SAP HR US BENEFITS QUERY

Hi Experts,
This question is related to SAP HR US Benefits. Currently in 170 infotype FSA we have provision for employee to choose a different plan at any point of time but now the new requirement is If employee had already enrolled in to one plan the system in FSA should not allow him choose another plan or even if employee selects another plan then he should not be picked in Payroll.
Can we do this in standard or any user exit is required for this?
Please let me know the solution so that I can do it accordingly.
Thank you all in advance for your help.
Regards,
Vamshee

Thanks for your reply,
Means i need to define these details under misc.plan?-
                   Paid Time Off Benefits,
                   Employee Benefits Advocary Program comes under Patient Care,
                   Discount Progrm GYM Subsidy,
                   Commuter Expences Reimbursement FSA account.,Commuter Benefit Program.
But these are the programms--- i need to configure these programms also under misc.plan category?
I never heard Paid time off BN comes under Misc.plz confirm this.
In my bbp there they didn't explain anything about misc.plan?
If is it confirm then i will confi.it under misc.plan.
I have one more question-Expect plan configuration what are the other things i need to configure in BN?
waiting for ur reply.
Thanks!
Seema.

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    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  Define Flexible Spending Accounts (FSAs)  Plans  Benefits Management  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
    BenefitsIMG Path: Personnel Management   Assign Spending Account Flexible Spending Accounts (FSAs)  Plans  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:
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    • Advance availability of future plans
    • Dependent age limits
     Flexible Administration  Benefits IMG Path: Personnel Management  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  Benefits Flexible Administration  Benefits Path: Personnel Management   Define Benefit Adjustment GroupingsAdjustment Reasons
    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
     Flexible Administration  Benefits IMG Path: Personnel Management   Define Benefit Adjustment ReasonsBenefits Adjustment Reasons
    Adjustment Permissions:
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    Note that the elements for which you can define permissions are automatically determined by the system, dependent on the plan category
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    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
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    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:
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    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  Define First Programs  Flexible Administration  Benefits Management  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
    Flexible Benefits IMG Path: Personnel Management   Define Second Program Grouping Programs Administration
    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:
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    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:  Employee Programs  Flexible Administration  Benefits Personnel Management   Define Eligibility GroupingsEligibility
    Eligibility Variants:
    In this step, you define eligibility variants. These consist simply of an identifier and a description
    Flexible Benefits IMG Path: Personnel Management   Define Eligibility Employee Eligibility  Programs Administration  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
    Flexible Benefits IMG Path: Personnel Management   Define Eligibility Employee Eligibility  Programs Administration  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:  Programs  Flexible Administration  Benefits Personnel Management   Define Termination GroupingsParticipation Termination
    Termination Variants:
    In this step, you define termination variants. These consist simply of an identifier and a description
    IMG Path: Personnel Management   Participation Termination  Programs  Flexible Administration Benefits  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
    Flexible Benefits IMG Path: Personnel Management   Define Termination Participation Termination  Programs Administration  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  Programs  Flexible Administration  Benefits Path: Personnel Management  Define Benefit Programs
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    In this step, you define family member groupings and determine how family members are allocated to these groupings
     Benefits IMG Path: Personnel Management   Define Family Dependent/Beneficiary Eligibility Flexible Administration  Member Groupings
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    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
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    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:
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    In this step, you assign dependent eligibility variants and beneficiary eligibility variants to plans, thereby assigning the eligibility rules associated with these variants
     Flexible Administration  Benefits IMG Path: Personnel Management   Assign Eligibility Rule Variant toDependent/Beneficiary Eligibility  Plan
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    Choose COBRA COBRA  Benefits IMG Path: Personnel Management  Plans
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    • For all other qualifying events except Bankruptcy of employer, a qualified beneficiary is entitled to 36 months continuation coverage, and there is no extension provision for disability.
    • 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.
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    • Reduction in hours
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    2. The system checks other employee infotype records for specific information which corresponds to COBRA-qualifying event types
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    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.
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    If you must comply with state regulations that differ from the federal regulations, you should create a new state entry. Otherwise, you can use the DC version for all employees, regardless of which state they reside in
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  • SAP HCM career related query

    Friends,
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    1> what is the scope(job opening) after learining PA and OM in India
    2>what is the expected pay for the above mentioned experinece
    3>Will i be able to move to ESS/MSS or payroll or Time with above said experience after a year.
    plz guide
    Moved from HCM
    Edited by: Sikindar on Jul 26, 2011 12:52 PM

    Hi ,
                  You need to create a new Subroutine type program, with name which you will be giving in your PERFORM statement.
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    Ex:-
    /: IF &REGUH-LIFNR& EQ '   '.
    /: PERFORM ....
    code
    /:ENDPERFORM
    address fields of Alternate Payee
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    Regards
    Bala Krishna
    Edited by: Bala Krishna on Sep 5, 2008 1:23 PM

  • Removing or Suppressing 0DAT SAP Exit from BEx Query

    Hi,
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    I tried the 'Save & Reuse Varibale Values' options from the Query Properties Dialog Box. Although this works but I want to use one more Customer Exit Characteristic Variable on 0CALDAY & this variable is also getting resued because of the setting I made for 0DAT. I want this variable to pop-up and the 0DAT variable to be removed completely(or atleast suppressed).
    Would also like to know why 0DAT Variable is popping-up even when I dont use 0CALDAY at all....
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    -Ravi

    Hi,
    Please refer to your following mail..I have the same problem with 0dat. Could you provide me any solution for this..
    Thanks & Regards,
    Karthi
    > Hi,
    >
    > I have a BEx Query on a MultiProvider. The
    > Multiprovider is based on two Cubes. Iam facing a
    > problem with the 0DAT Characteristic Variable on
    > 0CALDAY. Although I dont use the 0CALDAY in my query,
    > this SAP Exit Variable pops-up when I run the query.
    > How do I remove or atleast suppress it from
    > popping-up?
    >
    > I tried the 'Save & Reuse Varibale Values' options
    > from the Query Properties Dialog Box. Although this
    > works but I want to use one more Customer Exit
    > Characteristic Variable on 0CALDAY & this variable is
    > also getting resued because of the setting I made for
    > 0DAT. I want this variable to pop-up and the 0DAT
    > variable to be removed completely(or atleast
    > suppressed).
    >
    > Would also like to know why 0DAT Variable is
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    Hi,
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    Hi,
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    Guys,
    I would like to share my plans on DMS server installation under DEV,Quality,prod stage and requesting you all to validate and send me any comments if I am wrong anywhere.
    -        We have 1 external DMS server of (250Gb capacity)
    -     We are now in realization phase, As we know that we have 3 servers namly Development, quality and production server.
    -     In Development Server we do Baseline DMS customization
    -     In Quality server we do Integration testing
    -     There will be as external computer with harddisk capacity of 80 GB,I will Install Content server CD and make that 80GB hard disk as content server for storing the documents, create content repository and store the documents which are to be tested under both development and quality server stage(Note : we can use SAP database for both testing purpose but If we load huge data there,it will slowdown the server drastically)
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    -     Note: I knew I have to install twice the Content server cd(once with 80 GB local hard disk and later with External DMS  server)
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    I appreciate for immediate solution; also how does Kpro comes into picture here.
    Points will be rewarded for sure.
    Regards,
    Murali.S
    DMS consultant

    Hi Murali,
    As per my understanding you want to keep a Temporary Content Server for your Dev & QA system but a full fledge 250GB Content server for Production.
    This is a Good method you are following, i.e. when you go for production you will not have any junk data, you will be loading only fresh data (originals) into it.
    There is nothing harm or pain in doing this, only thing is you have re-configure the Content Repository and Category in Production System (SAP).
    Your Basis person has to open Production System for doing this Settings (Defining Content Repository and Content Category with Port, HTTP, etc)
    Document Area to be ensured in each client at any point of time, Physical machine, IP address, Port etc.
    You can maintain a Excel sheet with a following Columns:
    <b>Client, Content Category, Content Repository, Document Area, Physical Machine, IP Address, Port.</b>
    For Transaction OACT & OAC0.
    Rest your method is fantastic.
    Best Regards
    Rehman
    Reward Your Points If satisfied.

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