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| Certification Vendor: | Workday |
|---|---|
| Exam Name: | Workday Pro Certification - Benefits |
| Exam Number: | Workday-Pro-Benefits |
| Exam Price: | USD 150 |
| Exam Duration: | 120 minutes |
| Exam Format: | Drag-and-drop, Multiple-choice, Scenario-based |
| Certificate Validity Period: | 2 years |
| Related Certifications: | Workday Pro Certifications Workday Certified Professional - HCM |
| Available Languages: | English |
| Real Exam Qty: | 55 |
| Passing Score: | 80% |
| 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 |
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NEW QUESTION # 39
What report will the benefit administrator use to close and finalize mass events?
Answer: B
NEW QUESTION # 40
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: B
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 # 41
Your company decides to require workers to attach a document when they report a life event. Where will you configure this?
Answer: C
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 # 42
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 # 43
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 # 44
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