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Workday copyright-Benefits Exam Syllabus Topics:

TopicDetails
Topic 1
  • Compliance and Audit: Covers ensuring benefits configurations meet legal and company policy requirements, including audit trail management.
Topic 2
  • Real Time Practice: Covers hands-on configuration of benefit plans, enrollment simulations, and use of Workday's tenant and enrollment dashboards.
Topic 3
  • Benefits Setup and Administration: Covers end-to-end configuration of benefit plans, eligibility rules, life events, open enrollment, payroll linking, and exception handling.
Topic 4
  • Reporting and Analytics: Covers generating standard and custom reports to track enrollment trends, plan usage, and benefits data insights.

copyright Certification exam Sample Questions (Q27-Q32):

NEW QUESTION # 27
The benefit partner is monitoring new hire benefit events that are in progress. What report provides this information?

Answer: C

Explanation:
The correct answer is B because the Benefit Events Status report is specifically designed to track and monitor benefit events across various stages, including in progress, submitted, completed, or cancelled . This report provides visibility into event activity at the individual worker level and is commonly used by benefits administrators to monitor ongoing events such as new hire benefit enrollments . It allows administrators to identify which employees still need to complete their elections and ensures timely follow-up.
Option A is incorrect because the Benefit Group Audit report focuses on validating worker assignment to benefit groups and identifying eligibility overlaps, not event progress. Option C is also incorrect because the Benefit Census report provides a snapshot of current benefit enrollments rather than tracking event status.
Option D is incorrect because Open Enrollment Status is specific to open enrollment events and does not provide detailed tracking for other event types like new hire events. For monitoring active benefit events, especially new hire enrollments, the correct report is Benefit Events Status .


NEW QUESTION # 28
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?

Answer: D

Explanation:
The correct answer is A because Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA) typically require active re-enrollment each plan year , meaning they do not automatically carry forward prior elections. In Workday, this behavior is controlled through the Defaulting Rules on the Coverage Rules tab of the Enrollment Event Rule. By selecting Default to Waive , the system ensures that if an employee does not take action during Open Enrollment, their election for these plans will default to waived status, effectively ending their participation for the new plan year.
Option B is incorrect because Default to Current Elections or Waive would retain prior elections if no changes are made, which contradicts the requirement that HSA and FSA should not remain active without explicit enrollment. Option C is also incorrect because reinstating previous elections would automatically continue participation. Option D is not relevant because provider or classification defaulting does not control whether coverage continues or is waived. Therefore, to enforce active enrollment and prevent automatic carryover, the correct configuration is Default to Waive .


NEW QUESTION # 29
What scenario requires you to include a Health Care Classification in the plan setup?

Answer: B

Explanation:
The correct answer is C because a Health Care Classification is typically required in Workday when configuring U.S. medical plans . This classification supports plan identification and compliance-related processing within the United States benefits framework. It is used to distinguish the type of medical coverage being offered and helps align the plan with U.S.-specific benefits administration requirements, reporting needs, and downstream processing. Since U.S. medical plans are subject to particular health coverage categorizations, including this value during plan setup is an essential part of proper configuration.
Option B is not correct because Canadian medical plans do not use the same U.S.-specific health care classification requirement. Option A and Option D are also incorrect because Health Savings Accounts are different benefit types from medical plans. Although an HSA may be linked to a medical election in the U.S., the question asks specifically about including a Health Care Classification in the plan setup , which is associated with the medical plan configuration itself rather than the savings account plan. Therefore, the scenario that requires this setup element is a Medical plan for USA .


NEW QUESTION # 30
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?

Answer: D

Explanation:
The correct answer is B because medical and dental plans typically follow a passive enrollment approach during Open Enrollment, meaning employees who take no action should automatically retain their current elections. In Workday, this behavior is controlled through the Defaulting Rules on the Coverage Rules tab of the Enrollment Event Rule. Selecting Default to Current Elections or Waive ensures that if an employee does not actively make changes, the system carries forward their existing elections into the new plan year.
This aligns with the requirement that employees remain enrolled in their prior medical and dental coverage unless they explicitly choose otherwise. Option A is incorrect because Priority Coverage is used when selecting among multiple available options rather than maintaining existing elections. Option C is not appropriate because it introduces unnecessary complexity and is not the standard configuration for passive enrollment scenarios. Option D is incorrect because Default to Waive would terminate coverage for employees who do not take action, which contradicts the requirement. Therefore, using Default to Current Elections or Waive ensures consistent continuation of coverage for passive enrollment plans like medical and dental.


NEW QUESTION # 31
What task do you use to configure a new target for a dental plan offering?

Answer: A

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 # 32
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