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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 - Cost sharing, rate tables and payroll integration - Open enrollment setup and management |
| Topic 2: Practical Application and Configuration | 10% | - Enrollment simulation and troubleshooting - System configuration exercises |
| Topic 3: Reporting and Analytics | 15% | - Enrollment analysis and audit reporting - Standard benefits reports - Custom report creation |
| Topic 4: Integration with HCM and Payroll | 20% | - Automatic deductions and updates - Data flow between Benefits, HCM and Payroll - Carrier files and external interfaces |
| Topic 5: Compliance and Audit | 10% | - Audit trails and documentation - Regulatory compliance requirements |
| Topic 6: Introduction to Workday Benefits | 15% | - Navigation and functional overview - Workday Benefits architecture and core concepts |
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NEW QUESTION # 50
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: B
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 # 51
What situation would require your company to create a second benefit group?
Answer: C
Explanation:
The correct answer is D because a second benefit group is typically required when a distinct worker population must follow a different overall benefits structure or administration cycle. In an acquisition scenario, newly acquired employees may need separate eligibility handling, separate plan year alignment, and a different open enrollment schedule from the existing workforce. Since benefit groups are used to organize broad populations that share common benefit administration rules, creating a separate group is the appropriate way to manage that difference.
Option A is not the best answer because workers who are not benefits-eligible can generally be excluded through eligibility rules rather than requiring an entirely separate benefit group. Option B describes a plan- specific eligibility condition, which is normally handled through plan eligibility rules, not by creating a new benefit group. Option C may also be addressed through location-based eligibility at the plan level when only one specific medical plan differs. A second benefit group is most appropriate when the difference affects the broader benefits framework, such as enrollment timing, plan administration, or population-wide setup. That is why a separate open enrollment period for an acquired workforce justifies creating another benefit group.
NEW QUESTION # 52
Your company hires a new employee after the initiation of open enrollment (OE). All other employees in the same benefit group have received OE, but the new hire has not. Why is the new employee missing the OE task in their inbox when they log in?
Answer: D
Explanation:
The correct answer is C because when a new employee is hired after Open Enrollment has already been initiated, Workday typically prioritizes the employee's new hire benefits event first. The system does this to ensure the worker completes their initial eligibility-based elections before any broader enrollment event is coordinated for them. Once the new hire event is completed, Workday can then reprocess the Open Enrollment event so the employee is brought into the same enrollment cycle as others in the benefit group, if applicable.
This behavior is part of Workday's event coordination logic, which prevents overlapping benefits tasks from creating conflicting elections or duplicate enrollment opportunities. Option A is incorrect because marking an event as Worker Selectable affects self-service visibility, not whether a new hire initially receives an OE inbox task. Option B is unrelated because a Reinstatement Event applies to rehire scenarios, not newly hired workers entering an open enrollment cycle. Option D is also incorrect because No Changes Allowed would restrict election changes within an event, but it would not explain why the OE task is not initially present. The missing task is due to reprocessing after completion of the new hire event.
NEW QUESTION # 53
How do you update the HSA contribution limits to take effect in the upcoming open enrollment?
Answer: A
Explanation:
The correct answer is B because Workday uses effective dating to manage changes to benefit plans over time, including contribution limits for plans such as Health Savings Accounts (HSAs). To ensure that new contribution limits apply for the upcoming open enrollment period, administrators must update the HSA plan with an effective date aligned to the start of the new benefit plan year. This allows the system to maintain historical accuracy while applying updated limits prospectively for future enrollments.
By entering the new limits with the correct future effective date, Workday ensures that employees enrolling during open enrollment will see and be governed by the updated contribution thresholds. Option A is incorrect because HSA contribution limits are configured within the benefit plan, not solely in payroll. Option C is incorrect because Workday does not prompt administrators automatically to update limits during enrollment events. Option D is also incorrect because Workday does not automatically adjust HSA limits; administrators must manually update them to reflect regulatory changes. Proper use of effective dating ensures accurate and compliant benefit plan configuration across plan years.
NEW QUESTION # 54
Refer to the following scenario to answer the question below.
You initiate open enrollment on November 1 with a Benefit Event Date of January 1. You close open enrollment on November 20. Open enrollment has already been launched and you chose the wrong benefit groups. What do you need to do?
Answer: D
Explanation:
The correct answer is A because once Open Enrollment has been launched with incorrect benefit groups , the proper corrective action in Workday is to rescind the open enrollment event . Rescinding reverses the event for affected employees and removes the enrollment tasks that were incorrectly generated. This allows the administrator to correct the configuration and relaunch the event with the appropriate benefit groups.
Option B is incorrect because Open Enrollment cannot simply be "corrected" after it has been launched; the population tied to the event is already established and must be reset. Option C is not relevant because sending reminders does not fix incorrect group assignment. Option D is also incorrect because canceling and re- initiating without rescinding would leave prior events and data inconsistencies in place.
Rescinding ensures a clean reset of the enrollment process, allowing administrators to properly configure and relaunch Open Enrollment for the correct population without conflicts or duplicate events.
NEW QUESTION # 55
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