{Accurately} Workday-Pro-Absence Questions (Reliable Exam Preparation)

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Workday-Pro-Absence Online Questions

Questions 1
Refer to the following scenario to answer the question below.

You created a new time off. You need to prevent employees from requesting more than eight hours of time off in a day. Managers and administrators should be able to enter more than eight hours to allow for exceptional circumstances.

How do you enable managers and administrators to enter more than eight hours?

A.    Select the Allow Override for Entry On Behalf Of Worker checkbox.
B.    Configure segmented security.
C.    Clear the Do Not Allow Request checkbox.
D.    Configure a time off plan eligibility override on the time off.
Answer: A
Explanation:
The Allow Override for Entry On Behalf Of Worker checkbox permits authorized managers and administrators to override a time off validation when entering, revising, or correcting time off for an employee. The users must belong to security groups authorized for the applicable “enter on behalf of worker” action in the relevant Absence business process security policy.

The eight-hour restriction should remain a hard validation for employees. When an employee attempts to exceed the configured maximum, Workday prevents submission. When an authorized manager or administrator enters the request on the employee’s behalf, Workday displays a warning identifying the validation failure but permits the authorized user to continue. This supports exceptional cases without weakening the general employee restriction.

Clearing Do Not Allow Request would convert the validation into a warning for employees as well, allowing them to submit requests above eight hours. Segmented security controls access to particular time offs; it does not grant permission to disregard a quantity validation. A time off plan eligibility override determines which workers qualify for the time off and has no effect on the maximum daily request. The administrative-override checkbox is therefore the targeted control for the stated exception.

[Reference:Workday Education – Absence for Administrators: Time Off Validations, “Allow Override for Entry on Behalf of Worker”, ]

Questions 2
You created an Illness Leave Type with an annual (Calendar Year Jan 1 – Dec 31) entitlement of 30 days. In addition, you created an Intermittent Illness Time Off and coordinated the time off with the Illness Leave Type. In March, a worker used ten days of Illness Leave. In May of the same year, the worker used two days of Intermittent Illness Time Off.

What is the worker’s remaining leave balance for the calendar year?

A.    18 days
B.    28 days
C.    30 days
D.    20 days
Answer: A
Explanation:
The worker begins with an annual Illness Leave entitlement of 30 days. The ten days of Illness Leave taken in March reduce the leave balance to 20 days. Because Intermittent Illness Time Off is coordinated with the Illness Leave Type, the two intermittent days taken in May also reduce the leave entitlement. The resulting calculation is:

30 days − 10 leave days − 2 coordinated time off days = 18 days .

Coordinating an intermittent time off with a leave type instructs Workday to include that time off when calculating leave taken. The intermittent time off can reduce both its associated time off plan balance and the coordinated leave entitlement balance because Workday evaluates those balances independently. The time off and leave type must use compatible units of time for the coordination to calculate correctly.

The remaining balance is therefore not 20 days, because that result ignores the intermittent time off. It is not 28 days, because that result ignores the continuous Illness Leave. The entitlement is not restored to 30 days while both events remain inside the same calendar-year balance period.

Study Guide reference: Leave of Absence – Coordinated Leaves and Time Off .