Details of Monitor function for MSI AIO?

I have a bare-bones AE2020 AIO (AA1511-001US). Like most AIO PC boxes, the AE2020 has some monitor inputs and monitor controls - but how exactly do these work? I did try the experiment with the AIO running where I connected a laptop VGA out to the VGA in and used the monitor control buttons to select VGA and the laptop screen showed up just fine on the AIO screen with the expected Plug-and-Play beeps along the way. I also tried connecting my Panasonic HD camcorder to the HDMI input with no reaction at all - nada. I have connected this same camcorder with the same HDMI cable to one of our HDTV sets with HDMI and that works great. Another thing that puzzles me is the full functionality of the monitor power button. With the AIO running, pressing the monitor power button will turn off the AIO screen, and pressing it again will turn it back on, but nothing else.
So what else should that monitor power button do? According to Eddy at MSI technical support, the AIO monitor is supposed to be able to act as a stand-alone monitor with the main system power off. I had him repeat that statement in more detail. He said that I should be able to plug the AIO power cable in and press the monitor power button, and the monitor only will come on and it will display whichever input, VGA or HDMI, I select. This does not work. With the main system power off, the monitor controls, including monitor power, do nothing.
So how does your MSI AIO work? Can you use the monitor as a stand-alone monitor with the main system power off? Can you display the 1080i output from an HD camcorder at all? Can you display anything through the HDMI input?
Bye.     

If the "T_SET_VALUES-FROM" has the values of BLART, you can use the below code...
SELECT * FROM bsas INTO TABLE it_bsas
       for ALL ENTRIES IN t_set_values
       where blart eq t_set_values-from(2).

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    /*===========================================================================+
    | Copyright (c) 1999 Oracle Corporation |
    | Redwood Shores, California, USA |
    | All rights reserved. |
    +===========================================================================*/
    /*-----------------------------------------------------------------------+
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    | x_return_status OUT VARCAHR2);
    +--------------------------------------------------------------------------*/
    Procedure get_uom_properties(
    p_api_version_number IN NUMBER,
    p_init_msg_list IN VARCHAR2 := fnd_api.g_false,
    p_uom_code IN VARCHAR2,
    x_decimal_precision OUT NUMBER,
    x_uom_TU OUT NUMBER,
    x_uom_class OUT VARCHAR2,
    x_msg_count OUT NUMBER,
    x_msg_data OUT VARCHAR2,
    x_return_status OUT VARCAHR2);
    /*-------------------------------------------------------------------------+
    | get_item_uom_properties(..)
    | This procedure returns a specific item's primary UOM, TU, and tolerance
    | Procedure get_item_uom_properties(
    | p_api_version_number IN NUMBER,
    | p_init_msg_list IN VARCHAR2,
    | p_inventory_item_id IN NUMBER,
    | p_organization_id IN NUMBER,
    | p_lot_control_code IN NUMBER, -- item's lot control code
    | p_lot_number IN VARCHAR2,
    | p_sub_lot_control_code IN NUMBER,
    | p_sublot_number IN VARCHAR2,
    | x_primary_uom_code OUT VARCHAR2,
    | x_uom_class OUT VARCHAR2,
    | x_decimal_precision OUT NUMBER,
    | x_item_TU OUT NUMBER,
    | x_uom_TU OUT NUMBER,
    | x_effective_TU OUT NUMBER,
    | x_msg_count OUT NUMBER,
    | x_msg_data OUT VARCHAR2,
    | x_return_status OUT VARCHAR2 );
    | If the item is not a valid one, then this is reflected through the
    | return status.
    +-------------------------------------------------------------------------*/
    Procedure get_item_uom_properties(
    p_api_version_number IN NUMBER,
    p_init_msg_list IN VARCHAR2 := fnd_api.g_false,
    p_inventory_item_id IN NUMBER,
    p_organization_id IN NUMBER,
    p_lot_control_code IN NUMBER,
    p_lot_number IN VARCHAR2,
    p_sub_lot_control_code IN NUMBER,
    p_sublot_number IN VARCHAR2,
    x_primary_uom_code OUT VARCHAR2,
    x_uom_class OUT VARCHAR2,
    x_decimal_precision OUT NUMBER,
    x_item_TU OUT NUMBER,
    x_class_TU OUT NUMBER,
    x_uom_TU OUT NUMBER,
    x_effective_TU OUT NUMBER,
    x_msg_count OUT NUMBER,
    x_msg_data OUT VARCHAR2,
    x_return_status OUT VARCHAR2 );
    /*-------------------------------------------------------------------------+
    | Procedure compare_quantities(..)
    | Procedure compare_quantities(
    | p_api_version_number IN NUMBER,
    | p_init_msg_list IN VARCHAR2,
    | p_inventory_item_id IN NUMBER,
    | p_organization_id IN NUMBER,
    | p_lot_control_code IN NUMBER,
    | p_lot_number IN VARCHAR2,
    | p_sub_lot_control_code IN NUMBER,
    | p_sublot_number IN VARCHAR2,
    | p_fisrt_qauantity IN NUMBER,
    | p_first_uom IN VARCHAR2,
    | p_second_quantity IN NUMBER,
    | p_second_uom IN VARCHAR2,
    | p_use_interclass_tolerance IN VARCHAR2, -- Yes = 1, 2 = No
    | x_comaprison_result OUT NUMBER,
    | x_msg_count OUT NUMBER,
    | x_msg_data OUT VARCHAR2,
    | x_return_status OUT VARCHAR2);
    |
    | This procedure compares the quantities A and B and returns result in the
    | output variable x_comparison_result. The comparisons are done in base UOM
    | of the UOM class to which the first UOM belongs:
    |-1 if quantity A is less than quantity B (A < B)
    | 0 if quantity A is equal to quantity B (A = B)
    | 1 if quantity A is greater than quantity B (A > B)
    | If the UOMs belong to different classes, then users can specify whether
    | they want to use interclass UOM conversion tolerance, say, T.
    | CASE: p_use_interclass_tolerance = 1
    | ------
    | Q1 > Q2 if (Q1 - Q2) >= T
    | Q1 = Q2 if ABS(Q1 - Q2) < T
    | Q1 < Q2 if (Q1 - Q2 ) <= -T
    +------------------------------------------------------------------------*/
    Procedure compare_quantities(
    p_api_version_number IN NUMBER,
    p_init_msg_list IN VARCHAR2 := fnd_api.g_false,
    p_inventory_item_id IN NUMBER,
    p_organization_id IN NUMBER,
    p_lot_control_code IN NUMBER,
    p_lot_number IN VARCAHR2,
    p_sub_lot_control_code IN NUMBER,
    p_sublot_number IN VARCHAR2,
    p_fisrt_qauantity IN NUMBER,
    p_first_uom IN VARCHAR2,
    p_second_quantity IN NUMBER,
    p_second_uom IN VARCHAR2,
    p_use_interclass_tolerance IN VARCHAR2,
    x_comaprison_result OUT NUMBER,
    x_msg_count OUT NUMBER,
    x_msg_data OUT VARCHAR2,
    x_return_status OUT VARCHAR2);
    /*-----------------------------------------------------------------------+
    | Procedure Validate_Quantity(
    | p_api_version_number IN NUMBER,
    | p_init_msg_list IN VARCHAR2,
    | p_inventory_item_id IN NUMBER,
    | p_organization_id IN NUMBER,
    | p_lot_control_code IN NUMBER,
    | p_lot_number IN VARCHAR2,
    | p_sub_lot_control_code IN NUMBER,
    | p_sublot_number IN VARCHAR2,
    | p_input_quantity IN NUMBER,
    | p_UOM_code IN VARCHAR2,
    | x_msg_count OUT NUMBER,
    | x_msg_data OUT VARCHAR2,
    | x_return_status OUT VARCHAR2);
    |
    | Validates and returns the quantity in this manner (the caller does not need
    | to adjust the result):
    | 0. Truncate to and validate decimal precision
    | 1. Validate quantity with respect to TU controls.
    +-------------------------------------------------------------------------*/
    Procedure Validate_Quantity(
    p_api_version_number IN NUMBER,
    p_init_msg_list IN VARCHAR2 := fnd_api.g_false,
    p_inventory_item_id IN NUMBER,
    p_organization_id IN NUMBER,
    p_lot_control_code IN NUMBER,
    p_lot_number IN VARCAHR2,
    p_sub_lot_control_code IN NUMBER,
    p_sublot_number IN VARCHAR2,
    p_input_quantity IN NUMBER,
    p_UOM_code IN VARCHAR2,
    x_msg_count OUT NUMBER,
    x_msg_data OUT VARCHAR2,
    x_return_status OUT VARCHAR2);
    /*------------------------------------------------------------------------+
    | Function Truncate_Quantity(
    | p_api_version_number IN NUMBER,
    | p_init_msg_list IN VARCHAR2,
    | p_inventory_item_id IN NUMBER,
    | p_organization_id IN NUMBER,
    | p_lot_control_code IN NUMBER,
    | p_lot_number IN VARCHAR2,
    | p_sub_lot_control_code IN NUMBER,
    | p_sublot_number IN VARCHAR2,
    | p_input_quantity IN NUMBER,
    | p_UOM_code IN VARCHAR2,
    | x_msg_count OUT NUMBER,
    | x_msg_data OUT VARCHAR2,
    | x_return_status OUT VARCHAR2) return NUMBER;
    |
    | Truncates the quantity to decimal precision of the UOM.
    | In case of error conditions, -99 is returned.
    +------------------------------------------------------------------------*/
    Function Truncate_Quantity(
    p_api_version_number IN NUMBER,
    p_init_msg_list IN VARCHAR2 := fnd_api.g_false,
    p_inventory_item_id IN NUMBER,
    p_organization_id IN NUMBER,
    p_lot_control_code IN NUMBER,
    p_lot_number IN VARCHAR2,
    p_sub_lot_control_code IN NUMBER,
    p_sublot_number IN VARCHAR2,
    p_input_quantity IN NUMBER,
    p_UOM_code IN VARCHAR2,
    x_msg_count OUT NUMBER,
    x_msg_data OUT VARCHAR2,
    x_return_status OUT VARCHAR2) return NUMBER;
    * show errors package INV_DECIMALS_PUB
    * SELECT to_date('SQLERROR') FROM user_errors
    * WHERE name = 'INV_DECIMALS_PUB'
    * AND type = 'PACKAGE';
    commit;
    exit;

  • Help needed: Search function for custom Repository Manager

    Hi there,
    i'm writing my own Repository Manager for EP 6.0 SP2 PL4.
    I've serious problems getting the search function running. I'm using the 'new', Netweaver-based API.
    I think, there are some general questions to answer:
    - My Repository Manager exposes lots of custom 
       properties to the system. I create the properties
       for example using following code:
       IProperty newProp = new StringSingleValueProperty(
         PropertyName.getPropertyName(
                  "{}" + myAttName),
         myAttVal,                         PropertyFlags.constructFlags(
                  true, false, true, false)
        Is there any convention for the propertie's name?
        I think it has to be written in lowercase only?
        Can I use ANY namespace I want instead of the
        empty default namespace? (For example:
    - After indexing my resources (of course, containing my
       custom properties), the TREX-Monitoring screen for my
       index shows all my custom properties in the 'Document
       Properties' area, but all uppercase chars are escaped
       somewhat. Is this OK?
    - Trying to use the index above to search for particular
       resources in my repository by my custom properties
       fails all the time ('no docs found...'); searching for
       any system property works fine. What's the reason?
    - How can I force the (Property-) search uses my
       custom namespace-manager's methods
       isQueryPropertyNameUnderstood() and
       getQueryBuilder()
       to perform a 'pure' property search by the repository
       manager? It seems that the TREX always handles the
       queries by itself, because my methods are never called.
    Thanx for you help,
    Daniel

    I created a new manager and copied the classes exactly from the "simple" example and I see similar behavior. Actually, when I do this, folders are recursively copied, but not files. Again, browsing and viewing of files work fine. Again, I am not seeing any unexpected exceptions.
    The only thing that changed were the names and namespaces. Nothing else at all was changed.
    This makes me think I am missing some configuration somewhere or there is something special about the example project that the wizards are not creating. The only difference I see in the project file is an additional nature (com.tssap.selena.cmf.PatternNature), but I am not sure that is relevant.
    Wow, I am really stumped.
    -Alex

  • Suggest book on SAP HR Functional for beginners

    Dear All,
    Request you to suggest me a book for SAP HR Functional
    for beginners.
    Thanks in advance for the help.
    Regards,
    Taranjit

    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 &#61664; Benefits &#61664; Basic Settings &#61664; Define Benefit Area
    Assign Currency to Benefit Area:
    In this step, you specify the currency for the benefit area
    IMG Path: Personnel Management &#61664; Benefits &#61664; Basic Settings &#61664; 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 &#61664; Benefits &#61664; Basic Settings &#61664; 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 &#61664; Benefits &#61664; Basic Settings &#61664; 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 &#61664; Benefits &#61664; Basic Settings &#61664; Plan Attributes &#61664; 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 &#61664; Benefits &#61664; Basic Settings &#61664; Plan Attributes &#61664; 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 &#61664; Benefits &#61664; Basic Settings &#61664; Define Employee Groupings &#61664; Define Employee Criteria Groups &#61664; 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 &#61664; Benefits &#61664; Basic Settings &#61664; Define Employee Groupings &#61664; Define Employee Criteria Groups &#61664; 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 &#61664; Benefits &#61664; Basic Settings &#61664; Define Employee Groupings &#61664; 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 &#61664; Benefits &#61664; Basic Settings &#61664; Define Employee Groupings &#61664; 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 &#61664; Benefits &#61664; Basic Settings &#61664; Define Employee Groupings &#61664; 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 &#61664; Benefits &#61664; Basic Settings &#61664; Define Employee Groupings &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Health Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Health Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Health Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Health Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Health 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; Health Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Health Plans &#61664; Assign Health Plan Attributes
    Insurance Plans:
    In this step, you define general data for insurance plans
    IMG Path: Personnel Management &#61664; Benefits &#61664; Plans &#61664; Insurance Plans &#61664; 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 &#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:
    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 &#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
    • Whether the following apply for plans to which the variant is assigned:
    &#61607; The employee can be a beneficiary
    &#61607; Contingency beneficiaries can be named
    &#61607; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Dependent/Beneficiary Eligibility &#61664; 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 &#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:
    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 &#61664; Benefits &#61664; COBRA &#61664; 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 &#61664; Benefits &#61664; COBRA &#61664; 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 &#61664; Benefits &#61664; COBRA &#61664; 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 &#61664; Benefits &#61664; COBRA &#61664; 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 &#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

  • Why is there no updates to the firefox throttle add-ons ? Is there an alternative? throttle is Bandwidth utilization throttling and monitoring extension for Firefox

    Why is there no updates to the firefox throttle add-ons ? Is there an alternative? throttle is Bandwidth utilization throttling and monitoring extension for Firefox

    Well, it's probably one of two things: either the awesome dude(tte) who developed this awesome extension was tired of updating or the changes in FFox software architecture carried out between version 3.x and 4+ created challenges that were too difficult for him to surmount or a combination of both. Honestly, I love Mozilla but I think they dropped the ball on the throttle issue. It's such an obvious and necessary function and it's so easy to implement. They should have included it a long time ago as in built feature. And, if you are browsing and looking at this post and you agree. Add a suggestion in mozilla.org. The more of us asking for this function, the better.
    Meanwhile, I have the following solution for you:
    Solution 0.6.9.23.11 (DIY Version of my Solution ):
    Setting Up a Separate Portable Firefox 3.6.x that runs independently of and simultaneously to your latest version of Firefox
    Get FireFox Portable 3.6.24:
    http://portableapps.com/apps/internet/firefox_portable/localization#legacy36
    It's a portable app, meaning that it's got all it's profiles and preference and application files in the same directory. It won't compete with your current installation of Firefox, has it's own separate extension folder etc...
    Get Firefox Throttle 1.1.6
    http://firefox-throttle.en.softonic.com/ (I couldn't find it in the official mozilla site)
    It will be flagged as incompatible with even that old version of firefox (but it isn't). You just need to turn off compatibility checking. You can do that with this extension:
    https://addons.mozilla.org/en-US/firefox/addon/add-on-compatibility-reporter/?src=search
    If you have Bookmarks you want to port to the portable (bad pun intend), backup them up to bookmarks.json file on your desktop and import them to the portable version. You can export/import more stuff using FEBE addon but that's a whole world of headaches if you don't your doing.
    Many of your extensions favourites extensions will no longer work on FFox 3.6.x but if, in that same addon's page, you look around until you find a link to previous versions of the addon, you will notice that the compatibility info is right below the version numbers. Just download and install the latest version that is compatible with you 3.6.x....
    Voila mon ami! Your FFox 3.6 portable has just become your own private Download Mule whom you can throttle to your hearts content (ever throttle a real Mule??? I wouldn't try it, personally...) Do your regular browsing in another (unthrottled) browser and do your big downloads in the Mule...
    If you want to keep using your brand spanking new Firefox for other types of browsing while using this portable Mule edition for the downloads, just add -p -no-remote to the shortcut leading to your Firefox Portable Mule edition.
    For example, my taskbar shortcut to my Firefox Portable is:
    ""C:\Program Files (x86)\FirefoxPortableLegacy36\FirefoxPortable.exe"
    I just changed it to:
    "C:\Program Files (x86)\FirefoxPortableLegacy36\FirefoxPortable.exe" -p -no-remote
    This will make it occupy it's own independent instance and I can use the both my Firefox Nightly and the Firefox Portable editions at the same time (each one, using a different profile ie. extensions, cookies, password, cache etc).
    If you're on Linux, you can just run this on Wine and set the Windows Version to Windows 2000 in the Wine config,
    If you want to get rid of the Portable Apps splash screen, click here:
    http://www.ghacks.net/2011/06/06/getting-rid-of-portableapps-splash-screens/
    Solution 0.6.9.23.11 (Non-DIY Version of my Solution):
    Download my preconfigured but SWAGGED-THE-HECK-UP PortableFirefox 3.6
    Having realized that some of you may find the above to be daunting. I took my own customize firefox portable, took out all my data and compressed the folder (it's portable, so it'll run as soon as you unzip it).
    Here is a screenshot:
    http://www.mediafire.com/?o95nkwo8y6q535j
    Here is the download link:
    http://www.mediafire.com/?xdw87ivf3184u2s
    Don't forget to modify your Start/Taskbar shortcuts:
    "C:\wherever you decide to put it\FirefoxPortableLegacy36-Swagged-UP!\FirefoxPortable.exe"
    I just changed it to:
    "C:\wherever you decide to put it\FirefoxPortableLegacy36-Swagged-UP!\FirefoxPortable.exe" -p -no-remote

  • 'BBPSC11' error in Monitor SC for one User having multiple positions but on

    Hello,
    'BBPSC11' error in Monitor SC for one User - having multiple positions in org structure - but having one BP code associated to all positions.
    We have one BP ID associated to multiple positions of the same user - in multiple org structure.
    The org unit is refered as one Project and like wise we have multiple projects people worked on.
    Once the Proj is over we move the Users from one Proj (Org unit) to another Proj, with new Position created copying the old and associate old BP code to it.
    With this when we go for Monitor SC option - enter User ID in Created By field - old SC are listed but we are getting error if we click on the Detail icon.
    Error:The Internet Transaction Server could not start the transaction "BBPSC11" because of the following error: Attribute for user contains errors. Inform systemadmin. .
    AD

    Hi,
    Pl. verify the user with txn-bbp_attr_check. It could be that the org. relationship of the user changed with what was captured on shopping cart. Also use txn-users_gen to repair the user.
    Regards,
    Sanjeev

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