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NEW QUESTION # 21
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: B
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 # 22
During a Change Benefits event, the benefit partner must be able to change the event date submitted by the employee. How will you configure this?
Answer: D
Explanation:
The correct answer is D because the Review Benefit Changes action step gives the benefit partner an opportunity to review and correct event details, including the event date, before the employee's elections are finalized. In Workday, the timing of that review step is critical. If the event date needs to be adjusted, it must be done before the Change Benefit Election steps so the system can correctly evaluate eligibility, effective dates, enrollment windows, and the plans available for selection based on the corrected event date.
Option A is incorrect because the configuration belongs in the standard Change Benefits business process rather than a differently named business process. Option B is not correct because event dates are not simply editable at any time without process design to support the review. Option C is also incorrect because placing the review step after elections would allow employees to make elections using potentially incorrect eligibility timing, which can produce inaccurate enrollment results. The proper design is to position the review step before elections so the business process uses the corrected event data throughout the remainder of the benefits event.
NEW QUESTION # 23
The Marriage event is missing when employees initiate a change benefit event in employee self-service. What would cause this?
Answer: A
Explanation:
The correct answer is B because for an enrollment event type to appear to employees in self-service, the event must be configured as Worker Selectable . This setting controls whether employees can initiate that life event themselves from the Benefits and Pay Hub or other employee self-service entry points. If the Marriage event is not marked as worker selectable, it will not display as an available option when employees attempt to start a change benefits event.
Option A is incorrect because Route to Benefit Partner determines whether the event is routed for administrative review or handling, not whether the event appears to the employee as a selectable option.
Option C is also incorrect because the Employee Cannot Report After Days to Enroll setting governs submission timing after the event date, not visibility in self-service. Option D is unrelated because Do Not Reprocess controls event reprocessing behavior and does not determine whether employees can initiate the event. To make a marriage life event visible and available in employee self-service, the event type must have the Worker Selectable checkbox enabled.
NEW QUESTION # 24
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 medical or dental plans remain in the elections they had prior to open enrollment?
Answer: C
Explanation:
The correct answer is B because medical and dental plans typically follow a passive enrollment approach during Open Enrollment, meaning employees who take no action should automatically retain their current elections. In Workday, this behavior is controlled through the Defaulting Rules on the Coverage Rules tab of the Enrollment Event Rule. Selecting Default to Current Elections or Waive ensures that if an employee does not actively make changes, the system carries forward their existing elections into the new plan year.
This aligns with the requirement that employees remain enrolled in their prior medical and dental coverage unless they explicitly choose otherwise. Option A is incorrect because Priority Coverage is used when selecting among multiple available options rather than maintaining existing elections. Option C is not appropriate because it introduces unnecessary complexity and is not the standard configuration for passive enrollment scenarios. Option D is incorrect because Default to Waive would terminate coverage for employees who do not take action, which contradicts the requirement. Therefore, using Default to Current Elections or Waive ensures consistent continuation of coverage for passive enrollment plans like medical and dental.
NEW QUESTION # 25
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 # 26
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