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| Section | Weight | Objectives |
|---|---|---|
| Time Off Plans & Accruals | 25% | - Time Off Plan configuration - Accrual schedules and balance periods - Carryover, pro-ration, and plan limits |
| Security, Reporting & Integration | 10% | - Absence reporting and analytics - Role-based security for absence data - Integration with Time Tracking and Payroll |
| Leaves of Absence & Leave Families | 20% | - Concurrent vs sequential leave handling - Leave Type and Leave Family configuration - Regulatory leave tracking (FMLA, ADA, parental, etc.) |
| Time Off Types & Entry | 15% | - Entry validations and balance adjustments - Request workflow configuration - Time Off Type setup |
| Eligibility & Calculated Fields | 15% | - Calculated fields for absence entitlements - Eligibility rules based on HCM data - Position attributes and service length logic |
| Business Processes & Workflows | 15% | - Place Worker on Leave process - Time Off Request business process - Approval routing and notifications |
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NEW QUESTION # 75
Which configuration elements can be defined for a leave type that does not track an entitlement balance?
Answer: A
Explanation:
A leave type without balance tracking supports simple leave request and approval functionality. Although it does not maintain a fixed entitlement, administrators can still define who is eligible, determine which days count in the leave request, and specify whether leave is measured in days or hours. Some validation rules can also be applied to control invalid requests.
The complete configuration normally includes a leave family, On Leave status visibility, eligible worker type, unit of time, calendar-display option, and Days to Include. The eligibility design can contain additional criteria based on Worker or Position data. What the configuration cannot contain is an entitlement calculation that produces and tracks a remaining leave balance.
Accrual frequency, upper and lower limits, carryover, period schedules, and accrual priorities belong to time off plans rather than non-balance leave types. Entitlement-per-event functionality is relevant to balance- tracking leave types because Workday must create and reduce an entitlement balance for each qualifying event.
Option A therefore identifies the applicable elements without incorrectly introducing time off plan balance mechanics or leave entitlement accounting.
Reference: Workday Education-Leave of Absence, Leave Types Without Balance Tracking
NEW QUESTION # 76
Refer to the following scenario to answer the question below.
You created a time off plan that accrues five hours each period for all eligible workers. Workers start accruing in the period in which they are hired. The time off plan has an upper limit of 120 hours.
You have a worker who is forfeiting accruals for the plan due to their plan balance reaching 120 hours.
What task will you use to allow the worker to receive their accrual each period, therefore accruing more than the 120 hours for the plan?
Answer: A
Explanation:
Maintain Accrual and Time Off Limit Overrides allows an administrator to suspend the accrual's upper limit for a defined period. The worker's accrual is being forfeited specifically because the plan balance has reached the 120-hour limit. Suspending that limit enables the normal five-hour accrual to continue processing even while the worker's balance exceeds 120 hours.
Maintain Accrual and Time Off Adjustments/Overrides changes the accrual result for selected periods but does not remove the upper-limit restriction. Even an accrual adjustment or override can be reduced or eliminated when the upper limit is applied. Maintain Time Off Plan Override Balances replaces the calculated plan balance as of a particular period start date; it does not authorize future accruals above the plan limit.
Maintain Time Off Plan Carryover Overrides controls carryover amounts and expiration dates between balance periods.
The administrator should define the exact periods during which the limit suspension applies. The worker continues receiving the plan's standard accrual while the override is effective. When the limit override ends, the standard 120-hour ceiling becomes applicable again, and later accruals may be reduced or forfeited depending on the worker's balance.
Study Guide reference: Absence Management Administration - Maintain Accrual and Time Off Limit Overrides .
NEW QUESTION # 77
Where do you specify the name that displays in the prompt when users make a time off request selection?
Answer: C
Explanation:
The user-facing category displayed in the time off request prompt is the Time Off Type name, which is configured through the Maintain Time Off Types task. Workday describes time off types as categories that group one or more underlying time off definitions. For example, a user may see "Vacation" in the request prompt even though the configuration contains separate underlying time offs for full-time and part-time workers.
This separation provides a cleaner employee experience while allowing administrators to maintain different eligibility rules, validations, plan associations, or calculation behavior behind the same visible category. The worker sees the time off type that applies to the request, while Workday resolves the eligible underlying time off based on configuration.
The Name field on the Create Time Off task identifies the individual time off component; it does not determine the category name presented in the selection prompt described by the question. A time off plan name identifies the overall plan and balance structure rather than the request category. The Code field is an administrative identifier and is not the requested user-facing label. Therefore, the required name is maintained in the Name column of Maintain Time Off Types.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Time Off Type"
NEW QUESTION # 78
Refer to the following scenario to answer the question below.
An absence administrator must create a new time off plan to record when workers fulfill public duties.
Because duties vary in duration, they will configure an Accrue-As-You-Go plan to ensure workers always accrue enough time to cover their time off requests.
What accrual frequency method should the administrator use?
Answer: B
Explanation:
The administrator should configure Start of Period as the accrual frequency method on the time off plan. With Start of Period processing, Workday adds the applicable accrual before subtracting time off for the processing period. This sequence ensures the accrued amount is available in the balance when the corresponding public- duty request is evaluated.
That processing order is particularly important for an Accrue-As-You-Go design. The plan is intended to generate accrual in response to the time-off requirement rather than grant workers a conventional fixed entitlement independently of their requests. Processing the accrual first enables the plan balance to fund the qualifying absence before Workday applies the time-off deduction and lower-limit rules.
Under End of Period, Workday subtracts time off before adding the current-period accrual. That order can cause the request to encounter the lower limit or produce unpaid units before the compensating accrual is applied. An accrual-level override is unnecessary when the required processing method applies to the entire plan. Custom Frequency based on hire date defines an anniversary-style recurring accrual and does not correspond to the variable timing and duration of public-duty requests. Start of Period on the plan therefore provides the correct processing sequence.
Reference: Workday Education - Absence for Administrators: Time Off Plans and Components, "Accrual Frequency Method" and "Accrue-As-You-Go"
NEW QUESTION # 79
As an administrator, you created three different leave types. You assigned all three to the same leave family.
When a worker uses any of the leave types, Workday must subtract time away from all three leave balances.
What would you configure to meet this requirement?
Answer: A
Explanation:
The Include all Leave Types from Leave Family setting causes units taken for other leave types in the same family to count as leave taken against the current leave type's entitlement balance. Because the requirement is reciprocal-usage of any one leave must reduce all three balances-the setting must be selected on each of the three leave types.
For example, if Leave A, Leave B, and Leave C share a family and a worker takes five days of Leave A, Workday must count those five days against the entitlement balances of A, B, and C. Selecting the setting only on Leave A would make Leave B and Leave C count against A, but it would not automatically cause an event for Leave A to reduce the other balances. Coordinated relationships must be configured from the perspective of every balance that should be reduced.
The leave types must use compatible units of time for family-level coordination. Intermittent Time Offs links a time off with a leave type; it does not coordinate multiple leave types. An absence table defines a selectable absence construct and does not establish shared entitlement deductions. Applying the family coordination option to all three leave types creates the required concurrent reduction behavior.
Reference: Workday Education - Absence for Administrators: Leave of Absence, "Include all Leave Types from Leave Family"
NEW QUESTION # 80
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