Workday-Pro-Compensation Exam Dumps

To retire or replace an existing bonus plan, you need to mass-remove it from all employees currently assigned.

The standard Workday task for this is Remove Compensation Plans from Employees, which allows you to:

Select the compensation plan to remove.

Apply an eligibility rule to identify affected employees.

This is efficient and ensures employees no longer carry the outdated plan.

Why not the others?

A . Mark plan inactive Prevents new assignments but doesn't remove existing employee assignments.

C . Request Bonus Payment web service Used for issuing payments, not removing plans.

D . Change Job Not appropriate for mass plan removal.

Workday Pro Compensation -- Compensation Plan Lifecycle Management: Removing old plans requires the Remove Compensation Plans from Employees task.

In Workday, when you set an Actual End Date on a compensation plan, the plan remains active through that date.

Workday automatically removes the plan the day after the entered actual end date.

Example: If Actual End Date = March 31, the plan is removed effective April 1.

Why not the others?

B . Last day of the month +1 Too restrictive; not always tied to month-end.

C . On the actual end date Wrong; the plan is valid through the end date.

D . Last day of the pay period +1 Not relevant; tied to end date, not pay periods.

Workday Pro Compensation -- Plan End Dating Rules: Actual End Date +1 day removes the plan.

Out of Order Compensation Changes Report identifies employees with compensation changes entered with earlier effective dates than existing future-dated changes.

This prevents conflicts in comp history and ensures payroll/comp processing accuracy.

Why not the others?

A . Employee Compensation Audit Audits eligibility and assignment mismatches, not date conflicts.

B . Future Payment Audit Focuses on scheduled payments, not comp changes.

D . Compensation Changes General report, doesn't flag sequencing issues.

Workday Pro Compensation -- Compensation Change Reporting: Out of Order Compensation Changes is the dedicated report for effective date sequencing issues.

Workday Community -- Troubleshooting Out of Sequence Changes.

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.

Workday Pro Compensation -- Configuring Optional Fields for Self-Service One-Time Payments.

For Total Cost (India), the requirement is that only 50% of total comp should be allocated toward salary plans.

This is achieved by using the Manage Basis Total option, where you can set maximum percentages for specific plan types (e.g., Salary = 50%).

This ensures salary stays capped at half of total, regardless of other components.

Why not the others?

A . Fixed compensation basis Doesn't handle percentage capping.

B . Remove retirement plans Irrelevant; retirement can stay, the key is controlling salary %.

D . Change ranking to 50 Ranking only determines basis priority, not limits.

Workday Pro Compensation -- Configurable Compensation Basis: Manage Basis Total allows control over contribution % for plan categories.

Workday Community -- India Compensation Setup Example.

Final Verified Answer: C. Manage Basis Total with 50% salary maximum.