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| Section | Objectives |
|---|---|
| Topic 1: Benefits Administration Operations | - Reporting and Auditing
|
| Topic 2: Benefits Configuration Overview | - Benefits Setup
|
| Topic 3: Eligibility and Enrollment | - Enrollment Processing
|
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NEW QUESTION # 30
Which rates can include demographic factors such as Age in Years and Length of Service in Months?
Answer: B
Explanation:
The correct answer is C because Workday allows insurance rates and calculated healthcare rates to incorporate demographic factors such as age and length of service when determining employee contributions or employer costs. These types of rates are designed to be dynamic and flexible, enabling organizations to apply tiered or variable pricing structures based on worker-specific attributes. For example, insurance plans often vary premiums based on age bands, while calculated healthcare rates can use formulas that consider service duration or other demographic criteria.
Option A is incorrect because flat healthcare rates apply a fixed cost regardless of employee characteristics, meaning demographic factors are not considered. Option B is incorrect because Benefits Annualized Rates (BAR) primarily standardize cost calculations over time and do not inherently support demographic-based variations. Option D is also incorrect because additional benefits rates are typically used for supplemental offerings and do not provide the same level of demographic-driven calculation capability. Therefore, insurance and calculated healthcare rates are the appropriate rate types for incorporating demographic factors in Workday Benefits configuration.
NEW QUESTION # 31
What must you configure prior to creating an insurance plan?
Answer: A
Explanation:
The correct answer is A because Workday insurance plan setup depends on several foundational insurance- specific components being in place before the plan itself can be configured. These prerequisites include insurance coverage levels , insurance coverage , and the applicable insurance rate . Together, these elements define how the plan will structure enrollment options, what level of protection or election is available, and how the associated cost is calculated. Without these core building blocks, the insurance plan cannot be created correctly because the plan requires a predefined coverage framework and rate structure.
Option B is incorrect because Enrollment Event Rule configuration is related to how and when workers can make benefit changes, not to the foundational setup required before creating the plan. Option C is not correct because those items are not the standard prerequisite configuration components for insurance plan creation.
Option D includes items that may be relevant later in overall benefits administration, but they are not the essential insurance setup components required prior to creating the plan itself. For insurance plan configuration in Workday, the primary prerequisite is the definition of coverage levels, coverage structure, and rates.
NEW QUESTION # 32
Your employer matches dollar-for-dollar 401(k) retirement savings contributions until employees contribute
5% of their salary. How do you configure an employer match in Workday?
Answer: C
Explanation:
The correct answer is D because in Workday, employer match contributions for retirement plans are typically configured using a separate match plan rather than being embedded directly within the employee contribution plan. This design allows for greater flexibility and control over eligibility, contribution rules, and plan dependencies. By creating a distinct 401(k) match plan, administrators can define specific employer contribution logic, such as dollar-for-dollar matching up to a defined percentage, and then link it to the primary 401(k) savings plan.
A cross plan dependency rule ensures that when an employee elects the base 401(k) plan, the corresponding employer match plan is also triggered or made available. This approach supports accurate enrollment behavior and maintains clear separation between employee and employer contributions for reporting and processing purposes. Option A and B incorrectly shift responsibility outside Workday configuration, while Option C oversimplifies the setup and does not reflect how employer matching logic is structured within the system.
Therefore, using a separate match plan with dependency rules is the correct and standard approach.
NEW QUESTION # 33
You are a benefit administrator. You must determine how many benefit groups to create. For what reason would you create more than one benefit group?
Answer: D
Explanation:
The correct answer is C because benefit groups in Workday are typically created when distinct populations of workers need different overall benefits structures, often due to major organizational differences such as country, legal entity, or currency. When employees are located in different countries like the United States and the United Kingdom, they commonly have different benefit programs, regulatory requirements, providers, and plan pricing currencies. In that situation, separate benefit groups help organize eligibility and ensure each population is tied to the correct set of plans and configuration rules.
Option A is not the best reason because holding multiple positions does not by itself require separate benefit groups; eligibility is usually managed through worker and job-based rules. Option B is more appropriately handled through plan-level eligibility rules rather than creating an entirely separate benefit group for one age- based condition. Option D concerns differences within medical plan design, such as coverage targets, which can be handled at the plan configuration level rather than by creating separate groups. Benefit groups should be used when broad populations require distinct benefits frameworks, and different countries with different currencies are a strong example of that need.
NEW QUESTION # 34
A company wants to reinstate benefits for employees rehired within six months of their termination date. How will you configure this?
Answer: B
Explanation:
The correct answer is C because reinstatement of benefits for rehired employees is configured through an Enrollment Event Type , not at the individual benefit plan level. Workday uses the enrollment event type to define whether a rehire should trigger reinstatement behavior, how long the reinstatement window remains valid, and which business processes and reasons should launch that event. By selecting Reinstatement Event and setting the Reinstatement Period to six months, the system can determine whether a rehired employee falls within the allowed timeframe to restore prior benefit elections.
Associating the event with the Hire Employee business process and the correct rehire reason ensures the event is triggered automatically when the rehire occurs. Option A is incorrect because reinstatement is not configured on a benefit plan itself. Option B is not appropriate because manual reinstatement introduces inconsistency and bypasses standard event automation. Option D is also incorrect because a step delay in the business process does not define reinstatement logic or prior-election restoration rules. The correct design is to configure a reinstatement-enabled enrollment event type tied to the rehire process.
NEW QUESTION # 35
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