Function for accounting period
Hi guru,
do you know a function to know if the accounting period is open or closed?
thanks
This function module will fire message 201 if period is not open.
FI_PERIOD_CHECK
Similar Messages
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Standard function for settlement period
Hello
Does someone knows if there is a standard function that could define the settlement period based on a date (DD.MM.YYYY)?
The aim of this is to use it in report RKO7CO88 thanks to a link with table TVAR because we would like to run in background the settlement without having to change every month the variant.
Kind regards
ChrisHello Srikanth,
create 2 variables ...one for fiscal year and another for posting period...
for the column which should take the previous period...right click on the variable and you will see offset...put in -1....but what if the user enters 2006.001...should it take 2005.012 ?? In that case you should write an abap code i think .... -
I want to count the rows based on the date values and time periods of a date column. e.g.
08/01/01 00:00 - 01:30 (row count)
08/01/01 01:30 - 02:00 (row count) etc.
I'm using the case function to create the time periods from the date column but I'm getting a syntax error, 'missing keyword' at between. How can I code the case statement to create the time periods. The following is the sql code I'm using.
select TO_CHAR(START_TIME, 'yyyy-mm-dd') as process_date,
case START_TIME
when TO_CHAR(START_TIME, 'hh24:mm') between '00:00' and '01:30' then '12:00 - 1:30 AM'
else 'unknown'
end as process_time,
count(*)
from V8_Event_Vw event
group by TO_CHAR(START_TIME, 'yyyy-mm-dd'), START_TIME
Thanks,
Tomselect TO_CHAR(START_TIME, 'yyyy-mm-dd') as process_date,
case when TO_CHAR(START_TIME, 'hh24:mm') between '00:00' and '01:30' then '12:00 - 1:30 AM'
else 'unknown'
end as process_time,
count(*)
from V8_Event_Vw event
group by TO_CHAR(START_TIME, 'yyyy-mm-dd'),
case when TO_CHAR(START_TIME, 'hh24:mm') between '00:00' and '01:30' then '12:00 - 1:30 AM'
else 'unknown'
end
*untested (as if I really needed to say that) -
Function module for Fiscal period ( monat field name)
Hi ,
please suggest the function module for (monat) Fiscal period. our reqirement is default to previous accounting period from the current month.
Thnks
SrinivasHi,
Refer to the following code:
DATA: LV_FISCAL_YEAR_VAR(2) TYPE C,
LV_PERIOD LIKE T009B-POPER.
CALL FUNCTION 'CCODE_GET_FISCAL_YEAR_VARIANT'
EXPORTING
COMPANY_CODE = S_BUKRS-LOW
IMPORTING
FISCAL_YEAR_VARIANT = LV_FISCAL_YEAR_VAR
EXCEPTIONS
COMPANY_CODE_NOT_FOUND = 1
OTHERS = 2.
CALL FUNCTION 'DATE_TO_PERIOD_CONVERT'
EXPORTING
I_DATE = P_BUDAT
* I_MONMIT = 00
I_PERIV = LV_FISCAL_YEAR_VAR
IMPORTING
E_BUPER = LV_PERIOD
* E_GJAHR =
EXCEPTIONS
INPUT_FALSE = 1
T009_NOTFOUND = 2
T009B_NOTFOUND = 3
OTHERS = 4 -
Period 001/2010 is not open for account type S and G/L 799999
Hi friends
I am in SD. I am trying to create stock for newly created material, movement type 561. system give error Period 001/2010 is not open for account type S and G/L 799999.
I use the T. Code OB52, i am confuse which combination i.e. variant, A, from Account, To Account, from per. 1 Year, To period, Year, from per. 2 year, To Period, Year, I should choose, can some one send me detail reply and solution which may display after this t. code OB52. I also have questin which movement type i should use.
Using T.Code MMPV, i have created new period (from company code 1000, To Company code 1000, period 01, Fiscal Year 1020.
I was reading previous solution, one of them was i should close period 2009. I tried to do this using using MMPV, i entered fiscal year 2009. Error display The specified year 2009 is not the current calender year.
Thanks
RajHi
Hope you are doing this in test server
If this is a real time issue this needs to be addressed by a FI consultant
First see for your company code what is the posting period varient maintained in OBY6
Say if it is 1000
Then in OB52
Maintain a setting like this
1000-S-BLANK-ZZZZZZZZZZ-1--2010122010-13--201016--2010
Then save it
This is for Account type S that is GL accounts
Preferably maintain the same for A, + , D, K, M, V
Regards
Raja -
Down payment functionality for PO with account assignment K Cost Center
QUESTION: Is there a way to turn-on down payment functionality for cost centers?
When a vendor down payment is posted via tcode F-47 against a PO line item with INTERNAL ORDER as the account assignment, SAP posted the following documents from the payment run (tcode F110):
1. Accounting Document
dr vendor / GL= downpymt clearing / internal order = IO1234 / cost center = CC5678
cr bank
2. Controlling Document
dr internal order IO1234
However, when a vendor down payment is posted against a PO line item with COST CENTER as the account assignment, SAP does not post any Controlling document, just the accounting document:
dr vendor / GL= downpymt clrg / cost center = CC5678
cr bank
From my research, it appears that the down payment functionality applies to internal orders and projects only. Then settlement is run to move the values from internal order to AUC assets and/or cost centers. Perhaps I'm missing a configuration step for the cost center piece?
Your prompt response will be much appreciated. Thanks in advance!system wont generate any controlling document for noted items downpayment and normal payments.
Because all are balance sheet accounts. Controlling documents will generated for only P&L accounts.
Your analysis correct. -
Accounting period problem for doing PGI
Hi Friends
I am getting this error while doing PGI , I have entered Actual goods issue date in delivery header manually . 15 .11.2008 . I am trying to do PGI on 7.12.2008 .
u201C@5C\QError@ E F5 286 900001 Period 008/2008 is not open for account type S and G/L 500010 @35\QLong text exists@ 200.F WHL ASSY ALUM 16 X 7 30,000 EA 0000000685u201D
I guess it is because of accounting period closing for November 2008 .
Just I want to know ,for doing PGI also , does accounting period maters ?
If it maters , I request you to mention solution please .
With regards
Jayapala S.HHi jaypala
Firstly go to MMPV and check the closing period of your company code if it is in past close the month by MMRV and then do delivery and PGI and check still if it is not working then Go to OB52 and maintain for account type S with the G/L account 500010 and the closing month and the year.
Regards
Srinath -
Inventory Accounting periods missing for an ORG
Dear Colleagues
I have setup two new Inv OUs under a New OU which is Set under a New SOB
The first inventory ORG, when I went to inventory Accounting periods, it asks me for the first period to open, hence i opened Apr-11 as thats the first period of fiscal year in Singapore
For the second inventory Org, when I went to inventory accounting periods, it does not ask me for the first period to open. Instead opens the screen and shows
Nov-11
Dec-11
Jan-12
Feb-12
Mar-12
Nov-11 shows as the 8th period of the fiscal year which is correct and all have status as future.
Now what should I do, I have no idea why this is happening and how to fix this.
If somebody opened the first period(assumption, than it should show that period too right
Any help is highly appreciated
This issue is highly critical, I request you all to give me any inputs plz
Please advise
Thanks
EmmGerry Tunggadjaya wrote:
Cost manager works per Inventory Organization, and it will not process any transasctions if even only one line is in an Error status.I jus activated it once and it processes transactions from all orgs, whats the catch here
Therefore, from all of the pending transactions, there should be at least one line in error for each IO.
please run the query below, and find the error code and transaction id:
select * from mtl_material_transactions where costed_flag = 'E'there are four transactions with E in costed_flag
two lines belong to an ORG and other two lines belong to another ORG
and only these two ORGS are having problems with their transactions not being costed..
what to do now -
I cannot get any of the zoom functions to work, period. When Firefox starts up it begins to display the page then it stops and redisplays it. So its like it flashes on for a second then completely regoes to the site, any site. The text zooms dont work even when i try to change the font on the content tab, nothing. I have reinstalled firefox still no luck help,!!!!!
== This happened ==
Every time Firefox opened
== this month ==
== User Agent ==
Mozilla/4.0 (compatible; MSIE 7.0; Windows NT 5.1; Trident/4.0; .NET CLR 1.1.4322; InfoPath.2)Do you have that problem when running in the Firefox SafeMode?
[http://support.mozilla.com/en-US/kb/Safe+Mode]
''Don't select anything right now, just use "Continue in SafeMode."''
If not, see this:
[http://support.mozilla.com/en-US/kb/troubleshooting+extensions+and+themes] -
Calendar on Mavericks MacPro has been non-functional for hours, with small screen saying "Moving calendars to server account..." How can I restore its function?
Sorry. I found some other advice that solved the problem ere I saw your response.
The advice was:
Go to Finder. Holding "Option" key, find Library in "Go" pull down menu. In Library. Select Calendars. To desktop, drag all files with the word "cache." Then go to Preferences (still in Library) and drag to desktop "com.apple.ical.plist". Restart. Now Calendar is working perfectly, and rechecking under Library, the caches files and the com.apple.ical.plist that were dragged to the desktop have reappeared in Calendars and Preferences.
All is well. Many thanks for your reply! Sorry that I did not get to check it out. -
Depreciation error - Unplanned posting run allow for future period
Dear ,
Need urgent advice for depreciation error happen in our production system.
FYI, our fiscal year variant 2013 = Feb 2012 - Jan 2013 ( We are now at month-end close for Pr 1 2013 ).And fiscal year close 2012 AJAB and Carry forward ARJW have successfully run for new FY 2013.
In short, in our asset accounting user was accidentally run unplannned depreciation for future period 12/2013 of one particular asset, while we are now in Pr 1/2013. And, Pr12/2013 is open for asset posting.However, no FI posting posted into the system.
Just a curiosity as to why system allow user to run unplanned depreciation for future posting without giving an error message to follow the posting cycle.
The impact/error of above unplanned depreciation run:
User is not allowed to execute AFAB depreciation run for Pr 1/2013. Even worst, in the AFAB program shows from Pr 1/2013 - 12/2013 is already posted when we do depreciation test run. We can't perform any planned,repeat,restart for Pr1/2013.
Because of only one asset had accidentally run for Pr12/2013, all of our asset (96,773 asset) cannot proceed with depreciation run for Pr 1/2013 in the new fiscal year.
This is high priority as it will impact the entire depreciation run for 12 month of our company.
Your early reply on this issue is greatly appreciated.
Thank you,
Regards,
LatifahThank you for the response.
FYI, the asset posting actually has been executed but no document was posted as there's no value.
I've check the 2 tables below:
ANLC - No numbers of run for any period in FY2013
ANLP - No depreciation run was posted in FY13 (all periods).
Is there anyway for us to do normal planned run for Pr 1/2013? As i understand SAP has no function to perform reversal depreciation run in AFAB. How
With regard to the posting period 12/2013 that is open for user, I already highlighted this to the respective custodian.
Thanks. -
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,
TaranjitBenefit Administration:
This section of the Implementation Guide (IMG) is where you set the SAP Benefits Administration component.
Here you enter in the system all the details of the benefit plans offered by your company.
Benefit Area:
Benefit areas allow you to have separate administration of different benefit plan pools. This division is primarily for administrational purposes and would not normally be used for eligibility
IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Area
Assign Currency to Benefit Area:
In this step, you specify the currency for the benefit area
IMG Path: Personnel Management  Benefits  Basic Settings  Assign Currency
this step, you enter the providers of the benefit plans you offer.
This could be the Insurance company, or Health Maintenance Organization that receives the benefit plan costs
IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Providers
In this step, you set relevant benefit area for your Customizing activities
If you have more than one benefit area to set up, you must set up each independently. After you have set up all the plans in one area, you must return to this view, set the next current benefit area and work through the IMG again, setting up the new benefit area.
IMG Path: Personnel Management  Benefits  Basic Settings  Set Current Benefit Area
Benefit Plan Types:
In this step, you enter the benefit plan types that you require for the plan categories predefined in the system.
The following plan categories are provided by MSD:
Health Plans
o Medical
o Dental
o Vision
Insurance Plans
o Basic Life
o Supplemental Life
o Accidental Death & Dismember
Savings Plans
o 403B
o 457
o PERS (Public Employees retirement Scheme for CP Benefit Plan) & TRS
(Teachers Retirement Scheme for TP Benefit Plan)
Flexible Spending Accounts
o Health care
o Dependent care
IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Types
Define Benefit Plan Status:
It is important that you assigning statuses in order to be able to control the availability of plans with a minimum of effort. For example, you can control whether or not employees can enroll in a plan simply by changing its status
IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Status
Benefit Plan Status:
In this step, you define parameter groups. You decide which groups you require in two stages:
1. You consider which costs, credits, coverage and employee and employer contributions for your plans vary according to the age, salary and/or seniority of employees (or possibly the age of the employee's spouse).
2. You determine the different ways in which you need to divide your employees according to different value ranges for these criteria.
It is not possible to define overlaps of ranges for a criterion within a single parameter group. Therefore, if you require different employee groupings for different plans, you need to create a separate parameter group.
For each unique combination of criteria and their values, you need to define a parameter group.
In this step, you simply create the parameter groups to which you assign groups for the individual criteria in the following steps. You later refer to the parameter groups, where applicable, in the individual rule variants for plans. Since one parameter group can be referenced by multiple plans, Customizing effort is kept to a minimum. In the plan variant, you also have the flexibility of being able to specify that you only want to use certain criteria values belonging to a parameter group, for example, age ranges
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Parameter Groups
Age Groups:
In this step, you define the age groups for the parameter groups that you defined in a previous step.
Depending on your needs, you may find for some parameter groups, you can leave out this step, if for example there is no requirement to differentiate between employees based on age
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Age Groups
Age Groups under Parameter grouping PAR1
Cost Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, job classification, marital status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying costs for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Cost Groupings
Coverage Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, employment contract, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying coverage for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Coverage Groupings
Employee Contribution Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Options for Health Plans
Dependent Coverage Options:
In this step, you define the dependent coverage that are used in health plans.
Define all possible variations that you need, because this view is not specific to any plan or plan option
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Dependent Coverage Options
Number of Dependents:
In this step, you can restrict participation in a health plan under a dependent coverage option to certain types of dependent, as determined by the subtypes of the Family/Related Persons infotype (0021). You can also define a minimum and maximum number of persons of a particular type that can be covered. During enrollment, the system only includes those dependent coverage options in the benefit offer for which the appropriate dependents are available
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Minimum and Maximum Number of Dependents
Define Cost Variants:
In this step you define cost variants to determine which factors influence the cost of a health plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Option
Dependent coverage
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often costs vary for all the combinations of option and dependent coverage that you have defined in each plan.
This indicates how many cost variants you need. You can use the same cost variant more than once, for example, if costs are always identical for the dependent coverages 'employee only' and 'employee plus family' within a plan, regardless of the plan option
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
Health Plan Attributes:
In this step, you bring together all the definitions relevant to the health plan that you have made in the previous steps.
You assign to each health plan:
Its options
Relevant dependent coverages
The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Assign Health Plan Attributes
Insurance Plans:
In this step, you define general data for insurance plans
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Insurance Plan General Data
Coverage Variants:
In this step, you define coverage variants to determined which factors influence the coverage an employee is entitled to in a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual coverage in this step. You simply define how coverage varies according to:
Plan
Coverage option
Employee data
Before you start to define coverage variants, you need to do the following:
1. Determine how often coverage varies for different coverage options.
This indicates how many coverage variants you need. Note the following:
If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
If a plan has options, you will need a coverage variant for each option.
2. Determine how coverage varies according to employee data.
This determines how you need to set up your variants using employee groupings. For each variant, you can specify a parameter group and coverage grouping to determine coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans 
Coverage Rules:
In this step, you define the actual coverages for a plan.
You need to define coverage for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
Coverage can be defined as a flat amount or as a factor of salary
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Coverage Rules
Cost Variants:
In this step you define cost variants to determine which factors influence the cost of an insurance plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Coverage option
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often cost varies for different coverage options:
If an insurance plan has set flat coverage options and flat costs, you need
to define a cost variant for each flat cost.
If you have set flat coverage options and the flat costs are directly
proportional to the coverage stated in the flat cost, you need only one
cost variant.
If an employee can choose any amount of coverage within a range and the
cost of the coverage is directly proportional to the coverage, you need
only one cost variant.
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Rules
Insurance Plan Attributes:
In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
You define the insurance plan options, then associate to each insurance plan:
Cost variant
Coverage variant
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Assign Insurance Plan Attributes
Combined Coverage Limits:
When you define coverages for plans such as insurance, you can set limits on the coverage amount. This is often used when the coverage is an amount dynamically calculated when the employee chooses her coverage.
However these limits apply only to one plan and yet you might need to define limits which combine the coverages of more than one plan.
In this chapter, you define these combined limits as follows:
1. The limit that might span 2 or more plans is reduced to a mathematical equation, where there is an amount on one side and plan coverages on the other side. The two sides of this equation are then DIVIDED BETWEEN the two views in this chapter.
2. The first view defines the limit in monetary terms which is one side of the equation. It also defines the operator (equals, is greater than, and so on).
3. The second view defines the other side of the equation in terms of the plan coverages
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Combined Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Define Combined Coverage Limit Expressions
Imputed Income for Selected Benefits:
In this section of the IMG, you define the criteria needed to calculate Imputed Income.
Imputed Income is based upon benefits paid for by the employer and calculated using rates set by the Internal Revenue Service (IRS). This value is then treated as taxable income for the employee
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Age Groups for Imputed Income
Review Calculation Factors for Imputed Income:
In this step, you check that the Imputed Income Rate Table entries are correct.
The imputed income age groups are associated with the rates/factors set by the IRS
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation Factors for Imputed Income
Savings Plans:
In this step, you define general data for savings plans.
You have defined the relevant type, status, and provider for each plan in the Basic Settings section of the Benefits IMG
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Savings Plan General Data
Employee Contribution Variants:
In this step you define employee contribution variants to determine which factors influence the permitted employee contribution to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contributions in this step. You simply define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employee contribution grouping to determine employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Variants
Employee Contribution Rules:
In this step, you define the employee contribution limits for each plan.
You need to define employee contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define minimum and maximum employee contribution in the following ways:
As a fixed amount
As a percentage of salary
As a contribution unit
In Payroll, the total employee contribution is the sum of these amounts
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Rules
Employer Contribution Variants:
In this step you define employer contribution variants to determine which factors influence the contribution the employer makes to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contribution in this step. You only define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Variants
Employer Contribution Rules:
In this step, you define limits for the contributions made by the employer to employee plans. You so this for each employer contribution variant for each plan.
You need to define employer contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define the employer contribution and the contribution limit in either of the following ways:
As a fixed amount / as an amount per unit contributed by the employee
As a percentage of employee base salary or employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
EE contribution variant
ER contribution variant
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Assign Savings Plan Attributes
Flexible Spending Accounts (FSAs):
In this step, you define general data for flexible spending accounts (FSAs).
Requirements
You have created the appropriate plan type , plan status, and benefit provider in the preceding steps
IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Define Spending Account General Data
Assign Spending Account Attributes:
In this step, you enter the details of your flexible spending accounts including contribution limits, an employer contribution variant (if required), and rules for the reimbursement of claims
IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Assign Spending Account Attributes
Flexible Administration:
In this chapter, you define the flexible aspects of your Benefits administration. You define the availability of plans to your employees, in terms of the plans themselves. You also define aspects of the enrollment process.
you enter parameters that apply to processing within an entire benefits area, including:
Open enrollment period dates
Default validity dates for adjustment/standard plan records
Advance availability of future plans
Dependent age limits
IMG Path: Personnel Management  Benefits  Flexible Administration  Define Administrative Parameters
Benefit Adjustment Groupings:
In this step, you define adjustment groupings. These groupings allow you to specify different adjustment permissions for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Groupings
Benefit Adjustment Reasons:
In this step, you define adjustment reasons to control changes to employee enrollments according to company policy.
The adjustment reason types that you define here are assigned as subtypes of Adjustment Reasons records (infotype 0378) in HR Master Data. Since a record can only have one subtype, a new record must be created for every adjustment reason an employee experiences.
According to the adjustment concept, an employee can only make changes to her enrollments if she has an Adjustment Reasons record (infotype 0378) with the required adjustment reason as a subtype. The only exceptions to this are if changes are made during an open enrollment period or if an anytime adjustment reason is assigned to the plan type.
In addition to defining adjustment reasons for certain events that can trigger changes, you may also want to define a special adjustment reason to allow changes to plans at any time
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Reasons
Adjustment Permissions:
In this section, you assign adjustment permissions to each benefit plan type for an adjustment reason and any adjustment grouping that you have defined.
Note that the elements for which you can define permissions are automatically determined by the system, dependent on the plan category
Health Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Health Plans
this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Insurance Plans
Savings Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Savings Plans
Spending Accounts:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Spending Account
Programs:
In this section of the IMG, you define benefit programs and the eligibility restrictions and termination conditions for the plans within these programs.
Within a program, eligibility for plans can be determined on two levels:
Program groupings control eligibility on a high level (macro-eligibility) by allocating an employee a defined program, depending on his/her organizational and employment data.
Eligibility rules are optional and control eligibility on a low level (micro-eligibility) by determining whether an employee can participate in a plan within the relevant program. An employee must fulfill the conditions defined in the rule in order to be able to enroll. Eligibility rules are assigned to plans in programs by means of an eligibility variant.
First Program Grouping:
In this step, you define first program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define First Program Grouping
Second Program Grouping:
In this step, you define second program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Second Program Grouping
Employee Eligibility:
In this section of the IMG, you define the criteria according to which you control eligibility for individual benefit plans within a benefits program (definition of micro-eligibility). You perform the following steps to set up eligiblity requirements:
You define eligibility grouping to identify groups of employees for whom
certain eligibility criteria apply.
You create eligibility variants, which you later use to link eligibility
rules to programs.
If necessary, you define dynamic eligibility conditions relating
specifically to actual hours worked/length of service, or zip codes.
You bring your definitions together in the eligibility rule, where you
can also specify further conditions for enrollment.
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Groupings
Eligibility Variants:
In this step, you define eligibility variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Variants
Eligibility Rules:
In this step, you define eligibility rules for the benefit plans offered by your organization. You define these rules for combinations of eligibility grouping and eligibility variant, thereby determining the eligibility conditions that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Rules
Participation Termination:
In this section of the implementation guide you define criteria for the termination of benefit plans
Termination Groupings:
In this section of the implementation guide you define criteria for the termination of benefit plans
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Groupings
Termination Variants:
In this step, you define termination variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Variants
Termination Rules:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Rules
Define Benefit Programs:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Benefit Programs
Dependent/Beneficiary Eligibility:
In this step, you define family member groupings and determine how family members are allocated to these groupings
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Family Member Groupings
Dependent Eligibility Rule Variants:
In this step, you define the dependent eligibility variants to which you want to assign dependent eligibility rules. You also specify whether you wish to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent Eligibility Rule Variants
Dependent Eligibility Rules:
In this step, you define dependent eligibility rules to determine which types of family member are eligible as dependents. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent Eligibility Rules
Beneficiary Eligibility Rule Variants:
In this step, you define the beneficiary eligibility variants to which you assign beneficiary eligibility rules in the next step. You also specify the following:
Whether you want to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
Whether the following apply for plans to which the variant is assigned:
 The employee can be a beneficiary
 Contingency beneficiaries can be named
 Spouse approval is required if beneficiaries other than the spouse are to be amed (the system only takes this setting into consideration for plans of the category avings)
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rule Variants
Beneficiary Eligibility Rules:
In this step, you define beneficiary eligibility rules to determine which types of family member are eligible as beneficiaries. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rules
Assign Eligibility Rule Variant to Plan:
In this step, you assign dependent eligibility variants and beneficiary eligibility variants to plans, thereby assigning the eligibility rules associated with these variants
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Assign Eligibility Rule Variant to Plan
COBRA Plans:
In this step, you specify which health plans that you have already defined in the system are COBRA-relevant.
When a clerk collects COBRA-qualified beneficiaries, the system only considers employee enrollments in the plans you select here as legitimate cases where COBRA must be offered to the employee
IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Plans
this step, you determine for which flexible spending accounts (FSAs) you will offer continuation of coverage under COBRA. You need to do this for each benefit area separately
IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Spending Accounts
Qualifying Event Coverage Periods:
In this step, you define the events that qualify individuals for COBRA coverage, and the periods of permitted coverage continuation for each qualifying event type. COBRA legislation states the following regarding coverage continuation periods:
In the case of Termination of employment and Reduction in working hours, only 18 months coverage must be provided. If qualified beneficiaries are determined to be disabled within 60 days of the COBRA event, they are entitled to a further 11 months of coverage, as are the other qualified beneficiaries who experienced the original event.
For all other qualifying events except Bankruptcy of employer, a qualified beneficiary is entitled to 36 months continuation coverage, and there is no extension provision for disability.
In the case of the event Bankruptcy of employer, the coverage continuation period is the life of the retired employee or retired employee's widow/widower. You therefore do not need to define a continuation period in this case.
IMG Path: Personnel Management  Benefits  COBRA  Define Qualifying Event Coverage Periods
Assign COBRA Events to Personnel Actions:
In this step, you define how the system recognizes COBRA-qualifying events from employee personnel actions (infotype 0000) records. You do this by creating a link between the two.
The only COBRA-qualifying event types that you assign to personnel actions are:
Termination
Death of employee
Reduction in hours
You need to assign these COBRA-qualifying event types since they are based on customizable entries in your HR master data and therefore cannot be delivered as standard.
When the system collects COBRA-qualified beneficiaries, it considers employee records within the date range you specify in two stages as follows:
1. The system searches for employee personnel action (infotype 0000) records. The COBRA qualifying events assigned to any personnel actions found are collected.
2. The system checks other employee infotype records for specific information which corresponds to COBRA-qualifying event types
IMG Path: Personnel Management  Benefits  COBRA  Assign COBRA Events to Personnel Actions
Notification and Payment Intervals:
In this step, you define details of COBRA administration for those states where state law concerning COBRA differs from federal law.
Federal regulations are reflected in the state settings for the District of Columbia, which is also the system default.
If you must comply with state regulations that differ from the federal regulations, you should create a new state entry. Otherwise, you can use the DC version for all employees, regardless of which state they reside in
IMG Path: Personnel Management  Benefits  COBRA  Define Notification and Payment Intervals
heck this one and let me know if there is anything else even arun has also given nice response so if u have any query pls revert back
6 -
SAP BPC NW 7.0 How to summarize values for past periods
Hi all,
I have a following problem. I need to make adjustments for previous periods. And to create a new adjustment I need to take into account adjustments that were made in the past periods.
I mean that I need to do smth like this u201CEVGET(Application,2009.NOV)u201D but instead of u201C2009.NOVu201D I need to use u201Cwhere time<2009.NOVu201D
The question is how can I calculate adjustments values that were made in the past? (I need values for the whole history for the same dimension values).
P.S.I had an idea to create the highest hierarchy node for time dimension and to use it in EVGET function instead of 2009.NOV but this idea was blocked by architect.Hi Boris,
I would try the following:
- cell with "Start year" (eg: cell A1 with value "2005")
- cell with "End year" (eg: cell A2 with value "2009")
- Excel button linked to a macro or VB code that reads cells A1 and A2 and populates TIME MemberSet parameter with all the years in the reange (eg: "2009.DEC, 2008.DEC,2007.DEC,2006.DEC,2005.DEC" assuming YTD measure)
- EVSUM function in AfterRange to calculate the sum of every year in the range
Best regards.
Joao -
How to obtain last date of accounting period mmyyyy
how to obtain last date of accounting period mmyyyy.
for ex: 31 st is the last date then output should be mm/31/yy.hi use this ....
REPORT ZTESTS.
data: date1(4),
date2(2),
date3(2),
date type sy-datum,
output(8).
parameters:p_date type sy-datum.
CALL FUNCTION 'JVA_LAST_DATE_OF_MONTH'
EXPORTING
year_month = p_date+0(6)
IMPORTING
LAST_DATE_OF_MONTH = date.
output0(2) = date4(2).
output+2(1) = '/'.
output3(2) = date6(2).
output+5(1) = '/'.
output6(2) = date2(2).
write:/ output.
regards,
venkat. -
HIRE Employee prev to the retro accounting period in payroll record
Hi All,
I have an issue when I try to hire an employee in the system. The system doesn't allow me to hire any employee before Nov 2009 as the retro accounting period for that payroll area is dated to 11 2009.
The retro accounting period changed from 10 2005 to 11 2009, when it did not change for any other payroll area.
Can anyone suggest a solution as how to hire an employee beyond this date?in one case we can perform this activity why the user will forget to hire an employee who got hired for the previous months
U have to change the Retro date in the control record as per the isssue
ask the client to use the system accurately other wise deleting the control record is not good practice in some cases we can do and we have to do
but this above said shd not be the reason
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