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NEW QUESTION # 45
You must create a rate for a client's medical plan based on an employee's age, tobacco usage, and the coverage target the employee selects. What rate type will meet these requirements?
Answer: D
Explanation:
The correct answer is B because a Calculated Health Care Rate is designed for medical plan pricing that depends on multiple worker-specific and election-specific factors. In this scenario, the rate must vary based on the employee's age , tobacco usage , and the coverage target selected during enrollment. That combination requires a configurable rate structure capable of evaluating demographic factors and enrollment choices together, which is exactly what a calculated health care rate supports in Workday.
Option A is incorrect because a flat health care rate applies a fixed amount and does not dynamically adjust based on employee attributes or selected coverage targets. Option C is not the best fit because a Benefit Annualized Rate is intended to standardize cost presentation or annualization logic rather than drive complex medical pricing based on multiple eligibility and rating factors. Option D is also incorrect because a benefit surcharge is generally used to add an extra charge for a specific condition, such as tobacco use, but it does not by itself represent the full rate structure for the medical plan. A calculated health care rate is the appropriate configuration when several variables determine the employee's cost.
NEW QUESTION # 46
During testing, a consultant observed that a specific medical benefit is not appearing for any eligible employees during enrollment events. Where should the consultant check to confirm that the benefit is active?
Answer: B
Explanation:
The correct answer is A because in Workday, a benefit plan must be included in the Benefit Plan Year Definition to be available for enrollment during a specific plan year. Even if the plan is fully configured with eligibility rules, rates, and coverage targets, it will not appear to employees unless it is explicitly associated with the active plan year. This configuration determines whether the plan is "active" and available for enrollment events such as Open Enrollment or life events.
Option B is incorrect because Health Care Rates define cost calculations but do not control whether a plan is available or visible. Option C is also incorrect because Benefit Coverage Types classify the type of benefit (such as medical or dental) but do not determine plan availability. Option D is incorrect because Health Care Coverage Targets define employer and employee cost-sharing, not whether the plan is active for enrollment.
Therefore, if a benefit plan is not appearing during enrollment, the first place to verify is whether it has been properly added to the Benefit Plan Year Definition for the relevant plan year.
NEW QUESTION # 47
You are preparing to go live on Workday Benefits for your U.K. employees. Child dependents in the U.K.
stop coverage on the last day of the month in which they turn 25 years old. You create a benefit event called Child Reaches Age Limit. Where in the Enrollment Event Rule do you add Child Reaches Age Limit?
Answer: C
Explanation:
The correct answer is B because when a dependent reaches an age limit and loses eligibility for coverage, Workday treats this as a loss of coverage event . In this scenario, the child turning 25 triggers the termination of dependent eligibility, meaning their coverage must end. The Loss of Coverage tab within the Enrollment Event Rule is specifically designed to handle situations where an individual or dependent is no longer eligible for a benefit and coverage needs to be removed or ended.
Option A is incorrect because the Currently Covered tab is used to manage existing enrollments that remain valid, not those that must terminate due to eligibility changes. Option C applies to scenarios where coverage is being initiated or waived, not removed due to age limits. Option D is also incorrect because the Newly Eligible tab is used when a worker or dependent becomes eligible for new coverage, which is the opposite of this situation. Since the event results in the dependent losing eligibility and coverage, configuring it under the Loss of Coverage tab ensures proper termination processing within the enrollment event.
NEW QUESTION # 48
Your company decides to require workers to attach a document when they report a life event. Where will you configure this?
Answer: D
Explanation:
The correct answer is D because requiring supporting documentation during a life event submission is controlled through the business process framework , specifically within the Change Benefits business process
. Workday allows administrators to enforce rules such as mandatory attachments by configuring a validation rule on the business process step. This ensures that when an employee submits a life event, the system checks for the presence of an attachment and prevents submission if the requirement is not met.
Option A is incorrect because the Route to Benefits Partner checkbox only determines whether the event is routed for review by a benefits administrator and does not enforce document attachment requirements. Option B is unrelated, as Do Not Reprocess controls event reprocessing behavior. Option C is also incorrect because Worker Selectable determines whether employees can initiate the event, not whether attachments are required.
To enforce compliance and ensure documentation is provided at submission, the requirement must be configured using a validation rule within the Change Benefits business process.
NEW QUESTION # 49
The Marriage event is missing when employees initiate a change benefit event in employee self-service. What would cause this?
Answer: B
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 # 50
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