in the prompt. Leave Type and Leave Request Event fields are appropriate in validation contexts where the event already exists, not in eligibility criteria. Therefore, retaining the rule as Additional Criteria and restricting its fields to Worker or Position is the correct solution.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Creating Eligibility and Validation Rules"
NEW QUESTION # 28
You created Leave Types that are associated with a Statutory Leave in AUS, UK, or France.
When should you configure the Leave Payment Type field?
Answer: C
Explanation:
The Leave Payment Type field is configured when the applicable country-specific Workday Payroll product is in scope. It connects the tenanted Absence leave type with the Workday-delivered statutory payment or earning configuration used by payroll. This relationship enables Workday Payroll to process the leave according to the statutory rules for the relevant country and leave category.
The field is therefore relevant when Workday Payroll for Australia, the United Kingdom, or France is implemented and the leave type is associated with a supported statutory leave. Absence and payroll administrators must coordinate the leave type, statutory payment classification, payroll earning, and related payroll-processing rules so that approved leave produces the intended payment outcome.
When Workday Payroll for the applicable country is not in scope, the Workday-delivered payroll relationship is not used by the tenant's payroll processing. Configuring the field would not provide the required external- payroll integration by itself. The United States options are also incorrect because the scenario explicitly concerns statutory leave configurations for Australia, the United Kingdom, or France. The determining factor is whether the corresponding Workday Payroll country product participates in processing the statutory leave.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Details Tab - Leave Payment Type"
NEW QUESTION # 29
Which statement correctly defines an accrual in a Workday time off plan?
Answer: B
Explanation:
An accrual is the configuration that adds units to a worker's time off plan balance. It specifies both the quantity awarded and the conditions or timing under which the worker receives that quantity. The amount can be a constant or can be calculated from factors such as service, location, worker type, or other report-field values.
The accrual definition also establishes processing priority, scheduling rules, adjustment and override permissions, eligibility requirements, accrual-frequency overrides, and applicable limits. Because accruals increase balances, they are used only with time off plans that have balance tracking enabled. A basic plan that does not track a balance has no need for an accrual component.
A time off type provides the category name displayed to users. An underlying time off represents the absence and subtracts approved units from the plan balance. Leave dates are managed through leave-of-absence requests and leave-type configuration. These functions are distinct from the accrual. Option B correctly combines the two defining characteristics: the amount awarded and when that award is made.
Reference: Workday Education-Time Off Plans and Components, Accrual
NEW QUESTION # 30
You need to allow workers and managers to view selected time off and leave information for their team.
What report will you configure?
Answer: D
Explanation:
The Team Absence Calendar is the configurable report used to provide workers and managers with a calendar-based view of selected absence information for members of their team. It can present configured time off and leave information in a shared operational view, subject to the user's security access and the visibility settings assigned to the relevant absence components.
Time Off Results Detail and Time Off Results Summary are administrative result reports used to analyze processed time off transactions and balances. They are not designed as the primary team-facing calendar. My Team's Upcoming Time Off can display future time off information, but it does not provide the combined, configurable calendar framework for both selected time off and leave information described in the question.
Configuration determines which absence categories are displayed, while security determines which workers and details the viewer is permitted to see. Sensitive absence information should therefore be exposed only through properly configured visibility and security policies. Selecting Visible for Team Absence on applicable components supports their appearance on the calendar but does not independently grant access.
Study Guide references: Time Off Plans and Components - Visible for Team Absence and Absence Management Business Processes - Absence Reports, Dashboards, and Calendars .
NEW QUESTION # 31
In the Termination business process definition, what step should you add to automate the payout of time off plan balances when workers terminate?
Answer: D
Explanation:
The Adjust Time Off Balances service step initiates the processing required to reduce eligible time off plan balances when a worker terminates. It is normally positioned after the completion step in the Termination business process because the termination must first be completed before Workday performs the associated balance adjustment.
For each eligible plan, Workday identifies the configured Time Off for Termination Adjustment, creates the required adjustment, and reduces the worker's remaining balance to zero. The resulting adjustment supplies the balance-reduction transaction needed for downstream payroll treatment when the organization has configured the associated payroll calculation or interface.
Terminate User Account controls system-access termination and has no responsibility for absence balances.
Automated Leave Processing addresses leave-related processing rather than time off payouts. Automated Accrual Adjustment is used for accrual changes caused by eligibility events, particularly mid-period job changes; it does not execute termination balance payout processing.
The business-process step is only one part of the complete configuration. The time off plan must also identify the time off used for the termination adjustment, and that time off must permit adjustments.
Study Guide reference: Absence Management Business Processes - Automating Payout of Plan Balance upon Termination .
NEW QUESTION # 32
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