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NEW QUESTION # 12
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: D
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 # 13
The benefits administrator must ensure newly acquired employees are eligible for two benefit plans that the rest of the company is not eligible for. To present all employees with a unified open enrollment experience and consistent rate frequency on enrollment pages, how should the benefits administrator configure this?
Answer: A
Explanation:
The correct answer is A because the requirement is to give all employees a unified open enrollment experience while restricting only two specific plans to the acquired population. In Workday, when the broader enrollment structure should remain the same for everyone, the preferred design is to keep workers in a single benefit group and use benefit plan eligibility rules to control access to individual plans. This preserves a consistent enrollment flow, rate frequency presentation, and general benefits framework while still limiting the two acquired-population plans to the correct employees.
Option B is incorrect because leaving the plan eligibility rule blank would make those plans available to everyone in the benefit group. Option C is not the best design because creating separate benefit groups introduces a broader split in the benefits framework, which can lead to a less unified enrollment experience and additional administrative complexity when only two plans need to differ. Option D is also incorrect because manual assignment is not the standard scalable configuration approach in Workday Benefits. Plan- level eligibility is the correct method when only selected plans must be restricted within a shared enrollment structure.
NEW QUESTION # 14
The benefit partner is monitoring new hire benefit events that are in progress. What report provides this information?
Answer: A
Explanation:
The correct answer is B because the Benefit Events Status report is specifically designed to track and monitor benefit events across various stages, including in progress, submitted, completed, or cancelled . This report provides visibility into event activity at the individual worker level and is commonly used by benefits administrators to monitor ongoing events such as new hire benefit enrollments . It allows administrators to identify which employees still need to complete their elections and ensures timely follow-up.
Option A is incorrect because the Benefit Group Audit report focuses on validating worker assignment to benefit groups and identifying eligibility overlaps, not event progress. Option C is also incorrect because the Benefit Census report provides a snapshot of current benefit enrollments rather than tracking event status.
Option D is incorrect because Open Enrollment Status is specific to open enrollment events and does not provide detailed tracking for other event types like new hire events. For monitoring active benefit events, especially new hire enrollments, the correct report is Benefit Events Status .
NEW QUESTION # 15
A consultant is working with a client to set up maximum coverage limits between two insurance plans. The client wants the Spousal Life coverage to be no more than 50% of the employee's Voluntary Supplemental Life coverage. How will the consultant implement this?
Answer: C
Explanation:
The correct answer is D because Workday provides cross plan insurance rules specifically to control relationships between elections across multiple insurance plans. When one plan's maximum coverage must be calculated as a percentage of another plan's election, the correct configuration is a cross plan insurance percentage maximum . In this case, the Spousal Life plan must be capped at 50% of the employee's Voluntary Supplemental Life election, so the system needs a rule that compares the two plans and enforces that percentage-based limit during enrollment.
Option A is incorrect because an eligibility rule determines whether a worker can enroll in a plan, not how one insurance election is mathematically limited by another. Option B is also incorrect because business process validations are not the standard configuration method for enforcing insurance coverage relationships during benefit elections. Option C does not solve the requirement either, since a prerequisite can require another election but does not impose a percentage-based maximum. To enforce dependent insurance coverage limits tied to an employee's elected amount, Workday uses a cross plan insurance percentage maximum, making D the correct configuration choice.
NEW QUESTION # 16
You have a new gym membership benefit offering. You currently do not offer any gym benefits. Before you can configure the plan, what must you do?
Answer: D
Explanation:
The correct answer is C because Workday Benefits configuration starts with the foundational components that define how a benefit offering is structured. When introducing a completely new type of benefit such as a gym membership, the system must first recognize the benefit category through an appropriate coverage type . The coverage type serves as a core setup element that supports plan creation and determines how the plan is classified within the benefits framework.
Option A is not correct because rates are generally configured after the underlying plan structure exists. Rates define pricing or cost-sharing, but they do not establish the foundational setup needed to create a new benefit offering. Option B is also incorrect because benefit groups are used to organize worker eligibility and enrollment populations, not to establish the base benefit component required for a new plan type. Option D applies to dependent or related-person scenarios, such as spouse or child coverage, which is not relevant for a gym membership benefit. In this case, defining the proper coverage type is the necessary first step before the plan itself can be configured.
NEW QUESTION # 17
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