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| Section | Objectives |
|---|---|
| Benefits Administration Operations | - Ongoing Maintenance
|
| Eligibility and Enrollment | - Eligibility Rules
|
| Benefits Configuration Overview | - Benefits Setup
|
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NEW QUESTION # 39
To trigger a job change benefit event you must insert the Change Benefits for Life Event subprocess (Change Benefit Elections step) into the Change Job business process. What else must you configure for the benefit event to trigger?
Answer: A
Explanation:
The correct answer is B because adding the Change Benefits for Life Event subprocess into the Change Job business process only enables the process flow. Workday still needs to know which specific HCM transaction should trigger the benefit event. That linkage is configured on Maintain Enrollment Event Types , where the administrator associates the enrollment event with the relevant business process and reason in the Events and Reasons section. By adding the Change Job business process there, Workday can recognize that a job change meeting the configured criteria should launch the related benefits event.
Option A is incorrect because a condition rule on the Change Benefits business process alone does not establish the event trigger source. Option C is not correct because a passive event is used for automatic plan changes based on eligibility or timing, not for linking a staffing transaction to a benefits event trigger. Option D is also incorrect because Enrollment Event Rules govern coverage timing and election behavior after the event is triggered; they do not define the originating HCM business process. The trigger source must be configured on the enrollment event type itself.
NEW QUESTION # 40
You create a cross-plan dependency to require employees to enroll in Basic Life before they can enroll in Spouse Life. The cross-plan dependency does not have a benefit group in the Benefit Group field. What is the expected behavior?
Answer: D
Explanation:
The correct answer is D because in Workday, when a configuration object such as a cross-plan dependency is created without a specific Benefit Group value, the setup is treated as broadly applicable rather than restricted to one population. In this case, leaving the Benefit Group field blank means the dependency is not limited to a single benefit group, so it is evaluated across all benefit groups where the referenced plans are available. As a result, employees must enroll in Basic Life before Spouse Life wherever that dependency is relevant.
Option A is incorrect because the system does allow the setup to be saved without populating the Benefit Group field. Option B is also incorrect because a blank group does not mean the dependency is ignored; it means it is not group-specific. Option C is not correct because this is not simply an invalid setup that generates an alert without effect. Workday commonly uses blank scoping fields to indicate global applicability. Therefore, omitting the Benefit Group causes the cross-plan dependency to apply to all benefit groups rather than none or only one.
NEW QUESTION # 41
The company would like to ensure that all benefit events go to the benefits team when an employee goes out on a leave of absence. You added the Change Benefit Elections step to the Leave of Absence business process, but the event is still not routing to the benefits team. What configuration do you need in the Enrollment Event Type?
Answer: D
Explanation:
The correct answer is C because for a benefit event to both trigger from a Leave of Absence business process and route to the benefits team , two key configurations must be present within the Enrollment Event Type .
First, the event must be properly linked to the Leave of Absence business process in the Events and Reasons section so that Workday recognizes the staffing action as a trigger. Second, the Route to Benefits Partner checkbox must be selected so that once the event is initiated, it is automatically routed to the benefits team for review or processing.
Option A is incorrect because reinstatement configuration applies to rehire scenarios, not leave events. Option B is incorrect because Worker Selectable controls employee self-service visibility, not routing. Option D is partially correct regarding routing but incomplete, as without mapping the Leave event in Events and Reasons, the event will not trigger at all. Therefore, both mapping the Leave event and enabling routing are required to ensure proper event initiation and processing by the benefits team.
NEW QUESTION # 42
An employee navigates to the Benefits and Pay Hub and initiates a birth event. What business process are they using?
Answer: C
Explanation:
The correct answer is D because in Workday, when an employee initiates a life event such as the birth of a child through the Benefits and Pay Hub, the system launches the Change Benefits business process. This process is the central workflow used to capture and process benefit election changes resulting from qualifying life events. The birth event acts as the trigger, but the actual business process used to manage elections, review options, and submit changes is Change Benefits.
Option A is incorrect because Change Benefit Job is not a standard Workday process related to life event benefit changes. Option B is also incorrect because while the birth of a child is a dependent-related event,
"Dependent Event" is not the name of the business process used to process benefit elections. Option C is incorrect because Change Beneficiary is used specifically for updating beneficiary designations, not for enrolling dependents or modifying benefit elections. The correct process that handles employee-initiated benefit changes from life events is Change Benefits , making it the correct answer.
NEW QUESTION # 43
What task do you use to configure a new target for a dental plan offering?
Answer: C
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 # 44
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