Benefits plans
I have a scenario here and want help..
There are benefit plans which have been paid head of time by employees. like in Jan they paid for Feb, and so on.. The company now wants to make it paid to current month from 08/01/08. So they decided that in July month there will be no payments on plans and Aug onwards they stay current. For July the client wants to display this amount as always in rem statmnt but not actually deduct it..
Can anyone help me to move further with this scenario..
Thanks
Hello Salman
I changed the PCL 41 to 1 but the payroll gives the below error:
Termination in operation ERROR
20081304
X030****** ERROR # = = =
Basic entry in IT :
A Wage type APC1C2C3ABKoReBTAwvTvn One amount/one number
1234 Med. Ins.
Current entry in OT:
A Wage type APC1C2C3ABKoReBTAwvTvn One amount/one number
1234 Med. Ins.
Pleae advice..
Similar Messages
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Dependents from IT0021 are not appearing in IT0167 for Benefits Plans
Hi All,
Our client upgraded developement and QA client from 4.6 to 6.0 version. While assigning benefieries to the benefits plans in Dependents tab(IT0167) list of dependents are not appearing. Where in in Production system dependents are appearing, production is still in 4.6 version.
Regards,
KarunakarDear,
It is always required to read the dependent data as on the start date of IT0167. This is because for each plan, there is some dependent eligibility associated and to calculate eligibility, the data come from infotype 0021.
I would advice you to go through the note 947172. By implementing this note, you will be able to allow employee to edit the existing dependent record instead of delimiting and creating a new dependent record.
Best Regards,
Deepak.. -
Benefits - Plan type for a particular infotype
In Benefits i want to see which plans are for a particular infotype
for ex savings, insurance etc.
like 1010,1020 1030 are for medical, 2010 2020 for insurance
3030 3040 for saving - where this info is stored, that this plan type is for this infotype
Edited by: Manu on Feb 8, 2011 5:24 PMHi,
For health plans, table is PA0167.
For insurance plans, table is PA0168.
For savings plans, table is PA0169.
For all of these, you can use SUBTY and PLTYP (should be the same).
You can also look at standard SAP report RPUBEN09 (transaction code HRBEN0009).
Hope this helps.
p.s. Please show some respect to people replying and maintain sanctity of the forum.
Donnie -
Adding general and specific links on Benefits plans in ESS
Hi Experts,
I am trying to provide general and specific links to each benefit plan in ESS. SAP provides a IMG customization for this: spro>Personal Management>Benefits>Employee Self-Service>Define URLs.
I need to enter the URL parameters here. I have a doubt here. what should I give the path of a URL. Can i create a BSP application (a HTML file containing the description about the plan) and provide the path of the link in URL path?
What should I do if I want to display the description of each plan in a PDF file and provide a link to that PDF on ESS?
Thanks!
IQuite simply....the URL link is exactly that....the link as it would appear in your browser. Typically, for general informtion about plan types, you would have something like "http://intranet.myCompany.com/benefits_us.html" and then for the plans themselves, it might be the link to the actual company's web site like "http://www.DocInABox.com".
The links can be to whatever...a web site, a PDF file, a Word document, etc.....as long as it can be reached via a URL. Since the "context" of the information will be fairly static, just throwing together a simple web page is usually the easiest method (and it allows for easy maintenance since HR folks will often want changes....not to mention the marketing people too!).
As far as how/where to store the internal content, that will depend on your own company's policies. It could be some content server or web server out on your network or you could even store the files/pages/content in KM and reference them from there. The sky is the limit. -
Doubt in sequence of steps in configuration of Insurance Benefits Plan..
Hi Associates,
In Insurance plans,I defined Insurance plan genral data,coverage variants,coverage rules,cost variants,cost rules.Finally I have done the step Assign Insurance Plan Attributes.
I struck up at this point.please help me out.Inorder to complte the configuration part of Insurance Benefits what are the sequence of steps i have to configure here.
Thanks In Advance.
SAIRAMHi Friends...
In the step "Define Cost rules",i have some doubts,please clarify..
1.What is meant By Base unit.
2.What is cost factor.
3.What is meant by Steplimit.
4..According to my clients company policy,the insurance cost is provided by company only.Here my doubt is should i use Employee costs or Provider costs.
Please clrify me.
Sairam -
Benefits Plans Enrollment Problem in ECC
Hi All,
I have two insurance plans and i configured two insurance plans and i attached to one insurance plan type and i am able to see my insurance plans in my Benefits Enrollment screen (HRBEN0001).
Now my problem is: i am not able to enroll two plans one after another, if i am able to enroll one plan then i am not able to enroll in another plan, so only one plan is allowed to enroll.
Could you please some one tell me where did i mistake, and i am new to this Benefits configuration.
Thanks in Advance.
Regards,
Abhi.Hi,
You have probably configure both plan under same plan category and that only allow to enroll a person in just one. You have to configure it in different category under the same attributes.
There is also an activity in spro under Flexible Administration called Prerequisites and Corequisites. Check that out, but the issue may be in what I mentión aboved.
Regards,
Edoardo -
Error in Benefits Plan Enrollment
Hi,
I am receiving an error when executing HRBEN0001 transaction to enroll employees in spouse Life plan for MOLGA 10. This error happens in case the EE does not have a spouse (IT0021 subtype 1). The error details are as below.
Spouse's birth date could not be determined
Message no. HRBEN00FMODULES159
For EE who have a spouse, we do not get this error.
The coverage and cost variants for this plan are configured in IMG for Age determination relevant data from SPOUSE.
How do I prevent this error. Ideally, would not like this plan to be eligible in case no spouse is present. Could not figure out how this would be done.
Appreciate any assistance. ECC 6.0
Thanks
Sumeet
Edited by: SUMEET MEHTA on May 16, 2008 12:38 PM
Please, can somebody reply. This is urgent. If not specifically this error msg, can you tell how to prevent eligibility to a spouse life plan when no spouse is present in IT0021.Hi Anand,
I tried using dependent/beneficiary and RLPGR but it did not work. Would this not be used to control eligibility in the dependents/beneficiary tabs.
What the client wants is to control Employee eligibility to the plan. If spouse is not present then EE must not be eligible for spouse life plan. How would this be achieved through standard customizing without using PBEN0006 and ABAP coding.
Thanks
Sumeet
Edited by: SUMEET MEHTA on May 20, 2008 8:53 PM -
How to reverse the end date on Oracle Standard Benefits plan for a employee
Hi,
We tried to end date a medical benefit plan for an employee but did it wrong. It should show end dated 31-JAN-2010 and then we wanted to add a new plan starting from '01-FEB-2010'. But we wrongly end-dated as on 31-DEC-2010.
Can anyone help me to identifiy how to remove the wrong end date from the benefit plan for the employee..
Regards
Arun Kumar S RathodIf you are using life events, just backout the life event and the end-date will go away. then create a fresh life event and make necessary changes.
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Benefits - NewHire enrollment default plans
Hi,
In new hire enrollment form (t-code HRBEN0005), i need to display the default plans for which the employee is eligible(as new hire is not enrolled in any plan till now)
but I am not able to find the table from where i can get the plan types and bplans which are default for the new hire.
Can anyone please tell met the table name where this info is stored.
Regards
ManuHi,
To expand on the previous answer a bit, first the employee would have to default to the correct Benefit Area via Feature BAREA. Then he would have to default to the correct First and Second Program groupings (BENGR and BSTAT) via those Features. This is all recorded in IT0171. Then the new hire should have an IT0378 for the adjustment reason New Hire.
In Benefits --> Flexible Administration --> Programs in the IMG, you have to create the Program for the benefits plans that you want the individual to be eligible for. You may also create eligibility rules in that area.
If all is done correctly, the employee can enroll via ESS or HRBEN0001after selecting the "New Hire" reason and the correct benefit plans will be available.
Paul -
Benifits error message:The selected offer contains no plans
Hi,
I need assistance from some one who has prior experience in Benefits module. I have finished customizing the health plans and have been trying to enroll an employee into the health plan.
However i get the message: The selected offer contains no plans under automatic offer .
I made sure that under customizing both the first and second program groupings contain health plans.
I would appreciate any assistance to why this message is appearing.
Note under SPRO: both Define benefits program and Define standard health selections show benefits plans for both groupings(Firs and second)
Thanks
JasonHi Jason
For Health Plans, they dont come in auto offer but they come based on adjustment reason like for eg. initial hiring, Marriage, Child Birth,
Based on these adjustment reasons it sees which all plan type are permitted and then according to t5ubu it will displays the health plans.
So when you hire an employee, you have to create his IT0378 (Adjustment Reason) and when you will go to HRBEN0001 it will show you that Adjustmentt reason and based on your configuration when you will select the reason and click on get offer it will show u the health plans.
The IMG path for configuration is
1. PM -> Benefits -> Benefits Adjustment Reasons -> Define Benefit Adjustment Groupings
In this step, you define adjustment groupings. These groupings allow you to specify different adjustment permissions for different groups of employees.
Example
Full-time employees are allowed to make changes to savings plan elections when they change positions within the organization. Other employees are not allowed to make changes.
Two adjustment groupings are defined:
FULL - Full-time employees
OTHR - All other employees
2. PM -> Benefits -> Benefits Adjustment Reasons -> Define 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 he/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.
Example
An employee adopts a child and wants to include the child in her health plan coverage. The following adjustment reason is defined:
CHLD - New child
The employee is allowed to include the child in all health plans as a dependent, but must do so within 3 months of the adoption.
Recommendation
To ensure that the Adjustment Reasons infotype is created for any relevant changes, SAP recommends that, wherever possible, you include the Adjustment Reasons infotype in appropriate personnel actions in Personnel Administration. To do this, you should consider which of your personnel actions permits an adjustment to benefits, and assign the infotype to the associated info groups.
3. PM -> Benefits -> Benefits Adjustment Reasons -> Define Adjustment Permissions
In this section, you assign adjustment permissions to each benefit plan type for an adjustment reason and, if appropriate, an adjustment grouping that you have defined.
3.1 PM -> Benefits -> Benefits Adjustment Reasons -> Define Adjustment Permissions -> 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.
Hope this will clarify your doubts and will resolve ur issue
Regards
Guds -
Difference between Pension plans and savings plans
Dear Friends,
I'm familiar with the configuration of savings plans. But I have no idea about the pension plans. I realize that some of the basic steps are common to both savings and pension plans but what is the main difference from a config perspective?.
If any one can kindly explain the necessary steps to set up pension plans or if there is any document which talks about it please please let me know.
I appreciate the help and thanks in advance.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:
u2022 Plan
u2022 Option
u2022 Dependent coverage
u2022 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:
u2022 Its options
u2022 Relevant dependent coverages
u2022 The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management Benefits Plans Health Plans Assign Health Plan Attributes
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:
u2022 Plan
u2022 Coverage option
u2022 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:
u2022 If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
u2022 If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
u2022 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:
u2022 Plan
u2022 Coverage option
u2022 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:
u2022 If an insurance plan has set flat coverage options and flat costs, you need
to define a cost variant for each flat cost.
u2022 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.
u2022 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:
u2022 Cost variant
u2022 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:
u2022 Plan
u2022 Option (only for plans in the plan category Miscellaneous)
u2022 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:
u2022 As a fixed amount
u2022 As a percentage of salary
u2022 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:
u2022 Plan
u2022 Option (only for plans in the plan category Miscellaneous)
u2022 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:
u2022 As a fixed amount / as an amount per unit contributed by the employee
u2022 As a percentage of employee base salary or employee contribution
IMG Path: Personnel Management Benefits Plans Savings Plans Define Employer Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
u2022 EE contribution variant
u2022 ER contribution variant -
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 -
Help needed on Benefits in SAP.
Hi Everyone ,
Where can i find the list and description of all Benefits plans maintained in system ?
Where can i find out how each plan has been configured . i.e. whats plans use benefits module , what plans are just It0014 wage types for the deductions ?
Thanks ,
RohitU can get all the Benefit plans in T5UBA tables. If u need more info select T5UB* from SE11
-
Savings Plan with Monthly contribution to be used for employees weekly paid
Hi,
We have a Savings Plan with Monthly contribution. This plan has to be used for employees for weekly paid employees.
How to configure this for weekly paid employees and for which payroll will the contribution gets deducted.
Please help on this issue.
Regards,
IlyasIlyas ,
In SPRO - Personnel management-Benefits-Plans-Savings plans- Define employee contribution rules
In the contribution limits for regular payroll - If your savings plans contribution types is by percentage then give the maximum pre-tax has 100.00 , if it is not by percentage -then give the contribution units to its maximum .
To recheck -go to Pa30 and benefits tab -saving plans and regular contribution tab and check your reference period for contributions.
Let me know if it doesn't work
Shalini -
Custom subtype not visible in ESS benefits
Hi Experts,
in erp2005, i created a custom subtype 9B for IT0021 (family members). defined a use case to maintain records through ESS personal information workset. so, a new button with name beneficiaries is seen on portal. however, these beneficiaries are not visible when employee wants to add them in the benefits plans as a beneficiary in certain plans. in the backend system, they are visible however. they can be added to a plan.
thanks for reading, i appreciate your help.Kumarpal,
did you check this thread
https://forums.sdn.sap.com/click.jspa?searchID=17218337&messageID=6299502
Thanks
Bala Duvvuri
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