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| Certification Vendor: | Workday |
|---|---|
| Exam Name: | Workday Pro Certification - Benefits |
| Exam Number: | Workday-Pro-Benefits |
| Certificate Validity Period: | 2 years |
| Available Languages: | English |
| Real Exam Qty: | 55 |
| Related Certifications: | Workday Certified Professional - HCM Workday Pro Certifications |
| Passing Score: | 80% |
| Exam Price: | USD 150 |
| Exam Format: | Multiple-choice, Drag-and-drop, Scenario-based |
| Exam Duration: | 120 minutes |
| Recommended Training: | Workday Pro Benefits Training Course |
| Exam Registration: | Workday Certification Portal |
| Sample Questions: | Workday Workday-Pro-Benefits Sample Questions |
| Exam Way: | Online proctored exam |
| Pre Condition: | Recommended: Hands-on experience with Workday HCM and Benefits configuration; no mandatory prerequisite exams |
| Official Syllabus URL: | https://www.workday.com/en-us/services/certifications.html |
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NEW QUESTION # 40
A consultant is setting up a health care benefit plan that allows employees to enroll spouses and children during a qualifying event. The consultant needs to ensure that children who are ineligible due to age are not allowed to enroll. Where should the consultant configure the dependent eligibility rule?
Answer: B
Explanation:
The correct answer is B because Workday controls whether dependents such as spouses and children can be enrolled in a health care plan through the Coverage Dependent Eligibility configuration on the plan. This is the field used to apply eligibility logic specifically to covered dependents. When a consultant needs to prevent children over a certain age from enrolling, the age-based rule should be attached at this plan-level dependent coverage eligibility point so the system evaluates the child's eligibility at the time of enrollment.
Option A is too general and does not identify the specific field used for dependent coverage evaluation in the health care plan setup. Option C is incorrect because the Maintain Related Persons Relationship task defines relationship types, such as child or spouse, but it does not enforce benefit plan age-based eligibility rules.
Option D is also incorrect because coverage targets determine cost-sharing or coverage structure, not whether a dependent satisfies enrollment eligibility conditions. To ensure only eligible children can be covered, the consultant must configure the rule in the Coverage Dependent Eligibility field of the health care plan.
NEW QUESTION # 41
The benefit partner is monitoring new hire benefit events that are in progress. What report provides this information?
Answer: A
NEW QUESTION # 42
Refer to the following scenario to answer the question below:
You need to configure an Open Enrollment event for your client, with these requirements:
All benefit coverages and deductions will start at the beginning of the new plan year.
Employees may select any benefit for which they are eligible.
If employees do not make changes during open enrollment, they should remain enrolled in the benefits they had prior to open enrollment.
If employees do not enroll in Health Savings Account and Flexible Spending Accounts, then those benefits should no longer be active for the employee.
On the Coverage Rules tab, what must you enter in the Defaulting Rules field to ensure employees making no changes to their HSA and FSA elections are no longer enrolled in those plans?
Answer: B
Explanation:
The correct answer is A because Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA) typically require active re-enrollment each plan year , meaning they do not automatically carry forward prior elections. In Workday, this behavior is controlled through the Defaulting Rules on the Coverage Rules tab of the Enrollment Event Rule. By selecting Default to Waive , the system ensures that if an employee does not take action during Open Enrollment, their election for these plans will default to waived status, effectively ending their participation for the new plan year.
Option B is incorrect because Default to Current Elections or Waive would retain prior elections if no changes are made, which contradicts the requirement that HSA and FSA should not remain active without explicit enrollment. Option C is also incorrect because reinstating previous elections would automatically continue participation. Option D is not relevant because provider or classification defaulting does not control whether coverage continues or is waived. Therefore, to enforce active enrollment and prevent automatic carryover, the correct configuration is Default to Waive .
NEW QUESTION # 43
All full-time employees are in one benefit group. Employees need more than twenty years of service to enroll in a medical benefit plan available in this benefit group. How will you accomplish this without creating a new benefit group?
Answer: B
Explanation:
The correct answer is A because Workday allows administrators to keep a broad worker population in a single benefit group while restricting access to a specific plan through a Benefit Plan Eligibility Rule . In this case, all full-time employees belong to one benefit group, but only those with more than twenty years of service should be allowed to enroll in the medical plan. The correct design is to assign the plan to the existing benefit group and then attach a worker-based eligibility rule on the plan itself using the Worker Plan Eligibility field.
This approach avoids unnecessary creation of another benefit group and keeps the overall benefits structure simpler and easier to maintain. Option B is incorrect because manual communication and intervention are not proper configuration controls for eligibility. Option C is also incorrect because Provider ID is not intended to manage service-based plan eligibility. Option D is not appropriate because launching a separate enrollment just for one eligibility condition creates administrative complexity and does not solve the configuration requirement cleanly. Plan-level eligibility rules are the standard Workday method for handling this scenario.
NEW QUESTION # 44
An employee navigates to the Benefits and Pay Hub and initiates a birth event. What business process are they using?
Answer: D
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 # 45
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