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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Time Off Types & Entry | 15% | - Time Off Type setup - Entry validations and balance adjustments - Request workflow configuration |
| Topic 2: Eligibility & Calculated Fields | 15% | - Eligibility rules based on HCM data - Position attributes and service length logic - Calculated fields for absence entitlements |
| Topic 3: Time Off Plans & Accruals | 25% | - Carryover, pro-ration, and plan limits - Accrual schedules and balance periods - Time Off Plan configuration |
| Topic 4: Leaves of Absence & Leave Families | 20% | - Concurrent vs sequential leave handling - Leave Type and Leave Family configuration - Regulatory leave tracking (FMLA, ADA, parental, etc.) |
| Topic 5: Business Processes & Workflows | 15% | - Place Worker on Leave process - Time Off Request business process - Approval routing and notifications |
| Topic 6: Security, Reporting & Integration | 10% | - Role-based security for absence data - Integration with Time Tracking and Payroll - Absence reporting and analytics |
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NEW QUESTION # 73
What does a time off plan primarily define in Workday Absence?
Answer: D
Explanation:
A time off plan is the central configuration that establishes how one or more related time offs are entered, processed, tracked, and reported. Depending on whether balance tracking is enabled, it can govern the balance period, period schedule, unit of time, worker eligibility, balance visibility, accrual processing, limits, carryover, and the time offs that reduce the balance.
After the plan is configured, workers and managers can submit requests, correct eligible requests, and monitor request status through self-service pages and reports. Administrators can maintain the associated accruals, time off results, adjustments, overrides, and plan balances. A single plan may support multiple related accruals or time offs when they operate against a common balance, provided their units and eligibility design are compatible.
The plan can pass results to Payroll or Payroll Interface, but it does not calculate payroll taxes. Security permissions are controlled through business process and domain security policies, while supervisory organizations and staffing models belong to HCM organization and staffing configuration. Therefore, the defining function of the time off plan is establishing the rules for entering and tracking related time offs.
Reference: Workday Education-Time Off Plans and Components, Time Off Plan
NEW QUESTION # 74
What leave impact does not require any further configuration for it to have an effect?
Answer: A
Explanation:
Selecting Inactivate Worker directly causes Workday to make the employee inactive while the employee is on the configured leave type. Once the leave request is approved and processing is complete, the worker's status changes without requiring a separate eligibility rule, payroll configuration, or benefits event.
Payroll Effect requires coordination with Workday Payroll configuration. Payroll run categories must be reviewed to determine which earnings or deductions continue or stop while the employee is on leave. Absence Accrual Effect identifies the leave as relevant to absence accrual processing, but an administrator must build time off or accrual eligibility logic that references the effect if accruals should stop during leave. Benefit Effect indicates that the leave may affect benefit eligibility; changing benefit elections generally requires a life event and associated benefit processing.
Inactivate Worker therefore has an immediate operational result from the leave-type setting itself. The worker is subsequently returned to active status when the Return from Leave of Absence business process is completed. Administrators should still evaluate the broader security and integration consequences of inactive status, but no additional functional configuration is needed to produce the status change.
Study Guide reference: Leave of Absence - Details Tab and Leave Impacts .
NEW QUESTION # 75
In Workday Absence, which configuration component contains the carryover-limit calculation that determines the maximum number of hours or days transferred from one balance period to the next?
Answer: C
Explanation:
The carryover limit is configured as part of the time off plan's balance information. It determines the maximum quantity of unused hours or days that Workday can transfer from one balance period into the next.
The limit can be represented by a constant, such as 80 hours, or by a calculation that derives the permitted carryover from another value, such as a percentage of the closing balance. Any units exceeding the calculated limit are treated as carryover forfeited and are available for reporting.
The period schedule does not establish the carryover ceiling. It determines processing periods, accrual frequency, and period start and end dates. A time off type is the user-facing category presented when entering or viewing a time off request. A leave family groups related leave types and does not govern time off plan carryover. Consequently, the time off plan is the only component among the options that owns the carryover date, carryover-limit calculation, expiration rules, and related balance-processing behavior.
Reference: Workday Education-Time Off Plans and Components, Carryover: Limit
NEW QUESTION # 76
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 # 77
What is the purpose of supporting data in a leave type definition?
Answer: B
Explanation:
Supporting data provides contextual information relevant to a leave request. Typical values include the worker's months of service, actual hours worked, available entitlement balance, or the quantity included in the current request. This information can help the requester understand why Workday generated a warning or error and can help a manager or administrator determine whether the request should be approved or rejected.
Administrators configure supporting data on the Validations/Supporting Data tab of the Create/Edit Leave Type task. They can use Workday-delivered report fields or custom calculated fields. By default, Workday displays the report-field or calculated-field name as the label, although the Label Override field can provide clearer user-facing terminology. Supporting data can also be hidden from employee self-service while remaining visible to administrators.
Supporting data does not enforce eligibility or validation by itself. The rule produces the eligibility result or warning; supporting data explains the relevant facts behind that result. It also does not calculate payroll earnings or establish organization membership. Its function is informative and decision-supporting, making option C technically correct.
Reference: Workday Education-Leave of Absence, Supporting Data
NEW QUESTION # 78
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