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| Section | Objectives |
|---|---|
| Topic 1: Benefits Configuration Overview | - Benefits Administration Basics
|
| Topic 2: Eligibility and Enrollment | - Eligibility Rules
|
| Topic 3: Benefits Administration Operations | - Reporting and Auditing
|
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NEW QUESTION # 18
What scenario requires you to include a Health Care Classification in the plan setup?
Answer: B
Explanation:
The correct answer is C because a Health Care Classification is typically required in Workday when configuring U.S. medical plans . This classification supports plan identification and compliance-related processing within the United States benefits framework. It is used to distinguish the type of medical coverage being offered and helps align the plan with U.S.-specific benefits administration requirements, reporting needs, and downstream processing. Since U.S. medical plans are subject to particular health coverage categorizations, including this value during plan setup is an essential part of proper configuration.
Option B is not correct because Canadian medical plans do not use the same U.S.-specific health care classification requirement. Option A and Option D are also incorrect because Health Savings Accounts are different benefit types from medical plans. Although an HSA may be linked to a medical election in the U.S., the question asks specifically about including a Health Care Classification in the plan setup , which is associated with the medical plan configuration itself rather than the savings account plan. Therefore, the scenario that requires this setup element is a Medical plan for USA .
NEW QUESTION # 19
Terminated employees' benefits should stay active through the last day of the month. However, their benefits are inactive on their termination date. What would cause this?
Answer: D
Explanation:
The correct answer is D because the behavior described shows that benefit coverage is ending immediately on the employee's termination date rather than continuing through the end of the month. In Workday, this outcome is controlled by the Coverage End Date setting on the termination event within the Enrollment Event Rule . If that setting is configured as On the Event Date , coverage ends on the exact date of termination, which explains why benefits become inactive right away.
Option C is incorrect because if the Coverage End Date were set to Last Day of the Month , the employee's benefits would remain active until the month-end, which is the desired result. Option A is not the best answer because a half-month rule would produce a different timing result and would not directly explain coverage ending exactly on the termination date. Option B is also incorrect because an end date based on the next pay period begin date would not typically cause immediate termination-date inactivation. Since the system is ending benefits on the termination date itself, the termination event rule is clearly set to On the Event Date .
NEW QUESTION # 20
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: B
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 # 21
Your company decides to require workers to attach a document when they report a life event. Where will you configure this?
Answer: B
Explanation:
The correct answer is D because requiring supporting documentation during a life event submission is controlled through the business process framework , specifically within the Change Benefits business process
. Workday allows administrators to enforce rules such as mandatory attachments by configuring a validation rule on the business process step. This ensures that when an employee submits a life event, the system checks for the presence of an attachment and prevents submission if the requirement is not met.
Option A is incorrect because the Route to Benefits Partner checkbox only determines whether the event is routed for review by a benefits administrator and does not enforce document attachment requirements. Option B is unrelated, as Do Not Reprocess controls event reprocessing behavior. Option C is also incorrect because Worker Selectable determines whether employees can initiate the event, not whether attachments are required.
To enforce compliance and ensure documentation is provided at submission, the requirement must be configured using a validation rule within the Change Benefits business process.
NEW QUESTION # 22
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?
Answer: A
Explanation:
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.
NEW QUESTION # 23
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