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| Section | Objectives |
|---|---|
| Topic 1: Eligibility and Enrollment | - Enrollment Processing
|
| Topic 2: Benefits Administration Operations | - Ongoing Maintenance
|
| Topic 3: Benefits Configuration Overview | - Benefits Setup
|
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BraindumpQuiz's Workday Workday-Pro-Benefits exam questions pdf is formed in a proper way that gives candidates the necessary asthenic unformatted data required to pass the Workday exam. The study materials highlight a few basic and important questions that are repeatedly seen in past Workday exam paper sheets. The Workday Workday-Pro-Benefits Practice Questions are easy to access and can be downloaded anytime on your mobile, laptop, or MacBook.
NEW QUESTION # 21
A benefit administrator needs to roll out a new plan to replace an existing plan to employees who have been with the company for 12 months. Employees who reach their 12-month length of service should get this plan on their anniversary. What type of event should the benefit administrator use to roll out this plan to employees in the U.S. benefit group?
Answer: D
Explanation:
The correct answer is C because a Passive event in Workday is used when benefit changes must occur automatically without requiring employee action. In this scenario, the new plan is triggered when employees reach a 12-month service milestone , and the requirement is to automatically transition them to the new plan on their anniversary date. Passive events are designed for exactly this type of situation, where the system enforces enrollment changes based on predefined eligibility conditions or milestones.
Option A is incorrect because Open Enrollment applies to all eligible employees during a scheduled enrollment window and requires employee participation. Option B is incorrect because New Hire events only apply at the time of hire, not for service anniversaries. Option D is also incorrect because Worker Selectable events require the employee to actively make a choice, which contradicts the requirement for automatic enrollment. A Passive event ensures the system evaluates eligibility at the 12-month mark and applies the new plan without requiring any employee interaction, making it the correct configuration approach.
NEW QUESTION # 22
What business process allows you to change benefit elections during HCM business processes like Hire and Change Job?
Answer: B
Explanation:
The correct answer is D because Change Benefits (Default Definition) is the standard business process in Workday that enables benefit elections to be triggered and processed in conjunction with core HCM events such as Hire, Change Job, or other staffing actions. This business process is designed to integrate with HCM workflows and ensures that benefit eligibility and enrollment opportunities are automatically initiated when relevant changes occur in a worker's employment status.
Option A is incorrect because Open Enrollment is a specific, scheduled event that applies to all eligible workers during a defined period, not to individual HCM transactions. Option B is also incorrect because Life Event processes are triggered by employee-reported changes such as marriage or birth, rather than system- driven HCM events. Option C is not a standard Workday benefits business process used for enrollment. The Default Definition provides the foundational configuration that links benefits processing with HCM business processes, allowing seamless and automated benefit election updates during key employment events.
NEW QUESTION # 23
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 # 24
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: A
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 # 25
An employee attempts to report the April 30 birth of their child on June 30, but they receive an error when submitting the event. Why did they receive an error?
Answer: B
Explanation:
The correct answer is B because Workday life event reporting can be restricted by enrollment timing rules tied to the event configuration. When an employee reports the birth of a child, the event must usually be submitted within a defined number of days from the event date. If the Employee Cannot Report After Days to Enroll setting is enabled, Workday prevents the worker from submitting the event once that reporting window has expired. In this scenario, the child's birth occurred on April 30 and the employee attempted to report it on June 30, which is typically outside the allowed time frame for that qualifying life event.
Option A is incorrect because missing coverage types would affect which benefits can be changed, but it would not specifically explain a timing-based submission error on the event itself. Option C is unrelated, since account activation does not determine whether a valid life event can be submitted after the deadline. Option D is also incorrect because benefit group overlap is an eligibility and configuration issue, not the reason for a late event reporting error. The error is caused by the event submission window having expired.
NEW QUESTION # 26
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