When employees request a one-time payment for themselves, they have access to view and update the Gross Up and Send to Payroll checkboxes. Selecting these options could impact their payment. How can you prevent employees from updating these options?
Correct Answer: B
Explanation:
Employees requesting one-time payments for self may see sensitive options like Gross Up or Send to Payroll . To prevent them from updating these fields, configure Optional Fields for Request One-Time Payment for Self and hide the checkboxes. This limits their visibility and update access without affecting manager/HR workflows. Why not the others? A. Optional Fields for Request One-Time Payment → Applies to manager/HR use, not self-service. C. Remove Employee as Self from self-service comp domain → Would block employees from initiating requests entirely. D. Payroll security domain → Payroll security doesn’t control compensation request UI fields. [References:, Workday Pro Compensation – Configuring Optional Fields for Self-Service One-Time Payments., ]
Question 2
Your company would like to automatically increase pay after 12 months of employment, but only after 400 hours worked. What configuration will achieve this on compensation steps?
Correct Answer: D
Explanation:
In Workday Compensation, step progression is controlled through a combination of duration (timebased eligibility) and progression rules (additional conditions, like hours worked or performance). Here’s how the scenario breaks down: Requirement 1 – 12 months of employment Workday supportsstep duration, where you can specify that an employee must remain at a step for a defined period before being eligible for the next step. Setting a duration of 12 months ensures that the employee only becomes eligible for a step increase after completing a year in the role. Requirement 2 – 400 hours worked Workday allows you to configure step progression rulesthat evaluate conditions beyond time, such as hours worked, performance ratings, or other calculated fields tied to the worker. A progression rule counting the number of hours worked ensures that the pay increase is not triggered until the employee meets the required 400 hours. Why not the other options? A . Assign first step during compensation proposal + 12 months rule – This would only apply the first step, but it doesn’t enforce the “400 hours worked” requirement. B . Hours worked only – This ignores the requirement of 12 months of employment. C . Duration of 12 months only – This ignores the requirement of 400 hours worked. Thus, only D (duration + step progression rule) satisfies both conditions simultaneously. Reference (from Workday Pro Compensation knowledge & learning resources): Workday Compensation – Step Progression Configuration: Duration enforcestime-in-step, while progression rules allow conditions such as hours worked or performance-based eligibility. Workday Pro Training Materials (Compensation module): Step increase rules require combining duration with eligibility/progression conditions for multi-criteria automation. Workday Community – Compensation Step Progression Guide: Confirms that when multiple criteria must be met (e.g., tenure and hours worked), they must be configured in both the duration setting and the progression rule logic.
Question 3
When employees request a one-time payment for themselves, they have access to view and update the Gross Up and Send to Payroll checkboxes. Selecting these options could impact their payment. How can you prevent employees from updating these options?
Correct Answer: B
Explanation:
Employees requesting one-time payments for self may see sensitive options like Gross Up or Send to Payroll . To prevent them from updating these fields, configure Optional Fields for Request One-Time Payment for Self and hide the checkboxes. This limits their visibility and update access without affecting manager/HR workflows. Why not the others? A. Optional Fields for Request One-Time Payment → Applies to manager/HR use, not self-service. C. Remove Employee as Self from self-service comp domain → Would block employees from initiating requests entirely. D. Payroll security domain → Payroll security doesn’t control compensation request UI fields. [References:, Workday Pro Compensation – Configuring Optional Fields for Self-Service One-Time Payments., ]
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