An employee's termination requires a payout of outstanding balances from their eligible time off plans. What does the absence administrator need to configure for the payouts to occur? 

You need to prevent workers’ Time Off Plan balances from exceeding 200 hours. How will you do so?

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? 

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

An absence administrator created a new UK holiday plan that gives all eligible full-time employees 30 days of entitlement at the start of each calendar year. When an employee loses eligibility for the plan due to a change of job, the accrual needs to automatically adjust based on how much of the year they were eligible for the plan. What does the administrator need to configure on the accrual for Workday to automatically adjust it?