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| Section | Weight | Objectives |
|---|---|---|
| Integration with HCM and Payroll | 20% | - Automatic deductions and updates - Data flow between Benefits, HCM and Payroll - Carrier files and external interfaces |
| Reporting and Analytics | 15% | - Custom report creation - Standard benefits reports - Enrollment analysis and audit reporting |
| Compliance and Audit | 10% | - Audit trails and documentation - Regulatory compliance requirements |
| Introduction to Workday Benefits | 15% | - Workday Benefits architecture and core concepts - Navigation and functional overview |
| Practical Application and Configuration | 10% | - System configuration exercises - Enrollment simulation and troubleshooting |
| Benefits Setup and Administration | 30% | - Cost sharing, rate tables and payroll integration - Benefit plans, plan types and coverage configuration - Open enrollment setup and management - Life events configuration and processing - Eligibility rules, enrollment rules and benefit groups |
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NEW QUESTION # 13
Refer to the following scenario to answer the question below.
You initiate open enrollment on November 1 with a Benefit Event Date of January 1. You close open enrollment on November 20. Open enrollment has already been launched and you chose the wrong benefit groups. What do you need to do?
Answer: B
Explanation:
The correct answer is A because once Open Enrollment has been launched with incorrect benefit groups , the proper corrective action in Workday is to rescind the open enrollment event . Rescinding reverses the event for affected employees and removes the enrollment tasks that were incorrectly generated. This allows the administrator to correct the configuration and relaunch the event with the appropriate benefit groups.
Option B is incorrect because Open Enrollment cannot simply be "corrected" after it has been launched; the population tied to the event is already established and must be reset. Option C is not relevant because sending reminders does not fix incorrect group assignment. Option D is also incorrect because canceling and re- initiating without rescinding would leave prior events and data inconsistencies in place.
Rescinding ensures a clean reset of the enrollment process, allowing administrators to properly configure and relaunch Open Enrollment for the correct population without conflicts or duplicate events.
NEW QUESTION # 14
What task do you use to configure a new target for a dental plan offering?
Answer: B
Explanation:
The correct answer is D because dental plans in Workday are classified under health care plans , and therefore their coverage targets are configured using the Maintain Health Care Coverage Targets task. Coverage targets define how costs are distributed between employer and employee, such as percentage-based contributions or employer subsidy strategies. Since dental plans fall within the broader health care category, they inherit the same configuration framework used for medical and other health-related plans.
Option A is incorrect because Additional Benefits Coverage Targets are used for non-health-related offerings, such as life insurance or supplemental benefits, not for dental plans. Option B is not relevant because editing a benefit group impacts eligibility grouping rather than plan cost-sharing configuration. Option C is also incorrect because tenant setup tasks are used for system-wide configuration and do not control specific plan- level coverage targets. To properly define employer and employee cost-sharing for a dental plan, administrators must use the Maintain Health Care Coverage Targets task, ensuring consistent configuration within the health care benefits structure.
NEW QUESTION # 15
How do you update the HSA contribution limits to take effect in the upcoming open enrollment?
Answer: C
Explanation:
The correct answer is B because Workday uses effective dating to manage changes to benefit plans over time, including contribution limits for plans such as Health Savings Accounts (HSAs). To ensure that new contribution limits apply for the upcoming open enrollment period, administrators must update the HSA plan with an effective date aligned to the start of the new benefit plan year. This allows the system to maintain historical accuracy while applying updated limits prospectively for future enrollments.
By entering the new limits with the correct future effective date, Workday ensures that employees enrolling during open enrollment will see and be governed by the updated contribution thresholds. Option A is incorrect because HSA contribution limits are configured within the benefit plan, not solely in payroll. Option C is incorrect because Workday does not prompt administrators automatically to update limits during enrollment events. Option D is also incorrect because Workday does not automatically adjust HSA limits; administrators must manually update them to reflect regulatory changes. Proper use of effective dating ensures accurate and compliant benefit plan configuration across plan years.
NEW QUESTION # 16
The benefit partner is monitoring new hire benefit events that are in progress. What report provides this information?
Answer: D
NEW QUESTION # 17
An employee submits a birth event on July 1 for their child born on June 20. The benefit partner submits an Administrative Correction event for the same employee with a benefit event date of June 20. How will Workday coordinate these events?
Answer: D
Explanation:
The correct answer is B because Workday coordinates overlapping benefits events primarily based on the benefit event date , not simply on the date the events were submitted. In this scenario, both the birth event and the administrative correction relate to the same employee, but the administrative correction has a benefit event date of June 20 , which is earlier than the birth event submission date of July 1. When Workday encounters multiple events that may affect the same benefits records, it gives priority to the event with the earlier effective event date and places the later event on hold until the earlier-dated event is resolved.
This sequencing protects the integrity of coverage elections, effective dates, and deductions by ensuring changes are processed in the correct chronological order. Option A is incorrect because Workday does not place the earlier event on hold when it should drive the foundational coverage timeline. Option C is incorrect because submission order is not the governing factor here. Option D is also incorrect because Workday does not combine these into a hybrid event. The later event is held until the earlier-dated event is processed.
NEW QUESTION # 18
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