Fringe Benefits

Hi,
I want to do the Frienge Benefits configuration. On this FB, I want to configure the income tax calculation.
Pls let me know how to configure this one.
Thanks and Regards,
Revathi.

Hi
There is no standard report available for FBT in system. However, for every type of expense create two Expense Heads, one with FBT and other without FBT. For eg, travelling expenses can be created with two heads, with FBT and with out FBT. Now based on GL balances, you can get the details of income tax liability.
Regards
Sanil Bhandari

Similar Messages

Fringe Benifit Tax

Hi,
can anyone please help me how to configure fringe benefit Tax in SAP?
It is the tax on benefits provided by the employer to the employee.
Help me. I will definitely assign points.
Thanks & regards,
Krishna

Hi,
Fringe Benefits is comes under withholding tax. Hence, most of the employers are not ready to pay fringe benefits, because employer's is liable to pay fringe benefits tax.
With holding tax is covering Income Tax 1956. For other taxes, Excise, Customs, Sales Tax, Tax on Purchase, service Tax, these all are comes under "Tax on Purchase and Sales".
Hence, Your question is not clear, may I know for which benefit you are asking this question ??
Example :-
Providing Free food to employees - Comes under Fringe Benefits (Employer's liable to pay this tax).
Providing Free food coupen to Employees - is not comes under fringe benefits hence, this coupen per head have maximum of Rs.1250/- Per month (Pls check the limit whether it might be changed).
If you have any further clarifications please let me know.
Regards,
Sivakumar Sathiyamoorthy

Relating to fringe benefit taxes

Hi All
what is the procedure for calculating the FBT
is there any chance to calculate the fringe benefit tax in automatically sap standard
in which point it exactly applicable.
my client want please give me the solution

Hi,
set up a new tax code and a dedicated GL account for this tax code.
Then post
Fringe Benefit (meals, etc.)
Input Tax
against Bank (or Cash).
Let's assume your fringe benefit tax code is P10 = 10 per cent and you have tax account = 175000 behind this code, than all the fringe benefit taxes will go to this account. Make the account line item managed and you will have a record of all the transactions where fringe benefits were involved.
Kind regards,
Rudolf

Best practice in HCM

Hi,
1) Can you please advise,what all processes comes under SAP Best Practices for HCM?
2) What all infotypes comes under Payroll implementations?
Thanks!
Manish

Hi,
You can read every thread in this forum.
1.Personnel Administration - it deals with the HR Master Data
2.Organization Management - It deals with the personnel planning all about Business Units,Cost centers etc this will give the picture how your organization look virtually.
Keep these modules as base must know modules
3 Time Management - This manages employee times ,leaves,quotas,shifts,working schedules etc working patterns etc
CATS ,Cross Application Time sheets
Shift Planning etc are part of Time Management but these are individually separate knowledge of these is not necessary when you start your career going forward it would be helpful to grow.
4.Payroll- This manages employee payment part and payment including the off cycle payments
These 4 can be considered to be the basic modules of HCM
5 Recruitment -Deals with process of recruitment from manpower planning to on-boarding
Apart from these we have
6.Benefits -which deals with the fringe benefits (applicable to USA ) and some other countries-I t deals with the insurance ,medical etc
7,ESS/MSS This is self service module employee self service and manager self service these are Portal based modules
We have new generation modules
Such(8) E- Recruitment this deals with the E Recruitment this is portal based modules
Learning Solution
Succession Planning
Personnel Development
Talent Visualization by Nakisa
Enterprise compensation Management (this is again a separate module)
These all part of Talent Management Suite and portal based modules knowing these would give you an edge.
This module is very upcoming and hot
To become an effective HCM consultant you need have good business process knowledge combined with the any of 4 to modules (indepth)
Outside HCM if you knowledge of HR ABAP and MS Excel and MS Word of great advantage.
To start your choose Personnel Management,Org Management combined with Time Management and Payroll
Or ESS/MSS with Talent Management
Search in transaction PA30- Hr Master data and press F4 , you will find entire details 0000 Actions 0001 Organizational Assignment 0002 Personal Data 0003 Payroll Status 0004 Challenge 0005 Leave Entitlement 0006 Addresses 0007 Planned Working Time 0008 Basic Pay 0009 Bank Details 0011 External Transfers 0014 Recurring Payments/Deductions 0015 Additional Payments 0016 Contract Elements 0017 Travel Privileges 0019 Monitoring of Tasks 0021 Family Member/Dependents 0022 Education 0023 Other/Previous Employers 0024 Qualifications 0025 Appraisals 0027 Cost Distribution 0028 Internal Medical Service 0030 Powers of Attorney 0031 Reference Personnel Numbers 0032 Internal Data 0033 Statistics 0034 Corporate Function 0035 Company Instructions 0037 Insurance 0040 Objects on Loan 0041 Date Specifications 0045 Loans 0048 Residence Status 0050 Time Recording Info 0054 Works Councils 0057 Membership Fees 0077 Additional Personal Data 0078 Loan Payments 0080 Maternity Protection/Parental Leave 0081 Military Service 0083 Leave Entitlement Compensation 0105 Communication 0121 RefPerNo Priority 0123 Germany only 0124 Disruptive Factor D 0128 Notifications 0130 Test Procedures 0139 EE's Applicant No. 0165 Deduction Limits 0167 Health Plans 0168 Insurance Plans 0169 Savings Plans 0171 General Benefits Information 0185 Personal IDs 0219 External Organizations 0236 Credit Plans 0262 Retroactive accounting 0267 Add. Off-Cycle Payments w/Acc.***. 0267 Additional Off-Cycle Payments 0283 Archived Objects 0290 Documents and Certificates (RU) 0292 Add. Social Insurance Data (RU) 0293 Other and Previous Employers (RU) 0294 Employment Book (RU) 0295 Garnishment Orders (RU) 0296 Garnishment Documents (RU) 0297 Working Conditions (RU) 0298 Personnel Orders (RU) 0299 Tax Privileges (RU) 0302 Additional Actions 0315 Time Sheet Defaults 0330 Non-Monetary Remuneration 0334 Suppl. it0016 (PT) 0376 Benefits Medical Information 0377 Miscellaneous Plans 0378 Adjustment Reasons 0379 Stock Purchase Plans 0380 Compensation Adjustment 0381 Compensation Eligibility 0382 Award 0383 Compensation Component 0384 Compensation Package 0395 External Organizational Assignment 0396 Expatriation 0402 Payroll Results 0403 Payroll Results 2 0415 Export Status 0416 Time Quota Compensation 0429 Position in PS 0439 Data Transfer Information 0458 Monthly Cumulations 0459 Quarterly Cumulations 0460 Annual Cumulations 0468 Travel Profile (not specified) 0469 Travel Profile (not specified) 0470 Travel Profile 0471 Flight Preference 0472 Hotel Preference 0473 Rental Car Preference 0474 Train Preference 0475 Customer Program 0476 Garnishments: Order 0477 Garnishments: Debt 0478 Garnishments: Adjustment 0483 CAAF data clearing (IT) 0484 Taxation (Enhancement) 0485 Stage 0491 Payroll Outsourcing 0503 Pensioner Definition 0504 Pension Advantage 0529 Additional Personal Data for (CN) 0552 Time Specification/Employ. Period 0553 Calculation of Service 0559 Commuting allowance Info JP 0560 Overseas pay JP 0565 Retirement Plan Valuation Results 0567 Data Container 0569 Additional Pension Payments 0573 Absence for Australia PS 0576 Seniority for Promotion 0579 External Wage Components 0580 Previous Employment Tax Details 0581 Housing(HRA / CLA / COA) 0582 Exemptions 0583 Car & Conveyance 0584 Income From Other Sources 0585 Section 80 Deductions 0586 Section 80 C Deductions 0587 Provident Fund Contribution 0588 Other Statutory Deductions 0589 Individual Reimbursements 0590 Long term reimbursements 0591 Nominations 0592 Public Sector - Foreign Service 0593 Rehabilitants 0597 Part Time Work During ParentalLeave 0601 Absence History 0602 Retirement Plan Cumulations 0611 Garnishments: Management Data 0612 Garnishments: Interest 0614 HESA Master Data 0615 HE Contract Data 0616 HESA Submitted Data 0617 Clinical Details 0618 Academic Qualification 0624 HE Professional Qualifications 0648 Bar Point Information 0650 BA Statements 0651 SI Carrier Certificates 0652 Certificates of Training 0653 Certificates to Local Authorities 0655 ESS Settings Remuneration Statement 0659 INAIL Management 0666 Planning of Pers. Costs 0671 COBRA Flexible Spending Accounts 0672 FMLA Event 0696 Absence Pools 0702 Documents 0703 Documents on Dependants 0704 Information on Dependants 0705 Information on Checklists 0706 Compensation Package Offer 0707 Activation Information 0708 Details on Global Commuting 0709 Person ID 0710 Details on Global Assignment 0712 Main Personnel Assignment 0713 Termination 0715 Status of Global Assignment 0722 Payroll for Global Employees 0723 Payroll for GE: Retro. Accounting 0724 Financing Status 0725 Taxes SA 0742 HDB Concession 0745 HDB Messages in Public Sector 0746 De Only 0747 DE Only 0748 Command and Delegation 0758 Compensation Program 0759 Compensation Process 0760 Compensation Eligibility Override 0761 LTI Granting 0762 LTI Exercising 0763 LTI Participant Data 0783 Job Index 0784 Inquiry Family Court 0785 Pension Equalization Payment 0787 Germany Only 0788 Germany Only 0789 Germany Only 0790 Germany Only 0792 Organizational Additional Data 0794 Pensioner Message A 0795 Certification and Licensing 0796 Duty Assignments 0800 Material Assignment 0802 Sanctions / Offense 0803 Seniority Ranked List 0804 Personal Features 0805 Honors 0806 Course Data 0813 Historical Additional Fees A 0815 Multiple Checks in One Cycle 0845 Work Relationships 0846 Reimbursements 0851 Shukko Cost Charging 0852 Shukko Cost Charging Adjustment 0853 Shukko External Org. Assignment 0860 Sanctions / Offense 0861 Award/Decorations 0863 Verdict 0865 Mobility 0873 Additional Amount - Garnishment FR 0875 Events - My Simplification 0881 Expense Information 0882 Insurability Basic Data 0883 Entitlement Periods 0884 Insurability Calculation 0887 Garnishments (ES) 0900 Sales Data 0901 Purchasing Data 0904 Override Garnishable Amount D 0908 Info. about Annual Income Check 0942 Capital Payment 0976 Municipal Tax per Person 0978 Pension Contribution A 0979 Pension A 2001 Absences 2002 Activity Allocation (Attendances) 2002 Attendances 2002 Cost Assignment (Attendances) 2002 External Services (Attendances) 2002 Order Confs.(Att) 2003 Substitutions 2003 Substitutions: Indiv. Working Times 2004 Availability 2005 Overtime 2006 Absence Quotas 2007 Attendance Quotas 2010 Cost Allocation (EE Rem. Info) 2010 Cost Assignment (EE Rem. Info) 2010 Employee Remuneration Info 2011 Completed Time Events 2011 Time Events 2011 Time Events (CO) 2011 Time Events (PM) 2011 Time Events (PP) 2012 Time Transfer Specifications 2013 Quota Corrections 2050 Annual Calendar 2051 Monthly Calendar 2052 Absence Recording 2052 List Entry for Attendances/Absences 2052 Weekly Calendar w/Cost Assignment 2052 Weekly Entry w/Activity Allocation 3003 Materials Management 3202 Addresses 3215 SWF Staff Details 3216 SWF Contract Details 3217 SWF Qualifications 3893 Time Account Status 3894 Factoring Information BPO
Thanks and Regards,
Revathi.

Converting flat table to a parent- table

Hi,
I have a flat table with P&L and Balance sheet accounts . The table structure is as follows -
Lvl1 Lvl2 Lvl3 Lvl4 AccountID AccountDesc
There are null values as well in all levels
Lvl1 determines whether the levels below belong to P&L or balance sheet hierarchy i.e Lvl1 = P/L or B/L
Now I was to convert the records into two separate parent child hierarchies - one for P&L and other for Balance sheet.
could you please let me know how it can be done.. Some queries will be really helpful.
Thanks in adavnce!!

Hi,,
Below is the sample data -
Lv1    lv2     lv3   lv4   AccID       AccountDesc
P/L     20     215     211     5550     Admin/Clerical/Management
P/L     20     222     214     5610     Engineers
P/L     20     215     211     5620     Storeperson
P/L     20     212     207     5626     Lab Technicians/Assistants
P/L     20     223     215     5590     Laundry Hand/Operator
P/L     20     216     212     5670     Study Leave
P/L     26     221     219     5450     Fringe Benefits Tax
P/L     10     119     124     9642     Income : Donation-General
P/L     10     121     124     9684     Donations - Lighthouse
P/L     10     121     124     9684     Donations - Baby Friendly
P/L     10     122     130     4300     ED Income
P/L     10     117     122     9733     Car Park Fees
P/L     10     112     112     9798     Accom: Bond Retention
I donot have level description columns yet but will have to add them later..AccID is the leaf level
Hope you can help me now
Target table will be something like this -
parent_id Desc1 Child_Account Desc2
P/L
Thanks in advance
Edited by: whirlpool on Aug 9, 2012 3:04 AM

Calc script logic help needed urgently

Hello Gurus,
I am desiging a calc for Fringe Benefits account.
Longterm disability is calculated by multiplying cost pr employee per month ( constant hard coded number) with the % of Net Headcount
% of NetHEadcount is NetHeadCount(at lowest dept level)/Company Total Headcount(Highest Dept Level)
I have created accounts -- Netheadcount at lowest dept level
Is there a possibility that I calculate the %age of account level 0 to same account at highest level?
If not, please give me solution.
Also, I want to thank all the gurus that have helped me. Thanks to you...I am automated 90% of the process. THis is the last leg for this porject. My respect to all the gurus on Oracle FOrums

Hi
Struggling a little to understand exactly what you need...are you just asking if you can calculate "%NetHeadCount" account, based on "Headcount" account at differing department levels?
If so then I guess you just need something along the lines of...(assuming your fix is on level 0 members of your department dim)
NetHeadCount% = Headcount / Headcount -> TotalDepartmentLevel;
JB

Mass Video Asset Management in Lightroom 4 - Watch as I Test (Flail and Fumble)

The Project is to: catalog, keyword, manage, rate, and organize over 3400 video clips (AVCHD clips re-wrapped as MOV files) shot in 30 days in Costa Rica. The shoot was purely run and gun -total guerrilla style. As we were unable to do much transfer and review in the field, I came home with a huge project to complete before editing videos. I've limited the choices of software for asset management & organization down to Lightroom 4 or CatDV. Ethically, I feel obligated to say that I"m pulling for Adobe since I use the entire suite, and there are some nice fringe benefits keeping everything "in house,"
First Step: All video files are AVCHD files which are re-wrapped (by ClipWrap) into MOV files. This step is crucial, since AVCHD does not include/store metadata in the video file itself.
Second Step: Files are stored on the MAC-OS level into folders corresponding to the dates the shots were taken
Third Step: Get the 3400+ files organized, weeded, and prepped for editing
@#$!)~*(*&%^ <-- That's what a record scratch looks like in the digital age
I started examining software solutions and gave each a couple of good tries to narrow the choices down to TWO packages of software:
OnLocation - Couldn't feel it and it looks like it's meant to work for a different flow. No.
Cosmos - Couldn't really do much of anything with metadata. No.
Bridge - Almost there, but pretty limited and not dual screen friendly at all. No.
CatDV - Now there you go...almost. Everything is in a catalog meaning you have to go between this software and Premiere. Definite maybe.
Lightroom 4 - Comes with heaps of background in organizing stills, how will it work for massive amounts of video? Definite maybe.
CatDV and Lightroom 4 both imported everything just fine.
I'll post more as I get into it. Soon, if anyone cares to read more.

Lightroom 4 has completed the task of importing 3440 video clips. CatDV (fully functional 30 day trial) crashed again on the large import. I'm going to try importing 10 folders at a time in CatDV.
As I start to play in Lightroom4 with asset mgmt:
PROs
Slick relatively tweakable user interface
Keyword buttons are great (wish we could have more on the surface)
Nice "twirl-down" flow that Adobe uses in the product line -I love this
CONs
Lightroom4 video previews are horrifically sluggish at best, and at this point is unusable for a large collection
The scrub over (video thumbnail) preview is a huge resource hog and would benefit from a disable option
Second Monitor pane has some issues/incongruencies with the main monitor pane:
Grid view will not allow multiple files to be graded/keyworded/etc simultaneously
Loupe view will not play video files and treats the video file preview like a photo
This is all for now. More on CatDV when I get it going.

Table V_512w_d

Hi Experts,
Table V_512w_d is used for what reason ? A little brief ans is expected.
Thanks in advance,
Riya

https://forums.sdn.sap.com/click.jspa?searchID=20061980&messageID=4685459
https://forums.sdn.sap.com/click.jspa?searchID=20061980&messageID=4605028
http://help.sap.com/saphelp_erp2005vp/helpdata/en/71/4c45c24c4611d1890b0000e8323d3a/frameset.htm
processing class
Tcode : SM30 and table v_512w_d to see the processing classes, cumulation and evaluation classes of all the wage types (Primary and Secondary wage types ).Double click on any wage type to get to the details of Processing/Cumulation/Evaluation class of that particular WT.
Wage type characteristic that determines how processing is handled during the payroll processing.
Processing class:
Processing classes are one of the key methods of processing wage types in SAP Payroll. Processing classes are attributes of a wage type. When payroll process runs, various rules and schemas read and process wage types based on their processing class values. In addition to standard processing classes delivered by SAP, customers can create their own for custom payroll processing u2014 for example, a class for fringe benefits. Customers can use processing classes 90 through 99 for their own purposes and the others are delivered by SAP.
V_T52D1 to create the Processing class
T52D8 shows which processing classes apply to which country
Cumulation Class:
How to cumulate the wage types in the payroll, cumulation class starts with standard wage types last two digits.
This is used for storing certain wagetypes into a bucket. The bucket is the technical wage types e.g /1nn wagetypes . So, if a wagetype had cumulation class 01 set, this will add the value of this wagetype into /101 wagetype. This is actually how the total gross works as all wagetypes which are gross wagetypes are set with cumulation 01 which cumulates into /101 (Total gross).. Other uses for this are taxable gross, superannuation totals, totals for allowances, totals for deductions, etc..
Evaluation Classes
These are generally used for reporting. For each evaluation class, there will be a subset of values. The payslip and the Payment summary use evaluation classes. SAP provided default settings for evaluation class 11 (Such as Taxable Gross, Tax, etc).

Feedback Points

I've noticed the little blue bar under my name. I'm aware that you get points for providing "helpful" and "solved" answers.
I guess my question is does having a ranking give you anything other than being cool?
As far as I can tell there isn't any sort of reward (not that I'm actively seeking any, I enjoy helping people and would be posting here regardless). It's just that if there are fringe benefits for having more points I would like to cash in on those!
Cheers and thanks! I always come to the apple discussions w/problems. Great community of knowledgeable posters that really help.

Alancito wrote:
cph2133 wrote:
I guess my question is does having a ranking give you anything other than being cool?
It's not generally known that even a forum member of mid-level rank can be nominated as a Demi-God. See here.
...If the nomination is ratified, you are awarded a lightning bolt instead of a green star.
You sly fox you.

Adjust Balances using ZA_Tax_Balance_Adjustment field meanings

Hi,
I am looking to adjust some of the tax balances for the year ended 29-Feb-2012 as they are allocated against the incorrect SARS Codes.
In the Adjust Balance form, I am selecting the element ZA_Tax_Balance_Adjustment - but I do not know what the field names represent/or are mapped to (which codes/balances)
They are:
Tax on NI
Tax on FB
Tax on TA
Tax on BP
Tax on AB
Tax on AP
Tax on PO
Tax on DR
Tax on PI
Tax on AI
Any help will be great!
Thanks,
Bernard

Found this out myself...
Tax on NI: Normal Income
Tax on FB: Fringe Benefits
Tax on TA: Car Allowance
Tax on BP: Bonus Provision
Tax on AB: Annual Bonus
Tax on AP: Annual Payments
Tax on PO: Public Office Allowance
Tax on DR: Deemed Remuneration
Tax on PI: Periodic Income
Tax on AI: Annual Income
But I still don't know how to adjust THESE balances...

MDX - More efficient way?

Hi
I am still learning MDX and have written this code. It needs to recalculate all employees in a cost center (COSTCENTER is a property of the DIM EMPLOYEE) when one of the assumptions (e.g P00205 etc) change. These assumptions are planned on cost center level and planned against employee DUMMY. Is there a more efficient way to write this code as there are lots of accounts that needs to be posted to::
*SELECT (%EMPLOYEE%, ID, EMPLOYEE, [COSTCENTER] = %COSTCENTER_SET%)
//Workmens Comp
*XDIM_MEMBERSET P_ACCT = "IKR0000642000"
*FOR %EMP% = %EMPLOYEE%
         [EMPLOYEE].[#%EMP%] = ( [P_ACCT].[P00205],[EMPLOYEE].[DUMMY ]) * ( [P_ACCT].[P00400],[EMPLOYEE].[%EMP%] )
*NEXT
*COMMIT
//Fringe Benefits Employer
*XDIM_MEMBERSET P_ACCT = "IKR0000628100"
*FOR %EMP% = %EMPLOYEE%
         [EMPLOYEE].[#%EMP%] = ( [P_ACCT].[P00210],[EMPLOYEE].[DUMMY ]) * ( [P_ACCT].[P00400],[EMPLOYEE].[%EMP%] )
*NEXT
*COMMIT
//Fringe Benefits Other
*XDIM_MEMBERSET P_ACCT = "IKR0000626100"
*FOR %EMP% = %EMPLOYEE%
         [EMPLOYEE].[#%EMP%] = ( [P_ACCT].[P00209],[EMPLOYEE].[DUMMY ]) * ( [P_ACCT].[P00400],[EMPLOYEE].[%EMP%] )
*NEXT
*COMMIT

Maybe the following?
*SELECT (%EMPLOYEE%, ID, EMPLOYEE, [COSTCENTER] = %COSTCENTER_SET%)
*XDIM_MEMBERSET EMPLOYEE = %EMPLOYEE%
*XDIM_MEMBERSET P_ACCT = IKR0000642000,IKR0000628100,IKR0000626100
//Workmens Comp
[P_ACCT].[#IKR0000642000] = ( [P_ACCT].[P00205],[EMPLOYEE].[DUMMY] ) * ( [P_ACCT].[P00400] )
//Fringe Benefits Employer
[P_ACCT].[#IKR0000628100] = ( [P_ACCT].[P00210],[EMPLOYEE].[DUMMY] ) * ( [P_ACCT].[P00400] )
//Fringe Benefits Other
[P_ACCT].[#IKR0000626100] = ( [P_ACCT].[P00209],[EMPLOYEE].[DUMMY] ) * ( [P_ACCT].[P00400] )
*COMMIT
You should probably also restrict explicitly on all other dimensions in your applications so that none are accidentally left open that don't need to be.
Ethan

Where to go from here?

In just 2.5 years from no credit to now, I've amassed all the cards in my signature. I think I've done fairly well to obtain them all in this amount of time. I'm starting to think it's a little too much. Where should I start chopping away, and what cards should I replace with more useful cards? Thanks for any advice!

The problem is you did not mention what you get use out of. For some people the Disney card can be useful, not so much for the actual rewards, but if you're a real Disney fan, you do get nice discounts at the Store and online, occasional special deals, etc. So worth keeping alive just for that if you're a big fan. The rewards are not very exciting but the fringe benefits are nice. My grandmother has had one a long time and she likes the extra benefits. Now, looking at your list, I think the PNC Cash Builder can go as your QS gives you 1.5%. The Slate is useless beyond a BT and is only a $600 limit, so I'd move the limit and/or close it out. I think having Double Cash on top of QS can be redundant, so depending which one you like more, you could pare down one or the other. (I have both at the moment but am keeping both because of the lower limit on DC). You also have a QS1 that you could close. There's no point in paying for it when you have a plain QS. There's also no point wasting time to get your fee removed since you already have the better card. Unless you plan to use the Apple financing again, it's a waste IMO. Total one time use card. Discover and Freedom are very very similar throughout the year. Opinions vary but you probably don't need both unless you are heavily transferring your Freedom points to CSP. On a pure cash back basis I find Discover more broadly useful with less tightly defined categories during the year (home improvement vs just Lowe's on Freedom etc). However if you really prefer Freedom then you may not need the Discover. Also, do you spend enough and travel enough to really justify the CSP long term? If not, that's a case for preferring Discover. Finally, your Amex ED is not very useful at $700. Either try to get a CLI if it's old enough or just close it. It's doing nothing for you. So to sum it up -- QS1, Slate, Cash Builder, Apple and Freedom/Discover are definitely candidates for closure IMO. By my quick count you have 20+ cards and I definitely agree it's too many. I'd also evaluate your store cards like American Eagle and JCP etc and really decide if you use them enough to warrant them.

Fring is better than Nokia SIP

I have tried both. First of all Fring is simply easier to set up. The real bonus of Fring is that it will switch connection to whatever WIFI connection the phone makes. Using the embedded Nokia SIP stack you must change the "default connection" in the SIP settings EVERY TIME you change the phone's WIFI connection. This is a major flaw in the Nokia SIP stack. The major reason people want VOIP on their cell is portability right?
I would prefer to use the Nokia SIP stack as it does integrate better with the phone, but I won't use it until this is fixed.
Some other suggestions:
A seperate ringtone for internet calls from the normal calls (you get this with Fring!)
The ability to record internet calls just like normal calls.
And THE BIG ONE. Even Fring can't help me with: Automatic connection to the strongest WIFI signal that is open at any given time (excluding password protected ones unless you have already input the password).
Just my two cents IMHO
Message Edited by ottie on 24-Jan-2009 01:27 AM

I maintain what I said above...however I have disovered that if you install the "Easy WIFI" client and set it as the default access point in your Nokia SIP configuration you get all the functions (except the separate ringtone ) of Fring WITH the integrated benefits if the Nokia SIP stack. Simply setup all the access points you want to use within the Easy WIFI client and it will automatically sign you in. It will even automatically accept term and condition and enter passwords for you! Very nice program.

Step by Step document on Guided Procedures for Benefits.......Help Needed..

Hello Gurus,
We are in process of implementing Benefits and for which we are using Guided Procedures, want to have understanding of the process can you please provide the step by step documentation and an example process that will be of great help.
Appreciate your help.
Thanks in advance for your time.
Kind Regards,
Pramod

Hi Pramod,
Please have a look at the below links. You will probably get some help.
First of all, see the following thread, see the answer by shen peng in the end, explained CAF in very simple terms:
https://www.sdn.sap.com/irj/sdn/thread?threadID=470956&tstart=0
Now have a look at the following links for understanding about CAF, :
<a href="https://www.sdn.sap.com/irj/sdn/go/portal/prtroot/docs/library/uuid/4277f37b-0601-0010-0597-89e792177e2b">Creating Composite Applications with SAP CAF</a>
<a href="https://www.sdn.sap.com/irj/sdn/go/portal/prtroot/docs/library/uuid/84df3e36-0301-0010-be9d-b99aad8c81e6">Composite Application Framework in SAP NetWeaver</a>
<a href="https://www.sdn.sap.com/irj/sdn/weblogs?blog=/pub/wlg/1122">CAF training material online</a>
<a href="https://www.sdn.sap.com/irj/sdn/weblogs?blog=/pub/wlg/1231">Additional CAF Training material online</a>
See the following links for understanding CAF GP in detail:
<a href="https://www.sdn.sap.com/irj/sdn/go/portal/prtroot/docs/library/uuid/0b1c2eda-0c01-0010-b597-b107502cdc71">CAF Guided Procedures Overview</a>
<a href="http://help.sap.com/saphelp_nw2004s/helpdata/en/39/198141f906040de10000000a1550b0/frameset.htm">CAF Guided Procedures</a>
<a href="http://help.sap.com/saphelp_nw2004s/helpdata/en/c7/984942da51690de10000000a155106/frameset.htm">Concepts of the Guided Procedures Framework</a>
Lastly, see the following links for CAF GP Wiki Home Page and CAF Tutorial Center:
<a href="https://wiki.sdn.sap.com/wiki/display/BPX/Guided+Procedures">CAF Guided Procedures Wiki Home Page</a>
<a href="https://www.sdn.sap.com/irj/sdn/nw-composition?rid=/webcontent/uuid/d8dbd703-0801-0010-c9bf-c04bc52f562f">Composite Application Framework Tutorial Center</a>
You can also have a look at the following thread, you can drill down into many more links:
https://www.sdn.sap.com/irj/sdn/thread?threadID=405517&tstart=0
https://www.sdn.sap.com/irj/sdn/thread?threadID=314804&tstart=50
Bye
Ankur

Benefits of SAP Business Warehouse Reporting compared with the Query-tools?

Hello experts,
I've been creating reports with SAP Query tools, but been faced with few problems. First of all, there are restricted possibilities in terms of joining tables, and thus I cannot include all the data required for the report.
One solution for this would have been to create separate queries and join the data together in Excel. The problem with this is that there exists no common field that would make sense as for a selection criterion. If the selection criterion is different in different queries, there is the danger of combining false data together, which would eventually result with distorted data.
So I was wondering, could anyone briefly tell me if SAP Business Warehouse reporting would solve these problems? And what other benefits would it provide compared with the SAP Query? I'd urgently need to know if it would be a beneficial investment for the company, since I haven't found solutions for the problems occurred in the creation of reports.
Thank you in advance for you help!
Maria

The answers are yes - and thousands of companies have gone down this route
Puttingin BW is a strategic aim of the comapny and not to be thought about and discussed in a BI forum such as this
The costs of implementation and hardware will no doubt make your eyes water.
To be quite honest SAP BI is a "no brainer" as most of the new e-SOA and new R3 modules reply on BW for their reporting needs

Fringe Benefits

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