Benefits Dependent Coverage
Hello All,
I have done the configuration of all Benefits Plans. Health, Insurance, FSAs and Savings plans. I have configured dependent coverage options at plan level of each plan.
But I have not configured anything in "Dependents/ Beneficiary Eligibility" under flexible administration node.
I am able to enroll employee into Benefits Plans. But am not able to enroll dependents/ beneficiaries.
Can some one tell me where am I stuck?
Appreciate timely help.
Namrata
Hi,
For Health Plan, it is Dependent and for Insurance & saving plan, one should configure beneficiary..
From seeing you question and dependent coverage , i guess you are talking about the Health Plan ( EE, EE1, EEFamily )...
For health plan, one should configure...
a) benefits>Plans> Health Plans---> Define Dependent Coverage Options
where you specify EE, EE1, EEFamily... etc..
b) benefits>Plans> Health Plans---> Define Minimum and Maximum number of Dependents...
where you tie min and max number of dependents and link to subtype in infotype 21
c) Benefit->Flexible Administration->Dependent/Beneficiary Eligibilty--->Define Dependent Eligibility Rules
where you define the Age range and restriction for student and disabled... ( typically dependent child is eligible upto age 21.. For student they allow upto 25... and there is no restriction for disabled child and it also varies state to state ... you can obtain this info from your business super user )
Thanks
Anand.
Similar Messages
-
Advanced Benefits:Dependent Coverage Start Date
Hi,
I have a an employee with the following life events.
Intially the Employee has Employee Only Option
1) 28-Feb-2010 -- New Child --> Emp+Children --> Child Cvg Start Date --28-Dec-2010
2) 01-JAN-2011 -- Open --> Emp+ Children --> Emp CVg Start Date -- 01-Jan-2011 and Dep Cvg Start Date 01-jan-2011
3) 01-APr-2011 -- Marriage --> Emp+Family --> The Cvg start date of the Child is Changed to 01-APr-2011 and the Employee CVG start date also changed to 01-apr-2011
I am curious to find why did the child coverage start date changed to 01-APr-2011 and we have added spouse only in the marriage life event and changed the
option from Emp+Children to EMp-Family
Thanks for any input.
regards,
AHi Shivam,
You have mentioned previously that Ct. is triggering the Gain Dep. LE by adding a new dependent child. This means that the person already had a life event in started status which enabled the Family Member page and allowed the user to add a dependent.
If so, then there might be a Collapsing Logic defined between the Current LE[Say New Hire or Open] and the Gain Dependent. [I have seen this setup with most of the Ct.'s].
So, there is a good chance that instead of the Gain Dependent, the Current LE will be reprocessed and hence is taking the setup of Current LE instead of GD.
You can confirm the LE processed in the Current Benefits page.
Regards,
Aneesh N -
In 167 infotype, even if i put EE1 as health plan option and EE1 as dependent coverage and if i put spouce or any dependent information in infotype 21, even then when i see dependents tab in infotype 167, i dont see anything and when i try to save 167 infotype with these settings, it says At least 1 dependents are required for dependent coverage EE+1.( plan..x..x.x..x.x.xxxxx)
Please helpYou may want to dble-check the configuration for dependents in the Benefits IMG section.
-
Benefits Combined coverage issue
Hi
I am facing an issue in US Benefits of life insurance where when the combined coverage of Basic life and supplemental life is exceeding 1500000, then the system is throwing an error u201CCondition for combined coverage limit BSCL for plan SUPL is not fulfilledu201D . From the configuration point of view, I had checked the combined coverage limit, it is correctly mentioned as 1500000.
Recently I had changed these insurance plans from Open Enrollment (OE) to Any time changes(ATC).
From then I am getting this issue.
Please provide the suggestion and advices to resolve this issue.
Thanks
HarisHi Gurus,
Please provide suggestion regarding to the issue I had posted.
Thanks
Haris -
How to select Dependants in IT0167 for Benefits Coverage of Health Plan
Hi
How to add Employee's dependents in IT0167 for Health Plan Benefits Coverage? Are there any specific configuration steps to be included: I have configured the below
Define Options for Health Plan: EMPL (Employee only) & EMFL (Employee+Family)
Define Dependant Coverage Options: EE (Employee only) & EEF (EmployeeFamily)
Define Min & Max No of Dependants: Coverage option EE+F
1 Spouse 1 1
2 Child 1 8
All the other activities in SPRO are completed - but when I trying to enroll employees with Family coverage, I am not able to see the Dependants information in IT0167 in Depents Tab
Please help me to fix this
RegardsHi,
Please check if you have configured the below nodes:
Benefits
Flexible Administration
Dependent/Beneficiary Eligibility
-Define Family Member Groupings
- Define Dependent Eligibility Rule Variants
- Define Dependent Eligibility Rules
- Assign Eligibility Rule Variant to Plan
Hope this helps.
Regards,
Anand Jalan -
Benefit Administration:
This section of the Implementation Guide (IMG) is where you set the SAP Benefits Administration component.
Here you enter in the system all the details of the benefit plans offered by your company.
Benefit Area:
Benefit areas allow you to have separate administration of different benefit plan pools. This division is primarily for administrational purposes and would not normally be used for eligibility
IMG Path: Personnel Management Benefits Basic Settings Define Benefit Area
Assign Currency to Benefit Area:
In this step, you specify the currency for the benefit area
IMG Path: Personnel Management Benefits Basic Settings Assign Currency
this step, you enter the providers of the benefit plans you offer.
This could be the Insurance company, or Health Maintenance Organization that receives the benefit plan costs
IMG Path: Personnel Management Benefits Basic Settings Define Benefit Providers
In this step, you set relevant benefit area for your Customizing activities
If you have more than one benefit area to set up, you must set up each independently. After you have set up all the plans in one area, you must return to this view, set the next current benefit area and work through the IMG again, setting up the new benefit area.
IMG Path: Personnel Management Benefits Basic Settings Set Current Benefit Area
Benefit Plan Types:
In this step, you enter the benefit plan types that you require for the plan categories predefined in the system.
The following plan categories are provided by MSD:
Health Plans
o Medical
o Dental
o Vision
Insurance Plans
o Basic Life
o Supplemental Life
o Accidental Death & Dismember
Savings Plans
o 403B
o 457
o PERS (Public Employees retirement Scheme for CP Benefit Plan) & TRS
(Teachers Retirement Scheme for TP Benefit Plan)
Flexible Spending Accounts
o Health care
o Dependent care
IMG Path: Personnel Management Benefits Basic Settings Plan Attributes Define Benefit Plan Types
Define Benefit Plan Status:
It is important that you assigning statuses in order to be able to control the availability of plans with a minimum of effort. For example, you can control whether or not employees can enroll in a plan simply by changing its status
IMG Path: Personnel Management Benefits Basic Settings Plan Attributes Define Benefit Plan Status
Benefit Plan Status:
In this step, you define parameter groups. You decide which groups you require in two stages:
1. You consider which costs, credits, coverage and employee and employer contributions for your plans vary according to the age, salary and/or seniority of employees (or possibly the age of the employee's spouse).
2. You determine the different ways in which you need to divide your employees according to different value ranges for these criteria.
It is not possible to define overlaps of ranges for a criterion within a single parameter group. Therefore, if you require different employee groupings for different plans, you need to create a separate parameter group.
For each unique combination of criteria and their values, you need to define a parameter group.
In this step, you simply create the parameter groups to which you assign groups for the individual criteria in the following steps. You later refer to the parameter groups, where applicable, in the individual rule variants for plans. Since one parameter group can be referenced by multiple plans, Customizing effort is kept to a minimum. In the plan variant, you also have the flexibility of being able to specify that you only want to use certain criteria values belonging to a parameter group, for example, age ranges
IMG Path: Personnel Management Benefits Basic Settings Define Employee Groupings Define Employee Criteria Groups Define Parameter Groups
Age Groups:
In this step, you define the age groups for the parameter groups that you defined in a previous step.
Depending on your needs, you may find for some parameter groups, you can leave out this step, if for example there is no requirement to differentiate between employees based on age
IMG Path: Personnel Management Benefits Basic Settings Define Employee Groupings Define Employee Criteria Groups Define Age Groups
Age Groups under Parameter grouping PAR1
Cost Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, job classification, marital status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying costs for different groups of employees
IMG Path: Personnel Management Benefits Basic Settings Define Employee Groupings Define Cost Groupings
Coverage Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, employment contract, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying coverage for different groups of employees
IMG Path: Personnel Management Benefits Basic Settings Define Employee Groupings Define Coverage Groupings
Employee Contribution Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management Benefits Basic Settings Define Employee Groupings Define Employee Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management Benefits Basic Settings Define Employee Groupings Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management Benefits Plans Health Plans Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management Benefits Plans Health Plans Define Options for Health Plans
Dependent Coverage Options:
In this step, you define the dependent coverage that are used in health plans.
Define all possible variations that you need, because this view is not specific to any plan or plan option
IMG Path: Personnel Management Benefits Plans Health Plans Define Dependent Coverage Options
Number of Dependents:
In this step, you can restrict participation in a health plan under a dependent coverage option to certain types of dependent, as determined by the subtypes of the Family/Related Persons infotype (0021). You can also define a minimum and maximum number of persons of a particular type that can be covered. During enrollment, the system only includes those dependent coverage options in the benefit offer for which the appropriate dependents are available
IMG Path: Personnel Management Benefits Plans Health Plans Define Minimum and Maximum Number of Dependents
Define Cost Variants:
In this step you define cost variants to determine which factors influence the cost of a health plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Option
Dependent coverage
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often costs vary for all the combinations of option and dependent coverage that you have defined in each plan.
This indicates how many cost variants you need. You can use the same cost variant more than once, for example, if costs are always identical for the dependent coverages 'employee only' and 'employee plus family' within a plan, regardless of the plan option
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management Benefits Plans Health Plans Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management Benefits Plans Health Plans Define Cost Rule
Health Plan Attributes:
In this step, you bring together all the definitions relevant to the health plan that you have made in the previous steps.
You assign to each health plan:
Its options
Relevant dependent coverages
The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management Benefits Plans Health Plans Assign Health Plan Attributes
Insurance Plans:
In this step, you define general data for insurance plans
IMG Path: Personnel Management Benefits Plans Insurance Plans Define Insurance Plan General Data
Coverage Variants:
In this step, you define coverage variants to determined which factors influence the coverage an employee is entitled to in a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual coverage in this step. You simply define how coverage varies according to:
Plan
Coverage option
Employee data
Before you start to define coverage variants, you need to do the following:
1. Determine how often coverage varies for different coverage options.
This indicates how many coverage variants you need. Note the following:
If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
If a plan has options, you will need a coverage variant for each option.
2. Determine how coverage varies according to employee data.
This determines how you need to set up your variants using employee groupings. For each variant, you can specify a parameter group and coverage grouping to determine coverage
IMG Path: Personnel Management Benefits Plans Insurance Plans
Coverage Rules:
In this step, you define the actual coverages for a plan.
You need to define coverage for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
Coverage can be defined as a flat amount or as a factor of salary
IMG Path: Personnel Management Benefits Plans Insurance Plans Define Coverage Rules
Cost Variants:
In this step you define cost variants to determine which factors influence the cost of an insurance plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Coverage option
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often cost varies for different coverage options:
If an insurance plan has set flat coverage options and flat costs, you need
to define a cost variant for each flat cost.
If you have set flat coverage options and the flat costs are directly
proportional to the coverage stated in the flat cost, you need only one
cost variant.
If an employee can choose any amount of coverage within a range and the
cost of the coverage is directly proportional to the coverage, you need
only one cost variant.
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management Benefits Plans Insurance Plans Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management Benefits Plans Insurance Plans Define Cost Rules
Insurance Plan Attributes:
In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
You define the insurance plan options, then associate to each insurance plan:
Cost variant
Coverage variant
IMG Path: Personnel Management Benefits Plans Insurance Plans Assign Insurance Plan Attributes
Combined Coverage Limits:
When you define coverages for plans such as insurance, you can set limits on the coverage amount. This is often used when the coverage is an amount dynamically calculated when the employee chooses her coverage.
However these limits apply only to one plan and yet you might need to define limits which combine the coverages of more than one plan.
In this chapter, you define these combined limits as follows:
1. The limit that might span 2 or more plans is reduced to a mathematical equation, where there is an amount on one side and plan coverages on the other side. The two sides of this equation are then DIVIDED BETWEEN the two views in this chapter.
2. The first view defines the limit in monetary terms which is one side of the equation. It also defines the operator (equals, is greater than, and so on).
3. The second view defines the other side of the equation in terms of the plan coverages
IMG Path: Personnel Management Benefits Plans Insurance Plans Combined Coverage Combined Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path: Personnel Management Benefits Plans Insurance Plans Combined Coverage Define Combined Coverage Limit Expressions
Imputed Income for Selected Benefits:
In this section of the IMG, you define the criteria needed to calculate Imputed Income.
Imputed Income is based upon benefits paid for by the employer and calculated using rates set by the Internal Revenue Service (IRS). This value is then treated as taxable income for the employee
IMG Path: Personnel Management Benefits Plans Insurance Plans Combined Coverage Review Age Groups for Imputed Income
Review Calculation Factors for Imputed Income:
In this step, you check that the Imputed Income Rate Table entries are correct.
The imputed income age groups are associated with the rates/factors set by the IRS
IMG Path: Personnel Management Benefits Plans Insurance Plans Combined Coverage Review Calculation Factors for Imputed Income
Savings Plans:
In this step, you define general data for savings plans.
You have defined the relevant type, status, and provider for each plan in the Basic Settings section of the Benefits IMG
IMG Path: Personnel Management Benefits Plans Savings Plans Define Savings Plan General Data
Employee Contribution Variants:
In this step you define employee contribution variants to determine which factors influence the permitted employee contribution to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contributions in this step. You simply define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employee contribution grouping to determine employee contribution
IMG Path: Personnel Management Benefits Plans Savings Plans Define Employee Contribution Variants
Employee Contribution Rules:
In this step, you define the employee contribution limits for each plan.
You need to define employee contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define minimum and maximum employee contribution in the following ways:
As a fixed amount
As a percentage of salary
As a contribution unit
In Payroll, the total employee contribution is the sum of these amounts
IMG Path: Personnel Management Benefits Plans Savings Plans Define Employee Contribution Rules
Employer Contribution Variants:
In this step you define employer contribution variants to determine which factors influence the contribution the employer makes to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contribution in this step. You only define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
IMG Path: Personnel Management Benefits Plans Savings Plans Define Employer Contribution Variants
Employer Contribution Rules:
In this step, you define limits for the contributions made by the employer to employee plans. You so this for each employer contribution variant for each plan.
You need to define employer contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define the employer contribution and the contribution limit in either of the following ways:
As a fixed amount / as an amount per unit contributed by the employee
As a percentage of employee base salary or employee contribution
IMG Path: Personnel Management Benefits Plans Savings Plans Define Employer Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
EE contribution variant
ER contribution variant
IMG Path: Personnel Management Benefits Plans Savings Plans Assign Savings Plan Attributes
Flexible Spending Accounts (FSAs):
In this step, you define general data for flexible spending accounts (FSAs).
Requirements
You have created the appropriate plan type , plan status, and benefit provider in the preceding steps
IMG Path: Personnel Management Benefits Plans Flexible Spending Accounts (FSAs) Define Spending Account General Data
Assign Spending Account Attributes:
In this step, you enter the details of your flexible spending accounts including contribution limits, an employer contribution variant (if required), and rules for the reimbursement of claims
IMG Path: Personnel Management Benefits Plans Flexible Spending Accounts (FSAs) Assign Spending Account Attributes
Flexible Administration:
In this chapter, you define the flexible aspects of your Benefits administration. You define the availability of plans to your employees, in terms of the plans themselves. You also define aspects of the enrollment process.
you enter parameters that apply to processing within an entire benefits area, including:
Open enrollment period dates
Default validity dates for adjustment/standard plan records
Advance availability of future plans
Dependent age limits
IMG Path: Personnel Management Benefits Flexible Administration Define Administrative Parameters
Benefit Adjustment Groupings:
In this step, you define adjustment groupings. These groupings allow you to specify different adjustment permissions for different groups of employees
IMG Path: Personnel Management Benefits Flexible Administration Benefits Adjustment Reasons Define Benefit Adjustment Groupings
Benefit Adjustment Reasons:
In this step, you define adjustment reasons to control changes to employee enrollments according to company policy.
The adjustment reason types that you define here are assigned as subtypes of Adjustment Reasons records (infotype 0378) in HR Master Data. Since a record can only have one subtype, a new record must be created for every adjustment reason an employee experiences.
According to the adjustment concept, an employee can only make changes to her enrollments if she has an Adjustment Reasons record (infotype 0378) with the required adjustment reason as a subtype. The only exceptions to this are if changes are made during an open enrollment period or if an anytime adjustment reason is assigned to the plan type.
In addition to defining adjustment reasons for certain events that can trigger changes, you may also want to define a special adjustment reason to allow changes to plans at any time
IMG Path: Personnel Management Benefits Flexible Administration Benefits Adjustment Reasons Define Benefit Adjustment Reasons
Adjustment Permissions:
In this section, you assign adjustment permissions to each benefit plan type for an adjustment reason and any adjustment grouping that you have defined.
Note that the elements for which you can define permissions are automatically determined by the system, dependent on the plan category
Health Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management Benefits Flexible Administration Benefits Adjustment Reasons Define Adjustment Permissions Health Plans
this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management Benefits Flexible Administration Benefits Adjustment Reasons Define Adjustment Permissions Insurance Plans
Savings Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management Benefits Flexible Administration Benefits Adjustment Reasons Define Adjustment Permissions Savings Plans
Spending Accounts:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management Benefits Flexible Administration Benefits Adjustment Reasons Define Adjustment Permissions Spending Account
Programs:
In this section of the IMG, you define benefit programs and the eligibility restrictions and termination conditions for the plans within these programs.
Within a program, eligibility for plans can be determined on two levels:
Program groupings control eligibility on a high level (macro-eligibility) by allocating an employee a defined program, depending on his/her organizational and employment data.
Eligibility rules are optional and control eligibility on a low level (micro-eligibility) by determining whether an employee can participate in a plan within the relevant program. An employee must fulfill the conditions defined in the rule in order to be able to enroll. Eligibility rules are assigned to plans in programs by means of an eligibility variant.
First Program Grouping:
In this step, you define first program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management Benefits Flexible Administration Programs Define First Program Grouping
Second Program Grouping:
In this step, you define second program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management Benefits Flexible Administration Programs Define Second Program Grouping
Employee Eligibility:
In this section of the IMG, you define the criteria according to which you control eligibility for individual benefit plans within a benefits program (definition of micro-eligibility). You perform the following steps to set up eligiblity requirements:
You define eligibility grouping to identify groups of employees for whom
certain eligibility criteria apply.
You create eligibility variants, which you later use to link eligibility
rules to programs.
If necessary, you define dynamic eligibility conditions relating
specifically to actual hours worked/length of service, or zip codes.
You bring your definitions together in the eligibility rule, where you
can also specify further conditions for enrollment.
IMG Path: Personnel Management Benefits Flexible Administration Programs Employee Eligibility Define Eligibility Groupings
Eligibility Variants:
In this step, you define eligibility variants. These consist simply of an identifier and a description
IMG Path: Personnel Management Benefits Flexible Administration Programs Employee Eligibility Define Eligibility Variants
Eligibility Rules:
In this step, you define eligibility rules for the benefit plans offered by your organization. You define these rules for combinations of eligibility grouping and eligibility variant, thereby determining the eligibility conditions that will apply for different groups of employees
IMG Path: Personnel Management Benefits Flexible Administration Programs Employee Eligibility Define Eligibility Rules
Participation Termination:
In this section of the implementation guide you define criteria for the termination of benefit plans
Termination Groupings:
In this section of the implementation guide you define criteria for the termination of benefit plans
IMG Path: Personnel Management Benefits Flexible Administration Programs Participation Termination Define Termination Groupings
Termination Variants:
In this step, you define termination variants. These consist simply of an identifier and a description
IMG Path: Personnel Management Benefits Flexible Administration Programs Participation Termination Define Termination Variants
Termination Rules:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management Benefits Flexible Administration Programs Participation Termination Define Termination Rules
Define Benefit Programs:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management Benefits Flexible Administration Programs Define Benefit Programs
Dependent/Beneficiary Eligibility:
In this step, you define family member groupings and determine how family members are allocated to these groupings
IMG Path: Personnel Management Benefits Flexible Administration Dependent/Beneficiary Eligibility Define Family Member Groupings
Dependent Eligibility Rule Variants:
In this step, you define the dependent eligibility variants to which you want to assign dependent eligibility rules. You also specify whether you wish to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
IMG Path: Personnel Management Benefits Flexible Administration Dependent/Beneficiary Eligibility Define Dependent Eligibility Rule Variants
Dependent Eligibility Rules:
In this step, you define dependent eligibility rules to determine which types of family member are eligible as dependents. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management Benefits Flexible Administration Dependent/Beneficiary Eligibility Define Dependent Eligibility Rules
Beneficiary Eligibility Rule Variants:
In this step, you define the beneficiary eligibility variants to which you assign beneficiary eligibility rules in the next step. You also specify the following:
Whether you want to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
Whether the following apply for plans to which the variant is assigned:
The employee can be a beneficiary
Contingency beneficiaries can be named
Spouse approval is required if beneficiaries other than the spouse are to be amed (the system only takes this setting into consideration for plans of the category avings)
IMG Path: Personnel Management Benefits Flexible Administration Dependent/Beneficiary Eligibility Define Beneficiary Eligibility Rule Variants
Beneficiary Eligibility Rules:
In this step, you define beneficiary eligibility rules to determine which types of family member are eligible as beneficiaries. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management Benefits Flexible Administration Dependent/Beneficiary Eligibility Define Beneficiary Eligibility Rules
Assign Eligibility Rule Variant to Plan:
In this step, you assign dependent eligibility variants and beneficiary eligibility variants to plans, thereby assigning the eligibility rules associated with these variants
IMG Path: Personnel Management Benefits Flexible Administration Dependent/Beneficiary Eligibility Assign Eligibility Rule Variant to Plan
COBRA Plans:
In this step, you specify which health plans that you have already defined in the system are COBRA-relevant.
When a clerk collects COBRA-qualified beneficiaries, the system only considers employee enrollments in the plans you select here as legitimate cases where COBRA must be offered to the employee
IMG Path: Personnel Management Benefits COBRA Choose COBRA Plans
this step, you determine for which flexible spending accounts (FSAs) you will offer continuation of coverage under COBRA. You need to do this for each benefit area separately
IMG Path: Personnel Management Benefits COBRA Choose COBRA Spending Accounts
Qualifying Event Coverage Periods:
In this step, you define the events that qualify individuals for COBRA coverage, and the periods of permitted coverage continuation for each qualifying event type. COBRA legislation states the following regarding coverage continuation periods:
In the case of Termination of employment and Reduction in working hours, only 18 months coverage must be provided. If qualified beneficiaries are determined to be disabled within 60 days of the COBRA event, they are entitled to a further 11 months of coverage, as are the other qualified beneficiaries who experienced the original event.
For all other qualifying events except Bankruptcy of employer, a qualified beneficiary is entitled to 36 months continuation coverage, and there is no extension provision for disability.
In the case of the event Bankruptcy of employer, the coverage continuation period is the life of the retired employee or retired employee's widow/widower. You therefore do not need to define a continuation period in this case.
IMG Path: Personnel Management Benefits COBRA Define Qualifying Event Coverage Periods
Assign COBRA Events to Personnel Actions:
In this step, you define how the system recognizes COBRA-qualifying events from employee personnel actions (infotype 0000) records. You do this by creating a link between the two.
The only COBRA-qualifying event types that you assign to personnel actions are:
Termination
Death of employee
Reduction in hours
You need to assign these COBRA-qualifying event types since they are based on customizable entries in your HR master data and therefore cannot be delivered as standard.
When the system collects COBRA-qualified beneficiaries, it considers employee records within the date range you specify in two stages as follows:
1. The system searches for employee personnel action (infotype 0000) records. The COBRA qualifying events assigned to any personnel actions found are collected.
2. The system checks other employee infotype records for specific information which corresponds to COBRA-qualifying event types
IMG Path: Personnel Management Benefits COBRA Assign COBRA Events to Personnel Actions
Notification and Payment Intervals:
In this step, you define details of COBRA administration for those states where state law concerning COBRA differs from federal law.
Federal regulations are reflected in the state settings for the District of Columbia, which is also the system default.
If you must comply with state regulations that differ from the federal regulations, you should create a new state entry. Otherwise, you can use the DC version for all employees, regardless of which state they reside in
IMG Path: Personnel Management Benefits COBRA Define Notification and Payment IntervalsThanks alot
Best Regards -
Doubt in Benefits Module configuration..please clrify
Hi Friends,
I am having doubt in configuration steps in Benefits module.Here i have configured
Benefit Area,Assigned currency to Benefit Area,Defined Benefit providers,Set current Benefit Area,Defined Benefit plan types,Status,Defined Employee criteria groupings(parameter groupings,salary groups,age groups,Seniority groups),Defined cost groupings,Defined coverage groupings.
In Health plans i defined Health plan genral data,options for health plans,dependent coverage options,Defined Cost Variants,Defined cost rules.
I struck up from this point onwards.My qurries are
1.Is it compulsary to Assign Health plan attributes!
2.What are follwing steps of configuration after Assign Health Plan attributes!Hi Vikram,
1. yes you should assign Assign Health plan attributes; without assigning this u can' process the further steps this is the integration point off your plan options with cost rules
2. after the above step the following are the mandatory steps to follo:
a. Flexible administration --- define administrative parameters (Mandatory)
b. Prerequisite and Corequisite plans (Optional--based on ur client needs)
c. Adjustment reasons (Optional-if u have any adjustments it is mandatory)
d. Programs ; 1st program Grouping and Second program groupin( Mandatory without assigning this you can't process)
e. Define Benefit Programs (mandatory)
f. Employee Eligibility : eligibility grouping and variant and eligibility rules ( Mandatory)
g. Standard Selections: Health plans (Mandatory)
after config all those steps then you go to T-Code HRBEN0001 there you can enrol youa employees .
Regards,
Sushma -
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 employees 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. QDs 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 -
Open Enrollment Form, adding new coverage level
Hi All
We have recently added Domestic partner level as an option in our Health Insurance Plans. I believe I have correctly added the new plans etc because they are showing up on the open enrollment form. The problem is the new plan is only showing up with the old coverage options (i.e. single, ee & spouse, family etc) and is missing the new Domestic Partner and Spouse coverage option that I added. Please advise on how to get it to show up on the form.
Thanks in advanceHi Ken,
What i understand is... you have done the following
Health Plans: IMG ->Personal Management->Benefits- >Plans->Health Plans
1. You have setup the config in Define Health Plan General Data.
2. IMG >> Personal Management->Benefits- >Plans->Health Plans->Define Dependent Coverage Options
Set up your Domestic Partner option here i.e. E+DP (Min: 1 / Max: 1)
3. Setup the Cost Variants in the node IMG->Personal Management->Benefits- >Plans->Health Plans->Define Cost Variant
4. Setup the Cost Rules in the node IMG->Personal Management->Benefits- >Plans->Health Plans->Define Cost Rule
5. Assign the health plan attriubtes in the node IMG >>Personal Management->Benefits- >Plans->Health Plans->Assign Health Plan Attributes. I guess this is what you missed.
One question here......are you using Adjustment reasons for adding new coverage???
Kumarpal Jain. -
Hi all ,
I need the documents on SAP HR-Benefits.
Regards
santosh .Benefit Administration:
This section of the Implementation Guide (IMG) is where you set the SAP Benefits Administration component.
Here you enter in the system all the details of the benefit plans offered by your company.
Benefit Area:
Benefit areas allow you to have separate administration of different benefit plan pools. This division is primarily for administrational purposes and would not normally be used for eligibility
IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Area
Assign Currency to Benefit Area:
In this step, you specify the currency for the benefit area
IMG Path: Personnel Management  Benefits  Basic Settings  Assign Currency
this step, you enter the providers of the benefit plans you offer.
This could be the Insurance company, or Health Maintenance Organization that receives the benefit plan costs
IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Providers
In this step, you set relevant benefit area for your Customizing activities
If you have more than one benefit area to set up, you must set up each independently. After you have set up all the plans in one area, you must return to this view, set the next current benefit area and work through the IMG again, setting up the new benefit area.
IMG Path: Personnel Management  Benefits  Basic Settings  Set Current Benefit Area
Benefit Plan Types:
In this step, you enter the benefit plan types that you require for the plan categories predefined in the system.
The following plan categories are provided by MSD:
Health Plans
o Medical
o Dental
o Vision
Insurance Plans
o Basic Life
o Supplemental Life
o Accidental Death & Dismember
Savings Plans
o 403B
o 457
o PERS (Public Employees retirement Scheme for CP Benefit Plan) & TRS
(Teachers Retirement Scheme for TP Benefit Plan)
Flexible Spending Accounts
o Health care
o Dependent care
IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Types
Define Benefit Plan Status:
It is important that you assigning statuses in order to be able to control the availability of plans with a minimum of effort. For example, you can control whether or not employees can enroll in a plan simply by changing its status
IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Status
Benefit Plan Status:
In this step, you define parameter groups. You decide which groups you require in two stages:
1. You consider which costs, credits, coverage and employee and employer contributions for your plans vary according to the age, salary and/or seniority of employees (or possibly the age of the employee's spouse).
2. You determine the different ways in which you need to divide your employees according to different value ranges for these criteria.
It is not possible to define overlaps of ranges for a criterion within a single parameter group. Therefore, if you require different employee groupings for different plans, you need to create a separate parameter group.
For each unique combination of criteria and their values, you need to define a parameter group.
In this step, you simply create the parameter groups to which you assign groups for the individual criteria in the following steps. You later refer to the parameter groups, where applicable, in the individual rule variants for plans. Since one parameter group can be referenced by multiple plans, Customizing effort is kept to a minimum. In the plan variant, you also have the flexibility of being able to specify that you only want to use certain criteria values belonging to a parameter group, for example, age ranges
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Parameter Groups
Age Groups:
In this step, you define the age groups for the parameter groups that you defined in a previous step.
Depending on your needs, you may find for some parameter groups, you can leave out this step, if for example there is no requirement to differentiate between employees based on age
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Age Groups
Age Groups under Parameter grouping PAR1
Cost Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, job classification, marital status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying costs for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Cost Groupings
Coverage Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, employment contract, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying coverage for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Coverage Groupings
Employee Contribution Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Options for Health Plans
Dependent Coverage Options:
In this step, you define the dependent coverage that are used in health plans.
Define all possible variations that you need, because this view is not specific to any plan or plan option
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Dependent Coverage Options
Number of Dependents:
In this step, you can restrict participation in a health plan under a dependent coverage option to certain types of dependent, as determined by the subtypes of the Family/Related Persons infotype (0021). You can also define a minimum and maximum number of persons of a particular type that can be covered. During enrollment, the system only includes those dependent coverage options in the benefit offer for which the appropriate dependents are available
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Minimum and Maximum Number of Dependents
Define Cost Variants:
In this step you define cost variants to determine which factors influence the cost of a health plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Option
Dependent coverage
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often costs vary for all the combinations of option and dependent coverage that you have defined in each plan.
This indicates how many cost variants you need. You can use the same cost variant more than once, for example, if costs are always identical for the dependent coverages 'employee only' and 'employee plus family' within a plan, regardless of the plan option
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
Health Plan Attributes:
In this step, you bring together all the definitions relevant to the health plan that you have made in the previous steps.
You assign to each health plan:
Its options
Relevant dependent coverages
The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Assign Health Plan Attributes
Insurance Plans:
In this step, you define general data for insurance plans
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Insurance Plan General Data
Coverage Variants:
In this step, you define coverage variants to determined which factors influence the coverage an employee is entitled to in a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual coverage in this step. You simply define how coverage varies according to:
Plan
Coverage option
Employee data
Before you start to define coverage variants, you need to do the following:
1. Determine how often coverage varies for different coverage options.
This indicates how many coverage variants you need. Note the following:
If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
If a plan has options, you will need a coverage variant for each option.
2. Determine how coverage varies according to employee data.
This determines how you need to set up your variants using employee groupings. For each variant, you can specify a parameter group and coverage grouping to determine coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans 
Coverage Rules:
In this step, you define the actual coverages for a plan.
You need to define coverage for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
Coverage can be defined as a flat amount or as a factor of salary
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Coverage Rules
Cost Variants:
In this step you define cost variants to determine which factors influence the cost of an insurance plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Coverage option
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often cost varies for different coverage options:
If an insurance plan has set flat coverage options and flat costs, you need
to define a cost variant for each flat cost.
If you have set flat coverage options and the flat costs are directly
proportional to the coverage stated in the flat cost, you need only one
cost variant.
If an employee can choose any amount of coverage within a range and the
cost of the coverage is directly proportional to the coverage, you need
only one cost variant.
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Rules
Insurance Plan Attributes:
In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
You define the insurance plan options, then associate to each insurance plan:
Cost variant
Coverage variant
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Assign Insurance Plan Attributes
Combined Coverage Limits:
When you define coverages for plans such as insurance, you can set limits on the coverage amount. This is often used when the coverage is an amount dynamically calculated when the employee chooses her coverage.
However these limits apply only to one plan and yet you might need to define limits which combine the coverages of more than one plan.
In this chapter, you define these combined limits as follows:
1. The limit that might span 2 or more plans is reduced to a mathematical equation, where there is an amount on one side and plan coverages on the other side. The two sides of this equation are then DIVIDED BETWEEN the two views in this chapter.
2. The first view defines the limit in monetary terms which is one side of the equation. It also defines the operator (equals, is greater than, and so on).
3. The second view defines the other side of the equation in terms of the plan coverages
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Combined Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Define Combined Coverage Limit Expressions
Imputed Income for Selected Benefits:
In this section of the IMG, you define the criteria needed to calculate Imputed Income.
Imputed Income is based upon benefits paid for by the employer and calculated using rates set by the Internal Revenue Service (IRS). This value is then treated as taxable income for the employee
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Age Groups for Imputed Income
Review Calculation Factors for Imputed Income:
In this step, you check that the Imputed Income Rate Table entries are correct.
The imputed income age groups are associated with the rates/factors set by the IRS
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation Factors for Imputed Income
Savings Plans:
In this step, you define general data for savings plans.
You have defined the relevant type, status, and provider for each plan in the Basic Settings section of the Benefits IMG
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Savings Plan General Data
Employee Contribution Variants:
In this step you define employee contribution variants to determine which factors influence the permitted employee contribution to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contributions in this step. You simply define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employee contribution grouping to determine employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Variants
Employee Contribution Rules:
In this step, you define the employee contribution limits for each plan.
You need to define employee contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define minimum and maximum employee contribution in the following ways:
As a fixed amount
As a percentage of salary
As a contribution unit
In Payroll, the total employee contribution is the sum of these amounts
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Rules
Employer Contribution Variants:
In this step you define employer contribution variants to determine which factors influence the contribution the employer makes to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contribution in this step. You only define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Variants
Employer Contribution Rules:
In this step, you define limits for the contributions made by the employer to employee plans. You so this for each employer contribution variant for each plan.
You need to define employer contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define the employer contribution and the contribution limit in either of the following ways:
As a fixed amount / as an amount per unit contributed by the employee
As a percentage of employee base salary or employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
EE contribution variant
ER contribution variant
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Assign Savings Plan Attributes
Flexible Spending Accounts (FSAs):
In this step, you define general data for flexible spending accounts (FSAs).
Requirements
You have created the appropriate plan type , plan status, and benefit provider in the preceding steps
IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Define Spending Account General Data
Assign Spending Account Attributes:
In this step, you enter the details of your flexible spending accounts including contribution limits, an employer contribution variant (if required), and rules for the reimbursement of claims
IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Assign Spending Account Attributes
Flexible Administration:
In this chapter, you define the flexible aspects of your Benefits administration. You define the availability of plans to your employees, in terms of the plans themselves. You also define aspects of the enrollment process.
you enter parameters that apply to processing within an entire benefits area, including:
Open enrollment period dates
Default validity dates for adjustment/standard plan records
Advance availability of future plans
Dependent age limits
IMG Path: Personnel Management  Benefits  Flexible Administration  Define Administrative Parameters
Benefit Adjustment Groupings:
In this step, you define adjustment groupings. These groupings allow you to specify different adjustment permissions for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Groupings
Benefit Adjustment Reasons:
In this step, you define adjustment reasons to control changes to employee enrollments according to company policy.
The adjustment reason types that you define here are assigned as subtypes of Adjustment Reasons records (infotype 0378) in HR Master Data. Since a record can only have one subtype, a new record must be created for every adjustment reason an employee experiences.
According to the adjustment concept, an employee can only make changes to her enrollments if she has an Adjustment Reasons record (infotype 0378) with the required adjustment reason as a subtype. The only exceptions to this are if changes are made during an open enrollment period or if an anytime adjustment reason is assigned to the plan type.
In addition to defining adjustment reasons for certain events that can trigger changes, you may also want to define a special adjustment reason to allow changes to plans at any time
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Reasons
Adjustment Permissions:
In this section, you assign adjustment permissions to each benefit plan type for an adjustment reason and any adjustment grouping that you have defined.
Note that the elements for which you can define permissions are automatically determined by the system, dependent on the plan category
Health Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Health Plans
this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Insurance Plans
Savings Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Savings Plans
Spending Accounts:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Spending Account
Programs:
In this section of the IMG, you define benefit programs and the eligibility restrictions and termination conditions for the plans within these programs.
Within a program, eligibility for plans can be determined on two levels:
Program groupings control eligibility on a high level (macro-eligibility) by allocating an employee a defined program, depending on his/her organizational and employment data.
Eligibility rules are optional and control eligibility on a low level (micro-eligibility) by determining whether an employee can participate in a plan within the relevant program. An employee must fulfill the conditions defined in the rule in order to be able to enroll. Eligibility rules are assigned to plans in programs by means of an eligibility variant.
First Program Grouping:
In this step, you define first program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define First Program Grouping
Second Program Grouping:
In this step, you define second program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Second Program Grouping
Employee Eligibility:
In this section of the IMG, you define the criteria according to which you control eligibility for individual benefit plans within a benefits program (definition of micro-eligibility). You perform the following steps to set up eligiblity requirements:
You define eligibility grouping to identify groups of employees for whom
certain eligibility criteria apply.
You create eligibility variants, which you later use to link eligibility
rules to programs.
If necessary, you define dynamic eligibility conditions relating
specifically to actual hours worked/length of service, or zip codes.
You bring your definitions together in the eligibility rule, where you
can also specify further conditions for enrollment.
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Groupings
Eligibility Variants:
In this step, you define eligibility variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Variants
Eligibility Rules:
In this step, you define eligibility rules for the benefit plans offered by your organization. You define these rules for combinations of eligibility grouping and eligibility variant, thereby determining the eligibility conditions that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Rules
Participation Termination:
In this section of the implementation guide you define criteria for the termination of benefit plans
Termination Groupings:
In this section of the implementation guide you define criteria for the termination of benefit plans
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Groupings
Termination Variants:
In this step, you define termination variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Variants
Termination Rules:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Rules
Define Benefit Programs:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Benefit Programs
Dependent/Beneficiary Eligibility:
In this step, you define family member groupings and determine how family members are allocated to these groupings
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Family Member Groupings
Dependent Eligibility Rule Variants:
In this step, you define the dependent eligibility variants to which you want to assign dependent eligibility rules. You also specify whether you wish to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent Eligibility Rule Variants
Dependent Eligibility Rules:
In this step, you define dependent eligibility rules to determine which types of family member are eligible as dependents. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent Eligibility Rules
Beneficiary Eligibility Rule Variants:
In this step, you define the beneficiary eligibility variants to which you assign beneficiary eligibility rules in the next step. You also specify the following:
Whether you want to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
Whether the following apply for plans to which the variant is assigned:
 The employee can be a beneficiary
 Contingency beneficiaries can be named
 Spouse approval is required if beneficiaries other than the spouse are to be amed (the system only takes this setting into consideration for plans of the category avings)
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rule Variants
Beneficiary Eligibility Rules:
In this step, you define beneficiary eligibility rules to determine which types of family member are eligible as beneficiaries. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rules
Assign Eligibility Rule Variant to Plan:
In this step, you assign dependent eligibility variants and beneficiary eligibility variants to plans, thereby assigning the eligibility rules associated with these variants
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Assign Eligibility Rule Variant to Plan
COBRA Plans:
In this step, you specify which health plans that you have already defined in the system are COBRA-relevant.
When a clerk collects COBRA-qualified beneficiaries, the system only considers employee enrollments in the plans you select here as legitimate cases where COBRA must be offered to the employee
IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Plans
this step, you determine for which flexible spending accounts (FSAs) you will offer continuation of coverage under COBRA. You need to do this for each benefit area separately
IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Spending Accounts
Qualifying Event Coverage Periods:
In this step, you define the events that qualify individuals for COBRA coverage, and the periods of permitted coverage continuation for each qualifying event type. COBRA legislation states the following regarding coverage continuation periods:
In the case of Termination of employment and Reduction in working hours, only 18 months coverage must be provided. If qualified beneficiaries are determined to be disabled within 60 days of the COBRA event, they are entitled to a further 11 months of coverage, as are the other qualified beneficiaries who experienced the original event.
For all other qualifying events except Bankruptcy of employer, a qualified beneficiary is entitled to 36 months continuation coverage, and there is no extension provision for disability.
In the case of the event Bankruptcy of employer, the coverage continuation period is the life of the retired employee or retired employee's widow/widower. You therefore do not need to define a continuation period in this case.
IMG Path: Personnel Management  Benefits  COBRA  Define Qualifying Event Coverage Periods
Assign COBRA Events to Personnel Actions:
In this step, you define how the system recognizes COBRA-qualifying events from employee personnel actions (infotype 0000) records. You do this by creating a link between the two.
The only COBRA-qualifying event types that you assign to personnel actions are:
Termination
Death of employee
Reduction in hours
You need to assign these COBRA-qualifying event types since they are based on customizable entries in your HR master data and therefore cannot be delivered as standard.
When the system collects COBRA-qualified beneficiaries, it considers employee records within the date range you specify in two stages as follows:
1. The system searches for employee personnel action (infotype 0000) records. The COBRA qualifying events assigned to any personnel actions found are collected.
2. The system checks other employee infotype records for specific information which corresponds to COBRA-qualifying event types
IMG Path: Personnel Management  Benefits  COBRA  Assign COBRA Events to Personnel Actions
Notification and Payment Intervals:
In this step, you define details of COBRA administration for those states where state law concerning COBRA differs from federal law.
Federal regulations are reflected in the state settings for the District of Columbia, which is also the system default.
If you must comply with state regulations that differ from the federal regulations, you should create a new state entry. Otherwise, you can use the DC version for all employees, regardless of which state they reside in
IMG Path: Personnel Management  Benefits  COBRA  Define Notification and Payment Intervals
heck this one and let me know if there is anything else even arun has also given nice response so if u have any query pls revert back
6 -
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.CHai..
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. -
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 YouBenefit 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 GroupingsEmployee 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 GroupingsEmployee 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 DependentsPlans
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 RulePlans
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 RulesPlans
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 IncomeCoverage
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 AttributesSavings 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
BenefitsIMG 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 GroupingsAdjustment 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 ReasonsBenefits 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 PlansPermissions
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 PlansAdjustment 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 AccountPermissions
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 GroupingsEligibility
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 GroupingsParticipation 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 EligibilityDependent/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 VariantsEligibility
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 EligibilityDependent/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 toDependent/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 -
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.CHai..
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. -
Dependent Certification - Plan Type
Hi,
Currently we are setting up the Dependent Certification in the Program Enrollment Requirements -> Dependent Coverage -> Plan Type -> Life Event Change..
I am determining the certification requirement using fast formula (Dependent Certification Required)
If we have 4 plan types and 2 certifications (ssn + birth certificate), the certification requirement records will be created for 4 plan types.
For example two dependent will be having 16 certification records.
I guess this will be a time consuming process to certify each dependent.
Will it cause any problem in the enrollment if we received the certifications for one plan type, no need to create certifications for other plan types by using fast formula or any workaround to avoid this?
Did someone come across this situation?
Thanks
Arunuser9228608 wrote:
Hi,
I just want to know the certification plan which make me disturb all the time,Information is authoratively available at http://certification.oracle.com and I suggest you take time to study it carefully. I see below you are doing that already which is good.
i have a plan to give paper of 1Z0-144-ENU. When i view this paper on oracle web page it gives information not need training to paper but my friends and Colleague is saying that oracle need training to this paper kindly advice me. Training required or not...??The Certification associated with 1z0-144 (Oracle PL/SQL Developer Certified Associate) does not require any training. You only have to pass 1z0-144 and 1z0-051 (or 1z0-007 or 1z0-047).
http://education.oracle.com/pls/web_prod-plq-dad/db_pages.getpage?page_id=458&get_params=p_track_id:PLSQL
>
>
>
I have clear my essential paper need to plan 1Z0-548-ENU (Oracle E-Business Suite R12 Human Capital Management Essentials) either training required or not...??
Page: http://education.oracle.com/pls/web_prod-plq-dad/db_pages.getpage?page_id=458&get_params=p_track_id:EBSR12HCM indicates the Oracle E-Business Suite R12 Human Capital Management Certified Implementation Specialist only requires pass of 1z0-548, training is not mandatory
I have clear my sql paper 1Z0-007 need to plan paper 1Z0-144-EN (Oracle Database 11g: Program with PL/SQL) either training required or not ....??
See above.
>
Please advice.
ThanksIn all cases above training appears not to be currently required ( however Oracle do seem to suggest it will help) -
Problem in Benefits Enrollment...
Hi Experts..
I have configured Health plans.
I maintained features BAREA,CSTV1,EECGR,ERCGR,BENGR,BSTAT.
In Basic settings:
i configured Define Benefit area,Assign currency Benefit Area,Set Current Benefit area,Defined Plan types,plan status,Finally defined employee groupins.
In Health Plans:
I defined Health plan genral data,options for health plans,Defined dependant coverage options,Defined cost variants and cost rules,Assigned Health plan attributes
In Flexible Adminstration:
Defined Admin.Parameters,Defined first program grouping and second program grouping,Defined employee eligibility groupings and variants,rules.
Complted Participation termination nodes.Defined Benefit programs.
In standard selections:
Defined Standard health selections.Defined Beneficiary eligibility rule variants,rules.
Finally Did Assign eligibilty rule variant to plan.
After completion of above nodes,i went through easy access screen.Here i selected Enrollment.There i gave my hired employee number.Then system is showing only the default offer under possible offers.What could be the problem..How can i see the all possible offers and their costs.Please help me out.
Thanks in advance.
SairamHi experts,
I use the below processto enroll the employee.
1.Human Resourcse-pmbenefits--enrollment
2.Given the employee number for processing
3.I click on the employee
Instead of displaying possible offers,here i got default offer without enrollment period.What to do to display the list of possible offers.
Please help me out to solve the problem.
Regards,
sairam
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