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| Certification Vendor: | Workday |
|---|---|
| Exam Name: | Workday Pro Certification: Benefits |
| Exam Number: | Workday-Pro-Benefits |
| Passing Score: | 80% |
| Exam Duration: | 120 minutes |
| Real Exam Qty: | 50 |
| Exam Price: | N/A |
| Exam Format: | Multiple Choice, Scenario-Based |
| Related Certifications: | Workday Pro |
| Certificate Validity Period: | N/A |
| Available Languages: | English |
| Sample Questions: | Workday Workday-Pro-Benefits Sample Questions |
| Exam Way: | Online |
| Pre Condition: | Must be a Workday customer or partner; completion of 'HCM Core for Administrators' and 'Benefits for Administrators' courses is required/preparation. |
| Official Syllabus URL: | https://info.workday.com/rs/078-WHZ-188/images/Workday%20Pro%20Benefits%20Certification%20Exam%20Guide.pdf?version=0 |
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NEW QUESTION # 36
A worker is showing up on the Benefit Group Audit in more than one benefit group. How will you ensure the worker is only eligible for one benefit group?
Answer: B
Explanation:
The correct answer is D because benefit groups in Workday are driven by benefit group eligibility rules , and the Benefit Group Audit is specifically used to identify workers who qualify for more than one group at the same time. When a worker appears in multiple benefit groups, the root cause is almost always overlapping or conflicting eligibility logic within those group definitions. The appropriate corrective action is to review the criteria assigned to each benefit group and determine exactly why the worker satisfies both sets of rules.
Option A is not appropriate because creating an additional broad benefit group does not resolve the overlap; it would likely add more complexity and increase the risk of duplicate eligibility. Option B focuses on plan- level eligibility, which is downstream from the benefit group assignment and does not address why the worker entered multiple groups in the first place. Option C relates to event processing and enrollment timing, not foundational eligibility setup. To ensure a worker is only eligible for one benefit group, the administrator must refine or correct the group eligibility rules so the criteria are mutually exclusive and aligned with the intended benefits population.
NEW QUESTION # 37
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: B
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 # 38
What report shows a detailed breakdown by benefit group of all in progress, submitted, cancelled, closed, and finalized events?
Answer: A
Explanation:
The correct answer is D because the Open Enrollment Status report in Workday provides a comprehensive view of benefit event activity across different statuses, including in progress, submitted, cancelled, closed, and finalized events . It is specifically designed to track enrollment progress and completion at a summarized level, often grouped by benefit group , allowing administrators to monitor participation and identify outstanding actions during enrollment cycles.
Option A is incorrect because Enrollment Count focuses on numerical summaries of enrollments rather than detailed status tracking across event stages. Option B is also incorrect because the Benefit Group Audit report is used to validate eligibility and identify workers assigned to multiple benefit groups, not to track event processing statuses. Option C is incorrect because Benefit Census provides a snapshot of current enrollments and participant data but does not track event lifecycle statuses. The Open Enrollment Status report is the appropriate tool for monitoring event progress and status breakdowns across benefit groups.
NEW QUESTION # 39
A company wants to provide employees with additional information about their benefits and links to benefit sites. Where do you configure this?
Answer: C
Explanation:
The correct answer is A because Enrollment Instructions in Workday are used to present employees with guidance, explanatory text, and helpful links during the benefits enrollment experience. This is the appropriate configuration area when an organization wants to provide additional benefit information, direct workers to carrier or vendor websites, or include messaging that supports enrollment decision-making. These instructions enhance the employee experience by making relevant information available at the point where workers review and elect their benefits.
Option B is incorrect because Enrollment Event Types define the type of benefits event, such as open enrollment or a life event, but they are not primarily used to store employee-facing informational content and links. Option C is unrelated because Health Care Coverage Targets are used for plan design and contribution strategies, not communication content. Option D is also incorrect because Benefit Coverage Types classify benefit offerings and do not control enrollment messaging. When the goal is to display helpful descriptions, external site references, or decision-support text during benefits enrollment, the correct configuration task is Maintain Enrollment Instructions .
NEW QUESTION # 40
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: D
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 # 41
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