Gross-up, Hypotaxes, Imputed Income....

Hi Experts,
Can someone please help me understand the Gross up concept? I am not very familiar with Imputed income, hypo taxes, and gross up calculations... Can someone please suggest how i can understand this process in US payroll?
Any documentation help or suggestions are welcome...
Thanks a ton.
Ana

If you want to pay an employee 10000 net for a housing allowance for ex. you will set up your WT in PCL 68 with the val. 5.
SAP will take the 10000 and will calculate the gross up using either the agregate method or the supplemental what ever you set up the wt.
So your $10000 net will became $16435 gross ( exampl for IL state) because 6435 will be the taxes that needed to be paid:
25% Federal 16435x25%=
3% IL state 16435x3% (each state has his own supplemental rates)
6.2% SOcial Sec (partial or none if the employee maxed out) 16435x6.2%=
1.45% Medicare 16435x1.45%
The hypotax is a different story. This is actualy a deduction that the company is taking from an employee pay because he doesn't have to pay a real tax due a foreign assignment.
Imputed income is income that gets added to employees taxable wages for non cash benefits like life insurance, LTD premium, etc
I hope this information helps.
Regards,
Chris

Similar Messages

Imputed Income for Dependent Life Insurance

We are trying to configure Imputed Income for Dependent Life Insurance and having issues with the amounts being calculated.
Using the formual proivded by the IRS the imputed income is calculated as follows:
                                              Dependent
Age                                              57
Coverage Amount                        375,000.00
Less IRS Allowance                                   0.00
Taxable Coverage                        375,000.00
Divided by 1000                               375.00
IRS table factor                                   0.43
Imputed Income                               161.25
Less amt paid w/h post tax                        (124.13)
Adjusted Imputed Income per IRS calc           37.12
SAP calculates the folliwng amounts though. One question is our uncertainty as to which of theswe two WT's is the inouted income.
Imputed Income From SAP                              57.67 /bd1
Imputed Income From SAP                              18.74 /bt2
Any suggestions where to look to get this resolved?

Hello Brent,
I believe that you are talking about wagetype /BT1.
/BD1 - EE Dep. GTLI Cost
This wage type represents the group term life insurance premium costs for an employee's dependent.
/BD2 - EE Dep. GTLI Coverage
This wage type represents the group term life insurance coverage amount for an employee's dependent.
/BT1 - This wage type represents a group term life insurance premium
(employee's dependent) amount which is taxable.
Regards,
Manny

Imputed Income uses 27 pay periods instead of 26 pay periods

Hi,
We are using Imputed Income to calculate Group Term Life, Imputed income considers 27 pay periods (instead of 26 pay periods) to calculate per pay check amount.
Please let me know if some one have similar issues and solution to overcome the above issue.
Thanks

I think we can change the pay date even though you change the pay date to 12/31/2009, this is like 27 pay dates but only 26 pay periods, the pay date moved from 01/01/2010 to 12/31/2009 is for 1st pay period of 2010, any way I am into same situation we want to have 27 pay periods in 2009 instead of 2010 let me know if you guys figure it out.
Thank you
Edited by: Abdul Majeed on Dec 22, 2008 7:13 PM

Income Tax Calculations 2008

Hi Friends,
I have a Issue in Income Tax calculation,
for the month of September, the form 16 for a particular employee is a follows
Form 16 summary
Gross Salary                   783,399.00
Exemption U/S 10                 5,600.00
Balance                        777,799.00
Empmnt tax (Prof Tax)            1,125.00
Aggrg Deduction                  1,125.00
Incm under Hd Salary           776,674.00
Gross Tot Income               725,513.00
Agg of Chapter VI              106,008.00
Total Income                   619,510.00
Tax on total Income             90,853.00
Tax payable and surcharg        93,579.00
Tax deducted so far             24,100.00
Income Tax                       9,926.00
Now i have added a wage Type called Special pay -Rs.100000 in IT 15, eventhough this amount is reflecting in monthly gross salary and RT table, this amount is not considered for Income tax . I.e with or without Wage type Special pay, The gross salary considred for Income Tax is 783399(without any change). Why it is so.
Rgds,
Sekar.

Hi Sekar,
Make sure that you have assigned the right processing and cumulation classes to your wage type in table V_512W_D
Make sure that in table V_512W_D cumulation class 1 is ticked for this wagetype.
Warm Regards,
Kapil Kaushal

Error in posting to Accounting

We hv created a new wagetype 1TLF-Telephone Exps. Reimbursement.We are posting the same to Accounting thru T.Code-PC00_ M99_CIPE.
System is giving an Error Msg.No.3G103;Posting balance is not cleared (Preriod 03/2007A)
Can anyone help in resolving the problem.
With Rgds.,
Rakesh Kumar
[email protected]

Hi Jigar,
I found very helpful SAP NOTE 179655 which should solve your issue.
The details of the note are below.
Reward if its helpful.
Thanks
Murtuza
A posting balance which is not cleared may occur due to three reasons which occur with different frequencies:
Customizing of posting is incorrect
The payroll is incorrect
Program errors occur during the evaluation
In almost all cases, if an employee is rejected because the posting balance is not cleared, Customizing of posting is incorrect (case A);in a smaller number of cases, this rejection reveals errors in the payroll (case B);only rarely, program errors exist in the programs for the evaluation created by SAP which lead to a rejection of the employee (case C).
Examples for case A
A deduction wage type (for example, 'Taxes payable') is not posted.
A wage part is not posted (for example 'Public holiday supplement')
A wage type is posted with the incorrect +/- sign (for example, an expense wage type which is stored with a + sign, the system incorrectly posts with reverse +/- sign that is, positive amounts are posted to credit and negative amounts to debit).
A cumulation wage type is posted, in addition, an individual wage type which is included in this cumulation wage type is also posted.
Unusual secondary wage types occur which are not coded at all or coded incorrectly with respect to posting (for example, wage tye /565 'Carry over for next month')
Examples for case B
Correctly, a wage type which is an imputed income is not posted, however it is incorrectly included in the total gross amount.
A wage element is incorrectly not included in the total gross amount, however, it is set up correctly as an 'expense' with regard to posting.
A wage type is included in the total gross amount, it is coded correctly as an expense and is not stored in the payroll results.
A deduction wage type is created correctly but not deducted from the net amount.
Example for case C
(Currently, no examples are known)
Solution
Case A
In most cases you can correct the error by correcting the Customizing of the wage type; you should then be able to perform a posting run again without rejection. (If the employees evaluated correctly should also be evaluated again, you must delete any productive posting run that was possibly created with incorrect Customizing before the re-evaluation can be performed.)
Case B
You can correct the original settings in a test system and then go on with testing.
If you detect such an error before the end of the payroll, in general it is sufficient to correct the original incorrect settings and settle the affected employees again. SAP therefore usually recommends that you perform a test or simulation posting run before the end of the payroll.
If you only detect such an error after the payroll, then the correction of the problem becomes more complex; if the error is caused by SAP, refer to the component responsible for the error.If you caused the error through a mistake, contact your consultant.
Case C
If case C occurs, contact SAP so that the error is analyzed and corrected as soon as possible.In this case you should supply detailed information on the underlying payroll (the list of for- and in-periods in RPCLSTRx, the list of wage types from table RT), the underlying Customizing and the completely expanded log of report RPCIPE00.As a topic area you should select PY-<COUNTRY>, PA-XX or PY-XX-DT.
General tips and tricks
After an upgrade or after applying a Legal Change Package, compare changed schemas and calculation rules with the new schemas and calculation rules delivered by SAP and check whether changes to the SAP objects affect your payroll accounting.
SAP recommends that after an upgrade or after you apply a Legal Change Patch or major changes to Customizing, you simulate the last posting run again - it must have the same result as the last one.In addition, before the end of the payroll, you should execute a test or simulation run.
Often, the employee's balance provides information on the wage type which was not posted at all/posted incorrectly/posted in the incorrect way.
You should determine the way posting should look like as an example for one employee and then check whether this posting balances to zero and whether the corresponding wage types are printed with the correct amounts in the log of posting.
When you analyse the log, ensure that the payroll result is still fully evaluated and logged and the posting within the payroll result does not have a balance of zero; all further accounting results are then no longer evaluated.
When a retroactive change is performed on the posting characteristics of a wage type, the wage type is cancelled during retroactive accounting in the same way it was originally posted.

Mid year go live issue

Hi
its mid year go live i uploaded april to nov. legacy payroll, then run inlk schema . then set the with each month payroll with releasing and exiting the controll record. then i run December month payroll with regular schema . now system is not calculating
annual gross and annual regular income for 12 month, in log tree for tax calculation.
it calculating for dec. to march 4 month as annual salary . with is much amount its calculating all tax declaration, so tax calculation is coming wrong.
exemption /130 tech wage type also its ignoring last 9 month . its calculating from December only.
help me to solve this issue.
suprita

Hello Suprita
Kindly refer to the notes which would assist you further in your query.
Please check if you have carried out the changes as required for mid-year golive as per the notes.
506128: Legacy data transfer
590725: Documentation for rules in INLK Schema
563491: Legacy data transfer - FAQ-
Thanks and Kind Regards
Ramana

Difference between Pension plans and savings plans

Dear Friends,
I'm familiar with the configuration of savings plans. But I have no idea about the pension plans. I realize that some of the basic steps are common to both savings and pension plans but what is the main difference from a config perspective?.
If any one can kindly explain the necessary steps to set up pension plans or if there is any document which talks about it please please let me know.
I appreciate the help and thanks in advance.

IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Minimum and Maximum Number of Dependents
Define Cost Variants:
In this step you define cost variants to determine which factors influence the cost of a health plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
u2022 Plan
u2022 Option
u2022 Dependent coverage
u2022 Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often costs vary for all the combinations of option and dependent coverage that you have defined in each plan.
This indicates how many cost variants you need. You can use the same cost variant more than once, for example, if costs are always identical for the dependent coverages 'employee only' and 'employee plus family' within a plan, regardless of the plan option
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
Health Plan Attributes:
In this step, you bring together all the definitions relevant to the health plan that you have made in the previous steps.
You assign to each health plan:
u2022 Its options
u2022 Relevant dependent coverages
u2022 The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Assign Health Plan Attributes
Insurance Plans:
In this step, you define general data for insurance plans
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Insurance Plan General Data
Coverage Variants:
In this step, you define coverage variants to determined which factors influence the coverage an employee is entitled to in a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual coverage in this step. You simply define how coverage varies according to:
u2022 Plan
u2022 Coverage option
u2022 Employee data
Before you start to define coverage variants, you need to do the following:
1. Determine how often coverage varies for different coverage options.
This indicates how many coverage variants you need. Note the following:
u2022 If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
u2022 If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
u2022 If a plan has options, you will need a coverage variant for each option.
2. Determine how coverage varies according to employee data.
This determines how you need to set up your variants using employee groupings. For each variant, you can specify a parameter group and coverage grouping to determine coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans 
Coverage Rules:
In this step, you define the actual coverages for a plan.
You need to define coverage for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
Coverage can be defined as a flat amount or as a factor of salary
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Coverage Rules
Cost Variants:
In this step you define cost variants to determine which factors influence the cost of an insurance plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
u2022 Plan
u2022 Coverage option
u2022 Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often cost varies for different coverage options:
u2022 If an insurance plan has set flat coverage options and flat costs, you need
to define a cost variant for each flat cost.
u2022 If you have set flat coverage options and the flat costs are directly
proportional to the coverage stated in the flat cost, you need only one
cost variant.
u2022 If an employee can choose any amount of coverage within a range and the
cost of the coverage is directly proportional to the coverage, you need
only one cost variant.
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Rules
Insurance Plan Attributes:
In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
You define the insurance plan options, then associate to each insurance plan:
u2022 Cost variant
u2022 Coverage variant
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Assign Insurance Plan Attributes
Combined Coverage Limits:
When you define coverages for plans such as insurance, you can set limits on the coverage amount. This is often used when the coverage is an amount dynamically calculated when the employee chooses her coverage.
However these limits apply only to one plan and yet you might need to define limits which combine the coverages of more than one plan.
In this chapter, you define these combined limits as follows:
1. The limit that might span 2 or more plans is reduced to a mathematical equation, where there is an amount on one side and plan coverages on the other side. The two sides of this equation are then DIVIDED BETWEEN the two views in this chapter.
2. The first view defines the limit in monetary terms which is one side of the equation. It also defines the operator (equals, is greater than, and so on).
3. The second view defines the other side of the equation in terms of the plan coverages
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Combined Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Define Combined Coverage Limit Expressions
Imputed Income for Selected Benefits:
In this section of the IMG, you define the criteria needed to calculate Imputed Income.
Imputed Income is based upon benefits paid for by the employer and calculated using rates set by the Internal Revenue Service (IRS). This value is then treated as taxable income for the employee
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Age Groups for Imputed Income
Review Calculation Factors for Imputed Income:
In this step, you check that the Imputed Income Rate Table entries are correct.
The imputed income age groups are associated with the rates/factors set by the IRS
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation Factors for Imputed Income
Savings Plans:
In this step, you define general data for savings plans.
You have defined the relevant type, status, and provider for each plan in the Basic Settings section of the Benefits IMG
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Savings Plan General Data
Employee Contribution Variants:
In this step you define employee contribution variants to determine which factors influence the permitted employee contribution to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contributions in this step. You simply define how contributions vary according to:
u2022 Plan
u2022 Option (only for plans in the plan category Miscellaneous)
u2022 Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employee contribution grouping to determine employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Variants
Employee Contribution Rules:
In this step, you define the employee contribution limits for each plan.
You need to define employee contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define minimum and maximum employee contribution in the following ways:
u2022 As a fixed amount
u2022 As a percentage of salary
u2022 As a contribution unit
In Payroll, the total employee contribution is the sum of these amounts
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Rules
Employer Contribution Variants:
In this step you define employer contribution variants to determine which factors influence the contribution the employer makes to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contribution in this step. You only define how contributions vary according to:
u2022 Plan
u2022 Option (only for plans in the plan category Miscellaneous)
u2022 Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Variants
Employer Contribution Rules:
In this step, you define limits for the contributions made by the employer to employee plans. You so this for each employer contribution variant for each plan.
You need to define employer contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define the employer contribution and the contribution limit in either of the following ways:
u2022 As a fixed amount / as an amount per unit contributed by the employee
u2022 As a percentage of employee base salary or employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
u2022 EE contribution variant
u2022 ER contribution variant

Benefits

Benefit Administration:
This section of the Implementation Guide (IMG) is where you set the SAP Benefits Administration component.
Here you enter in the system all the details of the benefit plans offered by your company.
Benefit Area:
Benefit areas allow you to have separate administration of different benefit plan pools. This division is primarily for administrational purposes and would not normally be used for eligibility
IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Area
Assign Currency to Benefit Area:
In this step, you specify the currency for the benefit area
IMG Path: Personnel Management  Benefits  Basic Settings  Assign Currency
this step, you enter the providers of the benefit plans you offer.
This could be the Insurance company, or Health Maintenance Organization that receives the benefit plan costs
IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Providers
In this step, you set relevant benefit area for your Customizing activities
If you have more than one benefit area to set up, you must set up each independently. After you have set up all the plans in one area, you must return to this view, set the next current benefit area and work through the IMG again, setting up the new benefit area.
IMG Path: Personnel Management  Benefits  Basic Settings  Set Current Benefit Area
Benefit Plan Types:
In this step, you enter the benefit plan types that you require for the plan categories predefined in the system.
The following plan categories are provided by MSD:
Health Plans
o Medical
o Dental
o Vision
Insurance Plans
o Basic Life
o Supplemental Life
o Accidental Death & Dismember
Savings Plans
o 403B
o 457
o PERS (Public Employees retirement Scheme for CP Benefit Plan) & TRS
(Teachers Retirement Scheme for TP Benefit Plan)
Flexible Spending Accounts
o Health care
o Dependent care
IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Types
Define Benefit Plan Status:
It is important that you assigning statuses in order to be able to control the availability of plans with a minimum of effort. For example, you can control whether or not employees can enroll in a plan simply by changing its status
IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Status
Benefit Plan Status:
In this step, you define parameter groups. You decide which groups you require in two stages:
1. You consider which costs, credits, coverage and employee and employer contributions for your plans vary according to the age, salary and/or seniority of employees (or possibly the age of the employee's spouse).
2. You determine the different ways in which you need to divide your employees according to different value ranges for these criteria.
It is not possible to define overlaps of ranges for a criterion within a single parameter group. Therefore, if you require different employee groupings for different plans, you need to create a separate parameter group.
For each unique combination of criteria and their values, you need to define a parameter group.
In this step, you simply create the parameter groups to which you assign groups for the individual criteria in the following steps. You later refer to the parameter groups, where applicable, in the individual rule variants for plans. Since one parameter group can be referenced by multiple plans, Customizing effort is kept to a minimum. In the plan variant, you also have the flexibility of being able to specify that you only want to use certain criteria values belonging to a parameter group, for example, age ranges
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Parameter Groups
Age Groups:
In this step, you define the age groups for the parameter groups that you defined in a previous step.
Depending on your needs, you may find for some parameter groups, you can leave out this step, if for example there is no requirement to differentiate between employees based on age
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Age Groups
Age Groups under Parameter grouping PAR1
Cost Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, job classification, marital status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying costs for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Cost Groupings
Coverage Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, employment contract, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying coverage for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Coverage Groupings
Employee Contribution Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Options for Health Plans
Dependent Coverage Options:
In this step, you define the dependent coverage that are used in health plans.
Define all possible variations that you need, because this view is not specific to any plan or plan option
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Dependent Coverage Options
Number of Dependents:
In this step, you can restrict participation in a health plan under a dependent coverage option to certain types of dependent, as determined by the subtypes of the Family/Related Persons infotype (0021). You can also define a minimum and maximum number of persons of a particular type that can be covered. During enrollment, the system only includes those dependent coverage options in the benefit offer for which the appropriate dependents are available
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Minimum and Maximum Number of Dependents
Define Cost Variants:
In this step you define cost variants to determine which factors influence the cost of a health plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Option
Dependent coverage
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often costs vary for all the combinations of option and dependent coverage that you have defined in each plan.
This indicates how many cost variants you need. You can use the same cost variant more than once, for example, if costs are always identical for the dependent coverages 'employee only' and 'employee plus family' within a plan, regardless of the plan option
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
Health Plan Attributes:
In this step, you bring together all the definitions relevant to the health plan that you have made in the previous steps.
You assign to each health plan:
Its options
Relevant dependent coverages
The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Assign Health Plan Attributes
Insurance Plans:
In this step, you define general data for insurance plans
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Insurance Plan General Data
Coverage Variants:
In this step, you define coverage variants to determined which factors influence the coverage an employee is entitled to in a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual coverage in this step. You simply define how coverage varies according to:
Plan
Coverage option
Employee data
Before you start to define coverage variants, you need to do the following:
1. Determine how often coverage varies for different coverage options.
This indicates how many coverage variants you need. Note the following:
If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
If a plan has options, you will need a coverage variant for each option.
2. Determine how coverage varies according to employee data.
This determines how you need to set up your variants using employee groupings. For each variant, you can specify a parameter group and coverage grouping to determine coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans 
Coverage Rules:
In this step, you define the actual coverages for a plan.
You need to define coverage for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
Coverage can be defined as a flat amount or as a factor of salary
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Coverage Rules
Cost Variants:
In this step you define cost variants to determine which factors influence the cost of an insurance plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Coverage option
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often cost varies for different coverage options:
If an insurance plan has set flat coverage options and flat costs, you need
to define a cost variant for each flat cost.
If you have set flat coverage options and the flat costs are directly
proportional to the coverage stated in the flat cost, you need only one
cost variant.
If an employee can choose any amount of coverage within a range and the
cost of the coverage is directly proportional to the coverage, you need
only one cost variant.
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Rules
Insurance Plan Attributes:
In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
You define the insurance plan options, then associate to each insurance plan:
Cost variant
Coverage variant
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Assign Insurance Plan Attributes
Combined Coverage Limits:
When you define coverages for plans such as insurance, you can set limits on the coverage amount. This is often used when the coverage is an amount dynamically calculated when the employee chooses her coverage.
However these limits apply only to one plan and yet you might need to define limits which combine the coverages of more than one plan.
In this chapter, you define these combined limits as follows:
1. The limit that might span 2 or more plans is reduced to a mathematical equation, where there is an amount on one side and plan coverages on the other side. The two sides of this equation are then DIVIDED BETWEEN the two views in this chapter.
2. The first view defines the limit in monetary terms which is one side of the equation. It also defines the operator (equals, is greater than, and so on).
3. The second view defines the other side of the equation in terms of the plan coverages
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Combined Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Define Combined Coverage Limit Expressions
Imputed Income for Selected Benefits:
In this section of the IMG, you define the criteria needed to calculate Imputed Income.
Imputed Income is based upon benefits paid for by the employer and calculated using rates set by the Internal Revenue Service (IRS). This value is then treated as taxable income for the employee
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Age Groups for Imputed Income
Review Calculation Factors for Imputed Income:
In this step, you check that the Imputed Income Rate Table entries are correct.
The imputed income age groups are associated with the rates/factors set by the IRS
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation Factors for Imputed Income
Savings Plans:
In this step, you define general data for savings plans.
You have defined the relevant type, status, and provider for each plan in the Basic Settings section of the Benefits IMG
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Savings Plan General Data
Employee Contribution Variants:
In this step you define employee contribution variants to determine which factors influence the permitted employee contribution to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contributions in this step. You simply define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employee contribution grouping to determine employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Variants
Employee Contribution Rules:
In this step, you define the employee contribution limits for each plan.
You need to define employee contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define minimum and maximum employee contribution in the following ways:
As a fixed amount
As a percentage of salary
As a contribution unit
In Payroll, the total employee contribution is the sum of these amounts
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Rules
Employer Contribution Variants:
In this step you define employer contribution variants to determine which factors influence the contribution the employer makes to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contribution in this step. You only define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Variants
Employer Contribution Rules:
In this step, you define limits for the contributions made by the employer to employee plans. You so this for each employer contribution variant for each plan.
You need to define employer contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define the employer contribution and the contribution limit in either of the following ways:
As a fixed amount / as an amount per unit contributed by the employee
As a percentage of employee base salary or employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
EE contribution variant
ER contribution variant
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Assign Savings Plan Attributes
Flexible Spending Accounts (FSAs):
In this step, you define general data for flexible spending accounts (FSAs).
Requirements
You have created the appropriate plan type , plan status, and benefit provider in the preceding steps
IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Define Spending Account General Data
Assign Spending Account Attributes:
In this step, you enter the details of your flexible spending accounts including contribution limits, an employer contribution variant (if required), and rules for the reimbursement of claims
IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Assign Spending Account Attributes
Flexible Administration:
In this chapter, you define the flexible aspects of your Benefits administration. You define the availability of plans to your employees, in terms of the plans themselves. You also define aspects of the enrollment process.
you enter parameters that apply to processing within an entire benefits area, including:
Open enrollment period dates
Default validity dates for adjustment/standard plan records
Advance availability of future plans
Dependent age limits
IMG Path: Personnel Management  Benefits  Flexible Administration  Define Administrative Parameters
Benefit Adjustment Groupings:
In this step, you define adjustment groupings. These groupings allow you to specify different adjustment permissions for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Groupings
Benefit Adjustment Reasons:
In this step, you define adjustment reasons to control changes to employee enrollments according to company policy.
The adjustment reason types that you define here are assigned as subtypes of Adjustment Reasons records (infotype 0378) in HR Master Data. Since a record can only have one subtype, a new record must be created for every adjustment reason an employee experiences.
According to the adjustment concept, an employee can only make changes to her enrollments if she has an Adjustment Reasons record (infotype 0378) with the required adjustment reason as a subtype. The only exceptions to this are if changes are made during an open enrollment period or if an anytime adjustment reason is assigned to the plan type.
In addition to defining adjustment reasons for certain events that can trigger changes, you may also want to define a special adjustment reason to allow changes to plans at any time
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Reasons
Adjustment Permissions:
In this section, you assign adjustment permissions to each benefit plan type for an adjustment reason and any adjustment grouping that you have defined.
Note that the elements for which you can define permissions are automatically determined by the system, dependent on the plan category
Health Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Health Plans
this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Insurance Plans
Savings Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Savings Plans
Spending Accounts:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Spending Account
Programs:
In this section of the IMG, you define benefit programs and the eligibility restrictions and termination conditions for the plans within these programs.
Within a program, eligibility for plans can be determined on two levels:
Program groupings control eligibility on a high level (macro-eligibility) by allocating an employee a defined program, depending on his/her organizational and employment data.
Eligibility rules are optional and control eligibility on a low level (micro-eligibility) by determining whether an employee can participate in a plan within the relevant program. An employee must fulfill the conditions defined in the rule in order to be able to enroll. Eligibility rules are assigned to plans in programs by means of an eligibility variant.
First Program Grouping:
In this step, you define first program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define First Program Grouping
Second Program Grouping:
In this step, you define second program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Second Program Grouping
Employee Eligibility:
In this section of the IMG, you define the criteria according to which you control eligibility for individual benefit plans within a benefits program (definition of micro-eligibility). You perform the following steps to set up eligiblity requirements:
You define eligibility grouping to identify groups of employees for whom
certain eligibility criteria apply.
You create eligibility variants, which you later use to link eligibility
rules to programs.
If necessary, you define dynamic eligibility conditions relating
specifically to actual hours worked/length of service, or zip codes.
You bring your definitions together in the eligibility rule, where you
can also specify further conditions for enrollment.
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Groupings
Eligibility Variants:
In this step, you define eligibility variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Variants
Eligibility Rules:
In this step, you define eligibility rules for the benefit plans offered by your organization. You define these rules for combinations of eligibility grouping and eligibility variant, thereby determining the eligibility conditions that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Rules
Participation Termination:
In this section of the implementation guide you define criteria for the termination of benefit plans
Termination Groupings:
In this section of the implementation guide you define criteria for the termination of benefit plans
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Groupings
Termination Variants:
In this step, you define termination variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Variants
Termination Rules:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Rules
Define Benefit Programs:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Benefit Programs
Dependent/Beneficiary Eligibility:
In this step, you define family member groupings and determine how family members are allocated to these groupings
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Family Member Groupings
Dependent Eligibility Rule Variants:
In this step, you define the dependent eligibility variants to which you want to assign dependent eligibility rules. You also specify whether you wish to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent Eligibility Rule Variants
Dependent Eligibility Rules:
In this step, you define dependent eligibility rules to determine which types of family member are eligible as dependents. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent Eligibility Rules
Beneficiary Eligibility Rule Variants:
In this step, you define the beneficiary eligibility variants to which you assign beneficiary eligibility rules in the next step. You also specify the following:
Whether you want to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
Whether the following apply for plans to which the variant is assigned:
 The employee can be a beneficiary
 Contingency beneficiaries can be named
 Spouse approval is required if beneficiaries other than the spouse are to be amed (the system only takes this setting into consideration for plans of the category avings)
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rule Variants
Beneficiary Eligibility Rules:
In this step, you define beneficiary eligibility rules to determine which types of family member are eligible as beneficiaries. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rules
Assign Eligibility Rule Variant to Plan:
In this step, you assign dependent eligibility variants and beneficiary eligibility variants to plans, thereby assigning the eligibility rules associated with these variants
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Assign Eligibility Rule Variant to Plan
COBRA Plans:
In this step, you specify which health plans that you have already defined in the system are COBRA-relevant.
When a clerk collects COBRA-qualified beneficiaries, the system only considers employee enrollments in the plans you select here as legitimate cases where COBRA must be offered to the employee
IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Plans
this step, you determine for which flexible spending accounts (FSAs) you will offer continuation of coverage under COBRA. You need to do this for each benefit area separately
IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Spending Accounts
Qualifying Event Coverage Periods:
In this step, you define the events that qualify individuals for COBRA coverage, and the periods of permitted coverage continuation for each qualifying event type. COBRA legislation states the following regarding coverage continuation periods:
In the case of Termination of employment and Reduction in working hours, only 18 months coverage must be provided. If qualified beneficiaries are determined to be disabled within 60 days of the COBRA event, they are entitled to a further 11 months of coverage, as are the other qualified beneficiaries who experienced the original event.
For all other qualifying events except Bankruptcy of employer, a qualified beneficiary is entitled to 36 months continuation coverage, and there is no extension provision for disability.
In the case of the event Bankruptcy of employer, the coverage continuation period is the life of the retired employee or retired employee's widow/widower. You therefore do not need to define a continuation period in this case.
IMG Path: Personnel Management  Benefits  COBRA  Define Qualifying Event Coverage Periods
Assign COBRA Events to Personnel Actions:
In this step, you define how the system recognizes COBRA-qualifying events from employee personnel actions (infotype 0000) records. You do this by creating a link between the two.
The only COBRA-qualifying event types that you assign to personnel actions are:
Termination
Death of employee
Reduction in hours
You need to assign these COBRA-qualifying event types since they are based on customizable entries in your HR master data and therefore cannot be delivered as standard.
When the system collects COBRA-qualified beneficiaries, it considers employee records within the date range you specify in two stages as follows:
1. The system searches for employee personnel action (infotype 0000) records. The COBRA qualifying events assigned to any personnel actions found are collected.
2. The system checks other employee infotype records for specific information which corresponds to COBRA-qualifying event types
IMG Path: Personnel Management  Benefits  COBRA  Assign COBRA Events to Personnel Actions
Notification and Payment Intervals:
In this step, you define details of COBRA administration for those states where state law concerning COBRA differs from federal law.
Federal regulations are reflected in the state settings for the District of Columbia, which is also the system default.
If you must comply with state regulations that differ from the federal regulations, you should create a new state entry. Otherwise, you can use the DC version for all employees, regardless of which state they reside in
IMG Path: Personnel Management  Benefits  COBRA  Define Notification and Payment Intervals

Thanks alot
Best Regards

Cost of sales appraoch

My client is having the Income statement in the format of Cost of sales i.e.
       sales                  XXXX
      Cost of sales       ( XXXX)
       gross Profit         XXXX
         Other Income    XXXX
         Admin Exp       XXXX
         S&D Exp         XXXX
         Other Exp        XXXX
         PBT                 XXXX
         Interst              xxxx
         Tax                  xxxx
       Net Income        xxxx
           so can you please tell me how the data flows into the functional area in cost of sales approach. I say in IDES that the same GL account is hitting different functional area ( i.e Production , Admin, S&D, Others)   and we can get the above report in the above format and also in Functional area wise
         I am confused where to do the config for that cot of sales. Iinfact I did the config for cost of sales approach in the spro screen under financial accounting global settings and added functional area for the GL accounts( i.e. P&L accounts) But when I pass the transaction hothe data flows into different functional areas I a very m much confused.
this is a very important issue. Please reply soomn
if anyone have any documentation of how the data flows pleasse forward to me mail id
[email protected]

The functional area can be filled in numerous ways. It can be assigned to various master data elements, e.g. GL Account, Cost Center, etc. and it can be filled via CO Substitution. I believe it is callup point 5000 under CO Substitution. You can either use rules to assign or build an ABAP user exit in the Substitution if your logic is too complex.

Need to develop Payroll monthly deduction report in ABAP-HR

Hi,
If any body know standard report which will suit to my requirement please help me.
Thanks in advance.
Regards,
suresh

Hi Amit,
Thank you for your prompt reply.
I have got confidence on you that you can help me out as I am new to ABAP-HR.
My actual requirement is below.
Fields/Column Names to be included on report output:
u2022     Personnel Number
u2022     Last Name
u2022     First Name
u2022     SSN
u2022     Cost Center Number/Text
.               EE Subgroup
.               Adjustment Reason
u2022     Personnel Area
u2022     Effective Date
.               Deductions Start/Change Date (This date is always the first of the month for the next payroll deduction/pay period - may require payroll calendar)
u2022     Date of Change (on the individual benefit infotype)
u2022     Name of person who made Change
u2022     Health Plan Type (and Text)
.               Medical code
.               Flexible Spending Accounts Plan Type/Text          (PA0170 u2013 PLTYP u2013 1100, 1150)
.               Insurance Plan Text (only)                PA0168 u2013 PLTYP u2013 0200, 0250, 0300, 0350)(All of the insurance amounts will be combined, so there is only a need for text and not the type)
.               Bi-Weekly Deduction Amount (Pre-tax)          (EECST u2013 Employee Cost Pre-tax deduc)
.               Bi-Weekly Deduction Amount (Post-tax)          (PTCST u2013 Employee Cost Post-tax deduc)
u2022     EE Subgroup
.               Imputed Income Amount
.               Retroactive Calculation Amount
.               Hire Date
.               Prev Personnel Num (use u2018PSIDu2019 as column header) (PNALT u2013 IT0032)
u2022     Hire Date
u2022     Prev Personnel Num (use u201CPSID Numberu201D as column header)
Infotypes Within Report Scope
u2022     0000 Actions
u2022     0378 Adjustment Reasons
u2022     0041 Date Specifications
u2022     0170 Flexible Spending Accounts
u2022     0167 Health Plans
u2022     0037 Insurance
u2022     0032 Internal Data
u2022     0001 Organizational Assignment
u2022     0002 Personal Data
Selection screen inclue the select options and parameters as below:
From Date / To Date (range in time analysis) - Select-options
Personnel Number
Country Grouping
Personnel Area                                          -   Select-options
Plan Type
Adjustment Reason
I will be waiting for your help.
Regards,
suresh

IT 580 : Screen Details not visible

While creating data in IT580 ( Previous Employment Tax Details).. The screen is not visible completely.
Only following feields are visible :
Pers. No.
Name
Category
Location
From & To date
Previous Employment Tax Details :
Leave Encahsment Exemption Amount
Gratuity Exemption
VRS Exemption
No. of LTA Exempt
LTA carried forward
The screen is blank other than than the above mentioned, no details are visible.
Could anyone resolve this query pls ???
Rgds.. Pushkaraj

Hello Pushkaraj,
Can u plz check if hiring date of the employee is begin date of the Financial year. If this is the case then only following fields will be applicable for the Previous Employment Tax Details :
1. Leave Encahsment Exemption Amount
2. Gratuity Exemption
3. VRS Exemption
4. No. of LTA Exempt
5. LTA carried forward
this is because only thess exemptions can be adjusted/ carried forward to the current year from the previous year. Other components like previous gross salary , PF, Ptax, Income tax etc are not applicable for the cross financial year adjustemnt in such a case.
U can test the same with a hiring date other than the begin date of the financial year. u will get the whole screen.
Check and let me know if still its nt clear.
Regards,
Praveen

Help with a Discoverer Query

Hi
can anyone help me create the fields I need below.
I have a table in disco, below is an extract.
Subj     Parent     Subj Desc
5001     P500     Non-Executive Dir
P500     PBOA     Chairman & Non-Executives
PBOA     PAYX     PAY BOARD
PAYX     EXPE     PAY EXPENDITURE
EXPE     INCE     GROSS EXPENDITURE
INCE     TOTA     INCOME AND EXPENDITURE
For each line in the above I want to create 6 levels which will contain all the parents.
eg
          Level 1     Level 2     Level 3     Level 4 Level 5     Level 6
5001     Non-Executive Dir     P500     PBOA     PAYX     EXPE     INCE     TOTA
I only need this for the bottom level which ranges from 0000 to 9999
i.e. I won't need this for P500 etc .
Hope this make sense.
Thanks for your continued help.
Andy

Hi,
There are basically two ways you can do this. Either create a custom folder that contains a hierarchical query, e.g.
select substr(subj_path, 2, instr(subj_path, ',', 1,2)-2) subj,
substr(desc_path, instr(desc_path, ',' ,1,1)+1, instr(desc_path, ',' ,1, 2) - instr(desc_path, ',' ,1, 1)-1) level1,
substr(desc_path, instr(desc_path, ',' ,1,2)+1, instr(desc_path, ',' ,1, 3) - instr(desc_path, ',' ,1, 2)-1) level2,
substr(desc_path, instr(desc_path, ',' ,1,3)+1, instr(desc_path, ',' ,1, 4) - instr(desc_path, ',' ,1, 3)-1) level3,
substr(desc_path, instr(desc_path, ',' ,1,4)+1, instr(desc_path, ',' ,1, 5) - instr(desc_path, ',' ,1, 4)-1) level4,
substr(desc_path, instr(desc_path, ',' ,1,5)+1, instr(desc_path, ',' ,1, 6) - instr(desc_path, ',' ,1, 5)-1) level5,
substr(desc_path, instr(desc_path, ',' ,1,6)+1, instr(desc_path, ',' ,1, 7) - instr(desc_path, ',' ,1, 6)-1) level6
from (
select sys_connect_by_path (subj_desc, ',')||',' desc_path, sys_connect_by_path (subj, ',')||',' subj_path, level slevel from subject
connect by subj = prior subj_parent start with subj between '0000' and '9999'
) a
where slevel=6
Alternatively, create level1 complex folder in the EUL and drag in the contents of your subject folder. Then join it to the subject folder using subject.parent = level1.subj. Then create a level2 folder in the same way and join it to the level1 folder. Continue in this way until you have done all 6 levels. You will then be able to create a report taking a level from each folder.
Rod West

HR_BEN_GET_PLAN_COST - Need help with parameters

function hr_ben_get_plan_cost.
*"*"Local interface:
*" IMPORTING
*"     VALUE(EE_BENEFIT_DATA) LIKE RPBENEEDAT STRUCTURE RPBENEEDAT
*"     VALUE(BPLAN) LIKE T5UBA-BPLAN
*"     VALUE(BCOST) LIKE T5UBH-BCOST
*"     VALUE(DATUM) LIKE SY-DATUM
*"     VALUE(COVER) LIKE T74FC-COVAM DEFAULT 0
*"     VALUE(OUT_CURRE) LIKE T5UD3-CURRE
*"     VALUE(OUT_PERIOD) LIKE T5UBH-PERIO
*"     VALUE(PERIO_DATE) LIKE T549Q-BEGDA OPTIONAL
*"     VALUE(IS_COBRA) TYPE C DEFAULT ' '
*"     VALUE(REACTION) LIKE SY-MSGTY
*" EXPORTING
*"     VALUE(EECST) LIKE T5UBI-EECST
*"     VALUE(PTCST) LIKE T5UBI-PTCST
*"     VALUE(ERCST) LIKE T5UBI-ERCST
*"     VALUE(ACCST) LIKE T5UBI-ACCST
*"     VALUE(IMINC) LIKE T5UBI-IMINC
*"     VALUE(FLXCR) LIKE T5UBA-FLXCR
*"     VALUE(SUBRC) LIKE SY-SUBRC
*" TABLES
*"      ERROR_TABLE STRUCTURE RPBENERR
I'm not sure what to pass to the following parameters:
DATUM
OUT_CURRE
OUT_PERIOD
PERIO-DATE
Your assistance is greatly appreciated!

Hello,
You can use the FM like example below:
*& Report YRA_HEALTH_PLAN_DETAILS
report yra_health_plan_details no standard page heading line-size 255..
Type-pools declarations
type-pools: slis.
Declare the Logical Database Node ( Pernr )
tables: pernr,
        t500p,
        t529u,
        t501t,
        q0167,
        t5ubb,              "Benefit health option/dependent coverage assignment
        rpbeneedat.    "Benefit reference structure for function modules
Mention the various infotypes to be used .
infotypes: 0000,
           0001,
           0002,
           0008,
           0041,
           0167.
Declare the Structures
types: begin of t_final,                      "Structure for final Alv display
       pernr type pernr_d,                    "Employee id
       nachn type pad_nachn,                  "Last name
       vorna type pad_vorna,                  "First name
       perid type prdni,                      "Social Security Number
       name1 type pbtxt,                      "Personal Area
       kostl type kostl,                      "Cost Center
       text1 type text40,                     "Employment Status
       ptext type pgtxt,                      "Employee Group
       divgv type divgv,                      "Working Hours
       gbdat type gbdat,                      "Birth Date
       dat01 type dardt,                      "Hire Date
       dat02 type dardt,                      "Re Hire Date
       pltyp type ben_type,                   "Benefit Plan Type
       bplan type ben_plan,                   "Benefit Plan
       depcv type ben_depcov,                 "Dependent Coverage
       eecst type ben_eecost,                 "Benefit Employee Cost Amount
       ptcst type ben_ptcst,                  "Benefits Additional Employee Post-Tax Costs
       iminc type ben_iminc,                  "Benefits Imputed Income
       end of t_final.
data: ee_benefit_data    like rpbeneedat,
      error_table        like rpbenerr occurs 0,
      h5ubb              like t5ubb,
      subrc              like sy-subrc.
constants: no_msg      type sy-msgty value 'N',
           error_msg   type sy-msgty value 'E'. .
Declare the internal tables
data: t_data type standard table of t_final with header line,     " Output Internal Table
       s_data type t_final.                                        " Workarea for output itab
data : fieldcatalog type slis_t_fieldcat_alv with header line,     "Fieldcatalog itab
       i_fieldcatalog type slis_fieldcat_alv,                      " Fieldcatalog header
       i_event      type slis_t_event,                             " table for events
       t_event      type slis_alv_event,                           " structure for events
       i_header     type slis_t_listheader,                        " FOR HEADER
       t_header     type slis_listheader.
Declare Variables
data: v_repid type sy-repid.
I N I T I A L I Z A T I O N
v_repid = sy-repid.
START OF SELECTION
start-of-selection.
get pernr.
rp-provide-from-last p0000 space pn-begda pn-endda.
if p0000-stat2 ne '3'.                                " Process only active employees
    reject.
endif.
rp-provide-from-last p0001 space pn-begda pn-endda.
if pnp-sw-found = 1.
    s_data-pernr = p0001-pernr.
    s_data-kostl = p0001-kostl.
endif.
rp-provide-from-last p0002 space pn-begda pn-endda.
if pnp-sw-found = 1.
    s_data-nachn = p0002-nachn.
    s_data-vorna = p0002-vorna.
    s_data-perid = p0002-perid.
    s_data-gbdat = p0002-gbdat.
endif.
select single name1 from t500p into s_data-name1 where persa = p0001-werks.
select single text1 from t529u into s_data-text1 where statn = 2 and statv = p0000-stat2.
select single ptext from t501t into s_data-ptext where persg = p0001-persg.
rp-provide-from-last p0008 space pn-begda pn-endda.
if pnp-sw-found = 1.
    s_data-divgv = p0008-divgv.
endif.
rp-provide-from-last p0041 space pn-begda pn-endda.
if pnp-sw-found = 1.
    s_data-dat01 = p0041-dat01.
    s_data-dat02 = p0041-dat02.
endif.
rp-provide-from-last p0167 space pn-begda pn-endda.
if pnp-sw-found = 1.
   s_data-begda = p0167-begda.
   s_data-endda = p0167-endda.
    s_data-pltyp = p0167-pltyp.
    s_data-bplan = p0167-bplan.
    s_data-depcv = p0167-depcv.
   endif.
form dynpro_fields.
data: eeper like q0167-eeper.                                         .
get cost date
if q0167-cstdt is initial.
    call function 'HR_BEN_GET_KEY_DATE'
         exporting
              begda       = p0167-begda
              endda       = p0167-endda
              reaction    = no_msg
         importing
              keydt       = q0167-cstdt
         tables
              error_table = error_table.
else.
    if q0167-cstdt < p0167-begda.
      q0167-cstdt = p0167-begda.
    endif.
    if q0167-cstdt > p0167-endda.
      q0167-cstdt = p0167-endda.
    endif.
endif.
get employees pay frequency
call function 'HR_BEN_GET_PLAN_PERIOD'
       exporting
            pernr         = p0167-pernr
            barea         = p0167-barea
            bplan         = p0167-bplan
            validity_date = q0167-cstdt
            reaction      = no_msg
       importing
            plan_period   = eeper
            subrc         = subrc
       tables
            error_table   = error_table.
get currency for calculated amounts
call function 'HR_BEN_GET_CURRENCY'
       exporting
            barea       = p0167-barea
            datum       = q0167-cstdt
            reaction    = no_msg
       importing
            currency    = q0167-curr1
            subrc       = subrc
       tables
            error_table = error_table.
move q0167-curr1 to q0167-curr2.
move q0167-curr1 to q0167-curr3.
move q0167-curr1 to q0167-curr6.
move q0167-curr1 to q0167-curr7.
get cost formula
perform re5ubb(sapfben0) tables error_table
                            using p0167-barea
                                  p0167-bplan
                                  p0167-bopti
                                  p0167-depcv
                                  q0167-cstdt
                                  no_msg
                         changing h5ubb
                                  subrc.
calculate benefit cost
call function 'HR_BEN_GET_PLAN_COST'
       exporting
            ee_benefit_data = ee_benefit_data
            bplan           = p0167-bplan
            bcost           = h5ubb-bcost
            datum           = q0167-cstdt
            out_period      = q0167-eeper
            out_curre       = q0167-curr1
            reaction        = no_msg
       importing
            eecst           = q0167-eecst
            ptcst           = q0167-ptcst
            ercst           = q0167-ercst
            accst           = q0167-accst
            iminc           = q0167-iminc
            flxcr           = q0167-flxcr
            subrc           = subrc
       tables
            error_table     = error_table.
    s_data-eecst = q0167-eecst.
    s_data-ptcst = q0167-ptcst.
    s_data-iminc = q0167-iminc.
    append s_data to t_data.
    clear s_data.
ENDIF.
end-of-selection.
PERFORM download.
perform alv_display.
*&      Form ALV_DISPLAY
      text
--> p1        text
<-- p2        text
form alv_display .
IF t_data IS NOT INITIAL.
perform build_fieldcatalog.
perform event_cat using i_event.
perform define_alv.
ENDIF.
endform.                    " ALV_DISPLAY
*&      Form event_cat
      text
     -->P_I_EVENT text
form event_cat using p_i_event type slis_t_event.
refresh p_i_event.
data : s_i_event type slis_alv_event.
call function 'REUSE_ALV_EVENTS_GET'
    importing
      et_events = p_i_event.
if sy-subrc <> 0.
    message id sy-msgid type sy-msgty number sy-msgno
            with sy-msgv1 sy-msgv2 sy-msgv3 sy-msgv4.
endif.
read table p_i_event with key name = slis_ev_top_of_page into t_event.
if sy-subrc = 0.
    move 'TOP_OF_PAGE' to t_event-form.
    modify p_i_event from t_event index sy-tabix transporting form.
endif.
endform.                    " event_cat
*&      Form build_fieldcatalog
      text
--> p1        text
<-- p2        text
form build_fieldcatalog .
define m_fieldcat.
    clear i_fieldcatalog.
    i_fieldcatalog-tabname   = 'T_DATA'.
    i_fieldcatalog-fieldname = &1.
    i_fieldcatalog-just = 'L'.
    i_fieldcatalog-outputlen = &2.
    i_fieldcatalog-seltext_l = &3.
   I_FIELDCATALOG-COL_POS = &4.
    append i_fieldcatalog to fieldcatalog.
    clear i_fieldcatalog.
end-of-definition.
m_fieldcat: 'PERNR' '08' 'Personnel No'.
m_fieldcat: 'NACHN' '40' 'Last Name' .
m_fieldcat: 'VORNA' '40' 'First name' .
m_fieldcat: 'PERID' '20' 'Social Security No.' .
m_fieldcat: 'NAME1' '30' 'Personal Area ' .
m_fieldcat: 'KOSTL' '10' 'Cost Center' .
m_fieldcat: 'TEXT1' '20' 'Employment Status'.
m_fieldcat: 'PTEXT' '20' 'Employment Group' .
m_fieldcat: 'DIVGV' '04' 'Working Hours'.
m_fieldcat: 'GBDAT' '08' 'Birthdate' .
m_fieldcat: 'DAT01' '08' 'Hire Date'      .
m_fieldcat: 'DAT02' '08' 'Re-Hire Date'    .
m_fieldcat: 'PLTYP' '04' 'Plan Type'   .
m_fieldcat: 'BPLAN' '04' 'Benefit Plan'.
m_fieldcat: 'DEPCV' '10' 'Dependent Coverage'      .
m_fieldcat: 'EECST' '10' 'Benefit Employee Cost Amount'.
m_fieldcat: 'PTCST' '10' 'Benefits Additional Employee Post-Tax Costs'.
m_fieldcat: 'IMINC' '10' 'Benefits Imputed Income'      .
endform.                    " build_fieldcatalog
*&      Form define_alv
      text
form define_alv.
call function 'REUSE_ALV_GRID_DISPLAY'
   exporting
     i_callback_program                = sy-repid
I_CALLBACK_PF_STATUS_SET          = ' '
I_CALLBACK_USER_COMMAND           = ' '
I_CALLBACK_TOP_OF_PAGE            = ' '
I_GRID_TITLE                      =
IS_LAYOUT                         =
     it_fieldcat                       = fieldcatalog[]
     it_events                         = i_event[]
IMPORTING
E_EXIT_CAUSED_BY_CALLER           =
ES_EXIT_CAUSED_BY_USER            =
    tables
      t_outtab                          = t_data
   exceptions
     program_error                     = 1
     others                            = 2
if sy-subrc <> 0.
    message id sy-msgid type sy-msgty number sy-msgno
            with sy-msgv1 sy-msgv2 sy-msgv3 sy-msgv4.
endif.
endform.                    " define_alv
*&      Form TOP_OF_PAGE
      text
form top_of_page .
LIST HEADING LINE: TYPE H
clear t_header.
t_header-typ = 'H'.
t_header-info = 'Health Plan Details'.
append t_header to i_header.
STATUS LINE: TYPE S
clear t_header.
t_header-typ = 'S'.
t_header-key = 'Date Of Run'.
t_header-info = sy-datum.
append t_header to i_header.
ACTION LINE: TYPE A
clear t_header.
t_header-typ = 'A'.
LS_LINE-KEY: NOT USED FOR THIS TYPE
t_header-info = text-002.
append t_header to i_header.
call function 'REUSE_ALV_COMMENTARY_WRITE'
    exporting
      it_list_commentary       = i_header
I_LOGO                   =
I_END_OF_LIST_GRID       =
endform.                    "TOP_OF_PAGE
Hope it helps.
Thanks,
Jayant Sahu.

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  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

A custom perks wagetype not getting adding to taxable salary

Hi experts.
I need advice on the below issue.
My client recently raised this issue. There is this custom perk wage type which they pay through Infotype 14. Now while generating form 16 the amount paid through this wage type is not getting added to Gross salary in F 16.
I checked the configurations for this wage type in table V_512W_D and found that it doesn't cumulate to anything(Total gross salary, Annual irregular income etc) and hence it is not getting added to Gross salary in F16. Which means due to wrong configuration of this wagetype the problem occured.
Even if I correct the configuration now, the payroll has already been run and results cant be reversed as financial year 2014 books are closed now.
So is there a way to add the custom wage type amount to Gross salary in F16. I explored table V_T52D3 and V_T52D4 but it cant be done through it.
Kindly suggest how to correct this issue by atleast correcting the amounts in Form 16.
Best regards
Mahwish Khatib.

Hi Jagan
I am talking about Gross salary total on page one and not the segregation of components of Gross salary on pg 2. In the segragation it can be added but can it be added in the total of Gross salary on page 1?

Gross-up, Hypotaxes, Imputed Income....

Similar Messages

Maybe you are looking for