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| Certification Vendor: | Workday |
|---|---|
| Exam Name: | Workday Pro - Benefits Certification Exam |
| Exam Number: | Workday-Pro-Benefits |
| Related Certifications: | Workday Pro - HCM Workday Pro - Payroll Workday Pro - Compensation |
| Exam Format: | Multiple choice, Scenario-based questions |
| Available Languages: | English |
| Recommended Training: | Workday Community Resources Workday Learning - Benefits Training Courses |
| Exam Registration: | Workday Community Learning Workday Training and Certification Portal |
| Sample Questions: | Workday Workday-Pro-Benefits Sample Questions |
| Exam Way: | Online via Workday Learning / Workday Certification platform (self-paced or proctored depending on subscription). |
| Pre Condition: | Workday Core HCM knowledge recommended; some organizations require completion of Workday Fundamentals or HCM Pro certification before Benefits specialization. |
| Official Syllabus URL: | https://www.workday.com/en-us/services/training-certification.html |
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NEW QUESTION # 30
A new benefit plan will become eligible for enrollment for employees on July 1, in the middle of the current plan year. What steps do you take to ensure the plan is implemented and eligibility is controlled correctly?
Answer: A
Explanation:
The correct answer is C because Workday allows benefit plans to be introduced mid-year by using effective dating on the plan and associating that plan with the existing benefit plan year definition . Since the plan must become available on July 1 within the current plan year , the correct approach is to configure the plan with a future effective date of July 1 and ensure it is included in the current plan year so eligible workers can enroll when the plan becomes active.
Option A is incorrect because delaying the plan until the next plan year does not meet the stated requirement for a mid-year rollout. Option B is also incorrect because creating a separate plan year beginning July 1 is not the standard solution when the organization is already operating within an existing plan year. Option D is incorrect because eligibility is not automatically controlled simply by adding the plan to a plan year; eligibility must still be governed through the appropriate benefit group and plan eligibility configuration.
Effective dating plus inclusion in the current plan year provides the correct structure for controlled mid-year implementation.
NEW QUESTION # 31
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 # 32
Your employer matches dollar-for-dollar 401(k) retirement savings contributions until employees contribute
5% of their salary. How do you configure an employer match in Workday?
Answer: C
Explanation:
The correct answer is D because in Workday, employer match contributions for retirement plans are typically configured using a separate match plan rather than being embedded directly within the employee contribution plan. This design allows for greater flexibility and control over eligibility, contribution rules, and plan dependencies. By creating a distinct 401(k) match plan, administrators can define specific employer contribution logic, such as dollar-for-dollar matching up to a defined percentage, and then link it to the primary 401(k) savings plan.
A cross plan dependency rule ensures that when an employee elects the base 401(k) plan, the corresponding employer match plan is also triggered or made available. This approach supports accurate enrollment behavior and maintains clear separation between employee and employer contributions for reporting and processing purposes. Option A and B incorrectly shift responsibility outside Workday configuration, while Option C oversimplifies the setup and does not reflect how employer matching logic is structured within the system.
Therefore, using a separate match plan with dependency rules is the correct and standard approach.
NEW QUESTION # 33
What report will the benefit administrator use to close and finalize mass events?
Answer: C
NEW QUESTION # 34
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: D
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 # 35
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