Oracle Time and Labor Cloud 2025 Implementation Professional—Delta Advanced Practice Exam: Hard Questions 2025

After enabling newly delivered Redwood time entry pages, a global client reports that time entry validations that used to fire immediately (for example, invalid project/task combinations) now occur only after submit, increasing rework. The customer wants early feedback while keeping the delivered experience and avoiding heavy customizations. What is the best implementation approach?

A customer uses scheduled time calculation to generate premiums and overtime. After adopting new delivered enhancements, they notice duplicate premium results when a manager edits an already-calculated time card and resubmits it. The goal is to prevent double counting while preserving recalculation when underlying reported time changes. What is the most robust design choice?

A workforce spans multiple countries. The client wants workers to enter time using local calendars and local time zones, but all overtime thresholds must be evaluated consistently based on the worker’s assigned legal employer time zone at the time the work was performed (including retroactive legal employer changes). What is the best approach to ensure correct processing?

A client uses time entry through mobile. They require that workers can enter time when offline and submit later, but the business must prevent submission if any referenced attributes (project, cost center, task) became invalid since the offline entry was captured. What is the most effective configuration pattern?

A union contract requires rounding to the nearest 6 minutes for clock-in/out pairs, but prohibits rounding across a meal break boundary (each work segment must be rounded independently). The customer currently uses a single rounding rule applied to the day total, which causes compliance issues. What design best meets the requirement?

A customer integrates reported time from an external shop-floor system. They sometimes send late corrections for prior periods. The business requires that approved time cards remain approved, but corrections must still be captured and routed for approval without overwriting the originally approved record. What is the best approach?

An overtime rule is intended to pay daily overtime only after 8 hours of WORKED time, excluding certain absence types. The implementation currently uses total reported hours, which incorrectly counts paid leave toward the threshold. What is the best correction using rules and calculations design?

A customer uses both weekly and daily overtime with complex prioritization: daily OT should be calculated first; any hours already paid as daily OT must not be counted again for weekly OT. They observe double counting when both thresholds are exceeded. What is the most appropriate rules configuration strategy?

A retroactive schedule change occurs (worker was changed from 5x8 to 4x10 effective two weeks ago). The business needs recalculation to adjust both schedule-based premiums and overtime thresholds for the impacted past period, but only for affected workers to reduce runtime. What is the best approach?

Executives want a dashboard showing time card submission timeliness, exception rates, and overtime cost by legal employer. They complain that OTBI analyses are slow and do not reconcile to payroll costs because time calculation results and payroll costing use different grains. What is the best reporting architecture recommendation?