For Benefit Configuration
In order to administer and maintain your plans separately,
you will work in your own benefit area.
1a. Define the benefit areas
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define
benefit areas.
(Note: This is not used for eligibility but administration.
It allows you to have separate administration or separate benefit plan
pools. A benefit area can be administered in one currency at a time only).
Steps:
- Hit the New entries button
- Enter your own Benefit area and Country grouping
- Hit the Save button
1b. Maintain BAREA feature
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define
Benefit Areas
Steps:
-Click on Feature button and Maintain
1c. Set currency for the benefit areas
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Assign
currency to Benefit areas
Steps:
Hit the New entries button
- Enter your Benefit area and Currency
1d. Set the current benefit area (IMG and user parameters)
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Set
current benefit area
Steps:
- Select your Benefit area and hit enter
For User Parameter:
- System > User profile > Own data > Parameters tab
- Set parameter as BEN = XX
2. National is the provider for all benefit plans. Within National, there is a provider for each health/spending, savings, and insurance plans.
2a. Define the benefit provider
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define
benefit providers
Steps:
- Hit the New entries button
- Enter your health/spending, savings, and insurance
plans providers
- Hit the Save button
3. QD allows members of the immediate family to be considered as dependents and beneficiaries.
3a. Define dependents and beneficiaries
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Dependents
and Beneficiaries>Define dependents and beneficiaries
Steps:
Note: Here you will define employees relatives and close
acquaintances are permitted dependents for health and miscellaneous plans,
and beneficiaries for insurance, savings and miscellaneous plans. (i.e.
spouse, divorced spouse, step-child, child).
- Hit the New entries button
- Select the dependent subtype from the drop down window
- Check dependent box or beneficiary box or both
- Hit the Save button
4. QD offers 8 types of benefit plans: medical, dental, basic life insurance, supplementary life insurance, 2 separate savings plans, credit, legal coverage, and a healthcare spending account.
4a. Define the benefit plan types
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Plan
attributes>Define benefit plan types
Steps:
Note: The system does not allow for an employee to enroll
in more than one benefit plan per plan type (i.e. employee cannot enroll
in both the Medical Indemnity and Medical HMO, but they do have a choice
of one or the other).
- Enter a plan type identifier and its description
- Choose the corresponding benefit category code for
the plan type.
5. QDs plans are all active and able to be enrolled in, but they would like the option for closing and phasing out plans if needed.
5a. Define benefit plan status
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Plan
attributes>Define benefit plan status
Steps:
- Enter an identifier to represent each status
- Enter a status description
- Indicate if plan is active and if it is available for
enrollment
Status Text Active Enroll
Closed
Locked OP Open;
6. QD offers a basic insurance plan that has different costs depending on the age and salary of the employee. Develop the salary and age as criteria for the plans.
6a. Define parameter groups.
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define
employee groupings>Define employee criteria groups>Define parameter groups
Steps:
- Enter parameter group and description
- Hit the Save button
6b. Define age, salary and seniority groups (read step
12 for the required groups)
Menu Path: Salary group
IMG>Personnel Management>Benefits>Basic Settings>Define
employee groupings>Define employee criteria groups>Define salary groups
Steps:
- Select Salary criteria in the Select Transaction screen
- Enter the Salary group ID and its description
- Enter the Low and High values for the salary group
Menu Path: Age group
IMG>Personnel Management>Benefits>Basic Settings>Define
employee groupings>Define employee criteria groups>Define age groups
Steps:
- Select Age criteria in the Select Transaction screen
- Enter the Age group ID and its description
- Enter the Low and High values for the age group
Menu Path: Seniority group
IMG>Personnel Management>Benefits>Basic Settings>Define
employee groupings>Define employee criteria groups>Define age groups
Steps:
- Select Seniority criteria in the Select Transaction
screen
- Enter the Length of service ID and its description
- Enter the Lowest and Maximum values
7. The legal plan covers employees in the executive organizational unit. Create a coverage group for the executive legal plan.
7a. Define coverage groupings
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define
employee groupings>Define coverage groupings
Steps:
- Hit the New entries button
- Enter coverage group
- Hit the Save button
8. For the 401k savings plan, full time employees (greater than 37.5 hours/week) may contribute a maximum of 16% of their pre-tax salary. Part time employees may contribute a maximum of 10%. Create groups to separate the part time and full time employees.
8a. Define Employee Contribution Groups
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define
employee groupings>Define employee contribution groups
Steps:
- Hit the New entries button
- Enter identification and description for employee contribution
group
- Hit the Save button
9. QD contributes to a retirement plan (RBAP) after one year of service for the salary employees only. Create groups to distinguish the salary employees from the hourly employees.
9a. Define Employer Contribution Groups
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define
employee groups>Define employer contribution groups
Steps:
- Hit the New entries button
- Enter identification and description for employer contribution
group
- Hit the Save button
10. The 2 medical plans offered are an HMO and a traditional indemnity. The company pays 50% of the provider costs for each. The following costs are stated in monthly amounts:
The provider cost for a nonsmoking HMO are $60 for employee only, $80 for employee and spouse, and $150 for employee and family. Smoking adds an additional $20 to the provider cost.
The traditional indemnity has a high deductible and a
low deductible option. The cost for a high deductible is $100 for employee
only, $120 for employee and spouse, and $200 for employee and family. Smoking
adds an additional $20 and a low deductible an additional $10 to the provider
cost.
Menu Path:
IMG >Personnel Management>Benefits>Plans>Health Plans
Steps:
- Define health plan general data
- Define options for health plans
- Define dependent coverage options
- Define cost variants
- Define cost rules
- Assign health plan attributes
- Define evidence of insurability conditions
11. A dental plan is offered to all employees and is subject to no specific criteria. The cost, regardless of number of dependents, is $5/month, paid for entirely by the employer.
Menu Path:
IMG >Personnel Management>Benefits>Plans>Health Plans
Steps:
- Define health plan general data
- Define options for health plans
- Define dependent coverage options
- Define cost variants
- Define cost rules
- Assign health plan attributes
- Define evidence of insurability conditions
