US PY HSA Benefit Plan Calc

Friends,
i am looking for suggestions on HSA Plan.
Deduction for this works as FSA with deduction mdoel setup, but SAP recommends to have HSA in IT169 .
For Savings Plan we cannot assign Deduction Model.
Anyone with such experience in past, is there a way we can write a rule to behave has annual amount distributed over remaining periods.

Hello,
Most customer in this scenario are using a user exit.
Try implementing Customer-function 028 (PBEN0028). It is called in function module HR_BEN_CALC_BENEFIT_EE_CONTRIB. This should be an appropriate place where you can calculate the employee contribution.
Hope this help
Sarah

Similar Messages

HSA Benefit Plan: Employee Contr and Employer Contr wagetype not showing up

Hi Experts,
For a couple of our empls, the Employee Contr and the Employer Contr wagetypes for HSA Benefit Plans are not showing up in the payroll log. For other empls, all is fine.
Here's what the payroll log lin running regular payroll ooks like in processing of function P0169:
=========================================================
BAdI "Evaluate Ee Contrib" implemented
Calculated contributions:
Employee contribution pre-tax: 35.00 USD Weekly
No rollover of pre-tax to post-tax contributions
Post-tax contributions start only after pre-tax limit is reached
BAdI "Check Contribution Limits" implemented
BAdI "Evaluate Er Contrib" implemented
Final result contributions:
Employee contribution pre-tax: 35.00 USD
Employer contribution: 19.24 USD
BAdI "Proration" implemented
Processing proration for 12/27/2010 - 12/27/2010 results in:
========================================================
Here no wagetype is showing up though they are getting calculated above.
Regards,
Somdeb.

First please respond to my questions.If there is wagetype is coming from the previous periods or other IT where enter for any correction ....there is a possiblity it is nullified after the BADI.
Second..The wagetype is getting dropped in the proration logic...check the dates of employee payperiod with IT169 and let me know the dates.
Third...what is parameter used for P0169 in your UBE2 schema is CHK or BEG or END..?
Edited by: Amosha on Jan 6, 2011 5:11 PM

HSA Benefit Plan: Employee Contr and Employer Contr deductions not happenin

Hi Experts,
For a couple of our empls, the Employee Contr and the Employer Contr wagetypes for HSA Benefit Plans are not showing up in the payroll log. For other empls, all is fine.
Here's what the payroll log in running regular payroll looks like in processing of function P0169 for this HSA benefit plan:
=========================================================
BAdI "Evaluate Ee Contrib" implemented
Calculated contributions:
Employee contribution pre-tax: 35.00 USD Weekly
No rollover of pre-tax to post-tax contributions
Post-tax contributions start only after pre-tax limit is reached
BAdI "Check Contribution Limits" implemented
BAdI "Evaluate Er Contrib" implemented
Final result contributions:
Employee contribution pre-tax: 35.00 USD
Employer contribution: 19.24 USD
BAdI "Proration" implemented
Processing proration for 12/27/2010 - 12/27/2010 results in:
========================================================
Here no wagetype is showing up though they are getting calculated above.
Regards,
Somdeb.

The issue has been resolved.
The Savings Plan HSAF had a co-requisite Health Plan HDP and we had to add this co-requisite plan for the empl.
Also the P0169 function had to be changed from BEG to CHK in the payroll schema which did the trick.
Regards,
Somdeb.

Enrollment Screen - Validity period for benefit plan

Hi,
At the enrollment screen (HRBEN0001), once click the adjustment reason, the respective benefit types and plans will be listed out. Also, the benefit plans have the "Validity period" showing as well (start date and end date).
I understand that the date is configure at "administrative parameter" and the "adjustment reason" . But I needs to have the validity end date of the benefit plan to be displayed (at HRBEN0001) based on the validity period of the plan itself from table (T5UBA). Is it possible to do that?
Thanks
Nikki

Hi Nikki,
In configuration this cannot be done. However there is some badis that allow you to set up plan records date depending of the type of plan. These badis are:
PBEN0038                       Set dates for Spending Account plans
PBEN0039                       Set dates for Miscellaneous plans
PBEN0040                       Set dates for HSA plans
For other plan types I;m afraid only the dates from administrative parameter" and the "adjustment reason" can be used
Hope this help
Sarah

Getting Dependents (IT 0021) of a Benefit Plan

Hi All,
I'm attempting to write a report that will display the name and type of a dependent of a particular EE's benefit plan. I know the link is between DTY01/DID01 - DTY20/DID20 in the benefits table (EX. IT 0167) and The Subtype and OBJPS of IT 0021 (Family). However, I can't figure out quite how to display the family information for the benefit plan. I've done a flat data load in two ODS's .. one for IT0021 and one for IT0167. I would think that an InfoSet would help with this solution, however, any advice would be helpful. The issue is that an EE can have multiple dependents. This is why there are 20 DTY and DID fields.
I'm unable to use the standard BI cube for benefits. This is why I've build custom data targets.
Thanks in advance,
Meezy

Hi Meezy,
This solution is not efficient as you have already thought. What I would suggest for the time being is that link the 2 ods only based on the employees. That way, you will have all the records visible for reporting. Eg: if you have 3 records in 167 and 2 records in 21 for an employee, you can see all the 5 records with all the 20 fields in each record. In the query, you can restrict the records by the required subtype. Now, you can compare objps with each of the 20 fields in the query using calculated kfs. Again, it is not a performance optimized solution.
Thanks and Regards
Subray Hegde

Automatic Benefit Plans based on Date Types in IT0041

Hi
I am having an issue with a re-hired employee. We have two date types in IT0041. Current Hire date and Service Award Date. If somebody is hired for 1st time, both the date types are same( e.g 12/12/2008). and this case the automatic benefit plans follow the config rules properly and some start from the hire date and some from the 1st of following month as per the config ruel.
But If we are re-hiring an employee, in this case Current Hire date( 12/12/2008) would be different from Service award date ( because of his previous experience with this employer). In this case all the automatic plans are starting from the date when the re-hire action is performed, not even the re-hire date and do not follow the config rule at all.
We have never made any dependency of benefit plan on IT0041 anywhere in config, but why this is happening? Any suggestion would be appreciated,
Thanks
Wills

Nope. we never configured the dynamic eligibility part. So that makes it more strange. Because if all the date are same it works fine , but if the dates are different, it gives wrong result

Benefit Plan Termination Through ESS

HI,
can the benefit plan enrollment can be terminated in the portal ess...
is there any standard available..
Thanks,
Nachy

Hi,
There are standar I-views for this.
log on the portal with the super user Id
and follow following path
Content Administration -> Portal Content -> Content Provided by SAP -> End User Content -> Employee Self-Service -> iViews -> Benefits and Payment -> United States -> Benefits Participation , Enrollment , FlexBens Enrollment etc

Benefit Plan Enrollment requiring EOI, existing Benefit pan is delimited

Hi Everyone,
Here is the situation...
When an employee changes his/her benefit plan and enrolls into a
benefit plan requiring EOI, the existing benefit plan record is
delimited, it puts an end date to the existing plan. We would like to keep the existing one active until the pending one get activated when we receive the EOI.
Do you have any ideas?
Thank you!

@Andre
Here is ONE way I have seen it done (a more elegant solution might be possible via User-exit/BAdI/workflow. Several moving parts here so bear with me....
(1) Employee goes online and selects coverage that requires EOI. Say that the max without EOI is $250,000 and the max with EOI is $500,000.
(2) On the screen that shows that coverage, verbiage is added to the effect of "The selection you made requires EOI. Your requested coverage will not be valid until EOI is provided and approved. However, during this transition, you will be covered up to the maximum of $250,00 until time that EOI has been approved."
(3) Nightly, a batch process runs that looks for newly created records with the EOI flag empty (since the employee can not set this themselves, the record will show that it is still needed). At that time, the batch program performs the following...
(4) In the background, the first is for the $500,000 coverage amount but is flagged "locked/inactive". A second record is created for the same dates but for the $250,000 coverage amount....therefore, the employee is in fact covered to the max w/o EOI.
(5) Since there can now be a lag in time....Upon receipt of EOI and approval, an HR admin goes in and deletes the second "hold" record and remove the flag/lock on the original record.
Make sense?

Benefit plan enrollment

Hi All,
Please help me in the following :
As per my Business requirement i need to delimit a Benefit plan becuase that plan is no longer existed in their business effective form 01.01.2009. So as per their requirement i have deleted the master data records existed after 01.01.2009. Now i need to do some functional configuration so that end user will never enter the data for the "Actions" done through PA40.
This plan is not coming any actions performed enrollment. before the changes itseld this plan is not enrolling. i need to show my user that plan is not active in the enrollment for any of the actions through PA40. and note that this is "Default Offer plan".
I can delimit and closed the plan effective form 01.01.2009. Before that i have to make sure that this plan enrollment is possible if plan is
"OPEN".
Can any one help me how can i show this plan into the action.
Thanks & Regards,
Naga

problem solved

Benefit - Enrollment to delete a benefit plan

Hi,
The requirement is to delete a benefit plan (e.g. DENT) from enrollment screen (HRBEN0001):
a) Is to delete a benefit plan via "Define Benefit Programs" the best way?
a) Currently, there are employees already enrolled with benefit plan DENT and have payroll run with it. Is there any impact that need to be considered?
Thanks
Nikki
Edited by: Nikki_99 on Aug 5, 2010 2:39 PM

I think the requirement probably is to exclude this plan from showing up in 'HRBEN0001' for specific benefit adjustment reasons.
If this is the case, you can remove this through V_74HB_A (for health plan as it's Dental plan). Note, this only exclude the plan from showing up in benefit enrollment; it doesn't prevent user from actually adding this in IT0168 through PA30.
You really don't want to physically remove an existing benefit plan that's either currently or previously used as this would cause inconsistency.
Rgds.

Benefit plan maximum coverage amount problem

Hello.
I guess I have a very simple problem, but I doesnu2019t get it running.
I have an Insurance benefit plan.
It only have one coverage rule with the following data:
Salary Factor: 0.6000
Rounding Rule: rounded up
Rounding div: 1000.00
Maximum amount: 90,000.00
So if someone have a Benefit Salary of 225,000.00, it shows a basic Coverage amount of 135,000.00 in Infotype 0168.
But I want a maximum Coverage amount of 90,000.00.
Why it ignored the maximum limit?
Any help would be very nice.
Regards.

Please close your thread if you solved your problem.

SAP Closed Benefit Plans

Hi All,
We have certain Benefit Plans which are closed , no more new Enrollment in this plan.But existing employees can change their benefit plan option.
This plan has Plan type as that of many active plans. When i try to see this plan in Enrollment workbench i am not seeing this plan.
Whether its because of Closed status and if any workaround for this issue??
Thanks & Regards

Hi Scott,
Thanks for the suggestions scott.Its very much helpful.
Customer is not having ESS as of now.
Also Locked concept here we are using with Closed Name.
How if locked employees will be able to change the options...because i am not seeing that option in workbench???
Thanks & Regards

Benefit Plan Setup

Hello Experts..
We are setting up the core tables for Benefit and we approached client and received below requirements on all the benefit plans that they are going to provide. Looking at below list, our client seems really generous:
1. Health -
a) Medical/Visoin
b) Dental
c) Domestic partner medical/vision
2. Life -
a) Sup life 1x-5x
b) Life AD/D
c) Dependent life (Children)
d) Spousal Life
3. Disability -
a) LTD
4. Leave -
a) Sick
b) Vacation
c) Personal
d) Company Car
5. Retirement -
a) Retirement
6. Pension
a). Pension
7. Vacation buy/sell
a) Buy
b) Sell
Here is what we have done so far :-
For 1a and 1c we have added customer plan types with code 1Z and 1Y respectively since the existing ones didn't look relevant. This plan means, vision coverage will come under medical coverage. but dental will be standalone.
For 2a, we have added 5 plans as per the requirement 1x, 2x, 3x, 4x ,5x
2c and 2d will be awarded only when employee takes supplemental life.
for 5a, created a new plan type with more relevant meaning with code 5Y.
Finally, Our questions are:
1 - Have we set up these plans correctly? if you think there should be changes in this please share you thoughts
2 - Can we combine 2c and 2d instead of keeping them separate because if employee takes any supp life then dependents can be covered, and dependents means if employee is married then spouse + 2 children but if single then both parents.
3 - Why do we have the option "Self-Service Plan Description" only for 1x, 3x, 5x and 7x. does it means employee will have opportunity to elect in these plans only?
What about supp life where there are 5 type of plans and if employee doesn't have above option then how will he/she decide which plan can he/she elect?
4 - Why is it required to give vendor name for Leave and vacation buy/sell plan types? is it applicable for these two plan types? what does vendor have to do with Leaves?
We are in the starting phase of setting up benefits so we really need your help continuously so please respond back with your valuable thoughts

Yes, you are right create for each grouping create a separate age groupings. And define "Employee contribution variant" check mark age then assign the age groupings you create to Employee contribution rule.. Finally assign these variant to the savings plan..
I hope this helps...let me know if you have any further question. Just try it out you will get it...

Health care benefit plan -- Smoker

Hi all ,
While configuring the benefit plans under health care I create cost variants where none of them selected the option Smoker. IN the infotype 376 I marked my employee as smoker. While trying to enroll to benefits from HRBEN0001 my assumption is that none of the plans will be offered since my employee is smoker and none of the cost variants checked smoker. But still I am able to enroll in one of the plans.
How is this cost variant controlling the employee in the enrollment process. can anyone please explain me .
Thanks,
Daniel.

Hi,
I believe when specifically checked as smoker, the plans will be only available to employee with smoker checked. Though never tried this.
Regards,
Somar

Benefit plan - rule issue

Hello experts,
We have an issue that I need your help with. I am new to benefits so any help would be most appreciated.
When an employee tries to enroll their spouse in the Spouse Life benefit plan, he/she cannot enroll them unless they themselves are in the Employee Life plan. This is the way our plan is set up.
We have noticed that on ESS the first time the employee goes into Open Enrollment do this, it will correctly prevent the spouse from being enrolled without the employee having it as well. But if the employee logs off of ESS and then tries again, it will allow the spouse to be enrolled without the employee also being enrolled. It seems as if the rule doesnu2019t u2018applyu2019 all the time.
What are we missing? Is this a plan set up issue or is this an ESS issue?
Thanks,
Suparna

Hello,
This question has been answered. It apears that the rule worked one way but not the other so a rule had to be set up on the employee's plan as well.
In other words, we allow employees to enroll their spouse in suuplemental life for the amount of 1/2 the employee's election. In our case the system was allowing the spouse to be enrolled in equal to the amount or even without the employee being enrolled!
It turns out that the spouse plan had a rule about the 1/2 but the employee plan did not therefore there was no cross check happening in that direction.
Thanks,
Suparna

US PY HSA Benefit Plan Calc

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