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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Time Off Types & Entry | 15% | - Request workflow configuration - Entry validations and balance adjustments - Time Off Type setup |
| Topic 2: Time Off Plans & Accruals | 25% | - Carryover, pro-ration, and plan limits - Time Off Plan configuration - Accrual schedules and balance periods |
| Topic 3: Leaves of Absence & Leave Families | 20% | - Concurrent vs sequential leave handling - Regulatory leave tracking (FMLA, ADA, parental, etc.) - Leave Type and Leave Family configuration |
| Topic 4: Eligibility & Calculated Fields | 15% | - Position attributes and service length logic - Eligibility rules based on HCM data - Calculated fields for absence entitlements |
| Topic 5: Security, Reporting & Integration | 10% | - Absence reporting and analytics - Role-based security for absence data - Integration with Time Tracking and Payroll |
| Topic 6: Business Processes & Workflows | 15% | - Place Worker on Leave process - Approval routing and notifications - Time Off Request business process |
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NEW QUESTION # 80
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 # 81
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.
What Balance Calendar Start Date and Balance Calendar End Date should you use?
Answer: C
Explanation:
A rolling-forward balance calendar begins on the effective date of the leave event-specifically, the First Day of Leave-and ends 12 months after that date. This creates a worker- and event-specific entitlement window that moves forward from the beginning of the applicable leave rather than using fixed calendar-year dates.
Option C reverses the required chronology by placing the calculated date plus 12 months before the original effective date. Options B and D use fixed year boundaries and therefore create calendar-year periods, not rolling-forward periods. Option B also reverses the start and end sequence.
The Balance Calendar Start Date and Balance Calendar End Date calculated fields determine the period over which Workday calculates entitlement minus leave taken. For the requirement that each child generate a separate 180-day entitlement, the leave type should additionally capture the identifying event data, such as the child's birth date, and use Entitlement Per Event. Those settings distinguish multiple qualifying births, while the balance-calendar configuration establishes the 12-month window for each event.
Study Guide reference: Leave of Absence - Additional Information on the Balance Calendar .
NEW QUESTION # 82
Refer to the following scenario to answer the question below.
You created a front-loaded, balance tracking time off plan. Workers cannot request unpaid time off, and can carry over balances from one year to the next to be used in 3 months. To account for exceptional circumstances, administrators need to be able to take manual intervention to change time off plan, time off, and accrual values.
What will you configure to allow administrators to make exceptions to the Carry Over limit?
Answer: A
Explanation:
The time off plan must have the Overrides Allowed checkbox selected. This plan-level setting enables administrators to use Maintain Time Off Plan Carryover Overrides to change a worker's calculated carryover amount or carryover expiration date when exceptional circumstances justify an exception.
Adjustments/Overrides Allowed on an accrual enables changes to accrual values for individual processing periods. It does not enable carryover overrides. The corresponding setting on a time off permits adjustments or overrides to time off activity, not to the plan's carryover calculation. A lower limit override controls the amount of paid time off available when the worker's balance falls below zero and has no relationship to carryover limits.
After overrides are enabled, the administrator can define an employee-specific carryover exception. The override must differ from the amount generated by the plan, cannot duplicate another carryover override, and cannot establish an expiration date before the carryover date. Retroactive carryover overrides may affect calculated balances, so the calculated balance process may need to be rerun after the change.
Study Guide reference: Absence Management Administration - Maintain Time Off Plan Carryover Overrides .
NEW QUESTION # 83
Refer to the following scenario to answer the question below.
You created a front-loaded, balance tracking time off plan. Workers cannot request unpaid time off, and can carry over balances from one year to the next to be used in 3 months. To account for exceptional circumstances, administrators need to be able to take manual intervention to change time off plan, time off, and accrual values.
What will you configure to allow administrators to change calculated accrual values?
Answer: C
Explanation:
Selecting Adjustments/Overrides Allowed on the accrual enables administrators to modify the worker's calculated accrual result. They can then use Maintain Accrual and Time Off Adjustments/Overrides for individual workers or Put Absence Input for mass accrual adjustments and overrides.
An accrual adjustment adds to or subtracts from the calculated accrual for a processing period. An accrual override replaces the calculated accrual result for one or multiple periods. Workday applies an override before applying an adjustment, and plan limits or accrual-processing timing can still reduce the final value.
Selecting Overrides Allowed on the time off plan enables plan-balance and carryover overrides; it does not authorize component-level accrual changes. A front-loaded scheduling calculation determines when the accrual processes and does not permit manual modification. An absence input calculation may be referenced when designing specialized eligibility or calculation logic, but it does not replace the required permission setting on the accrual.
Because the plan is front-loaded, the worker must remain eligible for the accrual when the administrator enters the applicable adjustment or override.
Study Guide reference: Absence Management Administration - Maintain Employee Accruals .
NEW QUESTION # 84
What does a leave type define in Workday Absence?
Answer: A
Explanation:
A leave type is the central configuration object governing a specific form of leave of absence. It defines the rules that apply when a worker requests or is placed on personal leave, bereavement leave, short-term disability, parental leave, or another extended absence.
The configuration identifies the associated leave family, the unit of time used for the request, eligible worker populations, additional eligibility criteria, validation rules, entitlement structure, and whether Workday tracks an entitlement balance. It can also control the On Leave status visibility, calendar display, Days to Include calculation, payroll effect, benefit effect, accrual effect, and other cross-functional consequences. For balance- tracking leave types, the definition additionally includes balance-calendar dates and entitlement calculations.
A period schedule belongs to time off plan configuration rather than leave type configuration. Supervisory organization membership is determined through HCM organization and staffing structures, while payroll calendars and pay-period processing belong to Payroll. Therefore, the leave type's defining function is to assemble the policy, eligibility, validation, entitlement, visibility, and processing rules for one specific category of leave.
Reference: Workday Education-Leave of Absence, Leave Type
NEW QUESTION # 85
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