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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Business Processes & Workflows | 15% | - Place Worker on Leave process - Approval routing and notifications - Time Off Request business process |
| Topic 2: Eligibility & Calculated Fields | 15% | - Position attributes and service length logic - Eligibility rules based on HCM data - Calculated fields for absence entitlements |
| Topic 3: Security, Reporting & Integration | 10% | - Absence reporting and analytics - Integration with Time Tracking and Payroll - Role-based security for absence data |
| Topic 4: Time Off Plans & Accruals | 25% | - Carryover, pro-ration, and plan limits - Accrual schedules and balance periods - Time Off Plan configuration |
| Topic 5: 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 6: Time Off Types & Entry | 15% | - Entry validations and balance adjustments - Request workflow configuration - Time Off Type setup |
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NEW QUESTION # 74
You need to determine the number of years between the period start date and an employee's hire date to determine their time off accrual.
What type of numeric calculation would you use?
Answer: A
Explanation:
A Date Difference calculation returns the elapsed interval between two dates as a numeric value. Workday supports intervals such as years, months, days, hours, minutes, or seconds, depending on the calculation context. For this requirement, the calculation uses the worker's hire date and the applicable period start date and returns the completed number of years between them.
That numeric result can then drive service-based accrual logic. For example, the value may be evaluated directly in a conditional calculation or used as search criteria in a numeric lookup table to return different accrual rates for workers with fewer than five years, five through nine years, or ten or more years of service.
A Date Extract calculation returns only a component of one date, such as its year or month; subtracting extracted calendar years can produce an incorrect service result when the employment anniversary has not yet occurred. A Lookup calculation returns a configured value after criteria have already been calculated, while a Conditional calculation selects a result based on conditions. Neither independently calculates the elapsed years. The Date Difference calculation is therefore the correct foundational numeric calculation for determining service duration.
Reference: Workday Education - Workday Reporting: Calculated Fields, "Date Difference" ; Workday Education - Payroll for Administrators: The Calculation Engine
NEW QUESTION # 75
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 specify the accrual rates for each state?
Answer: D
Explanation:
A Conditional Calculation returns different numeric results according to a sequence of Boolean conditions.
It can evaluate whether the worker is in California and return 12 hours, evaluate whether the worker is in Illinois and return 10 hours, and use a Default Response of eight hours for workers in every other state.
Value Comparison Calculations support the solution by producing the Boolean California and Illinois conditions, but they do not independently return all three accrual rates through one ordered calculation. An Instance Value Calculation retrieves a value from a related object, such as a worker or job attribute, but does not map multiple conditions to different accrual amounts. An Instance Set Comparison produces a true or false result based on a report-field comparison; it does not provide the three numeric results required by the accrual.
Conditional calculations are specifically designed for "if/then/otherwise" logic. Their processing order must be deliberate because Workday returns the response associated with the first condition that resolves as true.
The calculation's final numeric result is selected as the accrual amount in the accrual definition.
Study Guide reference: Calculations for Time Off Plans - Numeric Calculations and Conditional Calculation .
NEW QUESTION # 76
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.
For more than one birth within a 12-month period, how would you ensure the leave holds a balance for each child born?
Answer: B
Explanation:
The leave must maintain a distinct 180-day entitlement for each birth event. Selecting Entitlement per Event directs Workday to grant and track an entitlement for each separate qualifying event rather than treating all requests within the balance calendar as one shared entitlement. However, Workday also needs an event- specific value that distinguishes one child's birth from another.
Configuring Child's Birth Date as an additional field provides that event identifier. When a worker has more than one birth within the same rolling-forward 12-month window, the different birth dates allow Workday to associate each request with the appropriate event-specific entitlement. The combination prevents requests related to separate births from consuming a single undifferentiated balance.
A validation rule can restrict request behavior but does not establish multiple event balances. Child's Birth Date by itself captures supporting information but does not instruct Workday to create an entitlement for every event. Conversely, Entitlement per Event without the identifying additional field does not provide the required data for distinguishing the births in this scenario. Both configurations are necessary: the additional field identifies the event, and Entitlement per Event establishes separate entitlement tracking for it.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Entitlement Per Event" and "Additional Fields"
NEW QUESTION # 77
What web service can you use to create new period schedules?
Answer: C
Explanation:
Put Period Schedule is the inbound Workday web service used to create or load period schedule data.
Workday supports two principal configuration approaches: administrators can manually establish schedules through the Create Period Schedule task, or they can load schedule information through the Put Period Schedule web service, commonly using an Enterprise Interface Builder integration.
The "Put" operation is appropriate because the request changes Workday data by submitting a new or updated business object. A "Get" operation retrieves existing information and therefore cannot create a period schedule. "Get Schedules" and "Put Schedules" are not the delivered service names identified for this Absence configuration requirement.
Period schedules provide consecutive processing periods and may be shared by Workday Absence, Payroll, and Time Tracking when their dates and frequencies align. The inbound data must therefore contain the schedule structure and required period information in a form accepted by the service. Usage must also be configured correctly so that the schedule is available to Absence Management. After loading the data, the administrator should review the schedule, generated periods, application usage, and relevant dates before attaching it to a time off plan.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Set Up a Period Schedule" ; Workday Education - Payroll for Administrators: Payroll Input
NEW QUESTION # 78
Refer to the following scenario to answer the question below.
You created eight leave types that workers are eligible for. Workers need to be able to request six of these for themselves.
Managers must be able to enter all eight on behalf of a worker.
You created a new leave type that all workers are eligible for, but only managers should be able to request it.
How will you restrict the availability?
Answer: D
Explanation:
The new leave type must be added exclusively to the manager Leave Type security segment . The segment defines the leave types available to the security roles connected to its segment-based security group. If managers have access to that segment and employees acting as Employee as Self do not, managers can enter the leave on behalf of eligible workers while workers cannot request it themselves.
A business process security policy controls which security groups can initiate actions such as Request Leave for Self or Request Leave for Worker. It does not provide a list in which individual leave types are assigned.
On Leave Status Visibility controls whether users can see a worker's leave-status indicator; it does not control who can request the leave. Absence type groups organize time offs, absence tables, and leave types in the absence-selection interface, but grouping is a presentation configuration rather than an access-control mechanism.
The administrator should also verify that the manager's segment-based security group has access to the manager segment and is authorized to initiate Request Leave for Worker. The new leave type should not be included in any segment available to Employee as Self.
Study Guide reference: Leave of Absence - Configuring Leave Type Segment Security .
NEW QUESTION # 79
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