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| Section | Objectives |
|---|---|
| Time Off Configuration | - Time off plan administration tasks - Configuring time off business processes - Setting up time off calculations |
| Workday HCM Core or Payroll Concepts | - Key Workday HCM Core concepts - Key Workday Payroll concepts |
| Leave of Absence Configuration | - Configuring leave of absence business processes - Setting up leave components using calculated fields |
| Time Off Management | - Time off overrides - Time off corrections - Time off adjustments |
| Leave of Absence Management | - Managing leaves of absence - Leave components and leave families |
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NEW QUESTION # 15
An absence administrator identified a period schedule used in Time Tracking that has the frequency and period start and end dates required for a new time off plan.
What action should the administrator take to be able to use the period schedule in Absence Management?
Answer: B
Explanation:
Workday Absence, Payroll, and Time Tracking can share the same period schedule when the schedule's frequency and period dates satisfy each application's requirements. The Usage field identifies which Workday applications are permitted to use that schedule. Therefore, the administrator should edit the existing schedule and add Absence to the Usage field.
Creating a duplicate schedule is unnecessary and introduces avoidable maintenance risk. Two schedules containing equivalent periods can diverge when future periods, lock dates, or application-specific configuration are updated independently. Reusing the existing schedule maintains a consistent period framework across Time Tracking and Absence.
Eligibility configuration determines which workers are assigned or eligible for a schedule within an application; it does not make a Time Tracking schedule available to Absence. Adding Absence-related criteria to a Time Tracking eligibility rule also mixes application responsibilities and fails to update the schedule's declared usage. Likewise, simply adding an Absence eligibility rule without enabling Absence in the Usage field does not establish the required application association. Once Absence is added to Usage, the administrator can select the schedule on the new time off plan and configure any appropriate Absence eligibility separately.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Period Schedule"
NEW QUESTION # 16
You created and saved a time off plan configured to track balances. Later, you realize the plan should not track balances.
How will you resolve this issue?
Answer: B
Explanation:
Balance tracking is a foundational and non-editable characteristic of a time off plan after the plan is saved.
Workday specifically identifies Track Balance, Period Schedule, and Unit of Time as fields that cannot be changed after creating and saving the plan. Consequently, an administrator cannot convert the existing plan into a non-balance-tracking plan by clearing either the Track Balance setting or its balance period.
A balance-tracking plan contains architecture that is not present in a basic plan, including a balance period, accrual calculations, carryover behavior, upper and lower limits, balance visibility, and accrual and time-off balance processing. Removing only the balance period would leave the plan configuration internally inconsistent. Adding another accrual would further reinforce balance tracking rather than remove it.
The correct remediation is to remove the incorrectly configured plan and create a new basic time off plan without balance tracking. Before deletion, the administrator should confirm that no production time off requests, accrual results, adjustments, or other transactions depend on the plan. If operational data already exists, the replacement requires controlled migration and effective-dated planning rather than an immediate deletion. Within the stated scenario, deletion and recreation is the valid configuration response.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Time Off Plan Edits" and "Time Off Plan Categories"
NEW QUESTION # 17
Which statement most accurately distinguishes time off from a leave of absence in Workday ?
Answer: A
Explanation:
Workday distinguishes time off and leave of absence primarily by duration, entitlement structure, return-date certainty, status visibility, and business-process requirements. Time off is generally used for shorter absences such as vacation, sick time, or floating holidays. The organization typically knows when the worker will return, and each day or quantity of time away is entered as part of the request.
Leave of absence is generally longer and can involve an entitlement calculated over a configurable period.
The worker's exact return date may not be known when the leave begins. Workday can display an On Leave indicator next to the worker's name, and a business process is required to return the worker from leave. Time off uses lighter processing and does not require a return-from-leave event.
These are functional guidelines rather than absolute legal definitions; organizations must evaluate the appropriate configuration for each policy. Time off does not inherently require an employment-status change, and neither function is confined exclusively to Payroll or Benefits. Option B therefore captures the principal operational distinctions recognized by Workday.
Reference: Workday Education-Absence Management Overview, Time Off vs. Leave of Absence
NEW QUESTION # 18
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 # 19
You need to build a leave of absence rule to prevent users from requesting more than their leave balance. You will use the true/false report field Sufficient Balance Exists for Leave or Time Off Request as the source field in your rule.
How should you configure the remainder of the rule?
Answer: A
Explanation:
The rule must identify the invalid condition: the requested leave is not covered by the available balance. The source field Sufficient Balance Exists for Leave or Time Off Request returns a Boolean value. When sufficient balance exists, it resolves to Yes; when the request exceeds the balance, it resolves to No.
The rule should therefore evaluate whether the source field is equal to No . The comparison type is Value specified in this filter because the rule compares the Boolean report-field result with the explicitly selected value No. When that condition evaluates as true, the validation is triggered.
The configuration should then be associated with the leave type on the Validations/Supporting Data tab. To prevent submission rather than merely display a warning, the administrator must select Do Not Allow Request
. Workday will evaluate the validation when the request is submitted and prevent the request from continuing until the worker reduces the requested amount or cancels the request.
Testing for Yes identifies requests that have sufficient balance and reverses the intended logic. "Not equal to Yes" might appear logically similar, but the explicit Boolean comparison against No is the precise configuration for identifying an insufficient balance condition.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Leave of Absence Rules" and "Validations: Hard and Soft Errors"
NEW QUESTION # 20
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