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| Certification Vendor: | Workday |
|---|---|
| Exam Name: | Workday Pro Certification: Benefits |
| Exam Number: | Workday-Pro-Benefits |
| Passing Score: | 80% |
| Exam Format: | Multiple Choice, Scenario-Based |
| Real Exam Qty: | 50 |
| Available Languages: | English |
| Certificate Validity Period: | N/A |
| Exam Duration: | 120 minutes |
| Exam Price: | N/A |
| Related Certifications: | Workday Pro |
| 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 # 47
A worker is showing up on the Benefit Group Audit in more than one benefit group. How will you ensure the worker is only eligible for one benefit group?
Answer: D
Explanation:
The correct answer is D because benefit groups in Workday are driven by benefit group eligibility rules , and the Benefit Group Audit is specifically used to identify workers who qualify for more than one group at the same time. When a worker appears in multiple benefit groups, the root cause is almost always overlapping or conflicting eligibility logic within those group definitions. The appropriate corrective action is to review the criteria assigned to each benefit group and determine exactly why the worker satisfies both sets of rules.
Option A is not appropriate because creating an additional broad benefit group does not resolve the overlap; it would likely add more complexity and increase the risk of duplicate eligibility. Option B focuses on plan- level eligibility, which is downstream from the benefit group assignment and does not address why the worker entered multiple groups in the first place. Option C relates to event processing and enrollment timing, not foundational eligibility setup. To ensure a worker is only eligible for one benefit group, the administrator must refine or correct the group eligibility rules so the criteria are mutually exclusive and aligned with the intended benefits population.
NEW QUESTION # 48
All full-time employees are in one benefit group. Employees need more than twenty years of service to enroll in a medical benefit plan available in this benefit group. How will you accomplish this without creating a new benefit group?
Answer: D
Explanation:
The correct answer is A because Workday allows administrators to keep a broad worker population in a single benefit group while restricting access to a specific plan through a Benefit Plan Eligibility Rule . In this case, all full-time employees belong to one benefit group, but only those with more than twenty years of service should be allowed to enroll in the medical plan. The correct design is to assign the plan to the existing benefit group and then attach a worker-based eligibility rule on the plan itself using the Worker Plan Eligibility field.
This approach avoids unnecessary creation of another benefit group and keeps the overall benefits structure simpler and easier to maintain. Option B is incorrect because manual communication and intervention are not proper configuration controls for eligibility. Option C is also incorrect because Provider ID is not intended to manage service-based plan eligibility. Option D is not appropriate because launching a separate enrollment just for one eligibility condition creates administrative complexity and does not solve the configuration requirement cleanly. Plan-level eligibility rules are the standard Workday method for handling this scenario.
NEW QUESTION # 49
A company is introducing a new gym membership benefit. Employees can enroll in at any time during the year. The only plan that should be available is the gym membership, and coverage and deductions should start first of the following month. What should the benefit administrator do to the enrollment event rule?
Answer: A
Explanation:
The correct answer is A because this scenario describes a benefit that employees may elect during the year as a new enrollment opportunity, which means the event belongs on the Start/Waive tab of the Enrollment Event Rule . The requirement also states that only the gym membership plan should be available and that both coverage and payroll deductions should begin on the first of the following month . The Start/Waive configuration is where Workday controls which coverage type is opened for election and how coverage and deduction effective dates are calculated for that event.
Option B is incorrect because the Loss of Coverage tab is used when coverage is ending, not when a worker is newly electing a plan. Option C is also incorrect because it would start coverage and deductions on the event date , which does not meet the stated timing requirement. Option D is incorrect because enrollment event rules are driven by event types , not by adding a coverage type in place of the event itself. Therefore, the administrator should add the gym membership event type to Start/Waive and configure the start logic for the first of the following month.
NEW QUESTION # 50
What business process allows you to change benefit elections during HCM business processes like Hire and Change Job?
Answer: A
Explanation:
The correct answer is D because Change Benefits (Default Definition) is the standard business process in Workday that enables benefit elections to be triggered and processed in conjunction with core HCM events such as Hire, Change Job, or other staffing actions. This business process is designed to integrate with HCM workflows and ensures that benefit eligibility and enrollment opportunities are automatically initiated when relevant changes occur in a worker's employment status.
Option A is incorrect because Open Enrollment is a specific, scheduled event that applies to all eligible workers during a defined period, not to individual HCM transactions. Option B is also incorrect because Life Event processes are triggered by employee-reported changes such as marriage or birth, rather than system- driven HCM events. Option C is not a standard Workday benefits business process used for enrollment. The Default Definition provides the foundational configuration that links benefits processing with HCM business processes, allowing seamless and automated benefit election updates during key employment events.
NEW QUESTION # 51
The benefit partner is monitoring new hire benefit events that are in progress. What report provides this information?
Answer: A
NEW QUESTION # 52
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