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.
The plan balance should be available for managers and administrators to view in periods where workers are eligible. The plan balance should not be visible to workers.
Which option should the administrator configure?

• A. Set the time off plan to Not Track Balances and select the Overrides Allowed checkbox.
• B. Set the balance visibility of the plan to Eligible in Period and select the Hide Balance from Worker Self Service checkbox.
• C. Set the balance visibility of the plan to Never Show Balance and select the Overrides Allowed checkbox.
• D. Set the balance visibility of the plan to Never Show Balance.

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. You need to replace the calculated balance for a group of workers.
What web service do you use?

• A. Adjust Time Off
• B. Put Absence Input
• C. Put Override Balance
• D. Enter Time Off

Refer to the following scenario to answer the question below.
You configured two leave types, Short Term Disability and Long Term Disability. It is common that workers need to be placed on Long Term Leave once they have exhausted Short Term Leave.
You need to streamline the process of moving employees from Short Term Disability Leave to Long Term Disability Leave.
What will you configure in the leave type to make it happen?

• A. Assign both Short Term and Long Term Disability leave types to the same absence type group.
• B. Add the Long Term Disability Leave Type to the Additional Leave Types field on the Short Term Disability Leave Type - Balance/Leave Taken tab.
• C. Assign both Short Term and Long Term Disability leave types to the same leave family.
• D. Add the Long Term Disability Leave Type to the Next Leave Type field on the Short Term Disability Leave Type - Cascading Leave tab.

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.
For more than one birth within a 12-month period, how would you ensure the leave holds a balance for each child born?

• A. Select the Entitlement per Event checkbox.
• B. Configure Child's Birth Date as an additional field.
• C. Configure Child's Birth Date as an additional field and select the Entitlement per Event checkbox.
• D. Add a validation rule to the leave type.

What is the functional difference between an eligibility rule and a validation rule for a leave type?

• A. Eligibility controls manager security; validation controls employee security.
• B. Eligibility determines who can select and request the leave; validation prevents invalid requests or generates warnings after eligibility is established.
• C. Eligibility applies only to payroll, while validation applies only to benefits.
• D. Eligibility determines the leave balance; validation determines the accrual frequency.