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51. Frage
What report shows events that the benefit partner or benefit administrator must submit?
Antwort: B
Begründung:
The correct answer is D because the Benefit Corrections in Progress Audit report is specifically designed to identify benefit events that require administrative action, including those that must be reviewed, corrected, or submitted by a benefits partner or administrator . This report highlights events that are not yet finalized and may require intervention, making it especially useful for tracking administrative workload and ensuring no pending corrections are overlooked.
Option A is incorrect because Open Enrollment Status focuses on mass enrollment events and their progress, not specifically on events requiring administrative submission. Option B is also incorrect because Benefit Group Audit is used to review eligibility and group assignment issues, not event submission tracking. Option C is partially related, as Benefit Event Status shows the status of events, but it does not specifically isolate events that require action from a benefits partner. The Benefit Corrections in Progress Audit report provides targeted visibility into events needing administrative completion, making it the correct choice.
52. Frage
To trigger a job change benefit event you must insert the Change Benefits for Life Event subprocess (Change Benefit Elections step) into the Change Job business process. What else must you configure for the benefit event to trigger?
Antwort: D
Begründung:
The correct answer is B because adding the Change Benefits for Life Event subprocess into the Change Job business process only enables the process flow. Workday still needs to know which specific HCM transaction should trigger the benefit event. That linkage is configured on Maintain Enrollment Event Types , where the administrator associates the enrollment event with the relevant business process and reason in the Events and Reasons section. By adding the Change Job business process there, Workday can recognize that a job change meeting the configured criteria should launch the related benefits event.
Option A is incorrect because a condition rule on the Change Benefits business process alone does not establish the event trigger source. Option C is not correct because a passive event is used for automatic plan changes based on eligibility or timing, not for linking a staffing transaction to a benefits event trigger. Option D is also incorrect because Enrollment Event Rules govern coverage timing and election behavior after the event is triggered; they do not define the originating HCM business process. The trigger source must be configured on the enrollment event type itself.
53. Frage
An employee attempts to report the April 30 birth of their child on June 30, but they receive an error when submitting the event. Why did they receive an error?
Antwort: D
Begründung:
The correct answer is B because Workday life event reporting can be restricted by enrollment timing rules tied to the event configuration. When an employee reports the birth of a child, the event must usually be submitted within a defined number of days from the event date. If the Employee Cannot Report After Days to Enroll setting is enabled, Workday prevents the worker from submitting the event once that reporting window has expired. In this scenario, the child's birth occurred on April 30 and the employee attempted to report it on June 30, which is typically outside the allowed time frame for that qualifying life event.
Option A is incorrect because missing coverage types would affect which benefits can be changed, but it would not specifically explain a timing-based submission error on the event itself. Option C is unrelated, since account activation does not determine whether a valid life event can be submitted after the deadline. Option D is also incorrect because benefit group overlap is an eligibility and configuration issue, not the reason for a late event reporting error. The error is caused by the event submission window having expired.
54. Frage
An employee navigates to the Benefits and Pay Hub and initiates a birth event. What business process are they using?
Antwort: B
Begründung:
The correct answer is D because in Workday, when an employee initiates a life event such as the birth of a child through the Benefits and Pay Hub, the system launches the Change Benefits business process. This process is the central workflow used to capture and process benefit election changes resulting from qualifying life events. The birth event acts as the trigger, but the actual business process used to manage elections, review options, and submit changes is Change Benefits.
Option A is incorrect because Change Benefit Job is not a standard Workday process related to life event benefit changes. Option B is also incorrect because while the birth of a child is a dependent-related event,
"Dependent Event" is not the name of the business process used to process benefit elections. Option C is incorrect because Change Beneficiary is used specifically for updating beneficiary designations, not for enrolling dependents or modifying benefit elections. The correct process that handles employee-initiated benefit changes from life events is Change Benefits , making it the correct answer.
55. Frage
You must create a rate for a client's medical plan based on an employee's age, tobacco usage, and the coverage target the employee selects. What rate type will meet these requirements?
Antwort: A
Begründung:
The correct answer is B because a Calculated Health Care Rate is designed for medical plan pricing that depends on multiple worker-specific and election-specific factors. In this scenario, the rate must vary based on the employee's age , tobacco usage , and the coverage target selected during enrollment. That combination requires a configurable rate structure capable of evaluating demographic factors and enrollment choices together, which is exactly what a calculated health care rate supports in Workday.
Option A is incorrect because a flat health care rate applies a fixed amount and does not dynamically adjust based on employee attributes or selected coverage targets. Option C is not the best fit because a Benefit Annualized Rate is intended to standardize cost presentation or annualization logic rather than drive complex medical pricing based on multiple eligibility and rating factors. Option D is also incorrect because a benefit surcharge is generally used to add an extra charge for a specific condition, such as tobacco use, but it does not by itself represent the full rate structure for the medical plan. A calculated health care rate is the appropriate configuration when several variables determine the employee's cost.
56. Frage
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