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A manager is proposing compensation for an employee and is only able to assign the car allowance. When the compensation partner approves the compensation change, they are able to assign any allowance plan configured in the tenant, even if the employee is not eligible for those plans.
What security domain allows the compensation partner to assign allowance plans that the employee is not eligible for?
A. Worker Data: Compensation Plan Type
B. Select Any Compensation Package
C. Add Compensation Plans: Add Allowance
D. Worker Data: Compensation for Managers
Answer: C
Explanation:
* The scenario describes acompensation partnerbeing able to assignany allowance plan, even when the employee isnot eligible.
* This is controlled by thesecurity domain "Add Compensation Plans: Add Allowance", which allows users with access to bypass eligibility and directly assign allowance plans.
Why not the others?
* A. Worker Data: Compensation Plan Type# Governs visibility to compensation data, not bypassing eligibility.
* B. Select Any Compensation Package# Pertains to choosing packages, not adding allowance plans outside eligibility.
* C. Worker Data: Compensation for Managers# Grants managers ability to propose comp, but does not override eligibility.
References:
Workday Pro Compensation - Security Domains for Compensation Plans:"Add Compensation Plans: Add Allowance" allows assignment of ineligible allowance plans.
NEW QUESTION # 37
A recruiter is proposing compensation for a candidate during the offer stage. The recruiter would like to change the value of the home internet allowance from $50 AUD to $100 AUD, but they are unable to.
Why is the recruiter unable to change the amount?
A. The allowance plan has the No Override checkbox selected.
B. The candidate is eligible for more than one compensation package.
C. The allowance plan is not included in the compensation package.
D. The candidate is not eligible for a plan profile.
Answer: A
Explanation:
* If the recruiter cannot change the allowance amount (e.g., from$50 AUD # $100 AUD), the most likely reason is that the allowance plan is configured withNo Overrideselected.
* No Overrideprevents users from modifying the default plan amounts during transactions.
Why not the others?
* A. Plan not in package# If missing, it wouldn't appear at all, not appear but be locked.
* B. Eligible for more than one package# Doesn't prevent changing amounts.
* C. Not eligible for profile# Would prevent plan assignment, not lock override fields.
References:
Workday Pro Compensation - Allowance Plan Configuration:No Override restricts modifications to plan amounts.
NEW QUESTION # 38
An employee is currently in the process of being transferred to a new location via the change job business process. Prior to this transfer they were intentionally assigned an allowance plan that has no eligibility criteria, and should continue to hold this plan assignment after the transfer is complete. The compensation partner is responsible for ensuring this plan assignment remains unchanged during this business process.
What should the compensation partner do?
A. Set up a Plan Adjustment for the Employees using a default target.
B. Assign the plan via the Roll Out Compensation Plan To Employees task.
C. Add the removed plan using the Request Compensation Change task.
D. Restore the removed plan using the Propose Compensation Change task.
Answer: D
Explanation:
* During aChange Job, compensation may be recalculated, and plans withno eligibility criteriamay inadvertently be dropped.
* Thecompensation partnermustrestore the planafter the transfer usingPropose Compensation Change.
* This ensures the employee retains the allowance assignment without disrupting the change job process.
Why not the others?
* A. Roll Out Compensation Plans# Mass rollout, not individual fix.
* B. Plan Adjustment# Adjusts targets/amounts, not restores removed plans.
* D. Request Compensation Change# Typically for ad hoc changes; restoration during job change is handled viaPropose Compensation Change.
References:
Workday Pro Compensation - Change Job & Compensation Handlingropose Compensation Change restores dropped plans.
NEW QUESTION # 39
You need to identify employees assigned to bonus plans for which they are not eligible.
What report will you use?
A. View Rollout Compensation Plan Rollout Process
B. Compensation Spreadsheet
C. Employee Compensation Audit
D. Employees Assigned Multiple Bonus Plans
Answer: C
Explanation:
* TheEmployee Compensation Audit reportidentifies mismatches, such as employees:
* Assigned to comp plans for which they are not eligible.
* Missing comp plans they should have.
* It is the standard audit tool for verifying eligibility alignment with assigned compensation.
Why not the others?
* B. Rollout Process report# Tracks rollout actions, not eligibility mismatches.
* C. Employees Assigned Multiple Bonus Plans# Only checks duplicate plan assignments.
* D. Compensation Spreadsheet# Used for review/updates, not eligibility audits.
References:
Workday Pro Compensation - Audit Reports:Employee Compensation Audit identifies eligibility issues.
#Final Verified answer: A. Employee Compensation Audit.
NEW QUESTION # 40
On March 5, you need to award a group of employees an equity adjustment base pay increase effective March
1. It will be processed when payroll runs on March 31. You asked managers to communicate the change by March 20.
How can you ensure this increase will not be available to employees in Workday until March 21?
A. Change the Effective Date of the base pay changes to March 5.
B. Enter an Expected End Date of March 31.
C. Enter an Employee Visibility Date of March 21.
D. Enter an Actual End Date of March 1.
Answer: C
Explanation:
* Effective Date (March 1)= When the pay increase is valid for payroll.
* Employee Visibility Date (March 21)= When employees can actually see the change in Workday.
* This allows managers to communicate the increase by March 20, and employees only see it from March
21 onward, while payroll processes it correctly on March 31.
Why not the others?
* A. Expected End Date March 31# Used to close plans, not to control visibility.
* B. Actual End Date March 1# Would end the plan immediately.
* D. Effective Date March 5# Wrong; payroll needs it effective March 1.
References:
Workday Pro Compensation - Effective Dating & Visibility Dates:Visibility date allows decoupling of when changes are effective vs. when employees see them.
NEW QUESTION # 41
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ropose Compensation Change restores dropped plans.