Benefits Coverage reduction as employee ages

Hi All,
Our customer has a requirement, where the Employee Supplemental Life plan's coverage amount should get reduced as the employee ages.
Age 65-69 = 35% reduction
Age 70-75 = another 35% reduction
Age > 75 = another 25% reduction
We created a Variable Rate profile (Treatment = Replace, Usage = Coverages, Calculation Method = Flat Amount where we returned a test value 30000) and attached this Variable Rate profile to the Coverage Calculations. After processing Maintenance life event, while newly enrolling for this benefit, 30000 is populated in the screen. But the requirement is to reduce coverage by 35% of whatever value the user is enrolling. This change in coverage doesnt happen for "Age change" life event for employees who have already enrolled in this supplemental life plan.
Based on various threads in this forum, we changed the Calculation method = Calculate for Enrollment Rule and attached a rule of type "Coverage Amount Calculation" and returned a dummy value 25000. This doesn't seem to change the coverage amount.
Can you please help us out on how to go about this?
Regards,
Lakshmi Arunachalam

Hi,
You have to list down the questionarrie for client,
Critera for costing for plans,
Plan Eligibility, Employee contribution, Employee Contribution.etc
MOst of the feature are used in Benefits and you have to take care of each and every feature while designing a questionnaire for benifits ,,
Regards,
Kapil Kaushal

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    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

  • 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

  • How is the Basic Coverage amount calculated in IT0168 for Insurance plans?

    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,
    5. Configure the Coverage where one specify the actual cost per unit of coverage ( example 0.25 cents per $ 1000 coverage ).
    Path for above items...
    Personnel Mgmt ---> Benefits ---> Plans -
    > Insurance Plans....

  • Benefits Module Configuration

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

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

  • Hr - Benefits Configurations

    Hi Every body,
    I have a requirement on Hr-Benefits, Could any body have a documentations,Configure on Hr-Benefits.Pls send to [email protected]
    Thank you,
    Vikram.C

    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.
    3) Define Benefit Providers
    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.
    4) Set Current Benefit Area
    In this step, you set the relevant benefit area for your Customizing activities.
    If you have more than one benefit area to set up, you must set up each separately. After you have set up all the plans in one area, you should switch the benefit area in this step and work through the IMG again, making settings for the new benefit area.
    5) Define Benefit Plan Types
    In this step, you enter the benefit plan types that you require for the plan categories predefined in the system.These categories are predefined because the system handles each differently. In order to reflect your own requirements regarding the categorization of plans, you define plan types within these categories.
    Plan types are a control mechanism for enrollment, since the system does not allow an employee to enroll in more than one benefit plan per plan type. This allows you, for example, to offer a choice of regular health care from different providers under one plan type, without the risk of accidentally enrolling an employee in more than one of these benefit plans.
    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
    10) Define Coverage Groupings
    In this step, you can define coverage groupings and determine how employees are allocated to these groupings. You only need to do this if you want to differentiate between coverages for employees using additional criteria to those available in the coverage variant. For example, you may want to use geographical location, employment contract, or residence status as criteria. You determine how employees are allocated to coverage groupings using the feature COVGR
    11) Define Employee Contribution Groupings
    In this step, you can define employee contribution groupings and determine how employees are allocated to these groupings. You only need to do this if you want to differentiate between employee contributions for employees using additional criteria to those available in the employee contribution variant . For example, you may want to use geographical location, weekly hours, or residence status as criteria. You determine how employees are allocated to employee contribution groupings using the feature EECGR
    12) Define Employer Contribution Groupings
    In this step, you can define employer contribution groupings and determine how employees are allocated to these groupings. You only need to do this if you want to differentiate between employer contributions for employees using additional criteria to those available in the employer contribution rule variant . For example, you may want to use geographical location, weekly hours, or residence status as criteria. You determine how employees are allocated to employer contribution groupings using the feature ERCGR
    SETTING UP OF PLANS(EG:HEALTH PLANS)
    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
    In this step, 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
    2) Define Prerequisite Plans
    In this step, you define prerequisite plans.
    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
    In this step, you define corequisite plans.
    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.
    6) Define 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.
    Example
    An organization offers one set of benefit plans for full-time employees and a different set for part-time employees. Full-time employees may enroll in medical, dental and life insurance plans after a four month waiting period. Part-time employees may enroll in medical, dental, life and vision plans after a one month waiting period.
    7) Employee Eligibility
    In this step 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:
    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.

  • Benefits Documents and Configuration Documents

    Hello Gurus,
    Can you please send me the step by step document and the configuration documents for <b>BENEFITS</b>.
    Thanks,
    Karan.C

    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.
    3) Define Benefit Providers
    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.
    4) Set Current Benefit Area
    In this step, you set the relevant benefit area for your Customizing activities.
    If you have more than one benefit area to set up, you must set up each separately. After you have set up all the plans in one area, you should switch the benefit area in this step and work through the IMG again, making settings for the new benefit area.
    5) Define Benefit Plan Types
    In this step, you enter the benefit plan types that you require for the plan categories predefined in the system.These categories are predefined because the system handles each differently. In order to reflect your own requirements regarding the categorization of plans, you define plan types within these categories.
    Plan types are a control mechanism for enrollment, since the system does not allow an employee to enroll in more than one benefit plan per plan type. This allows you, for example, to offer a choice of regular health care from different providers under one plan type, without the risk of accidentally enrolling an employee in more than one of these benefit plans.
    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
    10) Define Coverage Groupings
    In this step, you can define coverage groupings and determine how employees are allocated to these groupings. You only need to do this if you want to differentiate between coverages for employees using additional criteria to those available in the coverage variant. For example, you may want to use geographical location, employment contract, or residence status as criteria. You determine how employees are allocated to coverage groupings using the feature COVGR
    11) Define Employee Contribution Groupings
    In this step, you can define employee contribution groupings and determine how employees are allocated to these groupings. You only need to do this if you want to differentiate between employee contributions for employees using additional criteria to those available in the employee contribution variant . For example, you may want to use geographical location, weekly hours, or residence status as criteria. You determine how employees are allocated to employee contribution groupings using the feature EECGR
    12) Define Employer Contribution Groupings
    In this step, you can define employer contribution groupings and determine how employees are allocated to these groupings. You only need to do this if you want to differentiate between employer contributions for employees using additional criteria to those available in the employer contribution rule variant . For example, you may want to use geographical location, weekly hours, or residence status as criteria. You determine how employees are allocated to employer contribution groupings using the feature ERCGR
    SETTING UP OF PLANS(EG:HEALTH PLANS)
    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
    In this step, 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
    2) Define Prerequisite Plans
    In this step, you define prerequisite plans.
    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
    In this step, you define corequisite plans.
    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.
    6) Define 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.
    Example
    An organization offers one set of benefit plans for full-time employees and a different set for part-time employees. Full-time employees may enroll in medical, dental and life insurance plans after a four month waiting period. Part-time employees may enroll in medical, dental, life and vision plans after a one month waiting period.
    7) Employee Eligibility
    In this step 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:
    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.

  • Fixed-Rate Age-Based Insurance Plan

    Hi SAP Benefits experts,
       We have a new insurance offering this year wherein employee rates are determined by the employee's age at the time of initial enrollment.  If an employee enrolls at, say age 25, his or her rates will not increase as the years roll by, even though the employee is now 65.  Our other age-based plans allow for moving rates, so that as the employee ages, his or her rates will adjust. 
       How do I configure a plan to hold the initial rate that an employee qualifies for to be constant as time advances?  I thought I would be able to use the Age Basis fields in the Cost Variant screen in IMG.  However that only allows for a day and month.  I think it would require a year as well for this to manage a fixed cost. 
    Thanks in advance.
    Yvonne

    Plz check below function
    create or replace function cacl_roi
    (p_dep_prd number, ----- deposit amount in years
    p_unit varchar2 default 'D', -------unit of time (years/days)
    p_mode varchar2 default 'X', ------Renew mode
    p_gen varchar2, ------geneder M/F
    p_work varchar2, --------working/non-working
    p_age number , --------Age
    p_anninc number ------Annual income
    return number is
    num_prd number;
    l_roi number;
    begin
    select decode(p_unit,'Y',p_dep_prd*365,p_dep_prd) into num_prd from dual;
    if p_age < 65 then
    if num_prd >= 120 and num_prd <=240 then l_roi := 6;
    elsif num_prd >= 241 and num_prd <= (2*365) then l_roi := 6.5;
    elsif num_prd >= (2*365)+1 and num_prd <= (4*365) then l_roi := 7;
    elsif num_prd >= (4*365)+1 then l_roi := 8;
    end if;
    If p_mode ='R' then l_roi := l_roi+0.5;
    end if;
    if p_gen = 'F' then l_roi := l_roi + 0.5;
    end if;
    if p_work = 'W' then l_roi := l_roi - 0.5;
    end if;
    end if;
    if p_age > 65 then l_roi := 9;
    end if;
    if p_anninc > 10 then l_roi := l_roi + 0.1;
    end if;
    return l_roi;
    end;
    /

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