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| Section | Weight | Objectives |
|---|---|---|
| Benefits Setup and Administration | 30% | - Open enrollment setup and management - Benefit plans, plan types and coverage configuration - Eligibility rules, enrollment rules and benefit groups - Life events configuration and processing - Cost sharing, rate tables and payroll integration |
| Compliance and Audit | 10% | - Audit trails and documentation - Regulatory compliance requirements |
| Integration with HCM and Payroll | 20% | - Data flow between Benefits, HCM and Payroll - Carrier files and external interfaces - Automatic deductions and updates |
| Reporting and Analytics | 15% | - Standard benefits reports - Custom report creation - Enrollment analysis and audit reporting |
| Introduction to Workday Benefits | 15% | - Workday Benefits architecture and core concepts - Navigation and functional overview |
| Practical Application and Configuration | 10% | - Enrollment simulation and troubleshooting - System configuration exercises |
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NEW QUESTION # 50
A new benefit plan will become eligible for enrollment for employees on July 1, in the middle of the current plan year. What steps do you take to ensure the plan is implemented and eligibility is controlled correctly?
Answer: A
Explanation:
The correct answer is C because Workday allows benefit plans to be introduced mid-year by using effective dating on the plan and associating that plan with the existing benefit plan year definition . Since the plan must become available on July 1 within the current plan year , the correct approach is to configure the plan with a future effective date of July 1 and ensure it is included in the current plan year so eligible workers can enroll when the plan becomes active.
Option A is incorrect because delaying the plan until the next plan year does not meet the stated requirement for a mid-year rollout. Option B is also incorrect because creating a separate plan year beginning July 1 is not the standard solution when the organization is already operating within an existing plan year. Option D is incorrect because eligibility is not automatically controlled simply by adding the plan to a plan year; eligibility must still be governed through the appropriate benefit group and plan eligibility configuration.
Effective dating plus inclusion in the current plan year provides the correct structure for controlled mid-year implementation.
NEW QUESTION # 51
To trigger a job change benefit event you must insert the Change Benefits for Life Event subprocess (Change Benefit Elections step) into the Change Job business process. What else must you configure for the benefit event to trigger?
Answer: B
Explanation:
The correct answer is B because adding the Change Benefits for Life Event subprocess into the Change Job business process only enables the process flow. Workday still needs to know which specific HCM transaction should trigger the benefit event. That linkage is configured on Maintain Enrollment Event Types , where the administrator associates the enrollment event with the relevant business process and reason in the Events and Reasons section. By adding the Change Job business process there, Workday can recognize that a job change meeting the configured criteria should launch the related benefits event.
Option A is incorrect because a condition rule on the Change Benefits business process alone does not establish the event trigger source. Option C is not correct because a passive event is used for automatic plan changes based on eligibility or timing, not for linking a staffing transaction to a benefits event trigger. Option D is also incorrect because Enrollment Event Rules govern coverage timing and election behavior after the event is triggered; they do not define the originating HCM business process. The trigger source must be configured on the enrollment event type itself.
NEW QUESTION # 52
What is true about benefit events in Workday?
Answer: C
Explanation:
The correct answer is D because benefit events in Workday are highly configurable and designed to align with an organization's specific business processes and policy requirements. Administrators define event types such as life events, open enrollment, or administrative events based on company needs, including eligibility rules, timing, coverage start and end logic, and routing behavior. This flexibility allows organizations to tailor benefit administration to their workforce and regulatory environment.
Option A is incorrect because while Workday provides a framework and some sample configurations, benefit events themselves are not strictly system-delivered and must be configured by the organization. Option B is also incorrect because benefit events typically cannot be freely deleted once in use; instead, they are inactivated to preserve historical data integrity. Option C is incorrect because event closure timing is configurable and depends on settings like Days to Enroll or administrative processes, not an automatic 30-day rule. Therefore, benefit events are best understood as configurable components built to meet company- specific requirements.
NEW QUESTION # 53
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. An employee has a baby on December 16 and submits their birth event in Workday on December 30. How do you ensure the baby receives coverage January 1?
Answer: C
Explanation:
The correct answer is A because the employee's birth life event occurred after open enrollment had already been closed, but before the new plan year effective date of January 1 . In Workday, the birth event can update the employee's future-dated benefit elections so the child is added with coverage effective for the new plan year, but if open enrollment was already closed and finalized, the updated enrollment results must be re- closed and re-finalized so downstream integrations and provider files reflect the revised coverage.
This action is an administrative responsibility handled by the benefit administrator , not simply by the benefit partner. Option B is incorrect because the question asks about the step needed to ensure final integrated coverage handling, which is typically managed at the administrative mass-event level. Option C is unnecessary because rescinding and recreating open enrollment adds avoidable complexity and is not the standard approach. Option D is also incorrect because Workday does not require creation of a hybrid event in this scenario. Re-finalizing the open enrollment results ensures the newborn is included in the January 1 coverage transmission.
NEW QUESTION # 54
When the Finalize Open Benefit Events action closes an overdue benefit event, Workday defaults employees into their current elections or to waive. Where do you configure this defaulting logic?
Answer: D
Explanation:
The correct answer is A because the Coverage Rules tab within the Enrollment Event Rule is where Workday defines how elections are defaulted when an employee does not take action during a benefit event. This includes scenarios such as overdue events that are finalized using the Finalize Open Benefit Events process.
The system uses the defaulting logic configured in this tab-such as "Default to Current Elections or Waive"
-to determine whether existing elections are carried forward or coverage is waived.
Option B is incorrect because the Enrollment Event Type defines the nature of the event and triggering conditions, but it does not control election defaulting behavior. Option C is also incorrect because the Loss of Coverage tab is used to manage coverage termination scenarios, not default election outcomes. Option D is incorrect because benefit plan configuration defines plan-specific details but does not control how elections default when no action is taken during an event. Therefore, to manage how Workday assigns elections when events are closed without employee input, the configuration must be set on the Coverage Rules tab of the Enrollment Event Rule .
NEW QUESTION # 55
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