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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Practical Application and Configuration | 10% | - Enrollment simulation and troubleshooting - System configuration exercises |
| Topic 2: Introduction to Workday Benefits | 15% | - Navigation and functional overview - Workday Benefits architecture and core concepts |
| Topic 3: Compliance and Audit | 10% | - Regulatory compliance requirements - Audit trails and documentation |
| Topic 4: Benefits Setup and Administration | 30% | - Cost sharing, rate tables and payroll integration - Life events configuration and processing - Benefit plans, plan types and coverage configuration - Open enrollment setup and management - Eligibility rules, enrollment rules and benefit groups |
| Topic 5: Reporting and Analytics | 15% | - Standard benefits reports - Enrollment analysis and audit reporting - Custom report creation |
| Topic 6: Integration with HCM and Payroll | 20% | - Carrier files and external interfaces - Automatic deductions and updates - Data flow between Benefits, HCM and Payroll |
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NEW QUESTION # 46
Your company decides to require workers to attach a document when they report a life event. Where will you configure this?
Answer: A
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 # 47
Terminated employees' benefits should stay active through the last day of the month. However, their benefits are inactive on their termination date. What would cause this?
Answer: A
Explanation:
The correct answer is D because the behavior described shows that benefit coverage is ending immediately on the employee's termination date rather than continuing through the end of the month. In Workday, this outcome is controlled by the Coverage End Date setting on the termination event within the Enrollment Event Rule . If that setting is configured as On the Event Date , coverage ends on the exact date of termination, which explains why benefits become inactive right away.
Option C is incorrect because if the Coverage End Date were set to Last Day of the Month , the employee's benefits would remain active until the month-end, which is the desired result. Option A is not the best answer because a half-month rule would produce a different timing result and would not directly explain coverage ending exactly on the termination date. Option B is also incorrect because an end date based on the next pay period begin date would not typically cause immediate termination-date inactivation. Since the system is ending benefits on the termination date itself, the termination event rule is clearly set to On the Event Date .
NEW QUESTION # 48
A new benefit plan will become eligible for enrollment for employees on July 1, in the middle of the current plan year. What steps do you take to ensure the plan is implemented and eligibility is controlled correctly?
Answer: D
Explanation:
The correct answer is C because Workday allows benefit plans to be introduced mid-year by using effective dating on the plan and associating that plan with the existing benefit plan year definition . Since the plan must become available on July 1 within the current plan year , the correct approach is to configure the plan with a future effective date of July 1 and ensure it is included in the current plan year so eligible workers can enroll when the plan becomes active.
Option A is incorrect because delaying the plan until the next plan year does not meet the stated requirement for a mid-year rollout. Option B is also incorrect because creating a separate plan year beginning July 1 is not the standard solution when the organization is already operating within an existing plan year. Option D is incorrect because eligibility is not automatically controlled simply by adding the plan to a plan year; eligibility must still be governed through the appropriate benefit group and plan eligibility configuration.
Effective dating plus inclusion in the current plan year provides the correct structure for controlled mid-year implementation.
NEW QUESTION # 49
What task do you use to configure a new target for a dental plan offering?
Answer: C
Explanation:
The correct answer is D because dental plans in Workday are classified under health care plans , and therefore their coverage targets are configured using the Maintain Health Care Coverage Targets task. Coverage targets define how costs are distributed between employer and employee, such as percentage-based contributions or employer subsidy strategies. Since dental plans fall within the broader health care category, they inherit the same configuration framework used for medical and other health-related plans.
Option A is incorrect because Additional Benefits Coverage Targets are used for non-health-related offerings, such as life insurance or supplemental benefits, not for dental plans. Option B is not relevant because editing a benefit group impacts eligibility grouping rather than plan cost-sharing configuration. Option C is also incorrect because tenant setup tasks are used for system-wide configuration and do not control specific plan- level coverage targets. To properly define employer and employee cost-sharing for a dental plan, administrators must use the Maintain Health Care Coverage Targets task, ensuring consistent configuration within the health care benefits structure.
NEW QUESTION # 50
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: B
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 # 51
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