Quiz 2026 Workday Workday-Pro-Benefits Accurate Latest Test Fee

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Workday Pro Certification exam Sample Questions (Q24-Q29):

NEW QUESTION # 24
You have an employee assistance plan that you offer at no cost to eligible employees. How do you automate employee enrollment in this plan?

Answer: B

Explanation:
The correct answer is C because Workday supports automatic enrollment for plans that should be assigned to all eligible employees without requiring them to actively make an election. For an employee assistance plan offered at no cost, the standard configuration is to enable Auto Enroll on the benefit plan itself. This tells the system to automatically place eligible workers into the plan when a relevant benefits event occurs. To make that automation work correctly, the corresponding benefit events must reference the plan's benefit coverage type , ensuring the plan is included when the event is processed.
Option A is incorrect because a benefit default influences default election behavior during an event, but it is not the primary configuration for systematically auto-enrolling employees into the plan. Option B is also incorrect because Only One Election limits election behavior within a coverage type and does not cause automatic enrollment. Option D is unrelated because enrollment instructions provide guidance to employees, not automation. When the goal is to automatically enroll all eligible workers in a no-cost plan, the correct approach is to enable Auto Enroll on the plan and ensure relevant events include that coverage type.


NEW QUESTION # 25
What situation would require your company to create a second benefit group?

Answer: C

Explanation:
The correct answer is D because a second benefit group is typically required when a distinct worker population must follow a different overall benefits structure or administration cycle. In an acquisition scenario, newly acquired employees may need separate eligibility handling, separate plan year alignment, and a different open enrollment schedule from the existing workforce. Since benefit groups are used to organize broad populations that share common benefit administration rules, creating a separate group is the appropriate way to manage that difference.
Option A is not the best answer because workers who are not benefits-eligible can generally be excluded through eligibility rules rather than requiring an entirely separate benefit group. Option B describes a plan- specific eligibility condition, which is normally handled through plan eligibility rules, not by creating a new benefit group. Option C may also be addressed through location-based eligibility at the plan level when only one specific medical plan differs. A second benefit group is most appropriate when the difference affects the broader benefits framework, such as enrollment timing, plan administration, or population-wide setup. That is why a separate open enrollment period for an acquired workforce justifies creating another benefit group.


NEW QUESTION # 26
Under what conditions will an employee have two events open simultaneously?

Answer: A

Explanation:
The correct answer is D because Workday allows multiple benefit events to be open at the same time only when they do not impact the same coverage types . Coverage types define categories of benefits such as medical, dental, or life insurance. When two events affect different coverage types, the system can process them independently without conflict, allowing both events to remain open simultaneously.
If two events impact the same coverage type, Workday typically enforces sequencing rules to prevent overlapping or conflicting elections. In such cases, one event must usually be completed or closed before another can proceed, ensuring data integrity and consistent benefit elections. Option A is incorrect because event dates alone do not determine whether events can coexist. Option B and C are also incorrect because the timing of when events are entered does not control simultaneous processing. The key determining factor is whether the events overlap in the coverage types they affect. When they do not share coverage types, Workday permits both events to remain open concurrently.


NEW QUESTION # 27
A consultant is setting up a health care benefit plan that allows employees to enroll spouses and children during a qualifying event. The consultant needs to ensure that children who are ineligible due to age are not allowed to enroll. Where should the consultant configure the dependent eligibility rule?

Answer: D

Explanation:
The correct answer is B because Workday controls whether dependents such as spouses and children can be enrolled in a health care plan through the Coverage Dependent Eligibility configuration on the plan. This is the field used to apply eligibility logic specifically to covered dependents. When a consultant needs to prevent children over a certain age from enrolling, the age-based rule should be attached at this plan-level dependent coverage eligibility point so the system evaluates the child's eligibility at the time of enrollment.
Option A is too general and does not identify the specific field used for dependent coverage evaluation in the health care plan setup. Option C is incorrect because the Maintain Related Persons Relationship task defines relationship types, such as child or spouse, but it does not enforce benefit plan age-based eligibility rules.
Option D is also incorrect because coverage targets determine cost-sharing or coverage structure, not whether a dependent satisfies enrollment eligibility conditions. To ensure only eligible children can be covered, the consultant must configure the rule in the Coverage Dependent Eligibility field of the health care plan.


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
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