Book: SAP Exchange Infrastructure for Developers; Outgoing INVOIC

Hi everybody,
is in book SAP Exchange Infrastructure for Developers  written how to send/generate a INVOIC-IDOC in R/3 or ERP?
Or do they just describe the steps in XI?
Thanks
Regards
Mario

Hi,
>>>AFAIK you do not describe how to generate a IDOC in R/3.
come on... what about the whole chapter - "Outbound Invoice" ?
the whole R3 config is shown and how to generate the invoice IDOC
with screens - what else would you need?
you didn't read it - shame on you:)
Regards,
Michal Krawczyk

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    IMG Path: Personnel Management &#61664; Benefits &#61664; Plans &#61664; Insurance Plans &#61664; Define Insurance Plan General Data
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    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 &#61664; Benefits &#61664; Plans &#61664; Insurance Plans &#61664;
    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 &#61664; Benefits &#61664; Plans &#61664; Insurance Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Insurance Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Insurance Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Insurance Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Insurance Plans &#61664; Combined Coverage &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Insurance Plans &#61664; Combined Coverage &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Insurance Plans &#61664; Combined Coverage &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Insurance Plans &#61664; Combined Coverage &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Savings Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Savings Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Savings Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Savings Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Savings Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Savings Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Flexible Spending Accounts (FSAs) &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Flexible Spending Accounts (FSAs) &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Benefits Adjustment Reasons &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Benefits Adjustment Reasons &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Benefits Adjustment Reasons &#61664; Define Adjustment Permissions &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Benefits Adjustment Reasons &#61664; Define Adjustment Permissions &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Benefits Adjustment Reasons &#61664; Define Adjustment Permissions &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Benefits Adjustment Reasons &#61664; Define Adjustment Permissions &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; Employee Eligibility &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; Employee Eligibility &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; Employee Eligibility &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; Participation Termination &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; Participation Termination &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; Participation Termination &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Dependent/Beneficiary Eligibility &#61664; Define Family Member Groupings
    Dependent Eligibility Rule Variants:
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    IMG Path: Personnel Management &#61664; Benefits &#61664; Flexible Administration &#61664; Dependent/Beneficiary Eligibility &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Dependent/Beneficiary Eligibility &#61664; 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
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    &#61607; Contingency beneficiaries can be named
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    IMG Path: Personnel Management &#61664; Benefits &#61664; Flexible Administration &#61664; Dependent/Beneficiary Eligibility &#61664; Define Beneficiary Eligibility Rule Variants
    Beneficiary Eligibility Rules:
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    IMG Path: Personnel Management &#61664; Benefits &#61664; Flexible Administration &#61664; Dependent/Beneficiary Eligibility &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Dependent/Beneficiary Eligibility &#61664; Assign Eligibility Rule Variant to Plan
    COBRA Plans:
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    IMG Path: Personnel Management &#61664; Benefits &#61664; COBRA &#61664; Choose COBRA Plans
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    IMG Path: Personnel Management &#61664; Benefits &#61664; COBRA &#61664; Choose COBRA Spending Accounts
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    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:
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    • 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.
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    IMG Path: Personnel Management &#61664; Benefits &#61664; COBRA &#61664; Define Qualifying Event Coverage Periods
    Assign COBRA Events to Personnel Actions:
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    The only COBRA-qualifying event types that you assign to personnel actions are:
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    2. The system checks other employee infotype records for specific information which corresponds to COBRA-qualifying event types
    IMG Path: Personnel Management &#61664; Benefits &#61664; COBRA &#61664; Assign COBRA Events to Personnel Actions
    Notification and Payment Intervals:
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    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 &#61664; Benefits &#61664; COBRA &#61664; 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

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