Benefit Area

Hey guys. I am implementing benefits for a company and need to understand more about setting up benefit area  for IT 0171.  How does the BEREA feature actually work?

Feature BEREA does not exist.
Feature BAREA enables you to define benefit areas according to employee attributes. The return value determines the benefit area to which an employee is assigned.
Feature BENGR and table T5UBU are linked to IT0171

Similar Messages

  • Error in setting up current benefit area

    Hi Gurus,
    I am doing configuration in Benefits administration. As the first step I defined benefit area, and then assigned to the currency. I was trying to get into Set current Benefit area node but it says no value found and it does not allow me to get inside the table itself.
    Can someone tell me what has to be done. I am stuck in the initial stage itself and not able to proceed further.
    Thanks and regards
    Sunitha

    Hi,
    I am asking about how to set current bebefit area. I have already configured under BAREA, Can you please check that node and tell why I am getting that error.
    Thanks and Regards
    Sunitha

  • Issues with Benefit Area

    Hi Experts,
    I need some expert advice here.....
    I have configured a Benefit Area (Defined and Confirgured the CVs and CRs etc)
    When I run the Consistency check...it gives an error under Cost RULE VARIANTS>>>BENEFIT COST RULE VARIANT>>>>
    It says:::::
    "NO ENTRY IN TABLE BENEFIT COST RULE"
    Please advise what is that I am doing wrong.....
    OR
    How to add my entries in the TABLE COST RULE
    Please help me guys
    Thanks in advance
    Nikhil

    Hi Arun
    Thanks for the prompt reply
    I am configuring the Health Plan
    My CVs are as follows:
    EE
    EE+F
    EE+S
    My Rules are based on Parameter Group (AGE), and GENDER
    Nope, I haven't finished the complete config but is yet to confirgure the Flex Admin
    Please let me know if you nee any more info
    Thansk once again
    Nikhil

  • Benefit Area in IT 378

    Hi all,
    I had customized the US benefit module.  i have come across one problem.  The Benefit Area is not defaulting in Infotype 0378 (Adjustment Reasons) though i maintain the IT 171 (General Benefit Info). 
    For some employees it is defaulting and for some employees it is not defaulting.
    What could be the missing thing??????????????????

    To ensure that the Adjustment Reasons infotype is created for any relevant changes, SAP recommends that, wherever possible, you include the Adjustment Reasons infotype in appropriate personnel actions in Personnel Administration. To do this, you should consider which of your personnel actions permits an adjustment to benefits, and assign the infotype to the associated info groups.
    If the personnel action experienced by an employee would also mean her benefit area, first and second program grouping values need to be created or will change, the General Benefits Information record (infotype 0171) must also be included in the relevant personnel action and created before the Adjustment Reasons record.
    If you do not have a corresponsing personnel action for an adjustment reason, you must ensure that the Adjustment Reasons infotype and any other relevant infotypes, for example, Family/Related Person (infotype 0021), are created manually as required.
    Example: An employee adopts a child and wants to include the child in her health plan coverage. The following adjustment reason is defined:
    CHLD - New child
    The employee is allowed to include the child in all health plans as a dependent, but must do so within 3 months of the adoption.
    NOTE: Make sure to check dynamic action on Infotypes 0001, 0171, 0378.
    Thanks,
    Kiran
    Reward points are appreciated.

  • Defferla Sales Tax Benefit.

    Dear Gurus,
    Our implementation is for automobile spare parts industry sold to dealers all over country.
    We have a particular case where a same / single part can be both manufactured in the company or the same part can also be bought out part (externally procured).
    Our client is in a defferal sales tax benefit area. So during GL posting for sales tax, the tax amount generated from sales of In house & bought out parts is posted to different GL accounts.
    Creating different material codes of same part can be one options.
    Please suggest how this scenario can be tackled, with / without maintaining different material codes for same / similar part.
    Regards
    Dhananjay

    The issue has been solved.
    Thanks all
    Dhananjay

  • Benefit plans do not appear in HRBEN0001 Enrollment

    Hi all,
    I have set up a Health plan following the standard steps (assign health plan attributes, plan options, create cost rules, create benefit program). However, when running HRBEN0001 for an employee in the same Benefit area/1st & 2nd program grouping, the plan does not show in the offer.
    I also ran Configuration Consistency Check but see no warnings/errors.
    Please advise what might go wrong. Thanks!
    Edited by: tommyford on Apr 15, 2011 9:50 AM

    As I am testing around, I set up a health plan under a system standard benefit area and it shows in HRBEN0001 (in fact, we don't need to create Adjustment reasons for this to work in case of Open enrollment).
    Then I try copying this benefit area to a new one, but again under the new benefit area, no plans show for enrollment.
    Can someone advise when we use Copy benefit area, what data are copied and what not? From that I think I can figure out what's wrong.. Thanks for all your help!
    Edited by: tommyford on Apr 18, 2011 11:09 AM

  • ESS Benefit Enrollment - No correct adjustment reasons specified

    We are in ECC 60. When testing ESS benefit open enrollment (under Content Admin - Portal Content - Content Provided by SAP - End user content - ESS - Iviews - Benefit and Payment - then either test on 'Enrollment' or 'Flex Bens Enrollment)', we keep getting error 'No Correct adjustment reasons specified' .
    I already configured 'Benefit Area Admin Paramenter' to have open enrollment period to be active for month of April (for testing), and also assigned proper role in 'URL of PCD Page' for resource key 'EMPLOYEE_GENERICENROLLMENT_SERVICE05', and yet still get the error message. Searching SDN for this issue, I see that some people also had similar issues before, but there doesn't seem to be a concrete / clear solution. Appreciate if someone can shed some light on what I'm still mising .
    Thanks.

    Hi Ted,
    Not sure if this would help.
    You can try the below thread..... It also has reference to an OSS Note.
    [Adjustment Reason;
    Good Luck !!!
    Kumarpal Jain.

  • Benefits - How to change work area?

    Hello!
    I'm opening an IMG path for benefits. I currently have 2 benefit areas defined in the system (1 is newly created).
    The thing is, everytime I click on a subpath, e.g. Define First Program Grouping or Define Second Program Grouping under IMG: PM -> Benefits -> Flexible Admins -> Programs, it always show this message "You are currently working in benefit area XX".
    My question is: How to change the work area to another Benefit Area?
    Thanks in advance!
    Edited by: Yuki C on Aug 15, 2011 2:11 PM
    Edited by: Yuki C on Aug 15, 2011 2:11 PM

    Problem solved.
    Seems like it is reading from memory.
    So i just go to some other view where I can select a Benefit Area upon working on it.
    So when I go back to the path that I want to work on, now the work area is under the Benefit Area that I want .

  • Benefits

    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:
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    • 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:
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    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

  • What functionlity to use for this business requirement ?

    Hi Experts,
    We have following requirements in our system
    1. PRODUCT A will have component that are interchangeable. lets say components X, Y and Z.
    2. PRODUCT B will also have the same component which is interchangeable (X, Y, Z)
         X. Y and Z componets will appear on alternative BOM of A and B.
    3. Product C has component X. This means that unlike the first two cases, C can only have X
    4. There is a generic code W which actually just mapped to X, Y and Z.
    5. All demands of X, Y and Z should sum up to generic code W
    6. Procurement knows that generic code W pertains to X, Y and Z and thought that X, Y and Z are interchangeable so he can order any of these 3 components in any quantity.
    7. Problem is on Product C because unlike in Product A and B, Product C is using component X exclusively. So if procurement ordered only lets say component Z, then Product C will noy have component X to use.
    We thought of using FORM FIT FUNCTION of product interchangeability with components X, Y, Z and generic code W as part of one class and generic code W as the leading material but we end up with the problem we have in item #7.
    I hope you can help me brainstorm what fuctionlaity we can use in order to meet above requirements. Thanks.
    Regards,
    Mylene

    Mylene,
    You have created your own problem.  By your own statement, X/Y/Z are not interchangeable in all cases, and yet you are telling your Purchasing people to treat them like they are.
    I don't know what is a 'generic code', but it sounds like  'W' is outside of your A/B/C BOMs, and you are buying something for which there is no MRP PrReq.......Tsk Tsk. 
    What business benefit are you getting by using "W"?
    If you don't want to change any of your Bills of materials, then make X the primary component on A, B, C.  Forget about W, just buy X every time.  Manually issue Y & Z to the permissable orders as requirements permit.  Once the stock of Y, Z is used up, there is no further issue.
    Or, perhaps X is the more expensive of the three.  Then, turn W into a real part in your BOMs, and stock it as such, separately from X.  The Purchasing specs of W remain: 'either X or Y or Z'.  Put W into your boms for A and B.  Leave X in the BOM for C.
    Regards,
    DB49

  • ESS Benefits and Payments

    Hi,
    I am getting the following errors when i click the "FlexBens: Open Enrollment" as well as "FlexBens: Print Form" on ESS benefits and payments
    No correct adjustment reason specified:
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         at com.sap.pcuigp.xssfpm.java.MessageManager.raiseException(MessageManager.java:111)
         at com.sap.xss.hr.fbn.enrollmentreasons.VcFlexBensEnrollmentReasons.isConsistent(VcFlexBensEnrollmentReasons.java:206)
         at com.sap.xss.hr.fbn.enrollmentreasons.wdp.InternalVcFlexBensEnrollmentReasons.isConsistent(InternalVcFlexBensEnrollmentReasons.java:174)
         at com.sap.xss.hr.fbn.enrollmentreasons.VcFlexBensEnrollmentReasonsInterface.isConsistent(VcFlexBensEnrollmentReasonsInterface.java:183)
         at com.sap.xss.hr.fbn.enrollmentreasons.wdp.InternalVcFlexBensEnrollmentReasonsInterface.isConsistent(InternalVcFlexBensEnrollmentReasonsInterface.java:152)
         at com.sap.xss.hr.fbn.enrollmentreasons.wdp.InternalVcFlexBensEnrollmentReasonsInterface$External.isConsistent(InternalVcFlexBensEnrollmentReasonsInterface.java:228)
         at com.sap.pcuigp.xssfpm.wd.FPMComponent.doProcessEvent(FPMComponent.java:507)
    We are on ESS 6.0, EP 7.0.
    Thanks for your help...

    Hi Sharadha,
    Thanks for your quick response, i followd your steps now i am getting diff error.
    Flexible benefits is not activated for benefit area 10:
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         at com.sap.pcuigp.xssfpm.java.MessageManager.raiseException(MessageManager.java:111)
         at com.sap.xss.hr.fbn.FcFlexBens.reportRFCError(FcFlexBens.java:1104)
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         at com.sap.xss.hr.fbn.FcFlexBens.readPlanSelection(FcFlexBens.java:525)
    Thank you..

  • Doubt in Benefits Module configuration..please clrify

    Hi Friends,
    I am having doubt in configuration steps in Benefits module.Here i have configured
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    In Health plans i defined Health plan genral data,options for health plans,dependent coverage options,Defined Cost Variants,Defined cost rules.
    I struck up from this point onwards.My qurries are
    1.Is it compulsary to Assign Health plan attributes!
    2.What are follwing steps of configuration after Assign Health Plan attributes!

    Hi Vikram,
    1. yes you should assign Assign Health plan attributes; without assigning this u can' process the further steps this is the integration point off your plan options with cost rules
    2. after the above step the following are the mandatory steps to follo:
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    e. Define Benefit Programs (mandatory)
    f. Employee Eligibility : eligibility grouping and variant and eligibility rules ( Mandatory)
    g. Standard Selections: Health plans (Mandatory)
    after config all those steps then you go to T-Code HRBEN0001 there you can enrol youa employees .
    Regards,
    Sushma

  • Time constraints for IT0377

    Hello All,
    For the Benefits IT, 0377, we are using a benefit area 08 and subtype 0001.
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    We want to set the time constraint such that for an employee, multiple benefit plans for the same period can exist (Time Constraint 3), but at the same time, there should be no overlapping record for the same benefit plan.
    for Ex, a BUPA can exist from 01.01.2007 - 01.01.2008 and
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    Thank You,
    Vaishali

    Hi..
    I don't think it can be done, as this as time constraint depends on the startdate and enddate, and it has no connection with the Benifit Plan .

  • Benefits - NewHire enrollment default plans

    Hi,
    In new hire enrollment form (t-code HRBEN0005), i need to display the default plans for which the employee is eligible(as new hire is not enrolled in any plan till now)
    but I am not able to find the table from where i can get the plan types and bplans which are default for the new hire.
    Can anyone please tell met the table name where this info is stored.
    Regards
    Manu

    Hi,
    To expand on the previous answer a bit, first the employee would have to default to the correct Benefit Area via Feature BAREA.  Then he would have to default to the correct First and Second Program groupings (BENGR and BSTAT) via those Features.  This is all recorded in IT0171.  Then the new hire should have an IT0378 for the adjustment reason New Hire. 
    In Benefits --> Flexible Administration --> Programs in the IMG, you have to create the Program for the benefits plans that you want the individual to be eligible for.  You may also create eligibility rules in that area. 
    If all is done correctly, the employee can enroll via ESS or HRBEN0001after selecting the "New Hire" reason and the correct benefit plans will be available. 
    Paul

  • Regarding the abap-hr.......................

    hi,
    i need the coding for the benefits..........................................................

    IMG Path: Personnel Management &#61664; Benefits &#61664; Basic Settings &#61664; Define Benefit Area
    IMG Path: Personnel Management &#61664; Benefits &#61664; Basic Settings &#61664; Assign Currency
    IMG Path: Personnel Management &#61664; Benefits &#61664; Basic Settings &#61664; Define Benefit Providers
    IMG Path: Personnel Management &#61664; Benefits &#61664; Basic Settings &#61664; Plan Attributes &#61664; Define Benefit Plan Types
    IMG Path: Personnel Management &#61664; Benefits &#61664; Basic Settings &#61664; Plan Attributes &#61664; Define Benefit Plan Status
    IMG Path: Personnel Management &#61664; Benefits &#61664; Basic Settings &#61664; Define Employee Groupings &#61664; Define Employee Criteria Groups &#61664; Define Parameter
    iam  functional side so may be help ful

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