IT인증자격증을 취득하려고 마음먹었으면 끝까지 도전해봐야 합니다. Workday인증 Workday-Pro-Benefits시험이 아무리 어려워도DumpTOP의Workday인증 Workday-Pro-Benefits덤프가 동반해주면 시험이 쉬워지는 법은 많이 알려져 있습니다. DumpTOP의Workday인증 Workday-Pro-Benefits덤프는 100% 패스보장 가능한 덤프자료입니다.한번만 믿어주시고DumpTOP제품으로 가면 시험패스는 식은 죽 먹기처럼 간단합니다.
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>> Workday-Pro-Benefits시험패스보장덤프 <<
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질문 # 49
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?
정답：D
설명：
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.
질문 # 50
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 # 51
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 medical or dental plans remain in the elections they had prior to open enrollment?
정답：A
설명：
The correct answer is B because medical and dental plans typically follow a passive enrollment approach during Open Enrollment, meaning employees who take no action should automatically retain their current elections. In Workday, this behavior is controlled through the Defaulting Rules on the Coverage Rules tab of the Enrollment Event Rule. Selecting Default to Current Elections or Waive ensures that if an employee does not actively make changes, the system carries forward their existing elections into the new plan year.
This aligns with the requirement that employees remain enrolled in their prior medical and dental coverage unless they explicitly choose otherwise. Option A is incorrect because Priority Coverage is used when selecting among multiple available options rather than maintaining existing elections. Option C is not appropriate because it introduces unnecessary complexity and is not the standard configuration for passive enrollment scenarios. Option D is incorrect because Default to Waive would terminate coverage for employees who do not take action, which contradicts the requirement. Therefore, using Default to Current Elections or Waive ensures consistent continuation of coverage for passive enrollment plans like medical and dental.
질문 # 52
You are preparing to go live on Workday Benefits for your U.K. employees. Child dependents in the U.K.
stop coverage on the last day of the month in which they turn 25 years old. You create a benefit event called Child Reaches Age Limit. Where in the Enrollment Event Rule do you add Child Reaches Age Limit?
정답：C
설명：
The correct answer is B because when a dependent reaches an age limit and loses eligibility for coverage, Workday treats this as a loss of coverage event . In this scenario, the child turning 25 triggers the termination of dependent eligibility, meaning their coverage must end. The Loss of Coverage tab within the Enrollment Event Rule is specifically designed to handle situations where an individual or dependent is no longer eligible for a benefit and coverage needs to be removed or ended.
Option A is incorrect because the Currently Covered tab is used to manage existing enrollments that remain valid, not those that must terminate due to eligibility changes. Option C applies to scenarios where coverage is being initiated or waived, not removed due to age limits. Option D is also incorrect because the Newly Eligible tab is used when a worker or dependent becomes eligible for new coverage, which is the opposite of this situation. Since the event results in the dependent losing eligibility and coverage, configuring it under the Loss of Coverage tab ensures proper termination processing within the enrollment event.
질문 # 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. Open enrollment has already been launched and you chose the wrong benefit groups. What do you need to do?
정답：D
설명：
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.
질문 # 54
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