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| Section | Objectives |
|---|---|
| Time Off Management | - Adjustments - Overrides - Corrections |
| Leave of Absence Configuration | - Leave of absence business processes - Leave components - Calculated fields |
| Workday HCM Core Concepts | - Payroll concepts relevant to Absence - Key HCM Core concepts |
| Time Off Configuration | - Time off calculations - Time off plan administration - Time off business processes |
| Leave of Absence Management | - Managing leave requests - Leave administration |
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質問 # 94
Refer to the following scenario to answer the question below.
You created a front-loaded, balance tracking time off plan. Workers cannot request unpaid time off, and can carry over balances from one year to the next to be used in 3 months. To account for exceptional circumstances, administrators need to be able to take manual intervention to change time off plan, time off, and accrual values. You need to replace the calculated balance for a group of workers.
What web service do you use?
正解：C
解説：
Put Override Balance is the web service and EIB used to perform mass time off plan balance overrides. It replaces each selected worker's calculated plan balance with the supplied value as of an eligible period start date. This makes it appropriate when an administrator must establish authoritative replacement balances for a group of workers.
Enter Time Off creates mass time off requests through the Request Time Off business process and normally reduces balances. Adjust Time Off loads time off adjustments or corrections but does not replace the overall calculated plan balance. Put Absence Input loads accrual or time off adjustments and overrides; it is used to change component-level accrual or time off values rather than replace the entire time off plan balance.
The time off plan must have Overrides Allowed selected. Administrators must carefully validate the plan, worker, unit, override value, and effective period before loading. After Workday accepts an override, it uses that balance as the starting point for calculations going forward and does not recalculate the balance for the override date or earlier dates based on later retroactive entries.
Study Guide reference: Absence Management Administration - Maintain Time Off Plan Override Balances .
質問 # 95
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?
正解：A
解説：
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 .
質問 # 96
Which combination represents the required configuration of a time off plan with balance tracking enabled?
正解：D
解説：
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
質問 # 97
Where do you specify the name that displays in the prompt when users make a time off request selection?
正解：B
解説：
The user-facing category displayed in the time off request prompt is the Time Off Type name, which is configured through the Maintain Time Off Types task. Workday describes time off types as categories that group one or more underlying time off definitions. For example, a user may see "Vacation" in the request prompt even though the configuration contains separate underlying time offs for full-time and part-time workers.
This separation provides a cleaner employee experience while allowing administrators to maintain different eligibility rules, validations, plan associations, or calculation behavior behind the same visible category. The worker sees the time off type that applies to the request, while Workday resolves the eligible underlying time off based on configuration.
The Name field on the Create Time Off task identifies the individual time off component; it does not determine the category name presented in the selection prompt described by the question. A time off plan name identifies the overall plan and balance structure rather than the request category. The Code field is an administrative identifier and is not the requested user-facing label. Therefore, the required name is maintained in the Name column of Maintain Time Off Types.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Time Off Type"
質問 # 98
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.
What calculation type should you use to identify California and Illinois workers?
正解：A
解説：
A Value Comparison Calculation can create the Boolean conditions that identify whether a worker's resolved work-state value equals California or Illinois. One comparison can test whether the work-state calculation equals California, and another can test whether it equals Illinois. These Boolean results are then referenced by the conditional calculation that returns the appropriate accrual rate.
A Lookup Calculation could return a value directly from a lookup table, but the stated solution separates the state-identification conditions from the calculation that specifies the accrual amounts. An Instance Value Calculation retrieves a value from a related instance but does not, by itself, evaluate whether that value matches California or Illinois. An Instance Set Comparison is principally used to compare a class report field or instance collection with user-selected instances; it is not the intended comparison when the worker's state has already been resolved into a calculation value.
The conditional accrual calculation should evaluate the California condition first, return 12 hours, then evaluate the Illinois condition and return 10 hours. Workers who meet neither condition receive the default response of eight hours.
Study Guide reference: Calculations for Time Off Plans - Boolean and Value Comparison Calculations .
質問 # 99
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