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NEW QUESTION # 35
What configuration limits an employee's self-service benefit event initiation to within 30 days of today's date?
Answer: A
Explanation:
The correct answer is C because Workday controls how long an employee has to report a self-service life event through the Days to Enroll value combined with the Employee Cannot Report After Days to Enroll setting on the Enrollment Event Type. When Days to Enroll is set to 30 , the system establishes a 30-day reporting window from the event date. Selecting Employee Cannot Report After Days to Enroll enforces that limit by preventing employees from initiating or submitting the event after the allowed timeframe has passed.
Option A is incorrect because Do Not Reprocess relates to event reprocessing behavior and does not limit how long an employee has to report the event. Option B is also incorrect because Do Not Reprocess Future Events manages future event handling rather than self-service submission timing. Option D is unrelated because the Reinstatement Event configuration is used for rehired workers or reinstatement scenarios, not for setting the reporting window for standard employee-initiated life events. To restrict employee self-service benefit event initiation to within 30 days, the correct setup is Days to Enroll plus the Employee Cannot Report After Days to Enroll control.
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: A
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
What situation would require your company to create a second benefit group?
Answer: B
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 # 38
How do you update the HSA contribution limits to take effect in the upcoming open enrollment?
Answer: D
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 # 39
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?
Answer: D
Explanation:
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.
NEW QUESTION # 40
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