Actual Coverage in MD04

Hi All,
Kindly anyone tell me how system is calculating the actual coverga value in MD04 screen.
Thanks in Advance.
Regards
P.Srinivasan

Actual range of coverage
The actual range of coverage states the number of days the available quantity of a material in the periods displayed can cover the requirements in the periods that follow.
The system calculates the actual range of coverage for all periods that are contained in the 'Period totals' display. This provides the work scheduler with a overview of ranges of coverage in the future. The days' supply, on the other hand, only displays the current situation, as it is calculated using the stock currently available.
Example
Per./segment    Reqmts  Receipts Avail. quantity  Actl coverage
Stock (09.01.)                                  10               1,5 days
09.03.                   20        20            10               1,3 days
09.05.                    30       -              -20               0,0 days
The actual range of coverage on 09.01. is 1.5 days, as there are no requirements for 09.02 and on 09.03. the available quantity only covers requirements for half a day. The system therefore calculates 1 day (for 02.09) plus 0.5 days for 09.03.
Only work days are used in the calculation.
Dependencies
The actual range of coverage is calculated and displayed in both the stock/requirements list in 'Period totals' display and in the planning table.

Similar Messages

  • How is actual coverage calculated in MD04?

    Hi Experts,
    Can you please explain how is the actual coverage calculated in transaction MD04?  What are the tables involved?  From which tables the quantities are retrieved?
    Thanks,
    Vitz.

    HI ,
    I generally perform ST05 if I have no clue about the tables ...
    Example :
                     1. Execute MD04 Transaction
                     2 . Go to ST05 and Activate trace , Check box should only be in SQL Trace
                     3. Input Material / MRP area etc and press enter
                     4. Deactivate Trace
                     5. Display Trace
    Now see the second column >>   Obj. name This is name of table refereed by transaction MD04
                                   4th Column>>   Recs. >> Number of records fetched  >> Non Zero means record fetched from this table
    There will be several tables which are not relevant from Application point like authorization table etc etc ..But if you are able to filter or identify Application table this is good way to find the tables involved ....
    Rgs
    SB

  • Actual Coverage

    Dear Friends,
    Could anybody explain  me how actual coverage is calculated in MD04.?
    Thanks
    kk

    Hi,
    1. check how the Stock Days' Supply Without Receipts is calculating in sap calculate the coverage without receipts i.e P O)
    Stock = 240 pcs
    1st day: Requirement for 90 pcs => Stock = 150 pcs
    2nd day: Requirement for 70 pcs => Stock = 80 pcs
    3rd day: Requirement for 100 pcs => Shortage
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    = 2 + 0,8
    = 2,8
    2. You need to do the customize For you plant which are all the receipt you include in the cals :
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    3. check how the First Receipt Days' Supply is calculating in sap :
    Stock = 240 pcs
    Purchase orders are included in the days' supply, but not purchase requisitions
    (calculate the coverage with receipts i.e .P O )
    1st day: Purchase order for 50 pcs => Stock = 290 pcs
    Requirement for 90 pcs => Stock = 200 pcs
    2nd day: Purchase requisition for 80 pcs => Stock = 200 pcs (remains)
    Requirement for 120 pcs => Stock = 80 pcs
    3rd day: Requirement for 100 pcs => Shortage
    Range of coverage = 3 workdays minus 1 + 80/100
    = 2 + 0,8
    = 2,8
    Also check the MC43 for the coverage as per the coverage profile that you maintianed in the spro screen
    In this the coverage is calculated as
    Suppose req : 300
    stock               :600
    coverage  days : 30 days
    so average reqmt     : 300 /10      =         30 /day
    so coverage           =        600 (stock) /   30 (avg req)         =  20 days

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  • MD04, Firming Indicator (urgent)

    Hi All,
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    H Narayan

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    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Minimum and Maximum Number of Dependents
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    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Variants
    Cost Rules:
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    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
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    u2022 Relevant dependent coverages
    u2022 The cost variants for the combination of options and dependent coverages
    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Assign Health Plan Attributes
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    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Insurance Plan General Data
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    u2022 Plan
    u2022 Coverage option
    u2022 Employee data
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    u2022 If a plan has set coverages (including salary multiples), you need a
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    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans 
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    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Coverage Rules
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    u2022 Plan
    u2022 Coverage option
    u2022 Employee data
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    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Variants
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    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Rules
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    u2022 Cost variant
    u2022 Coverage variant
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Assign Insurance Plan Attributes
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    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Combined Coverage
    Combined Coverage Limit Expressions:
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    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Define Combined Coverage Limit Expressions
    Imputed Income for Selected Benefits:
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    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Age Groups for Imputed Income
    Review Calculation Factors for Imputed Income:
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    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation Factors for Imputed Income
    Savings Plans:
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    IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Savings Plan General Data
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    u2022 Employee data
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    IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Variants
    Employee Contribution Rules:
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    IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Rules
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    u2022 Plan
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    u2022 Employee data
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    This indicates how many contribution variants you need.
    2. Determine how employee contributions vary according to employee data.
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    For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
    IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Variants
    Employer Contribution Rules:
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    u2022 As a fixed amount / as an amount per unit contributed by the employee
    u2022 As a percentage of employee base salary or employee contribution
    IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Rules
    Assign Savings Plan Attributes:
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    u2022 ER contribution variant

  • Benefits

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    IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Area
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    IMG Path: Personnel Management  Benefits  Basic Settings  Assign Currency
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    IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Providers
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    IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Types
    Define Benefit Plan Status:
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    IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Status
    Benefit Plan Status:
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    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.
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    IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Parameter Groups
    Age Groups:
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    IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Age Groups
    Age Groups under Parameter grouping “PAR1”
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    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  Benefits  Basic Settings  Define Employee Groupings  Define Cost 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
    IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Coverage 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 Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Contribution Groupings
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    IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employer Contribution Groupings
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    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Employer Contribution Groupings
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    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Options for Health Plans
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    In this step, you define the dependent coverage that are used in health plans.
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    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Dependent Coverage Options
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    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Minimum and Maximum Number of Dependents
    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
    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define 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
    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
    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  Benefits  Plans  Health Plans  Assign Health Plan Attributes
    Insurance Plans:
    In this step, you define general data for insurance plans
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define 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
    IMG Path: Personnel Management  Benefits  Plans  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
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  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: Personnel Management  Benefits  Plans  Insurance Plans  Define 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
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Rules
    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
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  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  Benefits  Plans  Insurance Plans  Combined Coverage  Combined Coverage
    Combined Coverage Limit Expressions:
    In this step, you enter the second half of the equation, as discussed in combined coverage
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  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 Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Age Groups for Imputed Income
    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  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation 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
    IMG Path: Personnel Management  Benefits  Plans  Savings Plans  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: Personnel Management  Benefits  Plans  Savings Plans  Define Employee 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: Personnel Management  Benefits  Plans  Savings Plans  Define Employee 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 Management  Benefits  Plans  Savings Plans  Define Employer Contribution 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: Personnel Management  Benefits  Plans  Savings Plans  Define Employer 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
    IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Assign Savings Plan Attributes
    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 Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Define 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
    IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Assign Spending Account 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  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 Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Groupings
    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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Health Plans
    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  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Insurance Plans
    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 Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Savings Plans
    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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Spending Account
    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 Management  Benefits  Flexible Administration  Programs  Define First 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Second Program Grouping
    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: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Groupings
    Eligibility Variants:
    In this step, you define eligibility variants. These consist simply of an identifier and a description
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility 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: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Groupings
    Termination Variants:
    In this step, you define termination variants. These consist simply of an identifier and a description
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination 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 Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Benefit Programs
    Dependent/Beneficiary Eligibility:
    In this step, you define family member groupings and determine how family members are allocated to these groupings
    IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Family 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  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent 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 Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rule Variants
    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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Assign Eligibility Rule Variant to 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
    IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA 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
    IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Spending 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.
    IMG Path: Personnel Management  Benefits  COBRA  Define Qualifying Event 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
    IMG Path: Personnel Management  Benefits  COBRA  Assign 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
    IMG Path: Personnel Management  Benefits  COBRA  Define Notification and Payment Intervals

    Thanks alot
    Best Regards

  • Bad Start - Signal Help?

    I was a Sprint customer but sick of Commodore 64 dialup modem speeds so decided to switch to Verizon when the 5S came out. The map shows great coverage in my area, but to be sure I chatted with CSR and they confirmed I am good.
    I woke up at 3am on release day, went online and completed my order around 320am. Expected shipping date was only 4 days away (9/24/13).
    Then I got an email saying 10/7/13. I can live with that.
    I checked on the 7th and my status was "Unknown shipping" with something about payment not received yet (even though my card had been charged.) I called in and the CSR expected it would ship the 14th. Status online never changed even though they had my money.
    On 10/14 I called and was told it is at Fedex, and I'd get a shipping code that night. Didn't happen.
    On 10/15 I called and was told that I was the second one to have an issue, but she assured me it was at Fedex and I'd get a shipping code that night. Didn't happen.
    On 10/16 I called and was told that the 5S was on backorder, so could expect in 11/11. That was a no-go so I had her check, and she saw that the order was complete so I'd get a shipping code that night.
    On 10/17 I called and was told that something didn't look right, the CSR was going to talk to warehouse and call me back that night. No call.
    On 10/21 I called and got an ITC tracking code, and was told I'd have status that night. I called that night and was told I needed to wait 24 hours for status updates.
    On 10/22 I called and was told that I should not have had an ITC tracking code, that whoever did that was wrong, and he guaranteed it would go out tonight.
    FINALLY!
    On 10/24 I received a call from the porting department. We went through and she confirmed that the port was all set.
    I received my phone and (drumroll please) it would not activate. I called CSR and was told that the porting had not been entered yet, so to use my temporary phone number in the meantime. I don't have (nor did I want) a temporary number. He suggested I called porting.
    Called porting, CSR couldn't figure out why. About 30 minutes later after elevating we had success! She called me on the line to test, and her call dropped. Sitting on my front porch I had one bar.
    Most of my house has one or no bars. If I'm in the basement standing near a window I can get two. If I'm at the fence line of my far back yard I might even get three.
    Needless to say - I'm not happy with the transition. And now I've gone from 5 bars with Sprint (they sent me a free Airave since they had a poor signal) to 0-1 bars with Verizon. What's the possible fix for 1) the repeated lies from CSR 2) the lack of CSR to see the actual coverage map and 3) my lack of coverage?
    - Rob

    Only addressing the signal issue since trying to get a bally hooed new Apple device is going to be a real pain since everyone wants one.
    In most cases there is no pin point for direct coverage. Look at a pie plate and make a pin hole in the center, then look at that pin hole as your cell tower. Closer to the tower gives better reception, farther away then the signal degrades. Verizon shows this map with all these red blotches, but there are white and gray blotches as well.
    Take it from a business point of view when you are looking for service and the customer rep say's "Oh there is good coverage in your area" you believe them. Instead you know Sprint has good signal strength but you don't like their data speeds, Sprint is not fully out with their LTE service but calls are good. Verizon said everything was great but you never checked the service before you bought it. Yes in the area they might have service, and its 1x and 1 bar for voice service, you could try buying an extender from verizon but I think you will be wasting your money.
    On T-Mobile certain devices have the ability to use your home wifi to make and receive calls, the iPhone alas has not the ability for it so that wouldnot help you. But you could ask a friend with one of their devices to let you see if their talk and data work better than what you have.
    Sell the phone to another verizon customer to afford the Early Termination Fees and maybe ssome of the costs for a new device somewhere else.
    Good Luck

  • Dynamic Safety Stock and Calculate based on past consumption

    Hello experts,
    I have set up my coverage profile in configuration for dynamic safety stock.  However, the value is going off of the current net requirements in the system.  How do I set it up so that the target stock level (DSS) is determined by 30 days of our past consumption and so many days of near future requirements?
    I assume I need to set up the MRP 3 tab in a specific way.  These materials that will be using dynamic safety stock are not forecasted, therefore, the material master had PD as MRP type (not VM or VV as discussed for setting DSS with forecasted materials), lot size of DY, and the coverage profile.
    Please let me know.
    Thanks.

    Hi,
    Hi the configuration should be like this..
    First Create range of actual coverage profile SPRO and enter the following data.
    Period Indicator - M
    Number of Periods - 2
    Type of Period length - Working days
    Number of days per period - 30
    Range of coverage in the first period - target - 30
    Then assign this profile to the material in MRP3 screen in the field range of coverage profile field.
    Regards
    Prasanna

  • Suggest book on SAP HR Functional for beginners

    Dear All,
    Request you to suggest me a book for SAP HR Functional
    for beginners.
    Thanks in advance for the help.
    Regards,
    Taranjit

    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
    IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Area
    Assign Currency to Benefit Area:
    In this step, you specify the currency for the benefit area
    IMG Path: Personnel Management  Benefits  Basic Settings  Assign Currency
    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
    IMG Path: Personnel Management  Benefits  Basic Settings  Define 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 Management  Benefits  Basic Settings  Set Current Benefit Area
    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 Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan 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  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan 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
    IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Parameter 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
    IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Age 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  Benefits  Basic Settings  Define Employee Groupings  Define Cost 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
    IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Coverage 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 Management  Benefits  Basic Settings  Define Employee Groupings  Define 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
    IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employer 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
    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Employer 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
    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Options for Health 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  Benefits  Plans  Health Plans  Define Dependent Coverage Options
    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
    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Minimum and Maximum Number of Dependents
    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
    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define 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
    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
    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  Benefits  Plans  Health Plans  Assign Health Plan Attributes
    Insurance Plans:
    In this step, you define general data for insurance plans
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define 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
    IMG Path: Personnel Management  Benefits  Plans  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
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  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: Personnel Management  Benefits  Plans  Insurance Plans  Define 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
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Rules
    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
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  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  Benefits  Plans  Insurance Plans  Combined Coverage  Combined Coverage
    Combined Coverage Limit Expressions:
    In this step, you enter the second half of the equation, as discussed in combined coverage
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  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 Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Age Groups for Imputed Income
    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  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation 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
    IMG Path: Personnel Management  Benefits  Plans  Savings Plans  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: Personnel Management  Benefits  Plans  Savings Plans  Define Employee 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: Personnel Management  Benefits  Plans  Savings Plans  Define Employee 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 Management  Benefits  Plans  Savings Plans  Define Employer Contribution 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: Personnel Management  Benefits  Plans  Savings Plans  Define Employer 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
    IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Assign Savings Plan Attributes
    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 Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Define 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
    IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Assign Spending Account 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  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 Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Groupings
    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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Health Plans
    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  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Insurance Plans
    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 Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Savings Plans
    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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Spending Account
    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 Management  Benefits  Flexible Administration  Programs  Define First 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Second Program Grouping
    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: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Groupings
    Eligibility Variants:
    In this step, you define eligibility variants. These consist simply of an identifier and a description
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility 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: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Groupings
    Termination Variants:
    In this step, you define termination variants. These consist simply of an identifier and a description
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination 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 Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Benefit Programs
    Dependent/Beneficiary Eligibility:
    In this step, you define family member groupings and determine how family members are allocated to these groupings
    IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Family 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  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent 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 Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rule Variants
    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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Assign Eligibility Rule Variant to 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
    IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA 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
    IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Spending 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.
    IMG Path: Personnel Management  Benefits  COBRA  Define Qualifying Event 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
    IMG Path: Personnel Management  Benefits  COBRA  Assign 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
    IMG Path: Personnel Management  Benefits  COBRA  Define Notification and Payment Intervals
    heck this one and let me know if there is anything else even arun has also given nice response so if u have any query pls revert back
    6

  • SAP HR Benefits

    Hi all ,
    I need the documents on SAP HR-Benefits.
    Regards
    santosh .

    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
    IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Area
    Assign Currency to Benefit Area:
    In this step, you specify the currency for the benefit area
    IMG Path: Personnel Management  Benefits  Basic Settings  Assign Currency
    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
    IMG Path: Personnel Management  Benefits  Basic Settings  Define 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 Management  Benefits  Basic Settings  Set Current Benefit Area
    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 Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan 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  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan 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
    IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Parameter 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
    IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Age 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  Benefits  Basic Settings  Define Employee Groupings  Define Cost 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
    IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Coverage 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 Management  Benefits  Basic Settings  Define Employee Groupings  Define 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
    IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employer 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
    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Employer 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
    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Options for Health 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  Benefits  Plans  Health Plans  Define Dependent Coverage Options
    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
    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Minimum and Maximum Number of Dependents
    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
    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define 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
    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
    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  Benefits  Plans  Health Plans  Assign Health Plan Attributes
    Insurance Plans:
    In this step, you define general data for insurance plans
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define 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
    IMG Path: Personnel Management  Benefits  Plans  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
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  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: Personnel Management  Benefits  Plans  Insurance Plans  Define 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
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Rules
    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
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  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  Benefits  Plans  Insurance Plans  Combined Coverage  Combined Coverage
    Combined Coverage Limit Expressions:
    In this step, you enter the second half of the equation, as discussed in combined coverage
    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  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 Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Age Groups for Imputed Income
    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  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation 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
    IMG Path: Personnel Management  Benefits  Plans  Savings Plans  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: Personnel Management  Benefits  Plans  Savings Plans  Define Employee 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: Personnel Management  Benefits  Plans  Savings Plans  Define Employee 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 Management  Benefits  Plans  Savings Plans  Define Employer Contribution 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: Personnel Management  Benefits  Plans  Savings Plans  Define Employer 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
    IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Assign Savings Plan Attributes
    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 Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Define 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
    IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Assign Spending Account 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  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 Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Groupings
    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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Health Plans
    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  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Insurance Plans
    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 Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Savings Plans
    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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Spending Account
    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 Management  Benefits  Flexible Administration  Programs  Define First 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Second Program Grouping
    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: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Groupings
    Eligibility Variants:
    In this step, you define eligibility variants. These consist simply of an identifier and a description
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility 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: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Groupings
    Termination Variants:
    In this step, you define termination variants. These consist simply of an identifier and a description
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination 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 Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Benefit Programs
    Dependent/Beneficiary Eligibility:
    In this step, you define family member groupings and determine how family members are allocated to these groupings
    IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Family 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  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent 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 Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rule Variants
    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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define 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
    IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Assign Eligibility Rule Variant to 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
    IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA 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
    IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Spending 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.
    IMG Path: Personnel Management  Benefits  COBRA  Define Qualifying Event 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
    IMG Path: Personnel Management  Benefits  COBRA  Assign 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
    IMG Path: Personnel Management  Benefits  COBRA  Define Notification and Payment Intervals
    heck this one and let me know if there is anything else even arun has also given nice response so if u have any query pls revert back
    6

  • PI 2.0 heatmap prediction

    I have created a map and placed my 3602E APs with AIR-ANT2566P4W-R= antennas. The heatmap prediction is displayed, but I do not believe it is anywhere close to what the actual coverage is. I believe my issue is when you setup an antenna it ask you for azimuth and elevation degrees. These antennas are placed in a 30ft ceiling facing straight down. i have the azimuth set to 90 degrees and the elevation to 90 degrees down. The heatmaps seem much smaller than what the actual coverage is. Did i set the azimuth incorrect? If i'm right it is the only setting that really applies to the way I have my antennas placed.

    I never found out why. I did remove and re-add the controller and this fixed the problem but only after the third time. The first two times I removed and immediately re-added the controller and ended up with the same problem. The third time I removed it on Friday afternoon and went home for the weekend. On Monday morning I re-added the controller and the issue went away.

  • 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

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