By law, the maximum waiting period for a fully-insured small group plan is 90 days from the date of full-time employment. In practice, with many carriers it’s first of the month following 60 days since it’s easier to start on the 1st of the month and the waiting period can’t exceed 90 (you can’t do first of the month following 90).
In addition to that, an employer can require a one-month orientation period before the waiting period begins. This can’t be called a waiting period, but it’s sort of the same thing since it’s an additional amount of time people must work before benefits kick in. The idea is that someone might be hired for a job like an insurance agent, for instance, that would require getting a license in the first month of employment. The government doesn’t really question what the orientation period is for; they trust that companies need it if they choose to have one. I’ve only seen one group include an orientation period before the waiting period, so in general I would answer no to the question if it appears on an employer app.
In lieu of an orientation period, a company could require that employees work up to 1,200 hours before their waiting period begins. That seems hard to keep track of, and I’ve never seen anyone do that, but I guess it could be useful for companies that have a lot of turnover.