Sap hr flexible benefits integration

Hi,
Our company is planning to implement SAP HR flexible benefits and benefits are provided by 3rd party flexible benefits provider.
My question is how do we integrate between SAP HR and 3rd party benefits provider.
The benefits are recording in SAP HR and needs to be sent to the 3rd party.
Could some one advise me about the integration.
Many Thanks
Chinni7

Benefits are entered in SAP HR. and this information needs to be sent to 3rd party providers, who process the benefits.
The 3rd party provider solution must integrate with SAP HR.
I want to know how we can build the integration.
Many Thanks
Chinni

Similar Messages

SAP HR Module - Benefits

Hi Gurus,
Can you please give me any documentation or ppt's on the benefits or why to implement SAP HR Module???
Please give me some details.
Thank You

Benefit Administration:
This section of the Implementation Guide (IMG) is where you set the SAP Benefits Administration component.
Here you enter in the system all the details of the benefit plans offered by your company.
Benefit Area:
Benefit areas allow you to have separate administration of different benefit plan pools. This division is primarily for administrational purposes and would not normally be used for eligibility
 Basic Settings  Benefits IMG Path: Personnel Management Define Benefit Area
Assign Currency to Benefit Area:
In this step, you specify the currency for the benefit area
IMG Path: Personnel Management   Assign Currency Basic Settings Benefits
this step, you enter the providers of the benefit plans you offer.
This could be the Insurance company, or Health Maintenance Organization that receives the benefit plan costs
Define Basic Settings  Benefits IMG Path: Personnel Management Benefit Providers
In this step, you set relevant benefit area for your Customizing activities
If you have more than one benefit area to set up, you must set up each independently. After you have set up all the plans in one area, you must return to this view, set the next current benefit area and work through the IMG again, setting up the new benefit area.
IMG Path: Personnel Set Current Benefit Area Basic Settings  Benefits Management
Benefit Plan Types:
In this step, you enter the benefit plan types that you require for the plan categories predefined in the system.
The following plan categories are provided by MSD:
Health Plans
o Medical
o Dental
o Vision
Insurance Plans
o Basic Life
o Supplemental Life
o Accidental Death & Dismember
Savings Plans
o 403B
o 457
o PERS (Public Employees retirement Scheme for CP Benefit Plan) & TRS
(Teachers Retirement Scheme for TP Benefit Plan)
Flexible Spending Accounts
o Health care
o Dependent care
IMG Path: Personnel Define Benefit Plan Plan Attributes  Basic Settings  Benefits Management Types
Define Benefit Plan Status:
It is important that you assigning statuses in order to be able to control the availability of plans with a minimum of effort. For example, you can control whether or not employees can enroll in a plan simply by changing its status
IMG Path: Personnel Management   Define Benefit Plan Plan Attributes  Basic Settings Benefits Status
Benefit Plan Status:
In this step, you define parameter groups. You decide which groups you require in two stages:
1. You consider which costs, credits, coverage and employee and employer contributions for your plans vary according to the age, salary and/or seniority of employees (or possibly the age of the employee's spouse).
2. You determine the different ways in which you need to divide your employees according to different value ranges for these criteria.
It is not possible to define overlaps of ranges for a criterion within a single parameter group. Therefore, if you require different employee groupings for different plans, you need to create a separate parameter group.
For each unique combination of criteria and their values, you need to define a parameter group.
In this step, you simply create the parameter groups to which you assign groups for the individual criteria in the following steps. You later refer to the parameter groups, where applicable, in the individual rule variants for plans. Since one parameter group can be referenced by multiple plans, Customizing effort is kept to a minimum. In the plan variant, you also have the flexibility of being able to specify that you only want to use certain criteria values belonging to a parameter group, for example, age ranges
 Basic Settings  Benefits IMG Path: Personnel Management   Define Parameter Define Employee Criteria Groups Define Employee Groupings Groups
Age Groups:
In this step, you define the age groups for the parameter groups that you defined in a previous step.
Depending on your needs, you may find for some parameter groups, you can leave out this step, if for example there is no requirement to differentiate between employees based on age
Define Basic Settings  Benefits IMG Path: Personnel Management   Define Age Define Employee Criteria Groups Employee Groupings Groups
Age Groups under Parameter grouping PAR1
Cost Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, job classification, marital status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying costs for different groups of employees
IMG Path: Personnel Management   Define Cost Define Employee Groupings  Basic Settings Benefits Groupings
Coverage Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, employment contract, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying coverage for different groups of employees
Define Basic Settings  Benefits IMG Path: Personnel Management   Define Coverage GroupingsEmployee Groupings
Employee Contribution Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Define Define Employee Groupings  Basic Settings  Benefits Management Employee Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
Define Basic Settings  Benefits IMG Path: Personnel Management   Define Employer Contribution GroupingsEmployee Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
 Benefits IMG Path: Personnel Management   Define Employer Contribution Groupings Health Plans Plans
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
 Benefits IMG Path: Personnel Management   Define Options for Health Plans Health Plans Plans
Dependent Coverage Options:
In this step, you define the dependent coverage that are used in health plans.
Define all possible variations that you need, because this view is not specific to any plan or plan option
IMG Path: Personnel Management   Define Dependent Coverage Options Health Plans  Plans Benefits
Number of Dependents:
In this step, you can restrict participation in a health plan under a dependent coverage option to certain types of dependent, as determined by the subtypes of the Family/Related Persons infotype (0021). You can also define a minimum and maximum number of persons of a particular type that can be covered. During enrollment, the system only includes those dependent coverage options in the benefit offer for which the appropriate dependents are available
Health Plans  Benefits IMG Path: Personnel Management   Define Minimum and Maximum Number of DependentsPlans
Define Cost Variants:
In this step you define cost variants to determine which factors influence the cost of a health plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Option
Dependent coverage
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often costs vary for all the combinations of option and dependent coverage that you have defined in each plan.
This indicates how many cost variants you need. You can use the same cost variant more than once, for example, if costs are always identical for the dependent coverages 'employee only' and 'employee plus family' within a plan, regardless of the plan option
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
Define Health Plans  Plans  Benefits IMG Path: Personnel Management Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
Health Plans  Benefits IMG Path: Personnel Management   Define Cost RulePlans
Health Plan Attributes:
In this step, you bring together all the definitions relevant to the health plan that you have made in the previous steps.
You assign to each health plan:
Its options
Relevant dependent coverages
The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management   Assign Health Plan Attributes Health Plans  Plans Benefits
Insurance Plans:
In this step, you define general data for insurance plans
IMG Define Insurance Plans  Plans  Benefits Path: Personnel Management Insurance Plan General Data
Coverage Variants:
In this step, you define coverage variants to determined which factors influence the coverage an employee is entitled to in a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual coverage in this step. You simply define how coverage varies according to:
Plan
Coverage option
Employee data
Before you start to define coverage variants, you need to do the following:
1. Determine how often coverage varies for different coverage options.
This indicates how many coverage variants you need. Note the following:
If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
If a plan has options, you will need a coverage variant for each option.
2. Determine how coverage varies according to employee data.
This determines how you need to set up your variants using employee groupings. For each variant, you can specify a parameter group and coverage grouping to determine coverage
 Plans  Benefits IMG Path: Personnel Management Insurance Plans
Coverage Rules:
In this step, you define the actual coverages for a plan.
You need to define coverage for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
Coverage can be defined as a flat amount or as a factor of salary
 Insurance Plans  Plans  Benefits IMG Path: Personnel Management Define Coverage Rules
Cost Variants:
In this step you define cost variants to determine which factors influence the cost of an insurance plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Coverage option
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often cost varies for different coverage options:
If an insurance plan has set flat coverage options and flat costs, you need
to define a cost variant for each flat cost.
If you have set flat coverage options and the flat costs are directly
proportional to the coverage stated in the flat cost, you need only one
cost variant.
If an employee can choose any amount of coverage within a range and the
cost of the coverage is directly proportional to the coverage, you need
only one cost variant.
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Define Cost Insurance Plans  Plans  Benefits Personnel Management Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
Insurance Plans  Benefits IMG Path: Personnel Management   Define Cost RulesPlans
Insurance Plan Attributes:
In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
You define the insurance plan options, then associate to each insurance plan:
Cost variant
Coverage variant
 Insurance Plans  Plans  Benefits IMG Path: Personnel Management Assign Insurance Plan Attributes
Combined Coverage Limits:
When you define coverages for plans such as insurance, you can set limits on the coverage amount. This is often used when the coverage is an amount dynamically calculated when the employee chooses her coverage.
However these limits apply only to one plan and yet you might need to define limits which combine the coverages of more than one plan.
In this chapter, you define these combined limits as follows:
1. The limit that might span 2 or more plans is reduced to a mathematical equation, where there is an amount on one side and plan coverages on the other side. The two sides of this equation are then DIVIDED BETWEEN the two views in this chapter.
2. The first view defines the limit in monetary terms which is one side of the equation. It also defines the operator (equals, is greater than, and so on).
3. The second view defines the other side of the equation in terms of the plan coverages
IMG Path: Personnel Management   Combined Combined Coverage  Insurance Plans  Plans Benefits Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path:  Combined Coverage  Insurance Plans  Plans  Benefits Personnel Management Define Combined Coverage Limit Expressions
Imputed Income for Selected Benefits:
In this section of the IMG, you define the criteria needed to calculate Imputed Income.
Imputed Income is based upon benefits paid for by the employer and calculated using rates set by the Internal Revenue Service (IRS). This value is then treated as taxable income for the employee
IMG Combined Insurance Plans  Plans  Benefits Path: Personnel Management   Review Age Groups for Imputed IncomeCoverage
Review Calculation Factors for Imputed Income:
In this step, you check that the Imputed Income Rate Table entries are correct.
The imputed income age groups are associated with the rates/factors set by the IRS
IMG Path: Personnel Management   Review Calculation Combined Coverage  Insurance Plans  Plans Benefits Factors for Imputed Income
Savings Plans:
In this step, you define general data for savings plans.
You have defined the relevant type, status, and provider for each plan in the Basic Settings section of the Benefits IMG
 Savings Plans  Plans  Benefits IMG Path: Personnel Management Define Savings Plan General Data
Employee Contribution Variants:
In this step you define employee contribution variants to determine which factors influence the permitted employee contribution to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contributions in this step. You simply define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employee contribution grouping to determine employee contribution
IMG Path: Define Employee Savings Plans  Plans  Benefits Personnel Management Contribution Variants
Employee Contribution Rules:
In this step, you define the employee contribution limits for each plan.
You need to define employee contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define minimum and maximum employee contribution in the following ways:
As a fixed amount
As a percentage of salary
As a contribution unit
In Payroll, the total employee contribution is the sum of these amounts
IMG Path: Define Employee Savings Plans  Plans  Benefits Personnel Management Contribution Rules
Employer Contribution Variants:
In this step you define employer contribution variants to determine which factors influence the contribution the employer makes to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contribution in this step. You only define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
IMG Path: Personnel Define Employer Contribution Savings Plans  Plans  Benefits Management Variants
Employer Contribution Rules:
In this step, you define limits for the contributions made by the employer to employee plans. You so this for each employer contribution variant for each plan.
You need to define employer contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define the employer contribution and the contribution limit in either of the following ways:
As a fixed amount / as an amount per unit contributed by the employee
As a percentage of employee base salary or employee contribution
IMG Path: Define Employer Savings Plans  Plans  Benefits Personnel Management Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
EE contribution variant
ER contribution variant
 Plans  Benefits IMG Path: Personnel Management   Assign Savings Plan AttributesSavings Plans
Flexible Spending Accounts (FSAs):
In this step, you define general data for flexible spending accounts (FSAs).
Requirements
You have created the appropriate plan type , plan status, and benefit provider in the preceding steps
IMG Path: Personnel Define Flexible Spending Accounts (FSAs)  Plans  Benefits Management Spending Account General Data
Assign Spending Account Attributes:
In this step, you enter the details of your flexible spending accounts including contribution limits, an employer contribution variant (if required), and rules for the reimbursement of claims
BenefitsIMG Path: Personnel Management   Assign Spending Account Flexible Spending Accounts (FSAs)  Plans  Attributes
Flexible Administration:
In this chapter, you define the flexible aspects of your Benefits administration. You define the availability of plans to your employees, in terms of the plans themselves. You also define aspects of the enrollment process.
you enter parameters that apply to processing within an entire benefits area, including:
Open enrollment period dates
Default validity dates for adjustment/standard plan records
Advance availability of future plans
Dependent age limits
 Flexible Administration  Benefits IMG Path: Personnel Management Define Administrative Parameters
Benefit Adjustment Groupings:
In this step, you define adjustment groupings. These groupings allow you to specify different adjustment permissions for different groups of employees
IMG Benefits Flexible Administration  Benefits Path: Personnel Management   Define Benefit Adjustment GroupingsAdjustment Reasons
Benefit Adjustment Reasons:
In this step, you define adjustment reasons to control changes to employee enrollments according to company policy.
The adjustment reason types that you define here are assigned as subtypes of Adjustment Reasons records (infotype 0378) in HR Master Data. Since a record can only have one subtype, a new record must be created for every adjustment reason an employee experiences.
According to the adjustment concept, an employee can only make changes to her enrollments if she has an Adjustment Reasons record (infotype 0378) with the required adjustment reason as a subtype. The only exceptions to this are if changes are made during an open enrollment period or if an anytime adjustment reason is assigned to the plan type.
In addition to defining adjustment reasons for certain events that can trigger changes, you may also want to define a special adjustment reason to allow changes to plans at any time
 Flexible Administration  Benefits IMG Path: Personnel Management   Define Benefit Adjustment ReasonsBenefits Adjustment Reasons
Adjustment Permissions:
In this section, you assign adjustment permissions to each benefit plan type for an adjustment reason and any adjustment grouping that you have defined.
Note that the elements for which you can define permissions are automatically determined by the system, dependent on the plan category
Health Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
 Benefits IMG Path: Personnel Management   Define Adjustment Benefits Adjustment Reasons Flexible Administration   Health PlansPermissions
this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management   Define Benefits Adjustment Reasons  Flexible Administration Benefits   Insurance PlansAdjustment Permissions
Savings Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Benefits Flexible Administration  Benefits Path: Personnel Management   Savings Plans Define Adjustment Permissions Adjustment Reasons
Spending Accounts:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
 Benefits IMG Path: Personnel Management   Define Adjustment Benefits Adjustment Reasons Flexible Administration   Spending AccountPermissions
Programs:
In this section of the IMG, you define benefit programs and the eligibility restrictions and termination conditions for the plans within these programs.
Within a program, eligibility for plans can be determined on two levels:
Program groupings control eligibility on a high level (macro-eligibility) by allocating an employee a defined program, depending on his/her organizational and employment data.
Eligibility rules are optional and control eligibility on a low level (micro-eligibility) by determining whether an employee can participate in a plan within the relevant program. An employee must fulfill the conditions defined in the rule in order to be able to enroll. Eligibility rules are assigned to plans in programs by means of an eligibility variant.
First Program Grouping:
In this step, you define first program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Define First Programs  Flexible Administration  Benefits Management Program Grouping
Second Program Grouping:
In this step, you define second program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
Flexible Benefits IMG Path: Personnel Management   Define Second Program Grouping Programs Administration
Employee Eligibility:
In this section of the IMG, you define the criteria according to which you control eligibility for individual benefit plans within a benefits program (definition of micro-eligibility). You perform the following steps to set up eligiblity requirements:
You define eligibility grouping to identify groups of employees for whom
certain eligibility criteria apply.
You create eligibility variants, which you later use to link eligibility
rules to programs.
If necessary, you define dynamic eligibility conditions relating
specifically to actual hours worked/length of service, or zip codes.
You bring your definitions together in the eligibility rule, where you
can also specify further conditions for enrollment.
IMG Path: Employee Programs  Flexible Administration  Benefits Personnel Management   Define Eligibility GroupingsEligibility
Eligibility Variants:
In this step, you define eligibility variants. These consist simply of an identifier and a description
Flexible Benefits IMG Path: Personnel Management   Define Eligibility Employee Eligibility  Programs Administration Variants
Eligibility Rules:
In this step, you define eligibility rules for the benefit plans offered by your organization. You define these rules for combinations of eligibility grouping and eligibility variant, thereby determining the eligibility conditions that will apply for different groups of employees
Flexible Benefits IMG Path: Personnel Management   Define Eligibility Employee Eligibility  Programs Administration Rules
Participation Termination:
In this section of the implementation guide you define criteria for the termination of benefit plans
Termination Groupings:
In this section of the implementation guide you define criteria for the termination of benefit plans
IMG Path:  Programs  Flexible Administration  Benefits Personnel Management   Define Termination GroupingsParticipation Termination
Termination Variants:
In this step, you define termination variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Participation Termination  Programs  Flexible Administration Benefits Define Termination Variants
Termination Rules:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
Flexible Benefits IMG Path: Personnel Management   Define Termination Participation Termination  Programs Administration Rules
Define Benefit Programs:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG  Programs  Flexible Administration  Benefits Path: Personnel Management Define Benefit Programs
Dependent/Beneficiary Eligibility:
In this step, you define family member groupings and determine how family members are allocated to these groupings
 Benefits IMG Path: Personnel Management   Define Family Dependent/Beneficiary Eligibility Flexible Administration Member Groupings
Dependent Eligibility Rule Variants:
In this step, you define the dependent eligibility variants to which you want to assign dependent eligibility rules. You also specify whether you wish to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
IMG Path: Personnel Management   Define Dependent/Beneficiary Eligibility  Flexible Administration Benefits Dependent Eligibility Rule Variants
Dependent Eligibility Rules:
In this step, you define dependent eligibility rules to determine which types of family member are eligible as dependents. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
 Flexible Administration  Benefits IMG Path: Personnel Management   Define Dependent EligibilityDependent/Beneficiary Eligibility Rules
Beneficiary Eligibility Rule Variants:
In this step, you define the beneficiary eligibility variants to which you assign beneficiary eligibility rules in the next step. You also specify the following:
Whether you want to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
Whether the following apply for plans to which the variant is assigned:
The employee can be a beneficiary
Contingency beneficiaries can be named
Spouse approval is required if beneficiaries other than the spouse are to be amed (the system only takes this setting into consideration for plans of the category avings)
IMG Path: Personnel Dependent/Beneficiary Flexible Administration  Benefits Management   Define Beneficiary Eligibility Rule VariantsEligibility
Beneficiary Eligibility Rules:
In this step, you define beneficiary eligibility rules to determine which types of family member are eligible as beneficiaries. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
 Flexible Administration  Benefits IMG Path: Personnel Management   Define Beneficiary EligibilityDependent/Beneficiary Eligibility Rules
Assign Eligibility Rule Variant to Plan:
In this step, you assign dependent eligibility variants and beneficiary eligibility variants to plans, thereby assigning the eligibility rules associated with these variants
 Flexible Administration  Benefits IMG Path: Personnel Management   Assign Eligibility Rule Variant toDependent/Beneficiary Eligibility Plan
COBRA Plans:
In this step, you specify which health plans that you have already defined in the system are COBRA-relevant.
When a clerk collects COBRA-qualified beneficiaries, the system only considers employee enrollments in the plans you select here as legitimate cases where COBRA must be offered to the employee
Choose COBRA COBRA  Benefits IMG Path: Personnel Management Plans
this step, you determine for which flexible spending accounts (FSAs) you will offer continuation of coverage under COBRA. You need to do this for each benefit area separately
Choose COBRA Spending COBRA  Benefits IMG Path: Personnel Management Accounts
Qualifying Event Coverage Periods:
In this step, you define the events that qualify individuals for COBRA coverage, and the periods of permitted coverage continuation for each qualifying event type. COBRA legislation states the following regarding coverage continuation periods:
In the case of Termination of employment and Reduction in working hours, only 18 months coverage must be provided. If qualified beneficiaries are determined to be disabled within 60 days of the COBRA event, they are entitled to a further 11 months of coverage, as are the other qualified beneficiaries who experienced the original event.
For all other qualifying events except Bankruptcy of employer, a qualified beneficiary is entitled to 36 months continuation coverage, and there is no extension provision for disability.
In the case of the event Bankruptcy of employer, the coverage continuation period is the life of the retired employee or retired employee's widow/widower. You therefore do not need to define a continuation period in this case.
Define Qualifying Event COBRA  Benefits IMG Path: Personnel Management Coverage Periods
Assign COBRA Events to Personnel Actions:
In this step, you define how the system recognizes COBRA-qualifying events from employee personnel actions (infotype 0000) records. You do this by creating a link between the two.
The only COBRA-qualifying event types that you assign to personnel actions are:
Termination
Death of employee
Reduction in hours
You need to assign these COBRA-qualifying event types since they are based on customizable entries in your HR master data and therefore cannot be delivered as standard.
When the system collects COBRA-qualified beneficiaries, it considers employee records within the date range you specify in two stages as follows:
1. The system searches for employee personnel action (infotype 0000) records. The COBRA qualifying events assigned to any personnel actions found are collected.
2. The system checks other employee infotype records for specific information which corresponds to COBRA-qualifying event types
Assign COBRA  Benefits IMG Path: Personnel Management COBRA Events to Personnel Actions
Notification and Payment Intervals:
In this step, you define details of COBRA administration for those states where state law concerning COBRA differs from federal law.
Federal regulations are reflected in the state settings for the District of Columbia, which is also the system default.
If you must comply with state regulations that differ from the federal regulations, you should create a new state entry. Otherwise, you can use the DC version for all employees, regardless of which state they reside in
Define Notification COBRA  Benefits IMG Path: Personnel Management and Payment Intervals

Compensation Statement - Flexible Benefits

We are experiencing difficulty in getting some Flexible Benefits Wage Types appearing on the Compensation Statement.
We want the Employer Contribution to appear on the Compensation Statement. And it would appear that if the Wage Type is configured in the field:
V_5UBA_WT-ERWTY
Then the values appear in the Compensation Statement.
The only place we can find that updates this field is in the IMG Define Wage Types for Benefit Plans BUT the field ERWTY only appears for some plans and not the plans we want to include in the Compensation Statement.
Does anyone know how to configure the Plan so that ERWTY appears on the updating screen?
OR
Which view provides the facility to update this field (ERWTY)?
OR (the ultimate question) how to get values onto the Compensation Statement?
Thanks & Regards
Rob

Hi Rob,
Can i know the resolution of the issue? I wanted to update ER contribution for some benefit plans and i cannot find the view?
Regards,
Somar

SAP HR US BENEFITS QUERY

Hi Experts,
This question is related to SAP HR US Benefits. Currently in 170 infotype FSA we have provision for employee to choose a different plan at any point of time but now the new requirement is If employee had already enrolled in to one plan the system in FSA should not allow him choose another plan or even if employee selects another plan then he should not be picked in Payroll.
Can we do this in standard or any user exit is required for this?
Please let me know the solution so that I can do it accordingly.
Thank you all in advance for your help.
Regards,
Vamshee

Thanks for your reply,
Means i need to define these details under misc.plan?-
                   Paid Time Off Benefits,
                   Employee Benefits Advocary Program comes under Patient Care,
                   Discount Progrm GYM Subsidy,
                   Commuter Expences Reimbursement FSA account.,Commuter Benefit Program.
But these are the programms--- i need to configure these programms also under misc.plan category?
I never heard Paid time off BN comes under Misc.plz confirm this.
In my bbp there they didn't explain anything about misc.plan?
If is it confirm then i will confi.it under misc.plan.
I have one more question-Expect plan configuration what are the other things i need to configure in BN?
waiting for ur reply.
Thanks!
Seema.

SAP Cloud for Customer & SAP ECC/CRM OnPremise integration using WebServices!

Hello All,
I would like to ask if anyone has really created a working integration scenario between a Cloud Solution & an ECC/CRM OnPremise solution?
We are trying to build some prototypes for this, however, due to connectivity errors/issues, unable to proceed.
I'm looking for information on:
> What certificates precisely are needed on both Cloud & OnPrem systems?
> What configuration if any is required on Cloud & OnPrem solution, except for communication system/arrangements on Cloud solution?
> Any use case if available from anyone which can demo integration between Cloud solution & ECC/CRM OnPremise solution.
I'd really appreciate responses on this.
Many Thanks
Ankur

Thanks Sathya for the response.
https://scn.sap.com/community/cloud/blog/2013/10/10/new-e-learning-for-i
ntegration-of-sap-cloud-for-customer-with-sap-erp-and-sa
p-crm-now-available : Not working! => Please check & confirm.
Just to give you our background...we are SAP Cloud Partners & VARs, hence we are building few prototypes for Customer Demos & POC.
Per my understanding, its just one of the OnPrem system, either an ECC OnPrem or CRM OnPrem that you can integrate with one C4C tenant at a time, i.e. to one single tenant. In our case, we are trying to integrate ECC OnPrem with C4C system.
We are in the process of deploying SAP PI as the middleware platform for integration between C4C & ECC/CRM OnPrem., which is going to take few more weeks.
SAP HCI will be the other approach, but we are currently not familiar with that, hence we have a trial to start in coming week for SAP HCI, so this is going to take some time as well.
Hence, WebService is the only currently available option for us to build these prototypes, POC for Customer Demos, to show working integration scenarios between ECC OnPrem & C4C system.
We have been facing some technical issues after setting up necessary communication systems/arrangements on C4C system & trying to do a WS call from SDK also we get error when we do a ping test from within C4C system to check connection.
Has SAP developed any WS integration between C4C & either of the ECC or CRM OnPrem system? Or is it just PI & HCI which SAP has for integration?
I'd truly appreciate if you can guide us on creating few integration scenarios (Working ones of course ) using Webservice between C4C & ECC OnPrem system.
Many Thanks
Ankur

SAP Bex Bi4.0 Integration - Data delegation

Hi Experts,
SAP Bex Bi4.0 Integration
The Key Figures which uses Standard Aggregation or exception aggregation in SAP Bex appear as Data Delegated in Webi.
Thus we are unable to add any conditions on such variables which lead to "#Unavailable" error.
Is there any solution or work around for the same??
Many Thanks
Akshay

What is your BO version? If you are above SP4, this issue should not be a problem with SUM aggregation type Key Figures.
If you are still having problem, you can create variables and set it as Detail object to related dimension. In your report block, you can put both the dimension and your detailed variable. After that, hide the dimension.

SAP PI and Ariba integration (Master Data)

Hi All,
I have to integrate SAP with Ariba for master data interfaces.
We have certain transaction data scenarios where we are using webservice communication with Ariba, but for master data interfaces what should be the approach?
How we can use Ariba tool kit?
How we do batch processing with Ariba Tool kit.
Please advice.
Thanks
Shivi

Hi Shivanjali,
did you get chance to look at below liinks
http://scn.sap.com/community/pi-and-soa-middleware/blog/2013/05/24/configuration-of-ariba-network-adapter-with-client-certificate-in-netweaver-pi
http://scn.sap.com/docs/DOC-43653
http://scn.sap.com/community/high-tech/blog/2013/06/26/rapid-integration-with-the-ariba-network
http://www.sdn.sap.com/irj/scn/go/portal/prtroot/docs/library/uuid/d060ac35-a269-3110-34b7-c7d3a1f54175?QuickLink=index&overridelayout=true&59064390272846
Regards,
Naveen

SAP Sourcing 7.0 integration with SAP ERP - issue with SAP PI

Hi All,
We are integrating SAP Sourcing 7.0 with SAP ERP 6.0 with SAP PI 7.1 in middle. So the Sourcing will talk to PI and this intern will talk to ERP. Sourcing is on oracle 11g where as PI and ERP are on SQL 2008. All these 3 are on windows 2003 x64.
We are following the "Configuration Guide Integration of SAP ERP and SAP Sourcing 7.0" provided by SAP.
We have successfully configured Sourcing and PI systems as pe the document. In Sourcing, by using background jobs we are able to successfully generate files in "export" folder which is part of FTP directory.
However the issue is with PI, we configured the "configuration scenerio" in Integration builder and point all channels to the FTP folder in Sourcing. But PI is not picking up these files.
Is there any way to trigger this in PI system. Or do we need to do anything in sourcing itself.
Regards,
Siva.

Hello Siva,
I am thinking that you may need to deploy FTP adapter in PI to get this process work fine but not sure.
Let's see what other experts suggest.
Thanks,
Siva Kumar

Questions on SAP BI and SharePoint integration

Hi all,
I was looking into how we can integrate SAP BI with our SharePoint server.
Does anyone has got exposure to this type of integration?Is there anyway that we can achieve this integration using SAP Business Objects or Performance Points?
Please advise.
Thanks
Kukku

Hi all,
We would like to get some thoughts on SharePoint integration with SAP BI.Could you please help us in solving the following questions:
1. Which one is better? SharePoint integration through PerformancePoint Server 2007 or SAP Business Objects(SAP BO XI integration kit)?
2. What are the starting point(system requirements) to develop a prototype on both the methods?
I was able to find some info on both PPS and SAP Business Objects from the above link and also from sdn documents(those were really helpful,thanks!) but none of them provide some detailed insight into which one to opt for or how you can goahead.If someone has got more info on this please let us know.
Thanks
Kukku

Brief discussion on SAP XI and its' Integration with SAP MDM.

Hi,
I have never worked on SAP XI.
I am discussing it on brief, please give your valuable replies.
SAP XI consists of System Landascape Directory(SLD).
SLD Consists of Business System and Techinical System.
Technical System contains all information about the software
component. The Business System consists of Inbound and Outbound Business
System which are used as logical names for data transfer.
There is communication Channel for Receiver and Sender Business System and n agreement
is signed between Sender and Receiver.
Outbound Interface defined for Business System Outbound and Techical System associated
with the Business System,
Inbound Interface defined for Business System Inbound and Techical System associated
with the Business System.
In SAP NetWeaver XI Integration Directory, we have defined the Integration Scenarios,
Actions, Interface Objects, Mapping Objects, Adapters Objects.
Mapping Object defines the Structure and Value Mapping.
Adapter Objects defines the Adapter program which implements RFC Adapter, FTP Adapter logic.
FTP Adapter is used for XI-MDM Communication.
RFC Adapter is used for XI-ECC Communication.
Integration Repository: Both Outbound and Inbound Interfaces are Mapped with Value mapping and
Structure Mapping inside Integration Repository.
The File Adapter takes the File from the Outbound port of MDM System
and sends it as IDOC to Receiver Business System.
Value Mapping must be done between Sender and Receiver interfaces.
Value Mapping is done by XSLT or Java based program.
SAP NetWeaver XI Integration Server at runtime:
Message Split, Interface Determination, Receiver Identifaction, Mapping, Techincal Routing
and Call Adapter Proccess are done.
In SAP XI 3.0 and MDM 5.5:
Step 1: Create busines system as service.
Step 2: Create communication channel for each business service. If the system can communicate
through different channels, then create all possible channel types if necessary.
Step 3: Create receiver agreement between the systems.
Step 4: Interface determination:
- Here you see for the first time the software component mentioned;
there are some special requirements regarding this software component in relation to the customizing ID mapping.
- To modify this software component, the customer needs to copy the SAP standard delivered software component
into its own namespace. The customer is able to modify to create archives
for the customized ID mapping.
Receiver determination.
Configure an FTP Server on the MDS.
Create a send folder for outbound messages using outbound port(s) for
remote systems(s).
Create receive folder inbound messages using inbound port(s) for remote systems.
This ia all about concept of SAP XI Infractsture and its' Integration with SAP MDM 5.5.
Regards
Kaushik Banerjee

Hi Kaushik,
You must be aware of File types that MDM Import Manager can Import i.e. we have XML, Excel etc. Now there are two transactions to extract data from R3
1. MDMGX -
         - For lookup table extraction
         - Output in XML format which MDM can import without using XI.
          - FTP can be configured to put the file in the desired folder which will be then picked by Import Server.
2. MDM_CLNT_EXTR -
          - For Main table records.
          - Output is in Idoc format which MDM doesn't understand hence we need XI in between which converts Idoc file received from R3 into XML which can then be imported using Import Manager or Import Server. For this we need to implement XI Scenario that consists of Source System, Receiver System, Type of Data etc.
Just a basic understanding...
Regards,
Jitesh Talreja

SAP ISU(EpH 4) integration with MDUS using SAP PI 7.0

Hello Everyone,
As I am newbie to all this, I have been doing R&D to achieve the Integration between our SAP ISU and MDUS. Here is what I have already done.
Establish the link between SAP ECC and SAP PI Server (Ports, RFCs, etc.)URL: Connection Settings between ECC and PI system - Process Integration - SCN Wiki
SFW5: Switched the Utilities Component On
SPRO: Define Advance meter capabilities and Activation Groups
Imported the AMI related components IS-UT 604 to the IR
Defined Landscape, Technical and Business Systems
Here are the challenges I am facing and where I need your help.
How do I configure a scenario (e.g. Remote Disconnect) in PI, I will be very happy for step by step instructions
How do I configure that If I Disconnect the Device in ISU, a service call is generated in ISU which will flow from ECC -> PI Server -> MDUS and how do we test it?
How do I check if the call has reached PI Server? I mean there must be some logging like ABC Application requested for XYZ Service.
Your help is much appreciated. It is much like connecting the pieces yet unknown to me. Feel free to share if there is any guide or handbook available for a sample AMI Integration Scenario.
Regards,
Adil Khalil

Hi Adil,
Firstly download the Enterprise Services for SAP PI from the service market place, released for the Ehp eg Ehp6 of your back end ISU system.
go to the below link
https://websmp205.sap-ag.de/swdc
Download all the (ES)content related to utilities XI CONTENT-IS-UT and load this in your PI system. Once you have these ESR in PI, you will be able to connect your SAP ISU system with the help of a proxy.
Regards,
Iqbal

SAP B1 8.8 integration with Crystal report

Hi Experts,
Is there different Installer for SAP B1 8.8 version.
I installed crystal report for SAP B1, but I am getting following error
" External connection to database failed. SAP Crystal add on may not function properly. Please rerun the Account setup with Superuser login"
I am login as Super User & When i am trying to open Account Setup , i am getting following error -
" Item - Could not commit action because the item is currently in focus. [ 66000-23]
could you please suggest, possible solution
tks,
Sb1

Hi Sb1,
There is no external addon and installer for Crystal report integration with SBO 8.8. Just install SBO8.8 and CR2008 is using for only designing the reports. SAP already incorporated all the related integration in SBO 8.8 version.
Thanks
Sachin

SAP LSO - Time Mgmt integration

Hello Gurus
Iu2019m working in a SAP environment where are managed companies in more countries and all companies are using SAP Learning Solution (ECC6.00 EhP4).
We are introducing a new country A, in which is managed company X, having 3 personnel subarea (PS1, PS2, PS3). In country A we are introducing SAP Time Management module too, to be integrated with SAP Learning Solution.
Since PS3 has a different mgmt in Time, we have defined 2 PS groupings, one for PS1 and PS2, and the other for PS3.
For the 2 PS groupings, we customized 2 attendance reasons for training:
0110 u2013 Training as attendee
0111 u2013 Training as instructor
Even if we have 2 different PS grouping, we need to maintain the same coding for absence and attendance reasons.
The integration SAP LSO and Time Mgmt has been activated and itu2019s perfectly working.
Unluckily, the requirement of the company X is to receive automatically attendance records from SAP LSO for the employees belonging to PS1 and PS2, but not to PS3, because all attendances and absences of employees in PS3 are coming via interface from an external system.
We canu2019t filter the 2 attendance reasons coming from this interface, because not all type of training is managed in SAP.
My questions are:
1. Do you know if it is possible to disable the SAP LSO integration for PS3? How can I do that?
2. There will be technical problem for countries not managing Time solution? Will SAP LSO try to send attendance records to Time also for these countries? How can I avoid that?
Many thanks for your help
Regards
Katia
Edited by: Katia Gabrielli on Jan 13, 2010 1:25 PM

Hi Katia,
You can manage all your business scenarios using BADI (SE18) HRTEM_INT_ZW "HR-TEM: Badi for Integration TEM - Time Management".
Cheers

SAP PI 7.0 - Integration Directory No Adapter Types

Hello,
I have recently installed ECC 6.0 with usage type PI. I am trying to create a simple scenario in PI, but when i go to the Integration Directory to create a communication channel i do not get any Adapter Types, clicking on the input help shows no objects found for the adapter metadata.
Any help would be appreciated.
Leandro Fonseca

Hi,
There is no Precofiguration step available in PI 70 but it is available in PI 71.
Manual Loading
You will obtain SAP BASIS 70 tpz (XI Content) in SAP Service Market place.
service Maket place->SAP Patches -> Entry by Application component -> SAP Content -> ESR(XI Content) -> SAP BASIS 70
This file is available in SAP PI DVD software just search with *.tpz
In PI 710 when you do intial Netweave step Configuration using template based configuration this meta data automatically downloaded to Enterprise Service Repository.
Thanks,
Rao.Mallikarjuna

SAP PI 7.0 INTEGRATION SERVER ERROR

Hi,
When i am working with the Business Systems in SLD PI 7.0 I am unable to see Integration Server. It was displaying INTEGRATION SERVER as NONE. How to connect to the Integration server in SLD.

Hi,
Try these,
1) Create a business system in SLD with role as Integration Server->Give the pipeline URL as that of ur PI i.e http://<host>:<port>/sap/xi/engine/?type=entry
Then assign this as integration server to other business sytem whose roll will Aplication System.
2) In PI -> sxmb_adm-> integration engine configuration-> corresponding integration server maintained or not.
3) In ECC -> sxmb_adm-> integration engine configuration
maintain role of business system as "LOC Application system" and
Corresponding integration server as "dest://<RFC destination for XI>" or
"http://<host>:<port>/sap/xi/engine?type=entry"
4) Cross check the RFC Connection
TCP/IP - LCRSAPRFC & SAPSLDAPI
HTTP Connection to ABAP System.
Regds,
Pinangshuk.

Sap hr flexible benefits integration

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