DumpTOP는DumpTOP의Workday인증 Workday-Pro-Benefits덤프자료를 공부하면 한방에 시험패스하는것을 굳게 약속드립니다. DumpTOP의Workday인증 Workday-Pro-Benefits덤프로 공부하여 시험불합격받으면 바로 덤프비용전액 환불처리해드리는 서비스를 제공해드리기에 아무런 무담없는 시험준비공부를 할수 있습니다.
| Certification Vendor: | Workday |
|---|---|
| Exam Name: | Workday Pro Certification - Benefits |
| Exam Number: | Workday-Pro-Benefits |
| Available Languages: | English |
| Certificate Validity Period: | 2 years |
| Real Exam Qty: | 55 |
| Passing Score: | 80% |
| Exam Price: | USD 150 |
| Related Certifications: | Workday Pro Certifications Workday Certified Professional - HCM |
| Exam Duration: | 120 minutes |
| Exam Format: | Scenario-based, Drag-and-drop, Multiple-choice |
| Recommended Training: | Workday Pro Benefits Training Course |
| Exam Registration: | Workday Certification Portal |
| Sample Questions: | Workday Workday-Pro-Benefits Sample Questions |
| Exam Way: | Online proctored exam |
| Pre Condition: | Recommended: Hands-on experience with Workday HCM and Benefits configuration; no mandatory prerequisite exams |
| Official Syllabus URL: | https://www.workday.com/en-us/services/certifications.html |
>> Workday-Pro-Benefits유효한 덤프문제 <<
IT업계에 계속 종사할 의향이 있는 분들께 있어서 국제공인 자격증 몇개를 취득하는건 반드시 해야하는 선택이 아닌가 싶습니다. Workday Workday-Pro-Benefits 시험은 국제공인 자격증시험의 인기과목으로서 많은 분들이 저희Workday Workday-Pro-Benefits덤프를 구매하여 시험을 패스하여 자격증 취득에 성공하셨습니다. Workday Workday-Pro-Benefits 시험의 모든 문제를 커버하고 있는 고품질Workday Workday-Pro-Benefits덤프를 믿고 자격증 취득에 고고싱~!
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질문 # 54
You create a cross-plan dependency to require employees to enroll in Basic Life before they can enroll in Spouse Life. The cross-plan dependency does not have a benefit group in the Benefit Group field. What is the expected behavior?
정답：B
설명：
The correct answer is D because in Workday, when a configuration object such as a cross-plan dependency is created without a specific Benefit Group value, the setup is treated as broadly applicable rather than restricted to one population. In this case, leaving the Benefit Group field blank means the dependency is not limited to a single benefit group, so it is evaluated across all benefit groups where the referenced plans are available. As a result, employees must enroll in Basic Life before Spouse Life wherever that dependency is relevant.
Option A is incorrect because the system does allow the setup to be saved without populating the Benefit Group field. Option B is also incorrect because a blank group does not mean the dependency is ignored; it means it is not group-specific. Option C is not correct because this is not simply an invalid setup that generates an alert without effect. Workday commonly uses blank scoping fields to indicate global applicability. Therefore, omitting the Benefit Group causes the cross-plan dependency to apply to all benefit groups rather than none or only one.
질문 # 55
Which rates can include demographic factors such as Age in Years and Length of Service in Months?
정답：A
설명：
The correct answer is C because Workday allows insurance rates and calculated healthcare rates to incorporate demographic factors such as age and length of service when determining employee contributions or employer costs. These types of rates are designed to be dynamic and flexible, enabling organizations to apply tiered or variable pricing structures based on worker-specific attributes. For example, insurance plans often vary premiums based on age bands, while calculated healthcare rates can use formulas that consider service duration or other demographic criteria.
Option A is incorrect because flat healthcare rates apply a fixed cost regardless of employee characteristics, meaning demographic factors are not considered. Option B is incorrect because Benefits Annualized Rates (BAR) primarily standardize cost calculations over time and do not inherently support demographic-based variations. Option D is also incorrect because additional benefits rates are typically used for supplemental offerings and do not provide the same level of demographic-driven calculation capability. Therefore, insurance and calculated healthcare rates are the appropriate rate types for incorporating demographic factors in Workday Benefits configuration.
질문 # 56
A company wants to reinstate benefits for employees rehired within six months of their termination date. How will you configure this?
정답：A
설명：
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.
질문 # 57
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?
정답：A
설명：
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.
질문 # 58
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?
정답：C
설명：
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 .
질문 # 59
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