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| Section | Objectives |
|---|---|
| Topic 1: Workday HCM Core Concepts | - Payroll concepts relevant to Absence - Key HCM Core concepts |
| Topic 2: Leave of Absence Management | - Leave administration - Managing leave requests |
| Topic 3: Time Off Configuration | - Time off plan administration - Time off business processes - Time off calculations |
| Topic 4: Leave of Absence Configuration | - Leave of absence business processes - Leave components - Calculated fields |
| Topic 5: Time Off Management | - Overrides - Adjustments - Corrections |
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NEW QUESTION # 80
You create a time off validation and clear the Do Not Allow Request checkbox. A user submits a time off request that triggers the validation.
How will Workday respond?
Answer: D
Explanation:
Clearing Do Not Allow Request converts the applicable validation from a blocking error into a warning.
When the request fails the validation, Workday displays the warning message but permits the user to save and submit the request. The request can then continue through the configured business process, where a manager or administrator can review, approve, send back, or deny it.
When Do Not Allow Request is selected, Workday prevents the employee from saving a request that fails the validation and displays an error. Clearing the checkbox does not cause Workday to correct the quantity automatically or present guided correction prompts. It only changes the validation's enforcement level.
This configuration is available for supported validations such as Maximum Unpaid Time Off Units Allowed, Consecutive Days Maximum, and Consecutive Days Minimum. Administrators can also define custom text to explain the warning and optionally place that text before the standard message. If Allow Override for Entry on Behalf of Worker is configured, authorized managers or administrators can proceed when entering an otherwise invalid request for an employee.
Study Guide reference: Time Off Validations - Do Not Allow Request .
NEW QUESTION # 81
A worker has lost eligibility for a time off plan. Administrators must continue to view the worker's historical balance for an as-of date after the worker's final eligible processing period. Which Balance Visibility option should be selected?
Answer: D
Explanation:
Eligible in period or prior periods is designed for situations in which the worker is no longer currently eligible but was eligible in an earlier processing period. Workday continues displaying the balance and presents the time off and accrual totals as of the worker's last eligible period. This supports historical administration without incorrectly treating the worker as currently eligible.
Eligible in period is narrower. It displays the balance only when the worker is eligible at some point during the processing period containing the selected as-of date. If the worker was not eligible during that period, Workday does not display the balance. Eligible in balance period operates across the broader balance period; it can display balances when the worker was eligible at any point during that balance period, but visibility normally ends when the user selects an as-of date in a subsequent balance period.
Never show balance suppresses the balance for workers, managers, and administrators under all conditions. It therefore cannot satisfy the administrative reporting requirement. The prior-period option precisely supports continued historical visibility following loss of eligibility.
Reference: Workday Education-Time Off Plans and Components, Balance Visibility
NEW QUESTION # 82
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.
In the calculation you use to specify the accrual rates, in that field do you enter the accrual amount for workers in states other than California and Illinois?
Answer: D
Explanation:
The eight-hour accrual must be entered in the Default Response field of the conditional calculation. A conditional calculation evaluates its configured conditions in sequence. California workers satisfy the California condition and receive 12 hours, while Illinois workers satisfy the Illinois condition and receive 10 hours. Workers who satisfy neither condition fall through to the Default Response and receive eight hours.
The 2nd Operand belongs to a comparison calculation and represents the value against which the first operand is evaluated. It does not define the fallback result of the conditional calculation. Target Instance is used in calculations that resolve or compare a specific business-object instance. Custom field is not the conditional calculation field used to provide an otherwise result.
A default response is essential because the configuration must return a valid numeric accrual amount for every eligible U.S. worker. Without it, workers outside California and Illinois could receive no resolved value. The returned values must use the same unit of time as the associated time off plan-in this scenario, hours.
Study Guide reference: Calculations for Time Off Plans - Conditional Calculations .
NEW QUESTION # 83
An absence administrator created a new leave of absence rule and added it as additional eligibility criteria on the Paternity Leave type. They created the rule using report fields on the Worker and Leave Type business objects. Employees who should not be eligible are still able to request Paternity Leave.
What change does the administrator need to make to ensure only eligible employees can select Paternity Leave?
Answer: B
Explanation:
A leave of absence rule used as Additional Criteria functions as an eligibility rule. Workday evaluates eligibility before it has resolved a leave type or created a leave request event. Consequently, fields used in an eligibility rule must be based only on the Worker or Position business objects.
The rule in the scenario includes a field from the Leave Type business object. That field cannot reliably resolve during the eligibility stage, allowing the rule to produce an unintended result. The administrator must revise the rule so every field is sourced from Worker or Position. Workday then evaluates the criteria against the worker and applicable position as of the leave start date. Only leave types for which the worker passes eligibility appear in the selection prompt.
Moving the rule to the Validations/Supporting Data tab would change its function from eligibility to validation. A validation is evaluated after the leave is selected and submitted; it may produce a warning or error, but it does not control whether the leave type initially appears in the prompt. Leave Type and Leave Request Event fields are appropriate in validation contexts where the event already exists, not in eligibility criteria. Therefore, retaining the rule as Additional Criteria and restricting its fields to Worker or Position is the correct solution.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Creating Eligibility and Validation Rules"
NEW QUESTION # 84
An absence administrator is configuring a new time off plan. They understand that period schedules are fundamental components for time off plans.
Which statement describes a primary function or characteristic of a period schedule?
Answer: B
Explanation:
A period schedule establishes the recurring processing periods used by the time off plan and therefore determines its default accrual frequency. For example, a monthly period schedule normally causes Workday to process periodic accruals monthly, while a weekly schedule provides weekly processing periods. This behavior can be modified through an accrual frequency override, custom frequency, or front-loaded configuration, but the period schedule supplies the standard framework.
The schedule also defines period start and end dates used to retrieve and process time off, organize balance reporting, evaluate period-based eligibility criteria, and determine which effective dates are available for time off plan components. Every time off plan must therefore reference a valid period schedule.
Public holidays are defined through holiday calendars rather than period schedules. The maximum number of consecutive absence days is controlled by a Consecutive Day Maximum validation. The types of time off available to workers are determined through time off types, underlying time offs, eligibility, and security configuration. These functions do not belong to the period schedule. Among the available choices, determining the plan's default accrual frequency is the defining period-schedule characteristic.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Period Schedule"
NEW QUESTION # 85
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