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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Business Processes & Workflows | 15% | - Time Off Request business process - Approval routing and notifications - Place Worker on Leave process |
| Topic 2: Time Off Plans & Accruals | 25% | - Time Off Plan configuration - Carryover, pro-ration, and plan limits - Accrual schedules and balance periods |
| Topic 3: Eligibility & Calculated Fields | 15% | - Position attributes and service length logic - Eligibility rules based on HCM data - Calculated fields for absence entitlements |
| Topic 4: Time Off Types & Entry | 15% | - Entry validations and balance adjustments - Time Off Type setup - Request workflow configuration |
| Topic 5: Security, Reporting & Integration | 10% | - Role-based security for absence data - Integration with Time Tracking and Payroll - Absence reporting and analytics |
| Topic 6: Leaves of Absence & Leave Families | 20% | - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Concurrent vs sequential leave handling - Leave Type and Leave Family configuration |
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NEW QUESTION # 82
To prevent multiple Jury Duty requests on the same date, an absence administrator added the validation.
Multiple Time Off Requests Not Allowed for Same Date. Workers are allowed to submit other types of time off with multiple requests per day.
How should the administrator configure the Time Off Entries to Include validation criteria?
Answer: A
Explanation:
The validation must apply only to Jury Duty requests without restricting multiple same-day requests for unrelated time offs. The administrator should select All Time Off Entries for Worker (for Time Off Validation Set) for Same Date and create a validation set containing Jury Duty.
This scope instructs Workday to evaluate the worker's entries for the same date only when those entries belong to the designated validation set. If a Jury Duty request already exists for that date, another Jury Duty request triggers the validation. Other time offs outside the validation set remain unaffected and can still be entered multiple times when their own configuration permits it.
Individual Time Off Entry does not compare the request with other same-day entries and therefore cannot prevent duplicates. All Time Off Entries for Worker for Same Date is too broad because it evaluates every time off and could block legitimate multiple requests involving unrelated absence types. Creating a validation set that excludes Jury Duty reverses the intended scope by applying the comparison to the wrong time offs. A validation set containing Jury Duty provides the required targeted control while preserving the organization's more permissive behavior for other time-off categories.
Reference: Workday Education - Absence for Administrators: Time Off Validations, "Multiple Time Off Requests Not Allowed for Same Date"
NEW QUESTION # 83
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?
Answer: C
Explanation:
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 .
NEW QUESTION # 84
You created an Illness Leave Type with an annual (Calendar Year Jan 1 - Dec 31) entitlement of 30 days. In addition, you created an Intermittent Illness Time Off and coordinated the time off with the Illness Leave Type. In March, a worker used ten days of Illness Leave. In May of the same year, the worker used two days of Intermittent Illness Time Off.
What is the worker's remaining leave balance for the calendar year?
Answer: D
Explanation:
The worker begins with an annual Illness Leave entitlement of 30 days. The ten days of Illness Leave taken in March reduce the leave balance to 20 days. Because Intermittent Illness Time Off is coordinated with the Illness Leave Type, the two intermittent days taken in May also reduce the leave entitlement. The resulting calculation is:
30 days # 10 leave days # 2 coordinated time off days = 18 days .
Coordinating an intermittent time off with a leave type instructs Workday to include that time off when calculating leave taken. The intermittent time off can reduce both its associated time off plan balance and the coordinated leave entitlement balance because Workday evaluates those balances independently. The time off and leave type must use compatible units of time for the coordination to calculate correctly.
The remaining balance is therefore not 20 days, because that result ignores the intermittent time off. It is not
28 days, because that result ignores the continuous Illness Leave. The entitlement is not restored to 30 days while both events remain inside the same calendar-year balance period.
Study Guide reference: Leave of Absence - Coordinated Leaves and Time Off .
NEW QUESTION # 85
You create a time off called Intermittent Sick Time Off and coordinated the time off with your Illness Leave Type.
What report would you run to view the Outstanding Balance that reflects the details of both intermittent sick time off taken and illness leave taken?
Answer: B
Explanation:
Leave Results for Worker reports the worker's leave entitlement balance and detailed activity for the applicable leave calendar period. Because Intermittent Sick Time Off is coordinated with the Illness Leave Type, units entered through that time off reduce the associated leave entitlement along with units taken through continuous illness leave. The report's outstanding balance therefore reflects both forms of absence activity.
View Leave Type displays the leave type's configuration, such as entitlement rules, calendar settings, and coordinated absence components. It does not calculate an individual worker's outstanding balance. Enter Absence is a transaction entry report used to initiate time off or leave requests. Time Off Results Detail reports employee-level time off plan balances and time off results, but it does not provide the combined leave entitlement result required for coordinated leave and intermittent time off.
When the report is run, the as-of date determines the applicable balance calendar and the events included.
Leave Results for Worker displays the remaining leave balance together with the individual leave requests contributing to the calculation, including qualifying in-progress and completed events.
Study Guide references: Leave of Absence - Coordinated Leaves and Time Off and Absence Reports - Leave Results for Worker .
NEW QUESTION # 86
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 # 87
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