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Benefits Enrollment And Termination (565) SAP Best Practices.

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Präsentation zum Thema: "Benefits Enrollment And Termination (565) SAP Best Practices."—  Präsentation transkript:

1 Benefits Enrollment And Termination (565) SAP Best Practices

2 © SAP 2008 / Page 2 Scenario Overview – 1 Purpose This scenario describes the typical process performed by the Human Resources department to enroll employees to the available Benefit Plans and then to discontinue the plans upon departure of the employee. Benefits Employee is enrolled into benefits and retirement savings plans Employee master records are updated, and the payroll deductions are timely and accurate Benefits vendor interfaces can be processed accurately and timely, thus minimizing confusion and employee coverage updates Key process flows covered Benefits Enrollment and Termination Processing Purpose and Benefits:

3 © SAP 2008 / Page 3 Scenario Overview – 2 Required SAP ECC 6.0 EhP3 Enterprise roles involved in process flows Benefits Administrator Employee SAP Applications Required:

4 © SAP 2008 / Page 4 Scenario Overview – 3 Benefits Enrollment and Termination Processing Mass Generation of Adjustment Reason Adjustment Reasons is created The adjustment reasons are maintained Benefit Enrollment for New Hires Employee requests for enrollment to the benefits plans General Benefits Information and an Infotype for each enrolled benefit plan is created 401K Enrollment / Participation Mapping Dependents/Beneficiaries to Benefit Plans Check Benefits Maintenance - Participation Monitor Check Benefits Administration - Insurability Detailed Process Description:

5 © SAP 2008 / Page 5 Scenario Overview – 4 Benefits Enrollment and Termination Processing, cont d Run Confirmation Statement Termination of Benefit Plans Detailed Process Description:

6 © SAP 2008 / Page 6 Process Flow Diagram Benefits Enrollment and Termination Processing Legend – Please see next page

7 © SAP 2008 / Page 7 Legend SymbolDescriptionUsage Comments Band: Identifies a user role, such as Accounts Payable Clerk or Sales Representative. This band can also identify an organization unit or group, rather than a specific role. The other process flow symbols in this table go into these rows. You have as many rows as required to cover all of the roles in the scenario. Role band contains tasks common to that role. External Events: Contains events that start or end the scenario, or influence the course of events in the scenario. Flow line (solid): Line indicates the normal sequence of steps and direction of flow in the scenario. Flow line (dashed): Line indicates flow to infrequently- used or conditional tasks in a scenario. Line can also lead to documents involved in the process flow. Connects two tasks in a scenario process or a non-step event Business Activity / Event: Identifies an action that either leads into or out of the scenario, or an outside Process that happens during the scenario Does not correspond to a task step in the document Unit Process: Identifies a task that is covered in a step-by-step manner in the scenario Corresponds to a task step in the document Process Reference: If the scenario references another scenario in total, put the scenario number and name here. Corresponds to a task step in the document Sub-Process Reference: If the scenario references another scenario in part, put the scenario number, name, and the step numbers from that scenario here Corresponds to a task step in the document Process Decision: Identifies a decision / branching point, signifying a choice to be made by the end user. Lines represent different choices emerging from different parts of the diamond. Does not usually correspond to a task step in the document; Reflects a choice to be made after step execution SymbolDescriptionUsage Comments To next / From last Diagram: Leads to the next / previous page of the Diagram Flow chart continues on the next / previous page Hardcopy / Document: Identifies a printed document, report, or form Does not correspond to a task step in a document; instead, it is used to reflect a document generated by a task step; this shape does not have any outgoing flow lines Financial Actuals: Indicates a financial posting document Does not correspond to a task step in a document; instead, it is used to reflect a document generated by a task step; this shape does not have any outgoing flow lines Budget Planning: Indicates a budget planning document Does not correspond to a task step in a document; instead, it is used to reflect a document generated by a task step; this shape does not have any outgoing flow lines Manual Process: Covers a task that is manually done Does not generally correspond to a task step in a document; instead, it is used to reflect a task that is manually performed, such as unloading a truck in the warehouse, which affects the process flow. Existing Version / Data: This block covers data that feeds in from an external process Does not generally correspond to a task step in a document; instead, this shape reflects data coming from an external source; this step does not have any incoming flow lines System Pass / Fail Decision: This block covers an automatic decision made by the software Does not generally correspond to a task step in the document; instead it is used to reflect an automatic decision by the system that is made after a step has been executed. External to SAP Business Activity / Event Unit Process Process Reference Sub- Process Reference Proces s Decisio n Diagram Connection Hardcopy / Document Financial Actuals Budget Planning Manual Proces s Existing Version / Data System Pass/F ail Decisio n

8 © SAP 2008 / Page 8 Appendix – Public Sector Clients In many cases, various aspects of benefits functionality are outsourced in the public sector. Customized processes need to be tailored for each individual situation. It is important to use benefits consultants with public sector experience to be successful. Public sector benefits offerings frequently involve public pensions such as CalPERS. Significant governmental regulations apply to these sorts of arrangements including special tax withholding exemptions for covered employees and complex interfaces. Extremely close collaboration between the benefits and payroll consultants is required to be compliant. CAUTION – Fines and penalties frequently apply for late or noncompliant interface filings. Public pension plans frequently require per period breakdowns for both wages and contributions whenever retroactive pay changes are made. The effort to code such interfaces typically averages 300% over what is required for interfaces that do not require this type of functionality. The ability to develop and code such interfaces is a special skill set that should be a written requirement for project team members.

9 © SAP 2008 / Page 9 Appendix – Public Sector Clients, contd Employer contribution rates for public sector savings plans often go out to 3 or 4 decimal places. Standard SAP configuration allows for only 2 decimals, however. Such requirements can be addressed by customizing BADIs or writing payroll rules as required. Standard system functionality allows for one type of employer contribution to be generated per plan. In some public sector scenarios, multiple employer contributions are required from the same plan. Such requirements can easily be satisfied using payroll rules INSTEAD of configuring multiple types of plans. In some public sector environments, employees have the choice of selecting among a large number of vendor-providers for 403(b) plans. (For various reasons, there is no single vendor). In such cases, multiple plans should generally NOT be configured. Instead, please see Note

10 © SAP 2008 / Page 10 Appendix – Public Sector Clients, contd Payment models are typically required for public sector benefits as deductions are often not taken each pay period for each plan. Confusion often occurs with respect to flexible spending plans for public sector clients because clients often wish to use payment models for deducting them. This approach is contrary to SAP design and is not advised because the SAP process is based upon guidance from the IRS. Similar confusion often results surrounding the use of arrears tracking for FSA deductions. Once again, the standard process is highly advised. Workers Compensation programs are often administered within the Benefits agencies for public sector clients. In many cases, rules that are very different from private sector environments exist which may require special development, configuration and processes. This consideration should be explored during effort estimation for public sector installations.

11 © SAP 2008 / Page 11 Appendix – Public Sector Clients, contd Unlike the typical private sector environment, employer costs for benefits must often be split among multiple sources of employee funding in the public sector. Requirements for doing this vary among states and types of employers. For ECC 6.0, the supported SAP approach to delivering this functionality is payroll function XCODI. Savings bond programs sometimes exist in public sector benefits offerings. Many clients are choosing to discontinue these in light of the significant free functionality now available to all from the U.S. Treasury Departments website In cases where payroll deductions are needed in SAP, infotypes 103 and 104 are preferable to infotype 14. Conversion of these types of deductions requires existing balances even in cases when a payroll go live is on January 1. It is advisable to refund old deductions from the legacy systems and begin taking new ones in SAP to avoid needing to run the ULK9 schema only for this purpose. In addition, the standard ULK9 schema must be modified to accommodate savings bonds.

12 © SAP 2008 / Page 12 Appendix – Public Sector Clients, contd In educational environments where employees work only during the academic year but have benefits coverage throughout the entire year, special configuration and effort is required to accommodate the accrual and postings for the supporting deductions. Rules vary by state and location. It is advisable to review this scenario when estimating effort to install. Employee eligibility within public sector environments tends to vary by plan type in many instances. Eligibility determination can be challenged by temporary periods during which the employee appears to lose eligibility but does not because of special plan provisions that can be based upon union agreements, seniority, or other criteria. Such scenarios should be carefully considered when estimating efforts for these types of installations. ESS iViews must frequently be enhanced for public sector clients due to special requirements such as manually providing birth certificates before coverage can be extended to new births, adoptions, etc. Many similar examples occur, so the impact of whatever is relevant to a particular installation should be considering during the scoping and estimation process.

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