Benefits Configuration - Basic Coverage Amount Capping

I am mostly familiar with the Benefits Configuration and currently have an issue with capping the Basic Coverage Amount.
I have capped the Insurance Coverage amount in the field - V_74FC_B-MAXAM and this works correctly however I am struggling to cap the Basic Coverage Amount - does anyone know what I could try to achieve this?
Many thanks,
Danny Boy

Hi,
I am not sure if I got your query right. You wish to configure two limits (basic coverage amount and insurance coverage amount) in a single plan?. What you have configured in V_74FC_B-MAXAM, is the maximum allowed coverage in this insurance plan (It refers only to the base coverage for this plan. It does not refer to the additional coverage units).
You would require separate plans if you wish to cap at different limits on the coverage amount.
Hope this helps.
regards
Sharath

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Hi All,
I am in the process of configuring benefit plans for IT0168 -GB can anyone of you help me with the below?
How is the basic coverage amount caluclated - can you please advise configuration for the same?
Many thanks in advance.
Regards,
Anjali.

1. Configure the Plan Type for the Insurance Plan.
2. Configure the Insurance Plan
3. Coverage Grouping ( if needed ) - Different coverage based on Employee IT0001 information / IT171 Grouping.
4. Configure the Coverage Variant - If coverage varies by ( Parameter grouping ) Gender, Age, Smoker, Length of Service,
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Path for above items...
Personnel Mgmt ---> Benefits ---> Plans -
> Insurance Plans....

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Hi all.
Iu2019m configuring the Infotype 0168 for group term life insurance.
The basic coverage amount should be the employees annual salary.
Can someone tell me, where I can configure this?
I found a way to maintain a flat amount in view V_74FC_B, but I need the annual salary as basic coverage amount.
Thanks for any input.
Regards.

Within this view, instead of keying in amount in 'Coverage Amount' (in 'Base Amount' window), you can configure 'Salary Factor' to 1.0, 'Rounding Rule' to either up or down.

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Hello.
I guess I have a very simple problem, but I doesnu2019t get it running.
I have an Insurance benefit plan.
It only have one coverage rule with the following data:
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Rounding Rule: rounded up
Rounding div: 1000.00
Maximum amount: 90,000.00
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Please close your thread if you solved your problem.

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I am new to configuring benefits, can anyone of you guide me how to configure the calculation of the coverage amount if i want to calculate it based on a fraction of the annual salary.
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This is the reason why SAP display the cost per period under the ‘Pre-Tax costs’ column and the Annual contribution in the Plan details pop up screen.
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Thank you,
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Hai..
The Following Steps will Definitely Help u..
1) Define Benefit Areas
In this step, you define benefit areas. 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..
2) Assign Currency to Benefit Area
In this step, you specify the currency for the benefit area.
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In this step, you enter the providers of the benefit plans you offer.
Example
This could be the Insurance company, or Health Maintenance Organization that receives the benefit plan costs.
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In this step, you set the relevant benefit area for your Customizing activities.
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Within each plan category (for example, Insurance Plans) you should define one plan type for each sort of benefit plan that the employee is likely to elect (for example, Life Insurance, Spousal Life, Supplemental Life). Thus an employee can elect a plan from the Life Insurance as well as from the Spousal Life plan type.
6) Define Benefit Plan Status
In this step, you define the plan statuses that you require for benefits administration. You later assign these statuses as to your plans in their general data.
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.
7) Define Employee Criteria Groups
In this section, you can define employee criteria groups to determine how plan-related amounts are to differ according to employee age, salary and/or seniority (or the age of the employee's spouse or domestic partner). These groups are later in the customizing of plans, in the definition of plan-related amounts.
You define employee criteria groups as follows:
1. Define parameter groups that will include individual criteria groups.
2. To each parameter group, assign the individual salary groups, age groups, and seniority groups that you require.
8) Define Cost Groupings
In this step, you can define cost groupings and determine how employees are allocated to these groupings. You only need to do this if you want to differentiate between costs for employees using additional criteria to those available in the cost variant. For example, you may want to use geographical location, job classification, or marital status as criteria. You determine how employees are allocated to cost groupings using the feature CSTV1
9) Define Credit Groupings
In this step, you can define credit groupings and determine how employees are allocated to these groupings. You only need to do this if you want to differentiate between credits for employees using additional criteria to those available in the credit variant. For example, you may want to use geographical location, job classification, or marital status as criteria. You determine how employees are allocated to credit groupings using the feature CRDV1
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12) Define Employer Contribution Groupings
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1) you define the details of your health plans. 2)You define different options within a health plan
3) possible dependent coverages for health plans.
4)You define how costs may vary for different employees depending on their personal data,
5) you define the actual costs for these various groups of employees.
6)The final step is to bring together in each health plan all the information you have defined separately in the preceeding steps.
7) Define Evidence of Insurability Conditions
For certain levels of coverage, employees may be required to provide evidence of their insurability. In this step, you define evidence of insurability (EOI) requirements in accordance with the policies of the plans that you offer.
Flexible Administration
1) Define Administrative Parameters
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Default validity dates for adjustment/standard plan records
Advance availability of future plans
Dependent age limits
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In order to enroll in a plan for which another plan is required as a prerequisite, an employee must be participating in the prerequisite plan on the day before he starts participating in the new plan.
The system checks whether this condition is fulfilled during initial enrollment in the new plan only.
Example
An employee wants to participate in the Standard Dental plan. He must already be participating in the Standard Health plan or Deluxe Health plan on the day prior to the begin date of the Standard Dental plan.
3) Define Corequisite Plans
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In order to enroll in a plan to which another plan is corequisite, an employee must be enrolled in the corequisite plan on the begin date of the new plan. Enrollment in the corequisite must be registered by the end of the enrollment procedure at the latest. It is therefore possible for an employee to enroll in a plan and its prerequisite simultaneously.
The corequisite condition is ongoing. The system checks whether it is fulfilled during enrollment and each time the benefits monitor is run.
Example
An employee wants to participate in the Standard Dental plan. She must must already be enrolled in or have selected the Standard Health plan or Deluxe Health plan at the start of participation in the Standard Dental plan.
4) Benefits Adjustment Reasons
In this section , you determine how changes to benefit enrollments are to be controlled within your organization. You do this as follows:
1. If you want different permissions to apply to different groups of employees, you set up an adjustment grouping to do this.
2. You define adjustment reasons for which specific changes are permitted.
3. You define adjustment permissions to determine which adjustments are allowed per plan type, adjustment reason and, if required, adustment grouping.
In enrollment, the list of adjustment reasons valid for an employee is displayed, and the clerk (using the standard enrollment transaction) or the employee (using Employee Self-Service) selects a reason for enrollment, according to which a benefits offer is to be generated. The system then creates an offer based on the adjustment permissions assigned to each plan .
5) Define 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.
Example
An organization offers one set of benefit plans for hourly-paid employees and a different set for salaried employees. Hourly-paid employees may enroll in medical, dental and life insurance plans after a four month waiting period. Salaried employees may enroll in medical, dental, life and vision plans after a one month waiting period.
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In this step, you define second program groupings . Later, you define programs for a combination of first and second program groupings.
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Example
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1. You define eligibility grouping to identify groups of employees for whom certain eligibility criteria apply.
2. You create eligibility variants , which you later use to link eligibility rules to programs.
3. If necessary, you define dynamic eligibility conditions relating specifically to actual hours worked/length of service, or zip codes.
4. You bring your definitions together in the eligibility rule, where you can also specify further conditions for enrollment.

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+2. If I use the AE as a standalone device, can my windows laptop connect to two wireless networks simultaneously (e.g. internet on existing network, AirTunes through the AE)?+
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+4. I have a copy of iTunes music on a new DLNA NAS box on the network. Would streaming work more effectively to have iTunes source files from the NAS and play to AE over the network or would this be worse in needing files to go both to and from my laptop over wireless?+
Sorry, I have not done this, so can't give you a good answer. Based on your questions above, you may be able to come up with some ideas. Obviously, having the signal travel a shorter distance is the desirable way to go.

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closed

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Benefits Configuration - Basic Coverage Amount Capping

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