Doubt in Termination Rules in Benefits Module

Hi Experts.
I Have given termination variant as End Of Month.When System ask the date of month i have given as 30 th.How the system takes when the month is February which the last date is 28 th.Some months are having days upto 31 st.How the system responds when the are 31 for a particular month.
What value should we give for the above mentioned.Tyhanks in advance..

Hi,
Try choosing 31st of Month as the option in the Termination Rule and then terminate an EE and test it out.
Hope this helps,
Reward points if helpful,
Thank You,

Similar Messages

Doubt in Benefits Module configuration..please clrify

Hi Friends,
I am having doubt in configuration steps in Benefits module.Here i have configured
Benefit Area,Assigned currency to Benefit Area,Defined Benefit providers,Set current Benefit Area,Defined Benefit plan types,Status,Defined Employee criteria groupings(parameter groupings,salary groups,age groups,Seniority groups),Defined cost groupings,Defined coverage groupings.
In Health plans i defined Health plan genral data,options for health plans,dependent coverage options,Defined Cost Variants,Defined cost rules.
I struck up from this point onwards.My qurries are
1.Is it compulsary to Assign Health plan attributes!
2.What are follwing steps of configuration after Assign Health Plan attributes!

Hi Vikram,
1. yes you should assign Assign Health plan attributes; without assigning this u can' process the further steps this is the integration point off your plan options with cost rules
2. after the above step the following are the mandatory steps to follo:
a. Flexible administration --- define administrative parameters (Mandatory)
b. Prerequisite and Corequisite plans (Optional--based on ur client needs)
c. Adjustment reasons (Optional-if u have any adjustments it is mandatory)
d. Programs ; 1st program Grouping and Second program groupin( Mandatory without assigning this you can't process)
e. Define Benefit Programs (mandatory)
f. Employee Eligibility : eligibility grouping and variant and eligibility rules ( Mandatory)
g. Standard Selections: Health plans (Mandatory)
after config all those steps then you go to T-Code HRBEN0001 there you can enrol youa employees .
Regards,
Sushma

Benefits Module Configuration

Hello All,
I am new to learning the Benefits module and would like to know the steps and procedures involved in the configuration of the Benefits module in and out starting to beginning.
Can anybody please help me with some good materials and information.
You can also e-mail me at [email protected]
Appreciate your valuable replies asap.
Thanks in advance.
Shivani.

Hi
In order to administer and maintain your plans separately, you will work in your own benefit area.
1a.           Define the benefit areas
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define benefit areas.
(Note: This is not used for eligibility but administration. It allows you to have separate administration or separate benefit plan pools. A benefit area can be administered in one currency at a time only).
Steps:
- Hit the New entries button
- Enter your own Benefit area and Country grouping
- Hit the Save button
1b.           Maintain BAREA feature
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define Benefit Areas
Steps:
- Click on Feature button and Maintain
1c.           Set currency for the benefit areas
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Assign currency to Benefit areas
Steps:
- Hit the New entries button
           - Enter your Benefit area and Currency
1d.           Set the current benefit area (IMG and user parameters)
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Set current benefit area
Steps:
- Select your Benefit area and hit enter
           For User Parameter:
           - System > User profile > Own data > Parameters tab
           - Set parameter as BEN = XX
2.           National is the provider for all benefit plans. Within National, there is a provider for each health/spending, savings, and insurance plans.
2a.           Define the benefit provider
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define benefit providers
           Steps:
- Hit the New entries button
- Enter your health/spending, savings, and insurance plans providers
- Hit the Save button
3.           QD allows members of the immediate family to be considered as dependents and beneficiaries.
3a.           Define dependents and beneficiaries
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Dependents and Beneficiaries>Define dependents and beneficiaries
Steps:
Note: Here you will define employees relatives and close acquaintances are permitted dependents for health and miscellaneous plans, and beneficiaries for insurance, savings and miscellaneous plans. (i.e. spouse, divorced spouse, step-child, child).
- Hit the New entries button
- Select the dependent subtype from the drop down window
- Check dependent box or beneficiary box or both
- Hit the Save button
4.           QD offers 8 types of benefit plans: medical, dental, basic life insurance, supplementary life insurance, 2 separate savings plans, credit, legal coverage, and a healthcare spending account.
4a.           Define the benefit plan types
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Plan attributes>Define benefit plan types
Steps:
Note: The system does not allow for an employee to enroll in more than one benefit plan per plan type (i.e. employee can not enroll in both the Medical Indemnity and Medical HMO, but they do have a choice of one or the other).
                      - Enter a plan type identifier and its description
                      - Choose the corresponding benefit category code for the plan type.
5.           QDs plans are all active and able to be enrolled in, but they would like the option for closing and phasing out plans if needed.
5a.           Define benefit plan status
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Plan attributes>Define benefit plan status
Steps:
- Enter an identifier to represent each status
- Enter a status description
- Indicate if plan is active and if it is available for enrollment
Status           Text            Active            Enroll
CL           Closed
LK           Locked           
OP           Open                      
6.           QD offers a basic insurance plan that has different costs depending on the age and salary of the employee. Develop the salary and age as criteria for the plans.
6a.            Define parameter groups.
           Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define employee groupings>Define employee criteria groups>Define parameter groups
Steps:
           - Enter parameter group and description
           - Hit the Save button
           6b. Define age, salary and seniority groups (read step 12 for the required groups)
           Menu Path: Salary group
IMG>Personnel Management>Benefits>Basic Settings>Define employee groupings>Define employee criteria groups>Define salary groups
Steps:
                      - Select Salary criteria in the Select Transaction screen
- Enter the Salary group ID and its description
                      - Enter the Low and High values for the salary group
Menu Path: Age group
IMG>Personnel Management>Benefits>Basic Settings>Define employee groupings>Define employee criteria groups>Define age groups
Steps:
- Select Age criteria in the Select Transaction screen
- Enter the Age group ID and its description
- Enter the Low and High values for the age group
Menu Path: Seniority group
IMG>Personnel Management>Benefits>Basic Settings>Define employee groupings>Define employee criteria groups>Define age groups
Steps:
- Select Seniority criteria in the Select Transaction screen
- Enter the Length of service ID and its description
- Enter the Lowest and Maximum values
7.           The legal plan covers employees in the executive organizational unit. Create a coverage group for the executive legal plan.
7a.           Define coverage groupings
           Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define employee groupings>Define coverage groupings
Steps:
- Hit the New entries button
- Enter coverage group
- Hit the Save button
8.           For the 401k savings plan, full time employees (greater than 37.5 hours/week) may contribute a maximum of 16% of their pre-tax salary. Part time employees may contribute a maximum of 10%. Create groups to separate the part time and full time employees.
8a.           Define Employee Contribution Groups
           Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define employee groupings>Define employee contribution groups
Steps:
- Hit the New entries button
- Enter identification and description for employee contribution group
- Hit the Save button
9.           QD contributes to a retirement plan (RBAP) after one year of service for the salary employees only. Create groups to distinguish the salary employees from the hourly employees.
9a.           Define Employer Contribution Groups
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define employee groups>Define employer contribution groups
Steps:
- Hit the New entries button
- Enter identification and description for employer contribution group
- Hit the Save button
10.           The 2 medical plans offered are an HMO and a traditional indemnity. The company pays 50% of the provider costs for each. The following costs are stated in monthly amounts:
           The provider cost for a nonsmoking HMO are $60 for employee only, $80 for employee and spouse, and $150 for employee and family. Smoking adds an additional $20 to the provider cost.
           The traditional indemnity has a high deductible and a low deductible option. The cost for a high deductible is $100 for employee only, $120 for employee and spouse, and $200 for employee and family. Smoking adds an additional $20 and a low deductible an additional $10 to the provider cost.
Menu Path:
IMG >Personnel Management>Benefits>Plans>Health Plans
Steps:
- Define health plan general data
- Define options for health plans
                      - Define dependent coverage options
                      - Define cost variants
                      - Define cost rules
                      - Assign health plan attributes
                      - Define evidence of insurability conditions
11.           A dental plan is offered to all employees and is subject to no specific criteria. The cost, regardless of number of dependents, is $5/month, paid for entirely by the employer.
Menu Path:
IMG >Personnel Management>Benefits>Plans>Health Plans
Steps:
- Define health plan general data
- Define options for health plans
- Define dependent coverage options
           - Define cost variants
- Define cost rules
- Assign health plan attributes
- Define evidence of insurability conditions
12.           The basic life insurance is subject to age and salary criteria. The plan coverages offered are 1x base salary and 2x base salary, up to a maximum coverage of $500,000. Costs are paid for by the employee and are, per $1000 coverage:
           for salary levels below $120,000: $0.05 below age 50, $.08 above age 50
           for salary levels above $120,000: $0.07 below age 50, $.10 above age 50
           Supplementary life insurance is not subject to criteria and is a flat $200,000 coverage and costs $7 month, paid for by the employee.
           There is a combined coverage limit of $500,000 for basic and supplementary insurance.
Menu Path:
IMG >Personnel Management>Benefits>Plans> Insurance Plans
Steps:
                      - Define insurance plan general data
                      - Define coverage formula
                      - Define coverage rules
                      - Define cost variants
                      - Define cost rules
                      - Assign insurance plan attributes
                      - Define evidence of insurability conditions
Menu Path: (combined coverage)
IMG >Personnel Management>Benefits>Plans> Insurance Plans>Combined coverage
Steps:
                      - Define combined coverage for insurance
                      - Define combined coverage limit expressions
13.           A 401k savings plans is available and QD starts immediate matching. QD matches at a rate of 100% of employee contribution up to $1000. After this limit is reached, QD matches 50% of employee contribution to a maximum of 16% of the employee base salary. The 401k is subject to employee contribution groups (step 8). The maximum pre-tax employee contribution percents are explained in step #8 and the maximum dollar amount is $10,000. The employee is 20% vested after one year, and an additional 40% each year after.
           QD contributes $4000 to an RBAP for the salary employees after 1 year of service. Employees so not contribute to this plan and are 100% vested after 1 year. The RBAP is subject to an employer contribution rule (step 9).
           Choices for investments are stock, mutual funds, or both.
Menu Path:
IMG >Personnel Management>Benefits>Plans> Savings Plans
Steps:
- Define savings plan general data
- Define employee contribution variants
- Define employee contribution rules
- Define employer contribution variants
- Define employer contribution rules
Menu Path:
IMG >Personnel Management>Benefits>Plans> Savings Plans>Vesting
Steps:
- Define vesting rules
- Define vesting portions
Menu Path:
IMG >Personnel Management>Benefits>Plans> Savings Plans>Investments
Steps:
- Define investments
- Define investment groups
- Assign investments to groups
Menu Path:
IMG >Personnel Management>Benefits>Plans> Savings Plans
Steps:
- Assign savings plan attributes
14.           QD offers a healthcare spending account with contribution limits of $100-$7000 per year. Reimbursements for spending accounts can be obtained through QD in amounts of $50 or greater. Valid reimbursements are doctor, dentist, vision, and prescription.
Menu Path:
IMG >Personnel Management>Benefits>Plans> Flexible Spending Accounts
Steps:
                      - Define spending account general data
           - Define employer contribution variants
           - Define employer contribution rules
           - Assign spending account attributes
           - Define spending account claim types
15.           QD gives each employee a monthly credit of $50 to offset the costs of benefit plans.
Menu Path:
IMG >Personnel Management>Benefits>Plans> Credit Plans
Steps:
- Define credit plan general data
- Define credit variants
- Define credit rules
- Assign credit plan attributes
16.           QD offers a legal plan for all employees in the executive organizational unit. The coverage group was determined in step 7. The legal plan has a coverage amount of $5,000,000 and costs the employer $100 per month.
           you will use coverage amount and cost formulas for the legal plan configuration
Menu Path:
IMG >Personnel Management>Benefits>Plans> Miscellaneous Plans
17.           To enroll in a dental plan, the employee must be enrolling in either an HMO or the medical indemnity. To enroll in supplementary insurance, the employee must be enrolling in the basic life insurance plan.
17a.           Define prerequisite or corequisite plans
Note: Prerequisite plan is a plan the employee must first be enrolled in.
Corequisite plan is a plan the employee must enroll in at the same time.
           Menu Path:
IMG >Personnel Management>Benefits>Flexible Administration>Prerequisites and \Corequisites>Define prerequisites/ Define corequisites
Steps:
- Choose a plan requiring a pre/co requisite
- Enter the plan or plans that are to be the pre/co requisite
- Determine if the plan requires a requisite of all or any
18.           Employees are eligible for all plans (except RBAP) immediately upon hire. Salary employees are eligible for RBAP after one year of service.
18a.           Define eligibility groupings
           Menu Path:
IMG >Personnel Management>Benefits>Flexible administration>Programs>Employee Eligibility>Define eligibility groupings
Steps:
- Hit the New entries button
- Enter Eligibility group and description
- Hit the Save button
18b.           Maintain ELIGR feature
Menu Path:
IMG >Personnel Management>Benefits>Flexible administration>Programs>Employee Eligibility>Define eligibility groups
Steps:
- Click on Feature button and Maintain
18c.           Define eligibility variants
Menu Path:
IMG >Personnel Management>Benefits>Flexible administration>Programs>Employee Eligibility>Define eligibility variants
Steps:
- Hit the New entries button
- Enter Eligibility rule variant and description
- Hit the Save button
18d.           Define eligibility rules
Menu Path:
IMG >Personnel Management>Benefits>Flexible administration>Programs>Employee Eligibility>Define eligibility rule criteria
Steps:
- Select the eligibility rule for which to define conditions
- Enter the waiting period information
- Enter the first day of enrollment after waiting period met
- Enter minimum working time and age restrictions, if required
- Hit the Save button
19.           When employment ends, termination is classified as wither resigned or retired and benefit plans cease after 30 days, or cease immediately.
19a.           Define termination groupings
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Programs>Participation termination>Define termination groupings
Steps:
- Hit the New entries button
- Enter Termination grouping and description
- Hit the Save button
19b.           Define termination variants
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Programs>Participation termination>Define termination variants
Steps:
- Hit the New entries button
- Enter Termination variants and description
- Hit the Save button
19c.           Define termination rules
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Programs>Participation termination>Define termination rules
Steps:
- Select your Termination rule
- Select Benefits termination rule criteria
- Enter the appropriate Coverage continuation period and hit the Save button
20.           Group plans together as an offer to active salary and hourly employees.
20a.           Define benefit programs
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Programs>Define benefit programs
Steps:
- Select your Benefit groups
- Select your Employee status
- Enter the Benefit plan, Eligibility rule and Termination rule and hit the Save button.
21.           All active employees are defaulted into the traditional indemnity medical plan, low deductible, employee only if they do not elect benefits. The RBAP, credit, and legal plans are all automatic enrollment.
21a.           Define standard selections
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Standard selections>Define Standard health selections
Steps:
- Select your Benefit groups
- Select your Employee status
- Hit the New entries button
- Enter the Benefit plan type, Benefit plan, Health plan options and Dependent coverage for health plan
- Select the processing type and hit the Save button.
22.           Benefit events are classified as Hire (can add all relevant plans) or Other Event (marriage, birth of child and can delete, add, change and relevant plan)
22a.           Define benefit adjustment groupings
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Benefits adjustment reasons>Define benefit adjustment groupings
Steps:
- Hit the New entries button
- Enter adjustment groupings and description
22b.           Maintain EVTGR feature
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Benefits adjustment reasons>Define benefit adjustment groupings
Steps:
- Click on Feature button and maintain EVTGR feature
22c.           Define benefit adjustment reasons
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Benefits adjustment reasons>Define benefit adjustment reasons
Steps:
- Hit the New entries button
- Enter Benefit adjustment reasons and description
- Hit the Save button
22d.           Define permitted changes for adjustment (up to you!)
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Benefits adjustment reasons >Define adjustment permissions
Steps:
- Select your Benefit adjustment
- Select your adjustment group
- Hit the New entries button
- Enter the Benefit plan type,
- Check the appropriate boxes for Benefit plan, Options, Dependent coverage and Dependents and save your records
Edited by: Santhosh Kumar R on Feb 27, 2008 9:35 AM

Benefits Termination Rule

Hi,
I have customized the thee steps related to Termination rule in img.Now i want to know whether when we execute the termination of eployee ,automatically the termination will called and delimited the benfit plan.
Kind suggest how termination rule works.
Participation Termination
             Define Termination Groupings
             Define Termination Variants
             Define Termination Rules
Define Benefit Programs
Thanks,
Nachy

Hi Nachy,
Termination Rule suggests when to terminate the enrolments from the Benefit plans.....
For this you will have to run HRBEN0014....
As suggested in SAP examples:
Example 1
An employee is enrolled in a Standard Health Plan. His employment contract is terminated. His termination date is 31 July, yet according to the termination variant, the health plan can cease to give coverage only on the first day of the next quarter, after 1 month waiting.
Example 2
An employee resigns. Your company allows the employee to continue participating in all health plans until the end of the current month.
Thanks
Kumarpal Jain.

FRICE OBJECTS IN BENEFITS MODULE

HI FRIENDS.
WHAT ARE THE POSSIBLE
REPORTS ,INTERFACES,CONVERSIONS,ENHANCEMENTS SHOULD WE NEED TO WHILE CONFIGURATION OF BENEFITS MODULE.DESPARETLY NEED THE ANSWER.
THANK YOU.
SAIRAM

Hi Vikram,
1. yes you should assign Assign Health plan attributes; without assigning this u can' process the further steps this is the integration point off your plan options with cost rules
2. after the above step the following are the mandatory steps to follo:
a. Flexible administration --- define administrative parameters (Mandatory)
b. Prerequisite and Corequisite plans (Optional--based on ur client needs)
c. Adjustment reasons (Optional-if u have any adjustments it is mandatory)
d. Programs ; 1st program Grouping and Second program groupin( Mandatory without assigning this you can't process)
e. Define Benefit Programs (mandatory)
f. Employee Eligibility : eligibility grouping and variant and eligibility rules ( Mandatory)
g. Standard Selections: Health plans (Mandatory)
after config all those steps then you go to T-Code HRBEN0001 there you can enrol youa employees .
Regards,
Sushma

Benefit Termination Rule

Hi All,
Does anyone know how to setup a Benefit Termination Rule based upon the employees last paycheck (or last pay date)?
The issue we have is when an employee is separating from the company, its not taking the last FSA deduction. Our current term rule is 'immediate'. I though of maybe just using a number of days (ex. 15 days from term date), but was wondering if there was a better known solution.
Any help is appreciated.
Thanks
B-

Hi,
You can do this by configuring as below.
PM->Benefits->Flexible Administration->Programs->Participation Termination->Define Termination Groupings
PM->Benefits->Flexible Administration->Programs->Participation Termination->Define Termination Variants
PM->Benefits->Flexible Administration->Programs->Participation Termination->Define Termination Rules
In the step Define Termination Rules you can specify that the termination should be immediate and on the last working day.
Hope this helps.
Regards,
Ilyas

Agent Determination Rule using Function Module

Hi all,
I am trying to create a custom agent determination rule using function module. But my rule is not getting invoked when the workflow is executed.
I created a custom rule and linked my function module (with proper signature).
FUNCTION 'ZRULEXXX''
""Local Interface:
*" TABLES
*"      AC_CONTAINER STRUCTURE SWCONT
*"      ACTOR_TAB STRUCTURE SWHACTOR
*" EXCEPTIONS
*"      NOBODY_FOUND
And I am hard coding some values into table ACTOR_TAB
REFRESH ACTOR_TAB.
CLEAR ACTOR_TAB.
IF SY-SUBRC NE 0.
    RAISE NOBODY_FOUND.
ELSE.
    ACTOR_TAB-OTYPE = 'US'.
    ACTOR_TAB-OBJID = 'XXXX'.
    APPEND ACTOR_TAB.
    ACTOR_TAB-OTYPE = 'US'.
    ACTOR_TAB-OBJID = 'XXXXXX'.
    APPEND ACTOR_TAB.
ENDIF.
But a worklist item is not being created for the users appended to ACTOR_TAB.
Is there anything am missing. Please let me know.
Thanks in advance
Regards
Raju

Hi,
Change it to following code. It will work.
REFRESH ACTOR_TAB.
CLEAR ACTOR_TAB.
*IF SY-SUBRC NE 0.
*RAISE NOBODY_FOUND.
*ELSE.
ACTOR_TAB-OTYPE = 'US'.
ACTOR_TAB-OBJID = 'XXXX'.
APPEND ACTOR_TAB.
ACTOR_TAB-OTYPE = 'US'.
ACTOR_TAB-OBJID = 'XXXXXX'.
APPEND ACTOR_TAB.
*ENDIF.
Regards,
Vaishali.

Features in Benefits module

Hi Friends,
Please let me know about the features which we are using while configuration of benefits module.
what features should we maintain in the Benifits module and what would be the possible return values?
hope for early reply.
thanks in advance.
sairam

Hi,
You have to use first program grouping and the second program grouping to enroll the employees in a benefits plan. For e.g., your employee is salaried and full-time, then you can maintain SAL in the first program grouping and FULL in the second program grouping. After you have defined these values, you have to use these as the return values in their respective features (BENGR and BSTAT). Once you have done these, when you go to employee master data in IT0171, system will default these values there.
Similary you need to maintain other required features too.
Hope this helps.
Reward points appreciated,
Thank You,

Doubt about Substitution Rules

Hello gurus!
We have a doubt about Management Substitution Rules. We fully understand all the benefits of this feature and tried to communicate to all our personnel to make it work properly, but as we have a big staff and not everybody have the same "skills" understanding technology, we eant to have a different approach to this: we want to develop a "user friendly" interface, as a single acreen where we can emulate all the features of Substitution Rules, but we want to know if there is a control program or a Function that controls this, and the understand it fully to achieve this. Anybody knows if this is possible?
Regards IA

Hi,
If you use UWL only with one backend system, you can easily build your own application for example with web dynpro ABAP. Just use the function modules SAP_WAPI_SUBSTITUTE* to do the different operations (creating, deleting substitutions, etc.).
If you have multiple backend systems, it is a bit more complicated. You could build your own (Java WD) application by using the Substitution API. Check the docs at: http://help.sap.com/javadocs/NW04S/SPS09/uw/com/sap/netweaver/bc/uwl/IUWLSubstitutionManager.html
Both approaches work.
Regards,
Karri

Read workitem Container Value in Terminating event Check Function Module

Hi
I have some problems reading work item data / values of a work item container element in a check function module on a terminating event Do any of you know if this is possible, and if so, how its done ?
In My scenario I have created a multiline approval step for my business document, one task pr Line Owner. The Event Approved is defined as a terminating event for this task, and the line owner is passed to the task container.
Now, when I raise the event, with the line owner as an event parameter, I would like to check if the line owner on the raised event, matches the line owner in the task container in question in a check fm. But here I faced the problem, that only event data, and not work item data, are passed to the Check Function module.
Regards,
Morten Nielsen

Hello Morten, hello Arghadip,
in the instance linkage's check function module (entered via transaction SWEINST) you'll have the workitem-id in the system event parameter EVTRECEIVER_ID
With this number you can use the frame work in order to read the work item container.
This is a sample coding, how you access the correct work item container using SAP Enterprise and it's new OO frame work, which checks on the terminating event of BUS2105.Released the correct release code for a work item.
INCLUDE <cntn01>.
INCLUDE <SWFCNTN01>.
INCLUDE RSWEINCL.
*** Read workitem instance and container from event
       DATA: wi_id            TYPE swwwihead-wi_id.
       swc_get_element EVENT_CONTAINER evt_receiver_id wi_id.
       IF sy-subrc <> 0.
          MESSAGE E015(ZPREL) WITH evt_receiver_id
                                       RAISING wrong_call.
       ENDIF.
       DATA: lv_wi_handle    TYPE REF TO if_swf_run_wim_internal.
       DATA: ls_context      TYPE sww_wimctx.
       DATA: lv_wi_container TYPE REF TO if_swf_cnt_container.
*    - set context
       ls_context-do_commit = ' '.
       ls_context-called_btc = 'X'.
       ls_context-exec_user = sy-uname.
       ls_context-fbname     = 'Z_CHECK_RELEASE_CODE'.
       CLEAR lv_wi_handle.
       CALL METHOD cl_swf_run_wim_factory=>initialize( ).
       CALL METHOD cl_swf_run_wim_factory=>find_by_wiid
               EXPORTING
                  im_wiid             = wi_id
                  im_read_for_update = ' '
*                 im_enqueue_owner    = fb_name
*                 im_wait_for_enqueue = 'X'
                  im_context          = ls_context
               RECEIVING
                  re_instance         = lv_wi_handle.
*** This check is only done for workitem linkage TS90100081
       IF lv_wi_handle->m_sww_wihead-wi_rh_task <> 'TS90100081'. "#EC_SYNTEXT
          EXIT. "Let event pass, as this is an instance linkage to another workitem
       ENDIF.
       DATA: releaseCode_wi        TYPE t16fc-frgco.
*    - read releaseCode from workitem container
       lv_wi_container = lv_wi_handle->get_wi_container( ).
*    - perform binding event container -> workitem container
       swf_get_element lv_wi_container 'RELEASECODE' releaseCode_wi.
      DATA: e             TYPE REF TO cx_swf_run_wim.
      CATCH cx_swf_run_wim INTO e.
         RAISE WORKFLOW_RUNTIME_ERROR.
   ENDTRY.
*** From here on, the variable releaseCode_WI hold the
*** container element RelaseCode of the work item, that
*** is going to be terminated...
*** Further coding from here as appropriate...
Best regards,
Florin

Dynamic Modification Rule In Quality Module

Dear All
Please explain me in detail how to use Dynamic Modification Rule (At Lot Level) In quality Module.
Thanks & Regards
Rahul Bhardwaj

Hi,
Dynamic Modification Rule
Definition
The basic data record contains the definition of the inspection stages, the dynamic modification time (at lot creation or after the usage decision has been made), and the conditions for the inspection stage change. Inspection stage changes occur on the basis of the inspection results that are recorded for inspection lots and inspection characteristics (that is, on the basis of their acceptance or rejection).
Use
You can vary the inspection scope using dynamic modification rules. You can store a dynamic modification rule in one of the following places:
In the inspection plan at the header level
In the inspection plan at the characteristic level
In the inspection setup of the material master record at the inspection type level
Structure
A dynamic modification rule contains the definition of the inspection stages, the dynamic modification time, and the conditions that lead to an inspection stage change.
There are always two options that apply to the conditions for an inspection stage change: An acceptance (OK) and rejection (not OK). The system uses these conditions to update the quality level, which always reflects the current status.
The functions for maintaining and displaying dynamic modification rules are primarily contained on three screens:
On the initial screen, you enter the identifier for the dynamic modification rule.
On the header data screen, you maintain a short text and the blocking indicator, and define the time of dynamic modification (at lot creation or when the usage decision is made) and the reset period.
The reset period defines the period of time, which must elapse before the quality level again uses the initial inspection stage specified in the dynamic modification rule as the current inspection stage.
On the inspection stages screen, you edit the inspection stage data (inspection severity, skip, initial inspection stage, and short text). You create the rules for the inspection stage change on this screen.
In QM, the inspection stage describes a test or inspection status that is based on the inspection history and predefined rules. Different inspection stages mean that there are also different inspection scopes and/or inspection severities.
Creating a Dynamic Modification Rule
1.Choose Logistics ® Quality management ® Quality planning ® Basic data ® Sample ® Dynamic modification rule ® Create.
2.Enter the identifier for the dynamic modification rule on the initial screen or choose Copy to use an existing dynamic modification rule as a copy model.
3.Choose Dynamic modification rule to carry out the following activities on the header data screen:
Edit the short text for the dynamic modification rule.
Define the time of dynamic modification (at lot creation or usage decision).
Define the reset period.
Set the blocking indicator if you want to prevent the dynamic modification rule from being used in an inspection plan.
4.Choose Next screen to carry out the following activities on the inspection stages screen:
Define inspection stages.
Define inspection severities for individual inspection stages.
Identify skips.
Identify the initial inspection stage.
Maintain short texts for the inspection stages.
5.Choose Stage change to carry out the following activities on the screen for creating the inspection stage change:
Define the specifications for a stage change for an acceptance (OK)
Define the specifications for a stage change for a rejection (Not OK)
6.Choose Next screen to return to the inspection stages screen and save your entries.
When you save the data, the system prompts you for a confirmation. If you want to include the dynamic modification rule in the allowed relationships for sampling procedures and dynamic modification rules (this is only necessary if a sampling procedure is used in a sampling scheme), you can switch directly to the assignment transaction by confirming this prompt. You define the assignment of sampling procedures and dynamic modification rules in this screen.
If you do not confirm the prompt, the system returns directly to the initial screen and confirms that it has created the dynamic modification rule.
Hope this helps.
Award points if useful.
Regards,
Tejas

How to define new derivation rules in FM module

Can somebody help me define a new derivation rule which is user specific in FM module. I want to map muliple Fund Centers to a single Cost center and also map many commitment items to a single GL.
Thanks
shivaji

You derive object X (fund centre) from object (Y) cost centre. In terms of logic, it's not possible to derive multiple values from single value. That's the concept of derivation. If you have cost centre (let's say ABCD), on what parameter will your logic decide whether to take fund centre XXXX or fund centre YYYY? As you understand, the FM posting should be done eventually on one fund centre as well as commitment item, fund, etc.
After all, the computer could be told what ever you have to tell it; if you, yourself, can make this decision - which FCtr should be taken - upon certain logic, it could be programmed as well in FMDERIVE.

Rules check at Module Booking

Hi,
Sorry that i am putting so many questions at a rapid pace.
My client has strange requirements at module booking level. The system shall check the academic overview of previous module if booking is happening at subsequent module. It shall count the Pass/fail status and no of repetitions. In case it is not meeting any requirement it shall not book the students in next module and trigger a mail to HOD.
Do we have any standard functionality for this or we have to code it in module booking function module?
I am not sure about using VSR rules for meeting the same? Please suggest.
Regards
Vinod Kumar

Vinod,
Please check the possibilities within SLcM in the following cookbooks
Extended booking check
http://www.sdn.sap.com/irj/bpx/go/portal/prtroot/docs/library/uuid/d023e7a3-f4e2-2b10-58a7-af99a63a2c33
BRF
http://www.sdn.sap.com/irj/bpx/go/portal/prtroot/docs/library/uuid/80c4cd46-6ba6-2b10-7198-ebb2d0f5650a
br
Rob

Doubt in Execute Rule Set Action

Hi,
I have seen the following documentation in help doc regarding Execute Ruleset action
'The Execute Ruleset and Execute Flow Ruleset rule script actions result in evaluating and executing another ruleset u2013 either a rete ruleset or a flow ruleset. This action is similar to invoking a ruleset, except that the current value of objects, including variable definitions, are available to the ruleset being invoked (instead of their initial values). If the invoked ruleset changes the value of any of the objects, these are reflected in the initial Flow Ruleset'
I have a rule flow set invoking another rule set in its action script. I need to pass a variable defined in rule flow set to invoked rule set. I did this with following action
Execute Ruleset RuleSet1 On var1.
My doubt is how do i access this in invoked rule set? I didnt see this in invoked rule set.
Regards,
Dhana

Hi Dhana,
'The Execute Ruleset and Execute Flow Ruleset rule script actions result in evaluating and executing another ruleset u2013 either a rete ruleset or a flow ruleset. This action is similar to invoking a ruleset, except that the current value of objects, including variable definitions, are available to the ruleset being invoked (instead of their initial values). If the invoked ruleset changes the value of any of the objects, these are reflected in the initial Flow Ruleset'
What we mean by the stmt above is - In case the action "Execute Ruleset" or "Execute Flow Ruleset" is used, all those global definitions which are modified at the ruleset level will retain their changed value when the other ruleset is evaluated.
This needn't be specifically mentioned using the "ON" option.
This option is provided for a user to pass the current value of objects alone. "except that the current value of objects... are available to the ruleset being invoked"
Your other question related to passing the variable definition created at the flow ruleset level, to be passed to the other ruleset - such a mapping is not yet possible. You will have to define this as a common(global) definition.
Hope this clarifies your doubt.
Best Regards,
Arti

Fsam7440 makepkg error - no rule to make modules

Hi there!
I'm trying to set up a wireless connection on an old Fujitsu Amilo M 7400
and i'm trying to install the fsam7440 module from the AUR,
to be able to control the wlan-switch.
I don't even know if it's gonna work, but it is the only idea i got so far.
When running makepkg, i get the error
make: *** /lib/moduels/3.8.4-1ARCH/build: No such file or directory. Stop
When i create the not-found build folder i get the error
make[1]: *** No rule to make target `modules'. Stop.
The package being flagged as "orphaned", i also tried to *make*
the package provided on the projects page,
getting the same error messages.
Any thoughts?
Thanks in advance!
Levent

Last Updated: 2007-05-07 00:29
Fsam7440 is a module for Linux Kernel 2.4/2.6 that allows change the status of wireless card's radio on Fujitsu-Siemens Amilo M 7440.
that driver doesn't appear to have had any updates for almost 6 years.
you could try building 1 of the remaining 2.6 longterm (like 2.6.32.60) kernels from source.

Doubt in Termination Rules in Benefits Module

Similar Messages

Maybe you are looking for