Manager A initiated a job code change for Employee X with an effectivity date of January 15. Another manager initiated the same request, but for January 30. What happens to the workflows triggered by both transactions?

• A. The system will reject both workflows .
• B. The system will cancel the first workflow.
• C. The system will cancel the second workflow.
• D. The system will allow both workflows to continue

Fields in the termination screen are configured in which hris-element?

• A. Job Information
• B. Compensation Information
• C. Employment Information
• D. Personal Information

This is a global customer and HR admins will be assigned based on legal entity. The HR admins should be getting approval workflows from their target population. How can you define this in one workflow?

• A. Create permission groups for each legal entity and assign them to the HR admin role.
• B. Create a dynamic role for each legal entity and assign the Resolver as the head of the legal entity.
• C. Create a dynamic role using the Legal Entity filter and assign the Resolver type as dynamic group.
• D. Create dynamic groups per each legal entity and add the necessary approver steps.

You have a global customer who has legal entities in multiple countries The customer wants to empower employees and managers to use the system, so they have decided to implement Employee Self-Service and Manager Self-Service. The customer also has payroll integration with different systems and for some countries, the data ts manually maintained in the payroll system.
The requirements are as follows
* Employees should be able to update their Personal information, including Last Name Marital Status, and Nationality fields
* Managers should be able to update Job information on the employee's profile but limited only to Location, Cost Center Probation Period, Probation Period Start Date and Probation Period End Date
* Only HR admins should have access to approve the workflows, and the manager should only get CC notifications for Personal Information (Name Marital Status. and Nationality change) For all other changes, the manager should not get any information or notification
* HR admins should be able to change Personal information as well as Employment Information and the HR Business Partner needs to approve these If the HR admin needs to change the Compensation Information approval will need to be granted by their own manager
* For one country, there needs to be another approval from the data team, who will manually maintain the payroll system.
The table below summarizes the permissions for each role:


The HR admin has to change the salary of an employee, which will trigger a workflow for the employee's manager. The employee's manager should be able to edit the transaction if the proposed amount is NOT correct. Where in the workflow do you need to define this? Refer to the screenshot to answer the question.

• A. No Approver Behavior
• B. Context
• C. Respect Permission
• D. Edit Transaction