Brilliant Workday-Pro-Benefits Exam Dumps Get Workday-Pro-Benefits Dumps PDF [Q12-Q34]

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Brilliant Workday-Pro-Benefits Exam Dumps Get Workday-Pro-Benefits Dumps PDF

Workday-Pro-Benefits Dumps PDF – Workday-Pro-Benefits Real Exam Questions Answers

Workday Workday-Pro-Benefits Exam Syllabus Topics:

Topic	Details
Topic 1	Introduction: Covers foundational knowledge of Workday Benefits, including its architecture, navigation, and core concepts.
Topic 2	Benefits Setup and Administration: Covers end-to-end configuration of benefit plans, eligibility rules, life events, open enrollment, payroll linking, and exception handling.
Topic 3	Payroll & HCM Integration: Covers how benefits connect with payroll and HCM systems for automatic deductions and real-time updates.
Topic 4	Compliance and Audit: Covers ensuring benefits configurations meet legal and company policy requirements, including audit trail management.

Q12. 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?

Create the benefit plan as of July 1, but introduce the new plan during the next plan year.

Create a benefit plan year definition with the starting date of July 1, including the new benefit plan.

Future date the benefit plan as of July 1 and add it to the existing benefit plan year definition for employees to enroll.

Add the benefit plan to the existing plan year definition without setting any eligibility rules, as eligibility will automatically be controlled.

Q13. Refer to the following scenario to answer the question below:
You need to configure an Open Enrollment event for your client, with these requirements:
All benefit coverages and deductions will start at the beginning of the new plan year.
Employees may select any benefit for which they are eligible.
If employees do not make changes during open enrollment, they should remain enrolled in the benefits they had prior to open enrollment.
If employees do not enroll in Health Savings Account and Flexible Spending Accounts, then those benefits should no longer be active for the employee.
On the Coverage Rules tab, what must you enter in the Defaulting Rules field to ensure employees making no changes to their HSA and FSA elections are no longer enrolled in those plans?

Default to Waive

Default to Current Elections or Waive

Reinstate Previous Elections or Waive

Default to Current Provider/Classification or Waive

Q14. An employee navigates to the Benefits and Pay Hub and initiates a birth event. What business process are they using?

Change Benefit Job

Dependent Event

Change Beneficiary

Change Benefits

Q15. What report will the benefit administrator use to close and finalize mass events?

Benefit Census

Benefit Group Audit

Benefit Event Status

Open Enrollment Status

Q16. 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?

Start Proxy to Access the Employee’s My Tasks

Open Enrollment Status Report

Initiate Open Enrollment task

Benefit Events Status Report

Q17. 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?

Create a condition rule on the Change Benefits business process, referencing the Change Job event.

Create an event on Maintain Enrollment Event Types, inserting the Change Job business process in the Events and Reasons section.

Create a Passive Event that triggers the Change Job business process.

Create an Enrollment Event Rule, inserting the Change Job business process on the Coverage Rules tab.

Q18. Your company hires a new employee after the initiation of open enrollment (OE). All other employees in the same benefit group have received OE, but the new hire has not. Why is the new employee missing the OE task in their inbox when they log in?

You marked the event as Worker Selectable.

You marked the event as Reinstatement Event.

The Open Enrollment event will reprocess once the new hire completes their elections.

You marked the event as No Changes Allowed.

Q19. 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?

Add the new gym membership event type to the Start/Waive tab of the Enrollment event rule with coverage and deduction start dates as of the first of the following month.

Add the new gym membership event type to the Loss of Coverage tab of the Enrollment event rule with coverage and deduction end dates as of the end of the month.

Add the new gym membership event type to the Start/Waive tab of the Enrollment Event Rule with coverage and deductions start dates as Event Date.

Add the new gym membership coverage type to the Start/Waive tab under other event types with coverage and deductions starting as of the event date.

Q20. Which rates can include demographic factors such as Age in Years and Length of Service in Months?

Flat healthcare rates

Benefits annualized rates (BAR) and additional benefits rates

Insurance rates and calculated healthcare rates

Additional benefits rates

Q21. The Marriage event is missing when employees initiate a change benefit event in employee self-service. What would cause this?

On Maintain Enrollment Event Types, the Route to Benefit Partner checkbox is not selected.

On Maintain Enrollment Event Types, the Worker Selectable checkbox is not selected.

On Maintain Enrollment Event Types, the Employee Cannot Report After Days to Enroll checkbox is not selected.

On Maintain Enrollment Event Types, the Do Not Reprocess checkbox is not selected.

Q22. What report will the benefit administrator use to close and finalize mass events?

Benefit Event Status

Benefit Group Audit

Open Enrollment Status

Benefit Census

Q23. What task do you use to configure a new target for a dental plan offering?

Maintain Additional Benefits Coverage Targets

Edit Benefit Group

Edit Tenant Setup – HCM

Maintain Health Care Coverage Targets

Q24. How do you update the HSA contribution limits to take effect in the upcoming open enrollment?

HSA contribution limits are only configured in Workday Payroll. They are not configured on the HSA Benefit Plan.

Edit the HSA plan using an effective date that is the first day of the new plan year and update the new contribution limits.

When open enrollment is initiated, a prompt will require an update to the HSA limits.

Workday automatically updates the benefit plan HSA limits.

Q25. What business process allows you to change benefit elections during HCM business processes like Hire and Change Job?

Change Benefits for Open Enrollment

Change Benefits for Life Event

Change Benefits for Global Modern Services

Change Benefits (Default Definition)

Q26. 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?

Open Enrollment

New Hire

Passive

Worker Selectable

Q27. A company wants to provide employees with additional information about their benefits and links to benefit sites. Where do you configure this?

Maintain Enrollment Instructions

Maintain Enrollment Event Type

Maintain Health Care Coverage Targets

Maintain Benefit Coverage Type

Q28. 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?

Flat Health Care Rate

Calculated Health Care Rate

Benefit Annualized Rate

Benefit Surcharge

Q29. The benefits administrator must ensure newly acquired employees are eligible for two benefit plans that the rest of the company is not eligible for. To present all employees with a unified open enrollment experience and consistent rate frequency on enrollment pages, how should the benefits administrator configure this?

Create one benefit group for all employees. Create the two benefit plans and assign both to the Benefit Group. Create a Benefit Plan eligibility rule identifying the acquired employee population and link it to the two benefit plans they and only they are eligible for.

Create one benefit group for all employees. Create two benefit plans and assign both to the Benefit Group, but leave the Benefit Plan eligibility rule on the two benefit plans empty.

Create two benefit groups, one for the acquired employees and one for the current employees. Link both benefit groups to all available benefit plans.

Create one benefit group and manually assign the two healthcare plans to eligible acquisition employees.

Q30. Your new hires have a 60-day waiting period. Medical coverage starts on the first of the month following 60 days from hire. Where do you configure the system to calculate first the 60-day waiting period and then apply the first of the following month logic?

Start or Waive Coverage

Benefit Plan Eligibility Rule

Benefit Event Type

Benefit Group

Q31. 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?

Add an eligibility rule to the Spousal Life plan to limit coverage to 50% of the employee’s Voluntary Supplemental Life coverage.

Add a validation to the change benefits business process to limit Spousal Life coverage to 50% of Voluntary Supplemental Life.

Create a cross plan enrollment prerequisite to ensure the employee selects the same coverage target for both insurance plans.

Create a cross plan insurance percentage maximum to limit Spousal Life coverage to 50% of Voluntary Supplemental Life.

Q32. Refer to the following scenario to answer the question below.
You need to configure an Open Enrollment event for your client, with these requirements:
All benefit coverages and deductions will start at the beginning of the new plan year. Employees may select any benefit for which they are eligible.
If employees do not make changes during open enrollment, they should remain enrolled in the benefits they had prior to open enrollment.
If employees do not enroll in Health Savings Account and Flexible Spending Accounts, then those benefits should no longer be active for the employee.
Where do you configure these requirements?

Maintain Enrollment Event Type

Benefit Coverage Types

Initiate Open Enrollment

Enrollment Event Rule

Q33. Refer to the following scenario to answer the question below.
You need to configure an Open Enrollment event for your client, with these requirements:
All benefit coverages and deductions will start at the beginning of the new plan year.
Employees may select any benefit for which they are eligible.
If employees do not make changes during open enrollment, they should remain enrolled in the benefits they had prior to open enrollment.
If employees do not enroll in Health Savings Account and Flexible Spending Accounts, then those benefits should no longer be active for the employee.
On the Coverage Rules tab, what must you enter in the Defaulting Rules field to ensure employees making no changes to their medical or dental plans remain in the elections they had prior to open enrollment?

Default to Priority Coverage or Waive

Default to Current Elections or Waive

Reinstate Previous Elections, Priority Coverage or Waive

Default to Waive

Q34. What is true about Related Person Relationships in Workday?

Related Person Relationships are Workday-delivered and cannot be changed.

You can leave the Restricted to Relationships field blank if you want to use a relationship type for dependents, beneficiaries and emergency contacts.

Workday can track wellness for employees but not their dependents.

Related Person Relationships can be restricted by benefit group.