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NEW QUESTION # 19
When the Finalize Open Benefit Events action closes an overdue benefit event, Workday defaults employees into their current elections or to waive. Where do you configure this defaulting logic?
Answer: C
Explanation:
The correct answer is A because the Coverage Rules tab within the Enrollment Event Rule is where Workday defines how elections are defaulted when an employee does not take action during a benefit event. This includes scenarios such as overdue events that are finalized using the Finalize Open Benefit Events process.
The system uses the defaulting logic configured in this tab-such as "Default to Current Elections or Waive"
-to determine whether existing elections are carried forward or coverage is waived.
Option B is incorrect because the Enrollment Event Type defines the nature of the event and triggering conditions, but it does not control election defaulting behavior. Option C is also incorrect because the Loss of Coverage tab is used to manage coverage termination scenarios, not default election outcomes. Option D is incorrect because benefit plan configuration defines plan-specific details but does not control how elections default when no action is taken during an event. Therefore, to manage how Workday assigns elections when events are closed without employee input, the configuration must be set on the Coverage Rules tab of the Enrollment Event Rule .
NEW QUESTION # 20
Your new hires have a 60-day waiting period. Medical coverage starts on the first of the month following 60 days from hire. Where do you configure the system to calculate first the 60-day waiting period and then apply the first of the following month logic?
Answer: A
Explanation:
The correct answer is A because the Start or Waive Coverage section of the Enrollment Event Rule is where Workday determines when benefit coverage becomes effective after an employee becomes eligible. In this scenario, the organization needs two pieces of timing logic applied in sequence: first, a 60-day waiting period from the hire date, and second, a rule that moves the actual coverage start date to the first day of the following month . This type of effective-date calculation belongs in the coverage start configuration tied to the enrollment event.
Option B is incorrect because a Benefit Plan Eligibility Rule determines whether the employee qualifies for the plan, but it does not control the detailed coverage effective-date calculation sequence. Option C identifies the event itself, such as hire or newly eligible, but does not hold the specific start-date logic needed here.
Option D is also incorrect because Benefit Groups are used to organize populations for benefits eligibility and plan assignment, not to calculate waiting periods and coverage effective dates. For waiting period and start- date timing logic, the correct configuration point is Start or Waive Coverage .
NEW QUESTION # 21
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: A
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 # 22
What must you configure prior to creating an insurance plan?
Answer: A
Explanation:
The correct answer is A because Workday insurance plan setup depends on several foundational insurance- specific components being in place before the plan itself can be configured. These prerequisites include insurance coverage levels , insurance coverage , and the applicable insurance rate . Together, these elements define how the plan will structure enrollment options, what level of protection or election is available, and how the associated cost is calculated. Without these core building blocks, the insurance plan cannot be created correctly because the plan requires a predefined coverage framework and rate structure.
Option B is incorrect because Enrollment Event Rule configuration is related to how and when workers can make benefit changes, not to the foundational setup required before creating the plan. Option C is not correct because those items are not the standard prerequisite configuration components for insurance plan creation.
Option D includes items that may be relevant later in overall benefits administration, but they are not the essential insurance setup components required prior to creating the plan itself. For insurance plan configuration in Workday, the primary prerequisite is the definition of coverage levels, coverage structure, and rates.
NEW QUESTION # 23
What is true about setting up coordination of events in benefits?
Answer: D
Explanation:
The correct answer is C because coordination of events in Workday Benefits is designed to manage how multiple benefit events interact with each other, especially when they overlap in timing or impact similar coverage types. While coordination is useful for handling standard life events and ensuring proper sequencing, it is generally recommended to turn off coordination for mass events , such as Open Enrollment or large-scale administrative events.
Mass events typically involve a large population of employees and are intended to process uniformly without being impacted by other concurrent or prior events. If coordination is left enabled, it can introduce unnecessary complexity, delays, or unintended dependencies between events, potentially preventing mass processing from completing efficiently. Disabling coordination ensures that mass events run independently and consistently across all eligible employees.
Option A is incorrect because HR-related events often benefit from coordination to ensure proper sequencing and data integrity. Option B is not correct because passive events may still require coordination depending on configuration. Option D is incorrect because coordination is an important feature and should not be universally disabled. Therefore, the best practice is to turn off coordination specifically for mass events .
NEW QUESTION # 24
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