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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Benefits Setup and Administration | 30% | - Life events configuration and processing - Benefit plans, plan types and coverage configuration - Eligibility rules, enrollment rules and benefit groups - Open enrollment setup and management - Cost sharing, rate tables and payroll integration |
| Topic 2: Practical Application and Configuration | 10% | - System configuration exercises - Enrollment simulation and troubleshooting |
| Topic 3: Compliance and Audit | 10% | - Audit trails and documentation - Regulatory compliance requirements |
| Topic 4: Introduction to Workday Benefits | 15% | - Navigation and functional overview - Workday Benefits architecture and core concepts |
| Topic 5: Integration with HCM and Payroll | 20% | - Data flow between Benefits, HCM and Payroll - Automatic deductions and updates - Carrier files and external interfaces |
| Topic 6: Reporting and Analytics | 15% | - Enrollment analysis and audit reporting - Custom report creation - Standard benefits reports |
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NEW QUESTION # 29
What business process allows you to change benefit elections during HCM business processes like Hire and Change Job?
Answer: C
Explanation:
The correct answer is D because Change Benefits (Default Definition) is the standard business process in Workday that enables benefit elections to be triggered and processed in conjunction with core HCM events such as Hire, Change Job, or other staffing actions. This business process is designed to integrate with HCM workflows and ensures that benefit eligibility and enrollment opportunities are automatically initiated when relevant changes occur in a worker's employment status.
Option A is incorrect because Open Enrollment is a specific, scheduled event that applies to all eligible workers during a defined period, not to individual HCM transactions. Option B is also incorrect because Life Event processes are triggered by employee-reported changes such as marriage or birth, rather than system- driven HCM events. Option C is not a standard Workday benefits business process used for enrollment. The Default Definition provides the foundational configuration that links benefits processing with HCM business processes, allowing seamless and automated benefit election updates during key employment events.
NEW QUESTION # 30
A company wants to reinstate benefits for employees rehired within six months of their termination date. How will you configure this?
Answer: B
Explanation:
The correct answer is C because reinstatement of benefits for rehired employees is configured through an Enrollment Event Type , not at the individual benefit plan level. Workday uses the enrollment event type to define whether a rehire should trigger reinstatement behavior, how long the reinstatement window remains valid, and which business processes and reasons should launch that event. By selecting Reinstatement Event and setting the Reinstatement Period to six months, the system can determine whether a rehired employee falls within the allowed timeframe to restore prior benefit elections.
Associating the event with the Hire Employee business process and the correct rehire reason ensures the event is triggered automatically when the rehire occurs. Option A is incorrect because reinstatement is not configured on a benefit plan itself. Option B is not appropriate because manual reinstatement introduces inconsistency and bypasses standard event automation. Option D is also incorrect because a step delay in the business process does not define reinstatement logic or prior-election restoration rules. The correct design is to configure a reinstatement-enabled enrollment event type tied to the rehire process.
NEW QUESTION # 31
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: B
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 # 32
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 HSA and FSA elections are no longer enrolled in those plans?
Answer: D
Explanation:
The correct answer is A because Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA) typically require active re-enrollment each plan year , meaning they do not automatically carry forward prior elections. In Workday, this behavior is controlled through the Defaulting Rules on the Coverage Rules tab of the Enrollment Event Rule. By selecting Default to Waive , the system ensures that if an employee does not take action during Open Enrollment, their election for these plans will default to waived status, effectively ending their participation for the new plan year.
Option B is incorrect because Default to Current Elections or Waive would retain prior elections if no changes are made, which contradicts the requirement that HSA and FSA should not remain active without explicit enrollment. Option C is also incorrect because reinstating previous elections would automatically continue participation. Option D is not relevant because provider or classification defaulting does not control whether coverage continues or is waived. Therefore, to enforce active enrollment and prevent automatic carryover, the correct configuration is Default to Waive .
NEW QUESTION # 33
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 # 34
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