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| Certification Vendor: | Workday |
|---|---|
| Exam Name: | Workday Pro Certification: Benefits |
| Exam Number: | Workday-Pro-Benefits |
| Passing Score: | 80% |
| Exam Price: | N/A |
| Available Languages: | English |
| Exam Format: | Multiple Choice, Scenario-Based |
| Real Exam Qty: | 50 |
| Exam Duration: | 120 minutes |
| Related Certifications: | Workday Pro |
| Certificate Validity Period: | N/A |
| Sample Questions: | Workday Workday-Pro-Benefits Sample Questions |
| Exam Way: | Online |
| Pre Condition: | Must be a Workday customer or partner; completion of 'HCM Core for Administrators' and 'Benefits for Administrators' courses is required/preparation. |
| Official Syllabus URL: | https://info.workday.com/rs/078-WHZ-188/images/Workday%20Pro%20Benefits%20Certification%20Exam%20Guide.pdf?version=0 |
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NEW QUESTION # 23
A benefits partner is helping an employee with their open enrollment.
What should the benefits partner run to access the employee's open enrollment event?
Answer: B
Explanation:
The correct answer is A because in Workday, when a benefits partner needs to assist an employee directly with their open enrollment event, they must access the employee's inbox tasks and event experience . This is accomplished by using the Start Proxy functionality, which allows the administrator to act on behalf of the employee and view exactly what the employee sees, including the Change Benefits task associated with open enrollment.
Option B (Open Enrollment Status Report) and D (Benefit Events Status Report) are reporting tools used to monitor event progress, status, and completion but do not provide direct access to perform or assist with the employee's enrollment elections. Option C (Initiate Open Enrollment task) is used to launch the event for a population, not to access or assist with an already initiated employee event.
Using proxy ensures that the benefits partner can guide or complete the enrollment accurately within the employee's context, maintaining consistency in elections, validations, and user experience while following Workday security and audit controls.
NEW QUESTION # 24
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: C
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 # 25
A consultant is working with a client to set up maximum coverage limits between two insurance plans. The client wants the Spousal Life coverage to be no more than 50% of the employee's Voluntary Supplemental Life coverage. How will the consultant implement this?
Answer: A
Explanation:
The correct answer is D because Workday provides cross plan insurance rules specifically to control relationships between elections across multiple insurance plans. When one plan's maximum coverage must be calculated as a percentage of another plan's election, the correct configuration is a cross plan insurance percentage maximum . In this case, the Spousal Life plan must be capped at 50% of the employee's Voluntary Supplemental Life election, so the system needs a rule that compares the two plans and enforces that percentage-based limit during enrollment.
Option A is incorrect because an eligibility rule determines whether a worker can enroll in a plan, not how one insurance election is mathematically limited by another. Option B is also incorrect because business process validations are not the standard configuration method for enforcing insurance coverage relationships during benefit elections. Option C does not solve the requirement either, since a prerequisite can require another election but does not impose a percentage-based maximum. To enforce dependent insurance coverage limits tied to an employee's elected amount, Workday uses a cross plan insurance percentage maximum, making D the correct configuration choice.
NEW QUESTION # 26
A benefit administrator needs to roll out a new plan to replace an existing plan to employees who have been with the company for 12 months. Employees who reach their 12-month length of service should get this plan on their anniversary. What type of event should the benefit administrator use to roll out this plan to employees in the U.S. benefit group?
Answer: D
Explanation:
The correct answer is C because a Passive event in Workday is used when benefit changes must occur automatically without requiring employee action. In this scenario, the new plan is triggered when employees reach a 12-month service milestone , and the requirement is to automatically transition them to the new plan on their anniversary date. Passive events are designed for exactly this type of situation, where the system enforces enrollment changes based on predefined eligibility conditions or milestones.
Option A is incorrect because Open Enrollment applies to all eligible employees during a scheduled enrollment window and requires employee participation. Option B is incorrect because New Hire events only apply at the time of hire, not for service anniversaries. Option D is also incorrect because Worker Selectable events require the employee to actively make a choice, which contradicts the requirement for automatic enrollment. A Passive event ensures the system evaluates eligibility at the 12-month mark and applies the new plan without requiring any employee interaction, making it the correct configuration approach.
NEW QUESTION # 27
What report will the benefit administrator use to close and finalize mass events?
Answer: A
Explanation:
The correct answer is D because the Open Enrollment Status report is specifically designed to manage and monitor mass benefit events , such as Open Enrollment. This report provides administrators with visibility into the status of all enrollment events across the organization, including those that are in progress, submitted, or not yet started. Importantly, it also allows administrators to take action on these events, including closing and finalizing mass events once the enrollment period ends.
Option A is incorrect because the Benefit Census report provides a snapshot of current enrollments, not event processing actions. Option B is incorrect because Benefit Group Audit focuses on eligibility and group assignment issues. Option C is partially related, as Benefit Event Status shows event progress, but it is not the primary report used for managing and finalizing mass enrollment events . The Open Enrollment Status report is specifically built to support large-scale enrollment tracking and administrative actions, making it the correct choice for closing and finalizing mass benefit events.
NEW QUESTION # 28
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