VO attribute flexibility ?

Hi, We have a requirement to add a new column on approval notification page. Since this column is not defined already in view object definition so i have extended the view object and referred that new attribute via personalization. Well, now the problem is that approval page is having two tables/block ( what ever you call ) and each is being referred by different view objects. But i need to display the same value on two different places so it doesn't make sense to me to go ahead and extend the other view object as well to include this attribute. My question is that is there anyway to refer the attribute of one VO in different place of same form ? For example...
Approval notification page is mainly displays the credit card transaction data and cash lines data. Credit card lines information is being displayed by NotifCreditLinesVO and Cash lines information is being displayed by NotifCashLinesVO. I have already extended the view object NotifCashLinesVO to include the new column i.e attribute13 and displayed the value via personalization. Now i do not want to extend the NotifCreditLinesVO again to include the same column so is there any to include the value in credit card block ? If i directly refer the NotifCashLinesVO.attribute13 on credit card block then i am getting the error.
Thanks for the information.

If they are in 2 different tables, then you will have to extend the corresponding attached VOs.
--Shiv                                                                                                                                                                                                                   

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    Benefit Administration:
    This section of the Implementation Guide (IMG) is where you set the SAP Benefits Administration component.
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    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
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    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.
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    o Dental
    o Vision
    • Insurance Plans
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    o Supplemental Life
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    o 403B
    o 457
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    o Health care
    o Dependent care
    IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Types
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    IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Status
    Benefit Plan Status:
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    IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Parameter Groups
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    IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Cost Groupings
    Coverage Groupings:
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    Employee Contribution Groupings:
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    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.
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    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Dependent Coverage Options
    Number of Dependents:
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    Define Cost Variants:
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    Cost Rules:
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    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
    Health Plan Attributes:
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    IMG Path: Personnel Management  Benefits  Plans  Health Plans  Assign Health Plan Attributes
    Insurance Plans:
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    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Insurance Plan General Data
    Coverage Variants:
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    IMG Path: Personnel Management  Benefits  Plans  Insurance Plans 
    Coverage Rules:
    In this step, you define the actual coverages for a plan.
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    Coverage can be defined as a flat amount or as a factor of salary
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    Cost Variants:
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    • Employee data
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    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:
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    • 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:
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    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.
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    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.
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    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.
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    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:
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    • Option (only for plans in the plan category Miscellaneous)
    • Employee data
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    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.
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    • As a contribution unit
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    IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Rules
    Employer Contribution Variants:
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    • Option (only for plans in the plan category Miscellaneous)
    • Employee data
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    IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Variants
    Employer Contribution Rules:
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    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:
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    • ER contribution variant
    IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Assign Savings Plan Attributes
    Flexible Spending Accounts (FSAs):
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    Requirements
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    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:
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    • 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:
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    IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Reasons
    Adjustment Permissions:
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    Savings Plans:
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    Spending Accounts:
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    IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Spending Account
    Programs:
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    IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define First Program Grouping
    Second Program Grouping:
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    Employee Eligibility:
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    • If necessary, you define dynamic eligibility conditions relating
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    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:
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    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
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     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.
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    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

  • 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

  • Multiple data sources for 1 info object

    hi all,
    i am working with ods 0fiap_003 info source overview u can see for 0comp_code
    Company Code: Attributes and Tests (Flexible Update) this is a transaction data  data source.
    G/L Account: Attributes (Flexible Update) this is a transaction data  data source
    G/L Account: Texts (Flexible Update) 0GL_ACCOUNT_TEXT   this is a transaction data  data source
    and there r master data data sources for these objects
    G/L Account  hierarchy text  attributes r available.
    so only for 0gl_account  5 data sources available.
    3 master data ds.2 flexible data trans data data sources.same for comp code.
    so how can we map for these 5 dsources  in this scenario.
    i am going to create process chains for master data(3) transaction data(1).
    should i put trans .data  info packages in the transaction data process chain
    ex: G/L Account: Attributes (Flexible Update) this one.
    plz suggest me
    regards
    sridhar

    Hi Sri,
    There can be multiple datasources assigned to a single master object. Only they should be unique per source system.
    Regarding process chain, u should include the infopackage for transaction data in trans data process chain. This is because ur job scheduling for master and transaction load would differ. So the process chains should be separate.

  • SAP HR Benefits

    Hi all ,
    I need the documents on SAP HR-Benefits.
    Regards
    santosh .

    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

  • SAP HR Module - Benefits

    Hi Gurus,
    Can you please give me any documentation or ppt's on the benefits or why to implement SAP HR Module???
    Please give me some details.
    Thank You

    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
     Basic Settings  Benefits IMG Path: Personnel Management  Define Benefit Area
    Assign Currency to Benefit Area:
    In this step, you specify the currency for the benefit area
    IMG Path: Personnel Management   Assign Currency Basic Settings Benefits
    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
    Define Basic Settings  Benefits IMG Path: Personnel Management  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  Set Current Benefit Area Basic Settings  Benefits Management
    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  Define Benefit Plan Plan Attributes  Basic Settings  Benefits Management  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   Define Benefit Plan Plan Attributes  Basic Settings Benefits  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
     Basic Settings  Benefits IMG Path: Personnel Management   Define Parameter Define Employee Criteria Groups Define Employee Groupings  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
    Define Basic Settings  Benefits IMG Path: Personnel Management   Define Age Define Employee Criteria Groups Employee Groupings  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   Define Cost Define Employee Groupings  Basic Settings Benefits  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
    Define Basic Settings  Benefits IMG Path: Personnel Management   Define Coverage GroupingsEmployee 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  Define Define Employee Groupings  Basic Settings  Benefits Management  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
    Define Basic Settings  Benefits IMG Path: Personnel Management   Define Employer Contribution GroupingsEmployee 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
     Benefits IMG Path: Personnel Management   Define Employer Contribution Groupings Health Plans Plans
    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
     Benefits IMG Path: Personnel Management   Define Options for Health Plans Health Plans 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   Define Dependent Coverage Options Health Plans  Plans Benefits
    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
    Health Plans  Benefits IMG Path: Personnel Management   Define Minimum and Maximum Number of DependentsPlans
    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
    Define Health Plans  Plans  Benefits IMG Path: Personnel Management  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
    Health Plans  Benefits IMG Path: Personnel Management   Define Cost RulePlans
    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   Assign Health Plan Attributes Health Plans  Plans Benefits
    Insurance Plans:
    In this step, you define general data for insurance plans
    IMG  Define Insurance Plans  Plans  Benefits Path: Personnel Management  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
     Plans  Benefits IMG Path: Personnel Management  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
     Insurance Plans  Plans  Benefits IMG Path: Personnel Management  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:  Define Cost Insurance Plans  Plans  Benefits Personnel Management  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
    Insurance Plans  Benefits IMG Path: Personnel Management   Define Cost RulesPlans
    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
     Insurance Plans  Plans  Benefits IMG Path: Personnel Management  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   Combined Combined Coverage  Insurance Plans  Plans Benefits  Coverage
    Combined Coverage Limit Expressions:
    In this step, you enter the second half of the equation, as discussed in combined coverage
    IMG Path:  Combined Coverage  Insurance Plans  Plans  Benefits Personnel Management  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  Combined Insurance Plans  Plans  Benefits Path: Personnel Management   Review Age Groups for Imputed IncomeCoverage
    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   Review Calculation Combined Coverage  Insurance Plans  Plans Benefits  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
     Savings Plans  Plans  Benefits IMG Path: Personnel Management  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:  Define Employee Savings Plans  Plans  Benefits Personnel Management  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:  Define Employee Savings Plans  Plans  Benefits Personnel Management  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  Define Employer Contribution Savings Plans  Plans  Benefits Management  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:  Define Employer Savings Plans  Plans  Benefits Personnel Management  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
     Plans  Benefits IMG Path: Personnel Management   Assign Savings Plan AttributesSavings Plans
    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:
    • Open enrollment period dates
    • Default validity dates for adjustment/standard plan records
    • 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:
    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
     Benefits IMG Path: Personnel Management   Define Adjustment Benefits Adjustment Reasons Flexible Administration   Health PlansPermissions
    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   Define Benefits Adjustment Reasons  Flexible Administration Benefits   Insurance PlansAdjustment Permissions
    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  Benefits Flexible Administration  Benefits Path: Personnel Management   Savings Plans Define Adjustment Permissions Adjustment Reasons
    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
     Benefits IMG Path: Personnel Management   Define Adjustment Benefits Adjustment Reasons Flexible Administration   Spending AccountPermissions
    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  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:
    • 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:  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
    Dependent/Beneficiary Eligibility:
    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
    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   Define Dependent/Beneficiary Eligibility  Flexible Administration Benefits  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
     Flexible Administration  Benefits IMG Path: Personnel Management   Define Dependent EligibilityDependent/Beneficiary 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  Dependent/Beneficiary Flexible Administration  Benefits Management   Define Beneficiary Eligibility Rule VariantsEligibility
    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
     Flexible Administration  Benefits IMG Path: Personnel Management   Define Beneficiary EligibilityDependent/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
     Flexible Administration  Benefits IMG Path: Personnel Management   Assign Eligibility Rule Variant toDependent/Beneficiary Eligibility  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
    Choose COBRA COBRA  Benefits IMG Path: Personnel Management  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
    Choose COBRA Spending COBRA  Benefits IMG Path: Personnel Management  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.
    Define Qualifying Event COBRA  Benefits IMG Path: Personnel Management  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
    Assign COBRA  Benefits IMG Path: Personnel Management  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
    Define Notification COBRA  Benefits IMG Path: Personnel Management  and Payment Intervals

  • Flexible Upload of master data including attributes - error at new attrib.

    Dear all,
    trying to use the flexible upload for loading master data with attributes the system aborts if there new values have to be created for attributes, e.g. New Business Unit has region FR, Region FR actually does not exist as key. Therefore at first the value for Region has to be created within BCS and after that the load of the new Business Unit will be successful.
    Does anybody know if it possible or which seeting within the upload customizing must be chosen that the new attribut value automatically could be created during upload of the main characteristic?
    Kind regards
    Dieter

    Hello Dieter,
    your first way was the right way - befor you can upload Business Units with attribut FR you have to create the attribute in BCS.
    It is not possible to create master data for two different characteristics in one flexible upload method.
    In the definition of the upload method you have to choose which characteristic you try to upload...
    best regards
    Thomas

  • Direct and Flexible loading for  Attributes for a Info-object?

    Dear all,
          Is it possible to have both Direct and Flexible update for  Attributes of an Info-object from two different data sources from the same source system(R/3)  . The reason being that the first data source can not be extended in R/3.
    When this scenario is tried For Flexible loading The data loading  is not successful in BW.No errors/dumps found.
    Regards,
    Amu

    In this case I start and activate the whole data flow again to hopefully get an error message. If this still has no success I'd open an OSS message. Even if you have made a mistake you should get an error message somewhere.
    Some other places you might check:
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    DB02 to see DB locks and tablespace problems
    Best regards
       Dirk

  • OBIEE Report based on attribute dim or say base attribute value

    Hi,
    I have OBIEE and Essbase implementation and have set of attribute dimensions. I am trying to understand how can I create reports in OBIEE where I can use the attribute values to filter, group, sum my fact data. For example I have a hierarchy for Dimension Supplier Geography as below -
    Geography (Gen1 - Dimension)
    (Gen2, Region)
    (Gen3, Country)
    (Gen4, Supplier Parent)
    (Gen5, Supplier) (Attribute as Company Name)
    Sample :
    Supplier Geography
    -- East
    -- C1
    -- PS1
    -- S1 (Comp1)
    -- S2 (Comp2)
    -- West
    -- C2
    -- PS2
    -- S3 (Comp1)
    -- S4 (Comp2)
    -- C3
    -- PS3
    -- S5 (Comp3)
    -- S6 (Comp4)
    -- North
    -- C4
    -- PS4
    -- S7 (Comp3)
    -- S8 (Comp4)
    -- South
    -- C5
    -- PS5
    -- S9 (Comp1)
    -- S10 (Comp2)
    Now, I would like to report where I can display information based on the attribute and display across different level. This would require to create drop down for this attribute values. For example -
    A drop down showing values are Comp1, Comp2, Comp3, Comp4. When user selects Comp1 and assume that I have fact as sales amount, it should show report as below -
    Comp1
    Region Sales Amount
    East - 10,000
    West - 5,000
    South - 7,000
    I don't want to add a level as company as it would result in lot of redundant information. Also, I have got almost half million members and it would explode the size if I add more levels. Is there any better way to achieve this? Can I model this using alternate hierarchy? If so how would this exposed in OBIEE again?
    Appreciate your inputs.
    Thanks

    If you are sure of the number of attributes the user will be using as criteria is fixed and will not change, you should able to bind the literals to page items like:
    select emp.ename
    from emp
    join attribute_value a1 on a1.empno = emp.empno and a1.att_name = 'DEPT'
    join attribute_value a2 on a2.empno = emp.empno and a2.att_name = 'SALARY'
    join attribute_value a3 on a3.empno = emp.empno and a3.att_name = 'HIREDATE'
    where a1.att_numeric_value = :P1_dept_value
    and   a2.att_numeric_value = :P1_salary_value
    and   a3.att_date_value = to_date(:P1_hiredate_value,'YYYY-MM-DD');or
    select emp.ename
    from emp
    join attribute_value a1 on a1.empno = emp.empno and a1.att_name = :P1_att1_name
    join attribute_value a2 on a2.empno = emp.empno and a2.att_name = :P1_att2_name
    join attribute_value a3 on a3.empno = emp.empno and a3.att_name = :P1_att3_name
    where a1.att_numeric_value = :P1_att1_value
    and   a2.att_numeric_value = :P1_att2_value
    and   a3.att_date_value = to_date(:P1_att3_value,'DD-MM-DD');What happens when your user wants to add another attribute and use it as search criteria. You have to:
    1) add a JOIN clause to the SELECT
    2) add to the WHERE clause to the SELECT
    Warning personal opinion to follow: I would give up binding (i.e.. skipping parsing os the SELECT statement) for the flexibility of generating the SELECT at runtime. If the user adds a new attribute, then the PL/SQL code that assembles the SELECT statement would not have to be changed. All the meta data is stored in the database as to what the new column is and which column in the attributes table to use (ATT_NUMERIC_VALUE or ATT_DATE_VALUE). If your method of displaying the attributes and receiving the user's criteria is dynamic like my example, then you would not have to change the application at all for new attributes.
    Just my 2 cents worth of opinion,
    Mike

  • Error when scheduling the infopackage for loading Master data attributes

    Hi,
    Iam getting the following error message when scheduling this Master data Attributes ZIP_0PLANT_ATTR_FULL..( Flexible update of Master data info objects)..
    In Data load monitor error i got this following error message.
    Error message when processing in the Business Warehouse
    Diagnosis
    An error occurred in the SAP BW when processing the data. The error is documented in an error message.
    System response
    A caller 01, 02 or equal to or greater than 20 contains an error meesage.
    Further analysis:
    The error message(s) was (were) sent by:
    Update rules
    Thanks

    HI,
    A caller 01, 02 or equal to or greater than 20 contains an error meesage This is an Idoc error. Please check the Idocs :
    1) SM37 job log (In source system if load is from R/3 or in BW if its a datamart load) (give request name) and it should give you the details about the request. If its active make sure that the job log is getting updated at frequent intervals.
    Also see if there is any 'sysfail' for any datapacket in SM37.
    2) SM66 get the job details (server name PID etc from SM37) and see in SM66 if the job is running or not. (In source system if load is from R/3 or in BW if its a datamart load). See if its accessing/updating some tables or is not doing anything at all.
    3) RSMO see what is available in details tab. It may be in update rules.
    4) ST22 check if any short dump has occured.(In source system if load is from R/3 or in BW if its a datamart load)
    5) Check in SM58 and BD87 for pending tRFCs and IDOCS.
    Once you identify you can rectify the error.
    If all the records are in PSA you can pull it from the PSA to target. Else you may have to pull it again from source infoprovider.
    If its running and if you are able to see it active in SM66 you can wait for some time to let it finish. You can also try SM50 / SM51 to see what is happening in the system level like reading/inserting tables etc.
    If you feel its active and running you can verify by checking if the number of records has increased in the data tables.
    SM21 - System log can also be helpful.
    Thanks,....
    Shambhu

  • Loading Master Data with Flexible Update

    Hi,
    I have created an Infoobject - Business Partner (Master Data bearing characteristics). The attributes to this are Region, Sales Person, Industry code which are master bearing characteristic as well.
    I need to load data to the business partner from a csv file.
    The layout of the CSV file is -
    BP number, BP text (long Text), Region Code, Region Desc (Med Text), Sales Person Code, Sales Person Desc (Med Text), Industry Code, Industry description (Med Text).
    How do I define the infosource to load this data.
    Appreciate any help with this.
    Thank You,
    Prashanth

    Hi,
    First of all, I need to note that there are two kind of Infosources: with direct and flexible update.
    If you choose a direct IS, then in the creating of the IS you just enter the name of the infoobject where you are going to load data. The system will create a IS (comm. structure). Enter this IS for changing. The system will propose you the communication structure,  click on a bottom icon “Transfer structure/Transfer rules”, choose as a ‘Source system’ your flat file system. Agree with the system when it asks you to save assignments (up to 3 times). Activate TRs. Then click in the field for Datasource. You may see there another datasources (for texts, attributes and hierarchies). Choose one by one another datasources with their activation.
    Now you can create an infopackage for a load – you can choose what kind of package it is going to be – for loading texts, attributes or hierarchies.
    Note that in this case the structure of the flat file is proposed by the system and you need just prepare the flat file corresponding to the proposed structure (different for each of 3 possible datasources). Execute infopackage.
    If you use a flexible IS, then you may insert into comm. structure the fields that you think you may need in the master data. Note that here you may have not only attributes but TEXTS also. Save a comm. structure. Assign a flat file source system and activate a TRs.
    After that in RSA1-dataproviders tab – right click – insert IO as a data target – choose your IO. Refresh the screen. You’ll see up to three data targets. Create update rules for each of them. In URs map the fields in the IS with the fields in URs.
    Best regards,
    Eugene

  • Global attributes in a template project

    Hello folks,
    We are setting up a demo of global template functionalites in SM. In the template project we have created we need advice on how to go about with the following.
    1) What do the attributes - global, local, harmonized etc.mean from a businesss perspective. The help documentation provided by SAP is not clear enough. Can someone share their practical expericence regarding this.
    2) In the project structure created - on what criteria should the project/business team set the appropriate global attribute.
    3) What is the effect of setting up of this global attributes - should any implementation projects created in the future has to refer the master template proj.
    Probably I am asking quite a lot but the questions seem to be related .
    Thank you.
    ^
    Mark

    Hi Mark,
    First of all, it is advised to use this functionality only if you foresee a case of 'active' rollout based projects leveraging these templates. If, a Template Project is created merely to hold an inventory of process definitions, with future usage only as a 'possibility', you need not activate the 'Global Rollout' functionality and attend to the decision making on it at a much later date, when necessity arises. This is not something mandatory to take up right upfront, unless there is a case for it.
    1) In terms of practical use in project, I have rarely come across projects which have sought to use the whole range of these attributes; I have been using SolMan since May 2004 and since those days, the usual ones I have had a need to use are at extreme ends of the spectrum - Global or Initial. All those in between vary in their nuances and normally not as much missed ! In early days (SolMan 3.1, there weren't as many varieties).
    With regard to the specific ways in which these vary,
    [this link|http://help.sap.com/saphelp_sm40/helpdata/en/45/5af1f3e5f81dece10000000a155369/content.htm] in SAP Online help is the best source to find how these attributes impact. Of course, you may have already seen this.
    2) The Project Team should have one main consideration - whether to control the structure and content of a delivered scenario centrally or to allow some changes at local rollout level. Accordingly, set the attribute and pass on the same attributes to all layers below that node in one stroke (if the attribute is to remain the same for all contents underneath)
    3) The effect is in 'changeability' or the flexibility to adapt the scenario borrowed from Template to suit local rollout/implementation needs.  For instance, if the Global Template team has spent thousands of man hours in coming up with a Finance scenario that's Sarbanes-Oxley compliance or GRC proofed, with all local requirements already fed into the Template, it makes sense to define the Scenario or Process as 'Global' and expect all rollouts to make use of it exactly the same way.
    If, on the other hand, there is a CRM/ SCM scenario on optimising Order fulfilment, an Asia-Pacific plant rollout may considerably differ in process steps from North American and such scenarios/ processes can be Initial or Local
    Trust this helps.
    Regards,
    Srini

  • Global, Local, Harmonised attributes.

    Hi,
    Could anybody explain me about the Global, Local, Harmonised attributes and how we should use them with Template project and Implementation project.
    Regards,
    Murali

    You set these attributes against the nodes in your Template Project's Business Process Structure. The purpose of maintaining these attributes is to have control, or lend flexibility, to your rollout (implementation projects).
    When you set an attribute of global it means that items cannot be changed and that they must be included as part  of the implementation project. For example, if you maintain your Procure to Pay scenario (and all processes, steps beneath it) as global, the implementation project cannot change the scope, documents, configuration entries, transactions, or whatever else you attach.
    Localizing items in the BPS allows flexibility for the implementation projects to change everything assigned at a local level.
    You can also provide different flavors of these attributes. For example, you might set all of your scenarios and processes to global however the process steps performed in organizations around the globe will obviously not match a global "headquarters". For that reason you could set the process steps to Local.
    Hope this helps,
    Nathan

  • Unable to set volume attribute "min-autosize" for volume

    We have a TDP volume(destination), that is in snapmirrored state from 7Mode to cDOT.While trying to resize/increment the volume size by say 100g we get the following error. clusterName> volume size volumneName -vserver vserverName +100gWarning: Volume "vserver:volumeName" is a SnapMirror destination volume. The Filesystem Size for this volume is derived from its source and cannot be changed. The specified size will be used as the Volume Size.
    Do you want to continue? {y|n}: y Error setting size of volume "vserver:volumeName". Unable to set volume attribute "min-autosize" for volume
    "volumeName" on Vserver "vserverName". Reason: Volume 'volumenName' is a snapmirrored volume.
    vol size: Flexible volume 'volumeName' size limit set to 8022664413184.  Any idea ?  Volumes autosize mode is false.

    Hi    I am not trying to change any setting. I am trying to increase the size of the volume. I understand in case of a Snapmirrored volume the fs_fixed options is ON.But one can always increase the actual volume size using vol size command. Even if I increase the size on ONTAP on the file system side it will show as the size same as source. I understand that. So my question is why is it prevenitng me from increasing the size. RegardsAdai

  • Use of planning characteristics vs navigation attributes in APO DP

    I am using APO DP V5.
    I have a product characteristic.
    Products are grouped into 'product groups'.
    I want to be able to run stat forecasts at the 'product group' level, and also adjustments via key figures at the 'product group' level.
    For the 'product group', I could set up a planning characteristic or a navigation attribute.
    What are the pros/cons of setting up a planning characteristic or navigation attribute, bearing in mind the need to forecast and make adjustments at this level?
    Thanks in advance...

    Hi,
    The pros for using navigatyion attribute are quite easy: it will give you far more flexibility.
    For example in case of change of hierarchy, you will not need to run realignment.
    It simplify in the same way the data loading.
    Now the cons: there is still some limitations: you can without any problem run stat forecast and adjustment for a navigation attribute. The only limitations I can remember are for promotion and store the assigment of a forecast profile to a selection (see /SAPAPO/MSDP_FCST2 - Assign Forecast Profiles to a Selection ).
    this point might, or not, be the issue for you: do you plan to use the automatic forecast profile selection? If yes, then I suggest you to test it with navigation attributes; but as far I know it will fail. (note: I think there is workaround with a badi implementation, but can't remember which one now)
    I hope it helps
    Julien

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