SAP SCRIPT function for converting to lowercase or uppercase
Hello,
Does anyone know an built-in function for printing fields in lower or uppercase with SAP SCRIPT
Regards
hi,
Check this way..
DATA: DELIM(40) TYPE C VALUE ' '.
DATA: CON_ANREX LIKE Q0002-ANREX.
CALL FUNCTION 'STRING_UPPER_LOWER_CASE'
EXPORTING
DELIMITER = DELIM
STRING1 = RECORD-ANREX
IMPORTING
STRING = CON_ANREX
EXCEPTIONS
NOT_VALID = 1
TOO_LONG = 2
TOO_SMALL = 3.
IF SY-SUBRC EQ 0.
RECORD-ANREX = CON_ANREX.
ENDIF.
Regards,
Santosh
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Suggest book on SAP HR Functional for beginners
Dear All,
Request you to suggest me a book for SAP HR Functional
for beginners.
Thanks in advance for the help.
Regards,
TaranjitBenefit Administration:
This section of the Implementation Guide (IMG) is where you set the SAP Benefits Administration component.
Here you enter in the system all the details of the benefit plans offered by your company.
Benefit Area:
Benefit areas allow you to have separate administration of different benefit plan pools. This division is primarily for administrational purposes and would not normally be used for eligibility
IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Area
Assign Currency to Benefit Area:
In this step, you specify the currency for the benefit area
IMG Path: Personnel Management  Benefits  Basic Settings  Assign Currency
this step, you enter the providers of the benefit plans you offer.
This could be the Insurance company, or Health Maintenance Organization that receives the benefit plan costs
IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Providers
In this step, you set relevant benefit area for your Customizing activities
If you have more than one benefit area to set up, you must set up each independently. After you have set up all the plans in one area, you must return to this view, set the next current benefit area and work through the IMG again, setting up the new benefit area.
IMG Path: Personnel Management  Benefits  Basic Settings  Set Current Benefit Area
Benefit Plan Types:
In this step, you enter the benefit plan types that you require for the plan categories predefined in the system.
The following plan categories are provided by MSD:
Health Plans
o Medical
o Dental
o Vision
Insurance Plans
o Basic Life
o Supplemental Life
o Accidental Death & Dismember
Savings Plans
o 403B
o 457
o PERS (Public Employees retirement Scheme for CP Benefit Plan) & TRS
(Teachers Retirement Scheme for TP Benefit Plan)
Flexible Spending Accounts
o Health care
o Dependent care
IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Types
Define Benefit Plan Status:
It is important that you assigning statuses in order to be able to control the availability of plans with a minimum of effort. For example, you can control whether or not employees can enroll in a plan simply by changing its status
IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Status
Benefit Plan Status:
In this step, you define parameter groups. You decide which groups you require in two stages:
1. You consider which costs, credits, coverage and employee and employer contributions for your plans vary according to the age, salary and/or seniority of employees (or possibly the age of the employee's spouse).
2. You determine the different ways in which you need to divide your employees according to different value ranges for these criteria.
It is not possible to define overlaps of ranges for a criterion within a single parameter group. Therefore, if you require different employee groupings for different plans, you need to create a separate parameter group.
For each unique combination of criteria and their values, you need to define a parameter group.
In this step, you simply create the parameter groups to which you assign groups for the individual criteria in the following steps. You later refer to the parameter groups, where applicable, in the individual rule variants for plans. Since one parameter group can be referenced by multiple plans, Customizing effort is kept to a minimum. In the plan variant, you also have the flexibility of being able to specify that you only want to use certain criteria values belonging to a parameter group, for example, age ranges
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Parameter Groups
Age Groups:
In this step, you define the age groups for the parameter groups that you defined in a previous step.
Depending on your needs, you may find for some parameter groups, you can leave out this step, if for example there is no requirement to differentiate between employees based on age
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Age Groups
Age Groups under Parameter grouping PAR1
Cost Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, job classification, marital status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying costs for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Cost Groupings
Coverage Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, employment contract, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying coverage for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Coverage Groupings
Employee Contribution Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Options for Health Plans
Dependent Coverage Options:
In this step, you define the dependent coverage that are used in health plans.
Define all possible variations that you need, because this view is not specific to any plan or plan option
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Dependent Coverage Options
Number of Dependents:
In this step, you can restrict participation in a health plan under a dependent coverage option to certain types of dependent, as determined by the subtypes of the Family/Related Persons infotype (0021). You can also define a minimum and maximum number of persons of a particular type that can be covered. During enrollment, the system only includes those dependent coverage options in the benefit offer for which the appropriate dependents are available
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Minimum and Maximum Number of Dependents
Define Cost Variants:
In this step you define cost variants to determine which factors influence the cost of a health plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Option
Dependent coverage
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often costs vary for all the combinations of option and dependent coverage that you have defined in each plan.
This indicates how many cost variants you need. You can use the same cost variant more than once, for example, if costs are always identical for the dependent coverages 'employee only' and 'employee plus family' within a plan, regardless of the plan option
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
Health Plan Attributes:
In this step, you bring together all the definitions relevant to the health plan that you have made in the previous steps.
You assign to each health plan:
Its options
Relevant dependent coverages
The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Assign Health Plan Attributes
Insurance Plans:
In this step, you define general data for insurance plans
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Insurance Plan General Data
Coverage Variants:
In this step, you define coverage variants to determined which factors influence the coverage an employee is entitled to in a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual coverage in this step. You simply define how coverage varies according to:
Plan
Coverage option
Employee data
Before you start to define coverage variants, you need to do the following:
1. Determine how often coverage varies for different coverage options.
This indicates how many coverage variants you need. Note the following:
If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
If a plan has options, you will need a coverage variant for each option.
2. Determine how coverage varies according to employee data.
This determines how you need to set up your variants using employee groupings. For each variant, you can specify a parameter group and coverage grouping to determine coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans 
Coverage Rules:
In this step, you define the actual coverages for a plan.
You need to define coverage for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
Coverage can be defined as a flat amount or as a factor of salary
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Coverage Rules
Cost Variants:
In this step you define cost variants to determine which factors influence the cost of an insurance plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Coverage option
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often cost varies for different coverage options:
If an insurance plan has set flat coverage options and flat costs, you need
to define a cost variant for each flat cost.
If you have set flat coverage options and the flat costs are directly
proportional to the coverage stated in the flat cost, you need only one
cost variant.
If an employee can choose any amount of coverage within a range and the
cost of the coverage is directly proportional to the coverage, you need
only one cost variant.
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Rules
Insurance Plan Attributes:
In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
You define the insurance plan options, then associate to each insurance plan:
Cost variant
Coverage variant
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Assign Insurance Plan Attributes
Combined Coverage Limits:
When you define coverages for plans such as insurance, you can set limits on the coverage amount. This is often used when the coverage is an amount dynamically calculated when the employee chooses her coverage.
However these limits apply only to one plan and yet you might need to define limits which combine the coverages of more than one plan.
In this chapter, you define these combined limits as follows:
1. The limit that might span 2 or more plans is reduced to a mathematical equation, where there is an amount on one side and plan coverages on the other side. The two sides of this equation are then DIVIDED BETWEEN the two views in this chapter.
2. The first view defines the limit in monetary terms which is one side of the equation. It also defines the operator (equals, is greater than, and so on).
3. The second view defines the other side of the equation in terms of the plan coverages
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Combined Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Define Combined Coverage Limit Expressions
Imputed Income for Selected Benefits:
In this section of the IMG, you define the criteria needed to calculate Imputed Income.
Imputed Income is based upon benefits paid for by the employer and calculated using rates set by the Internal Revenue Service (IRS). This value is then treated as taxable income for the employee
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Age Groups for Imputed Income
Review Calculation Factors for Imputed Income:
In this step, you check that the Imputed Income Rate Table entries are correct.
The imputed income age groups are associated with the rates/factors set by the IRS
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation Factors for Imputed Income
Savings Plans:
In this step, you define general data for savings plans.
You have defined the relevant type, status, and provider for each plan in the Basic Settings section of the Benefits IMG
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Savings Plan General Data
Employee Contribution Variants:
In this step you define employee contribution variants to determine which factors influence the permitted employee contribution to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contributions in this step. You simply define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employee contribution grouping to determine employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Variants
Employee Contribution Rules:
In this step, you define the employee contribution limits for each plan.
You need to define employee contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define minimum and maximum employee contribution in the following ways:
As a fixed amount
As a percentage of salary
As a contribution unit
In Payroll, the total employee contribution is the sum of these amounts
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Rules
Employer Contribution Variants:
In this step you define employer contribution variants to determine which factors influence the contribution the employer makes to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contribution in this step. You only define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Variants
Employer Contribution Rules:
In this step, you define limits for the contributions made by the employer to employee plans. You so this for each employer contribution variant for each plan.
You need to define employer contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define the employer contribution and the contribution limit in either of the following ways:
As a fixed amount / as an amount per unit contributed by the employee
As a percentage of employee base salary or employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
EE contribution variant
ER contribution variant
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Assign Savings Plan Attributes
Flexible Spending Accounts (FSAs):
In this step, you define general data for flexible spending accounts (FSAs).
Requirements
You have created the appropriate plan type , plan status, and benefit provider in the preceding steps
IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Define Spending Account General Data
Assign Spending Account Attributes:
In this step, you enter the details of your flexible spending accounts including contribution limits, an employer contribution variant (if required), and rules for the reimbursement of claims
IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Assign Spending Account Attributes
Flexible Administration:
In this chapter, you define the flexible aspects of your Benefits administration. You define the availability of plans to your employees, in terms of the plans themselves. You also define aspects of the enrollment process.
you enter parameters that apply to processing within an entire benefits area, including:
Open enrollment period dates
Default validity dates for adjustment/standard plan records
Advance availability of future plans
Dependent age limits
IMG Path: Personnel Management  Benefits  Flexible Administration  Define Administrative Parameters
Benefit Adjustment Groupings:
In this step, you define adjustment groupings. These groupings allow you to specify different adjustment permissions for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Groupings
Benefit Adjustment Reasons:
In this step, you define adjustment reasons to control changes to employee enrollments according to company policy.
The adjustment reason types that you define here are assigned as subtypes of Adjustment Reasons records (infotype 0378) in HR Master Data. Since a record can only have one subtype, a new record must be created for every adjustment reason an employee experiences.
According to the adjustment concept, an employee can only make changes to her enrollments if she has an Adjustment Reasons record (infotype 0378) with the required adjustment reason as a subtype. The only exceptions to this are if changes are made during an open enrollment period or if an anytime adjustment reason is assigned to the plan type.
In addition to defining adjustment reasons for certain events that can trigger changes, you may also want to define a special adjustment reason to allow changes to plans at any time
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Reasons
Adjustment Permissions:
In this section, you assign adjustment permissions to each benefit plan type for an adjustment reason and any adjustment grouping that you have defined.
Note that the elements for which you can define permissions are automatically determined by the system, dependent on the plan category
Health Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Health Plans
this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Insurance Plans
Savings Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Savings Plans
Spending Accounts:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Spending Account
Programs:
In this section of the IMG, you define benefit programs and the eligibility restrictions and termination conditions for the plans within these programs.
Within a program, eligibility for plans can be determined on two levels:
Program groupings control eligibility on a high level (macro-eligibility) by allocating an employee a defined program, depending on his/her organizational and employment data.
Eligibility rules are optional and control eligibility on a low level (micro-eligibility) by determining whether an employee can participate in a plan within the relevant program. An employee must fulfill the conditions defined in the rule in order to be able to enroll. Eligibility rules are assigned to plans in programs by means of an eligibility variant.
First Program Grouping:
In this step, you define first program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define First Program Grouping
Second Program Grouping:
In this step, you define second program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Second Program Grouping
Employee Eligibility:
In this section of the IMG, you define the criteria according to which you control eligibility for individual benefit plans within a benefits program (definition of micro-eligibility). You perform the following steps to set up eligiblity requirements:
You define eligibility grouping to identify groups of employees for whom
certain eligibility criteria apply.
You create eligibility variants, which you later use to link eligibility
rules to programs.
If necessary, you define dynamic eligibility conditions relating
specifically to actual hours worked/length of service, or zip codes.
You bring your definitions together in the eligibility rule, where you
can also specify further conditions for enrollment.
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Groupings
Eligibility Variants:
In this step, you define eligibility variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Variants
Eligibility Rules:
In this step, you define eligibility rules for the benefit plans offered by your organization. You define these rules for combinations of eligibility grouping and eligibility variant, thereby determining the eligibility conditions that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Rules
Participation Termination:
In this section of the implementation guide you define criteria for the termination of benefit plans
Termination Groupings:
In this section of the implementation guide you define criteria for the termination of benefit plans
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Groupings
Termination Variants:
In this step, you define termination variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Variants
Termination Rules:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Rules
Define Benefit Programs:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Benefit Programs
Dependent/Beneficiary Eligibility:
In this step, you define family member groupings and determine how family members are allocated to these groupings
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Family Member Groupings
Dependent Eligibility Rule Variants:
In this step, you define the dependent eligibility variants to which you want to assign dependent eligibility rules. You also specify whether you wish to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent Eligibility Rule Variants
Dependent Eligibility Rules:
In this step, you define dependent eligibility rules to determine which types of family member are eligible as dependents. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent Eligibility Rules
Beneficiary Eligibility Rule Variants:
In this step, you define the beneficiary eligibility variants to which you assign beneficiary eligibility rules in the next step. You also specify the following:
Whether you want to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
Whether the following apply for plans to which the variant is assigned:
 The employee can be a beneficiary
 Contingency beneficiaries can be named
 Spouse approval is required if beneficiaries other than the spouse are to be amed (the system only takes this setting into consideration for plans of the category avings)
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rule Variants
Beneficiary Eligibility Rules:
In this step, you define beneficiary eligibility rules to determine which types of family member are eligible as beneficiaries. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rules
Assign Eligibility Rule Variant to Plan:
In this step, you assign dependent eligibility variants and beneficiary eligibility variants to plans, thereby assigning the eligibility rules associated with these variants
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Assign Eligibility Rule Variant to Plan
COBRA Plans:
In this step, you specify which health plans that you have already defined in the system are COBRA-relevant.
When a clerk collects COBRA-qualified beneficiaries, the system only considers employee enrollments in the plans you select here as legitimate cases where COBRA must be offered to the employee
IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Plans
this step, you determine for which flexible spending accounts (FSAs) you will offer continuation of coverage under COBRA. You need to do this for each benefit area separately
IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Spending Accounts
Qualifying Event Coverage Periods:
In this step, you define the events that qualify individuals for COBRA coverage, and the periods of permitted coverage continuation for each qualifying event type. COBRA legislation states the following regarding coverage continuation periods:
In the case of Termination of employment and Reduction in working hours, only 18 months coverage must be provided. If qualified beneficiaries are determined to be disabled within 60 days of the COBRA event, they are entitled to a further 11 months of coverage, as are the other qualified beneficiaries who experienced the original event.
For all other qualifying events except Bankruptcy of employer, a qualified beneficiary is entitled to 36 months continuation coverage, and there is no extension provision for disability.
In the case of the event Bankruptcy of employer, the coverage continuation period is the life of the retired employee or retired employee's widow/widower. You therefore do not need to define a continuation period in this case.
IMG Path: Personnel Management  Benefits  COBRA  Define Qualifying Event Coverage Periods
Assign COBRA Events to Personnel Actions:
In this step, you define how the system recognizes COBRA-qualifying events from employee personnel actions (infotype 0000) records. You do this by creating a link between the two.
The only COBRA-qualifying event types that you assign to personnel actions are:
Termination
Death of employee
Reduction in hours
You need to assign these COBRA-qualifying event types since they are based on customizable entries in your HR master data and therefore cannot be delivered as standard.
When the system collects COBRA-qualified beneficiaries, it considers employee records within the date range you specify in two stages as follows:
1. The system searches for employee personnel action (infotype 0000) records. The COBRA qualifying events assigned to any personnel actions found are collected.
2. The system checks other employee infotype records for specific information which corresponds to COBRA-qualifying event types
IMG Path: Personnel Management  Benefits  COBRA  Assign COBRA Events to Personnel Actions
Notification and Payment Intervals:
In this step, you define details of COBRA administration for those states where state law concerning COBRA differs from federal law.
Federal regulations are reflected in the state settings for the District of Columbia, which is also the system default.
If you must comply with state regulations that differ from the federal regulations, you should create a new state entry. Otherwise, you can use the DC version for all employees, regardless of which state they reside in
IMG Path: Personnel Management  Benefits  COBRA  Define Notification and Payment Intervals
heck this one and let me know if there is anything else even arun has also given nice response so if u have any query pls revert back
6 -
What is the form name (SAP script name ) for KO02 output .
Hai ,
what is the form name (SAP script name ) for KO02 output . and also pl guide how to customize that.
thank u in advancespro---->controlling ->internal Order->Order Master Data----> Prepare Output and see the documentation of this.
Regards
Peram -
Sap script name for ERS invoice
Hi,
what is the sap script name for ERS invoice? ( transaction MRRL,calling program
RMMR1MRS) . Is there any way to supress the printing of the ERS invoice for some of the company codes/ countries?
thanks in advance.
Regards,
Jyafiphi,
Go to TNAPR table click table contents button and give the program name RMMR1MRS in field PGNAM and execute you will find the form name in FONAM field .. this is how generally we try to find for a form name for a corresponding program name .. but in this case i think the layout is not a script layout ..
Regards,
santosh -
Invoice List SAP script - Problem with SAP script functionality
Hello Friends,
I am working on SAP script - Invoice List SD_INVOICE_LIST. The invoice list contains the underlying billing documents. As per the standard functionality, in the line items, its printing the underlying billing documents with the net value. My requirement is to dig these line items into another level, meaning, I need to display the line items of billing documents as well(like material, material description, quantity, net price and net value of that item etc).
The billing linte item informatin is stored in VBRP table and the VBRP structure is not at all defined in the print program of SD_INVOICE_LIST (I.E.RVADIL01). Change of standard SAP program is not an option for me here.
In the external subroutine we can fetch these line items for each billing document in the invoice list. However, my question here is how to take these line items back to the sap script and print them in SAP script (We can print one line item but how to loop these fetched lines and print them on SAP script. Any help in this regard would be greatly appreciated.
I think there is no standard smart form exist for the invoice list. Please also let me know if there is any standard smart form available for INVOICE List.
Thanks in advanace for any help in this regard.
Best regards,
SivaHi
As you cannot change the standard, you will have to see if there are any enhancements provided in the print program. if not you have to copy into a custom one and do changes accordingly.
Thanks,
Venkatesh -
Sap script creation for SO & PO
external subroutine creation for displaying Sales Order & Purchase Order scheduling details in the SAP script.
Hi Shazia,
we can create SO,PO..etc through ABAP proxy.
in proxy program you have to call BAP_PO_create...etc function module.
please check the follwoing information regaring proxy.
Proxy generation enables you to create proxies in application systems. Proxies encapsulate the creation or parsing of XML messages and the communication with the relevant runtime components required to send or receive the messages. The proxy runtime controls these processes and can itself be controlled in application programs by means of additional methods.
Since the communication between the sender and receiver is decoupled, you can use proxies to exchange messages with various different communication parties, and also by using adapters. However, this section of the documentation only discusses the programming model for the proxy runtime.
Please go through below docs
XI: RFC or ABAP Proxy ? ....ABAP Proxies with attachments
/people/michal.krawczyk2/blog/2006/04/19/xi-rfc-or-abap-proxy-abap-proxies-with-attachments
/people/siva.maranani/blog/2005/04/03/abap-server-proxies - ABAP Server Proxy
/people/ravikumar.allampallam/blog/2005/03/14/abap-proxies-in-xiclient-proxy - ABAP Client Proxy
ABAP Proxy Runtime
http://help.sap.com/saphelp_nw04s/helpdata/en/02/265c3cf311070ae10000000a114084/frameset.htm
Setting Up Point-to-Point Connections with proxy
http://help.sap.com/saphelp_nw04s/helpdata/en/85/78af1bf407434796aaf8dbd6d4e7b7/frameset.htm
Reliable Messaging ? EOIO in ABAP Proxies
/people/arulraja.ma/blog/2006/08/18/xi-reliable-messaging-150-eoio-in-abap-proxies
/people/stefan.grube/blog/2006/07/28/xi-debug-your-inbound-abap-proxy-implementation
https://www.sdn.sap.com/irj/sdn/go/portal/prtroot/docs/library/uuid/3dfac358-0d01-0010-5598-d4900e81a30c
regards
mahesh. -
Find the SAP Script name for the Output type RD00 and Appli V3
Hi Gurus,
My requirement was to copy the Std SAP Script for the output type RD00 and application name V3 and to do some modification.
Please any one suggest me how to find the Std SAP script based on the above Output type and Appl ?
Regards
paulHi,
The script Name is LB_BIL_INVOICE
You can find byNACE>V3>Output Types>RD00-->Processing Routines
In thje output type Press Change button and select New entries.
Regards
Sandipan
Edited by: Sandipan Ghosh on Mar 31, 2008 12:06 PM -
Hi,
I wanted to know SAP script for following output types :
RD00 - Invoice - Application -V3
LD00 - Delivery note - Application V2
BA00 - Order Confirmation - Application -V1
Thanks in Advance,
ReshmaHi,
BA00 -> RVORDER01
RD00 -> RVINVOICE01
LD00 -> RVDELNOTE
Regards
William -
Hi,
I want to know the standard script form for putaway in transaction LT31 .Is there any standard smart form for putaway in WM .And one thing you suggest that is it feasible to develop the smart form in WM?
Kindly reply to all my queries .
Regards
AmitHi Preet,
Tracking number can be found in Delivery order
Goto --> Header --> Shipment tab . Here the Bill of Lading number or Shipref number is the tracking number. You can get this number from LIKP-BOLNR.
Hope this helps...
Cheers
VJ -
SAP script command for finding string length
Hi ,
Can anyone please let me know what is the equivalent command to strlen() in sap script editor. I need to find the string length of a symbol in sap script editor itself without writing the logic in print program or by calling any includes in the sap script editor.
Regards,
DeepthiHi Deepthi,
As an alternative, you can use the perform statement in SAPscript so that it will execute a subroutine you implemented in another report.In the subroutine, you can do everything you want.
Have a look at this link to find out how exactly.
http://help.sap.com/saphelp_40b/helpdata/en/d1/803279454211d189710000e8322d00/content.htm
Best regards,
George -
Hi this is saroj.
1.can any body tell me what is the function of open_form,write_form,close_form,start_form,end_form
in script.
2.can we have a selection screen for the script where we can give inputs.
regards
saroj kanta maharana[Open_form|http://help.sap.com/saphelp_46c/helpdata/en/d6/0dba1a494511d182b70000e829fbfe/frameset.htm] - The function module OPEN_FORM opens form printing. You must call this function module before you can use any other form function (WRITE_FORM, START_FORM, CONTROL_FORM...).
[Start_form|http://help.sap.com/saphelp_46c/helpdata/en/d6/0dba34494511d182b70000e829fbfe/frameset.htm] - In-between the function modules OPEN_FORM and CLOSE_FORM, you can use different forms. This allows you to combine several different forms into one print output. However, you can combine only those forms that have the same page format.
[Write_form |http://help.sap.com/saphelp_46c/helpdata/en/d6/0dba41494511d182b70000e829fbfe/frameset.htm]- The system outputs the form element specified in parameter ELEMENT into the currently opened form.
[Close_form: |http://help.sap.com/saphelp_46c/helpdata/en/d6/0dba27494511d182b70000e829fbfe/frameset.htm]The function module closes the form opened using OPEN_FORM. The system executes any terminating processing steps for the last opened form.
[End_form |http://help.sap.com/saphelp_46c/helpdata/en/d6/0dba5b494511d182b70000e829fbfe/frameset.htm]- END_FORM ends the currently open form and executes the required termination processing. After calling this function module, no more form is active. For further output, you must start a new form using START_FORM.
Please check this [link |http://help.sap.com/saphelp_46c/helpdata/en/d1/802fd3454211d189710000e8322d00/frameset.htm]to have complete idea on scripts.
Thanks
Satyasuresh Donepudi -
Mimicking SAP search functionality for Web Dynpro inputfield
Hello Experts,
I am using NWDS 7.0.18. EP 7.00 SPS 18
I want to mimic the standard SAP functionality of an input field search values in web dynpro.
Is it possible to have an inputfield with the little square search values button next to it, so that after I type in a few characters in the input field and click the button, a window will open up and list the values that contains that string? Then the user can double click the value and it will get populated into the inputfield?
Any suggestions?
Regards,
MMHi Marshall,
You can easily use the IModifiableSimpleValueSet for getting the value help attached to input field. Follow these steps:
1) Create a attribute under somenode in the view context.
2) Bind the atribute with the input field.
3) Use the following code:
IWDAttributeInfo list =wdContext.node<Node_Name>().getNodeInfo().getAttribute("ATTRIBUTE_NAME");
ISimpleTypeModifiable type = list.getModifiableSimpleType();
IModifiableSimpleValueSet valueSet = type.getSVServices().getModifiableSimpleValueSet();
valueSet.put("value1", "value1");
valueSet.put("value2", "value2");
valueSet.put("value3", "value3");
valueSet.put("value4", "value4");
Also please note that webdynpro does not support the feature what we have in ABAP when we type in some value and hit enter a pop up comes with the list of values. Such feature is not supported. The maximum what you can do is just hit the F4 button to get the value help and select some values from the value help popup which has come.
I hope this solves your issue. Please revert back in case you need any further information on this.
Thanks and Regards,
Pravesh -
SAP business function for X-docking.
Can anyone tell me what we have to install to get the X-docking function? I know it is in Extension 2.00 for WM, but they are asking me now what the BF is for that.
Extension 2.00 consists of YM, TRM and X-Docking.
I did my best and came this far. The rest is too technical for me.
Any help will be appreciated.
Thanks in advance.
Frank Jonker
Edited by: Frank Jonker on Oct 10, 2011 8:19 AMcross docking means based on the requirement of crertain material the good receipt is directly moved to good issue area insted of first moving it into the storage type where its usually placed
for example: You have customer requirement for Material x1 for whcih you have created a Sales order/delivery and probably a TO for picking.
Now you have posted GR for the PO for material X1 so now insted of moving the material to storage type lets say high rack you will rather move the stock to a storage type known as XCD or cross docking from where the goods will be picked for the sales order to supply to customer.
So it benfits you in a way that the extra efforts of moving the material to warehouse and then moving it to good issue area.
the case i explained is done in 2 steps but there is an option of 1 steps as well where in steps are furthere reduced. -
Function for converting Decimal to HEX
Does anyone know of such a function?
Thanks. We are still a bit confused. I have attached an email from a data supplier of ours. Can you make sense of it ???
Page 24 says: if the bit 3 (0x08) of the field TF_FIELD_STATIC_SEC_FLAG is 1 for an US stock,
then the stock is constituent of the NASDAQ 100 index NDX.
Example:
For Microsoft (MSFT) the field TF_FIELD_STATIC_SEC_FLAG has the value
0x39 = 57 = 0x01 + 0x08 + 0x10 + 0x20
because MSFT is constituent of the
Dow Jones Industrial index !DJI (0x01)
NASDAQ 100 index NDX (0x08)
S&P 100 index OEX (0x10)
S&P 500 index SPX (0x20) -
Sap Script - numbers to words without function module
Moderator message - please use a meaningful subject in future. I've changed it for you this time. Also, moved to the correct forum
Hi Friends,
In SAP Script how to convert numbers into words with out using the function module in the driver program.
examplae 21 kg as twenty one kg.
Please help me to solve this problem.
Thanks in advance.
Gayathri S
Edited by: Matt on Nov 5, 2008 9:15 AMHi,
In the SAP Script, you can call the perform like below:
Syntax in a form window:
/: PERFORM <form> IN PROGRAM <prog>
/: USING &INVAR1&
/: USING &INVAR2&
/: CHANGING &OUTVAR1&
/: CHANGING &OUTVAR2&
/: ENDPERFORM
You can create a separate include or use an existing include related to your script and create the above <form> in that <prog>.
The syntax for creating the form in the include is as below:
FORM <form> TABLES IN_TAB STRUCTURE ITCSY
OUT_TAB STRUCTURE ITCSY.
ENDFORM.
Example:
In your script,
/: PERFORM GET_BARCODE IN PROGRAM ABCDE
/: USING &PAGE&
/: USING &NEXTPAGE&
/: CHANGING &BARCODE&
/: ENDPERFORM
And in the report ABCDE, create the form like this:
REPORT ABCDE.
FORM GET_BARCODE TABLES IN_PAR STUCTURE ITCSY
OUT_PAR STRUCTURE ITCSY.
DATA: PAGNUM LIKE SY-TABIX, "page number
NEXTPAGE LIKE SY-TABIX. "number of next page
READ TABLE IN_PAR WITH KEY 'PAGE'.
CHECK SY-SUBRC = 0.
PAGNUM = IN_PAR-VALUE.
READ TABLE IN_PAR WITH KEY 'NEXTPAGE'.
CHECK SY-SUBRC = 0.
NEXTPAGE = IN_PAR-VALUE.
READ TABLE OUT_PAR WITH KEY 'BARCODE'.
CHECK SY-SUBRC = 0.
IF PAGNUM = 1.
OUT_PAR-VALUE = '|'. "First page
ELSE.
OUT_PAR-VALUE = '||'. "Next page
ENDIF.
MODIFY OUT_PAR INDEX SY-TABIX.
ENDFORM.
Hope this helps.
Regards,
Suganya
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