Benefit Structure


Setting up Plans Years and Program Years



This is the basic and most important set up needed for OAB. Every enterprise runs with a set of dates in hand, that they call it as a year start date and a yearend date. Some stick to the Fiscal years as given by the Tax department / IRS, some define their own set of dates. 

For an example, the enterprise may take 1st January to 31st December as a year. Some might look at 1st August to 31st July. Some even prefer the 1st April to 31st March. So here the task is to define the same here. See Figure 6.1 – Program and Plan Years.

  • Responsibility: HRMS Manager
  • Navigation: Total Compensation -> General Definitions -> Additional Setup -> Program/Plan Years

Steps

  • In the start date field, key in the start date of the year and in the end date field, enter the end date. like 01-JAN-2011 being the start date and 31-DEC-2011 as the end date
  • It’s advised to create these years for at least 15 years. 5 years backwards and 10 years in front. For an example, if we are implementing the application for the year 2011, we should start from 2006 and create it till 2021.


(Figure 6.1 – Program and Plan Years)

These years will then be used in Benefit structure.



Creating Benefit Structure



A benefit structure is a structure in which the Plan types, plans and options are arranged in a particular fashion based on their availability. Let's first do an exercise by taking an example. We will discuss about the steps later in this section; however now, let’s focus on the designing a Benefit Structure.

Let's say we are implementing the Benefits for a Firm. The Firm has Applicants, Expats, Active employees and Retirees. The Firm also supports COBRA. Now with these in mind, we as designers will divide the group in to Programs.

  1. First thing, Separate COBRA as a different Program
  2. If Retirees get same Benefits as Actives, no need to create a separate Program for them; However if they don't, create a different Program named Retirees.
  3. If Applicants get any benefits and are different than what Actives get, create a separate Program for Applicants
  4. In Active, if there are any other groups, who have different Benefit rules set by HR, divide them in Programs. For an example, if Salaried guys get different benefit sets than the Hourly guys, create two distinct Programs, Salaried and Hourly.
  5. If Expats have different rules than Actives, create one for Expats.

We must make sure; we are not going on making Programs and keeping everything distinct, even if they are not. We should create programs for Groups which are different in many ways with respect to HR rules for Benefits in the Firm.

Now, as the Programs are defined. Create Plan types, Plan and Options. Add the Options to the Plans now. So now we have a structure similar to the image given here. 



(Figure 6.2 – Benefit Structure)

If we see Figure 6.2 – Benefit Structure, the Options are not attached uniformly. Plan A and Plan C have similar option structures; however Plan B goes with Option 4 and does not have Option 1 attached. We can do that. As Options are independent, we can just pick the ones that are needed. Now, as the basic structure is defined, we will go up to the Programs.

We will add the appropriate plan types to the Program. Only the ones those are relevant. Like we will not add LTD and STD in Retiree Program, similarly we won’t add the Med, Den and Vis on to the Expats Program. Once the Plan types are added, we will now add the Plans into it. Again the same case here too. We will add only those plans which are relevant. For an Example, We do not offer Plan A to Applicants, so no need to add Plan A to the Applicants Program. Just add the rest two. However in Active all three Plans are available, so add them all. Simple isn't it. 

So Options and plans were two different blocks, we combined them as per our requirements. Then we added the Plan Types and then the Plans. So isn't this like the jumble colour cubes that children play with. The Blocks are there, and we just keep on adding them. Every structure is different than the other, although they are made up of the same set blocks. These structures are called Program Structures. These Program structures as a whole are known as the benefit structure of that Firm.

It has Programs, Plan Types and Plans added to them, then each Plan has its own set of Options. If we minutely look at the Levels, we will see five levels there.

  1. Program
  2. Plan Types in Program (PTIP)
  3. Plans in Program (PLIP)
  4. Plans
  5. Options in Plan (OIPL)

Program, PTIP, PLIP makes sense, what is Plan and OIPL doing here? They must be attached to a Program right? NO. As we had discussed earlier, having a program is a good thing, however is not mandatory. So there can be Plans and OIPLs which are not attached to any Program. 

How to decide, whether to attach that plan to a Program or not?

Good Question. Plans that are not in any program are usually the ones that are standalone. Usually designers put the Non-Benefit Plans in to that bucket. Pension Plans are the most widely used type of this category, where the pension plans are not attached to any Program, and they are evaluated and elected individually. We will discuss more about these in later sections.

Based on that the fact that, whether a Plan is attached to a Program or not, comp Object levels are also decided. If we consider all possible Comp Object levels, those will be:

 Plan

 Plan

 Plan does NOT have options

 Plan is NOT attached to any Program

 OIPL

 Option in plan

 Plan does have options

 Plan is NOT attached to any Program

 PLIP

 Plan in Program

 Plan does NOT have options

 Plan is attached to a Program

 OIPLIP

 Option in Plan in Program

 Plan does have options

 Plan is attached to a Program

 

As of now, our target was to understand, what Benefit Structure is right? Let's get in to Configuration.

Configuring Benefit Structure

In this portion we will configure the entire benefit structure. We will define plans, Options, Plan types, Programs, and then will link them and create the entire structure. Before getting into that, let's discuss a little about the Effective dates. A lot of tables in Benefits are Date track enabled. That makes us enable to create records as per any day we want. Usually firms prefer to take a date amply in past, so that they can accommodate all the historical data. It is better to use 01-JAN-1951 / 01-JAN-1980. However based on our requirements we can choose a date. Once the date is chosen, remember to date track before creating a record. 

Let's start with the Plan types, as that is the most independent Object.


Plan Types

A Plan type is a set of Plans with same Insurance/ coverage type. The Plan type is the one that holds the Plan. In other words, each and every plan must fall under one plan type. Let's define one. See Figure 6.3 – Plan Type.

  • Responsibility: HRMS Manager
  • Navigation: Total Compensation -> Program and Plans -> Plan Types

Steps: Date track to a suitable effective date, and create a new record with the following details.



(Figure 6.3 – Plan Type)

 

Name

Name of the Plan type

Short Name

The short name if we wish to. Like Medical will be MED 

Short Code 

A short code to represent the Plan type 

Option Type 

Choose an appropriate type based on the category of the Plan type 

IVR 

This can be an alphanumeric number, which can be used in Telephone Options. IVR stands for Interactive Voice Response. If our firm is using this technology, Employees can call up and choose their elections via telephone. This IVR Code can be used to Identify the Plan type in IVR

Compensation Category 

This is another category that can be chosen in order to classify based on the type of benefit offered by the Plan type. This can be used in System Extracts (Yet to be discussed).  

Self Service Display 

This Option enables us to choose the way we want the Plans under this plan type to be displayed in SSHR. If left blank, System takes Horizontal as the Default value.

Enrolment 

  • If we want to make sure an eligible employee must have at least one enrolment in the Plan type, Mark Min as 1. Else Check the No Min box.
  • Similarly, if we want to make sure an eligible employee can max have one enrolment in the plan type at one point of time, Mark Max as 1. Else check No Max box.

Based on the choices here, the system allows / disallows the Participants to save their elections.

 

The Table that stores the Plan type information is BEN_PLN_TYP_F. This is a date tracked table, and stores PLN_TYP_ID as the Primary key. In case we need to store more information in the table, we can use the DFF on the table.


Options

The next task is to create an Option. See Figure 6.4 – Options.

  • Responsibility: HRMS Manager
  • Navigation: Total Compensation -> Program and Plans -> Options

Steps: Date track to a suitable effective date, and create a new record with the following details.




 (Figure 6.4 – Options)

 

Name

Name of the Option

Short Name

The short name if we wish to. 

Short Code 

A short code to represent the Option

Group Option

Not used in Benefits, used in CWB. Leave blank.

Salary Component

Not used in Benefits, used in CWB. Leave blank.

Waive Option 

To be checked if this is a Waive Option.

Required Period of Enrolment 

This block can be used in a case where we want to make sure the participant, once enrolled, should continue for a certain period in the Option, without being eligible to change. 

The Value and Unit of measure is used in conjunction. Like, we can use 5 in Value, and Months in UOM. That will make sure a Participant once enrolled stays in for at least 5 months.

Or we can use a rule to return a date.

Linked To 

Not used in Benefits, used in CWB. Leave blank. 

Plan Types 

Choose the Plan types in which this option will be available. More than one entry is possible.

For an Example, If Medical Plan type is not added in the Option 1. No Medical plan can have Option 1 linked. So we need to include all the Plan types that would use this Option. 

 

Save the Record. This completes the Basic configuration for Options. Now time for Extra set ups. :)

Let’s click on Designation Requirements (Button)

First of all let's understand, what is a designation requirement? We are creating Options right? And those are tiers. In tiers, we can define who all can be covered. Like, In Employee + Spouse, one can cover his/her spouse, In Employee + Family, one can cover his/her spouse, children etc. So where do we define that. 

Where do we say, that one cannot cover a child in Employee + spouse Option. The answer is designation requirements screen. If our firm does not have any restrictions on whom to cover in what option, we do not have to put in a Designation Requirement. Like Employee Only option, will not need a Designation requirement (Still we do that to make sure there are no covered dependents). 

NOTE: It is mandatory to have Personal relationship flag (PER_CONTACT_RELATIONSHIPS.PERSONAL_FLAG) checked in Contacts screen in order to make the Contact an eligible dependent.

Now, let's configure. See Figure 6.5 – Option Designations.



 (Figure 6.5 – Option Designations)

 

Relationship Group

Choose an appropriate group from the LOV

Type

Choose Dependents

Min and Max

This is to make sure how many dependents can be covered in this Option from this group

Relationship Type

To list out the possible Contact relationship types for the Group. For an example, if the Group is children, we can choose Child, Adopted Child, Foster Child, Grand Child etc.

 

In an ‘Employee Only’ Option, we can choose the Group as "No Designees" or keep it blank. And put the Min and Max as Zero. This will ensure that, no one can be covered under the Option except the Participant.

So this completes our Option Creation. It’s time to create a Plan.


Plans

  • Responsibility: HRMS Manager
  • Navigation: Total Compensation -> Program and Plans -> Plans

Steps: Date track to a suitable effective date, and create a new record with the following details. See Figure 6.6 – Plans.



(Figure 6.6 – Plans)

 

Name

Name of the Plan

Status 

Could be any one of these Four: 

Active: Plan is Active. There could be enrolments in this plan as of now.
Closed: Plan is Closed. There are no Current enrolments and won’t have any new enrolments in Future unless the status is updated.
Inactive: The Current enrolments might stay however there will be no new enrolments in this plan in future unless the status is updated.
Pending: The Plan might turn into active in Future, however there can be no enrolments in this plan as of now.

Short Name

The short name if we wish to. 

Short Code 

A short code to represent the Plan

Plan type

Choose the Plan type to which the Plan belongs.

IVR Code

The Alphanumeric code for IVR usage

Inception Date

The Date as of which the Plan is to be introduced. Can be left blank. The system will then consider the Effective start date as the start date of the Plan.

Plan Usage

May not be in Program: This means, the plan can be a standalone one, without any link to any Program.
Must be in Program: This means, the Plan has to have linked with a Program to be useful.

General Tab

 

Savings Plan

Check this only if the Plan is a Savings Plan

COBRA Payment Day

It accepts a Number ranging from 1 to 31. It considers that to be the Day of the month, by which the COBRA payments should be made.

Primary Funding Method 

This tells about, how’s the premium is getting paid. Choose one of the following Options: 
Self Insured: This Plan is funded by the Participant. 
Trust: There is a financial Trust to fund this plan.
Split: The Funding is Split between employee and a Financial trust.
Fully Insured: There is a capital investments in place that would pay for the Plan.

In usual cases for Benefits Provided by Firms, choose Self Insured / Leave it blank.

Health Services Code 

Select a type of health service. Could be a PPO, EPO, HMO or Other.

Subject To Imputed Income 

If Imputed Income taxation is to be applied, select the type of participant to receive the Tax deductions. Could be Participant, Spouse or Dependent

Web Address 

This should be the Web address where the Plan information can be found. In SSHR, the Plan name will be the link to the given address. Usually designers put the web address of the Carrier. This can be in Intranet or in WWW.

Family Member 

We should use this in a case where we want this plan to be availed only if designation requirements are attained, choose an appropriate code in this field.

 Eligibility Rates

This tab talks about the Eligibility and rates evaluation logic; however this is not where we define eligibility and rates for the plan.

Track Ineligible Person 

If this Flag is checked, the system tracks the ineligible Participants as well. It is helpful while using Age and LOS Derived Factors. We will learn more about these while learning Temporal.

Allows Override 

What if we found a flaw in the system, where system is not allowing any Participant to be eligible for this plan? However we have a lot of Participants who are interested to get in to the plan. We will fix the issue right? Now, it will take some time to fix this isn't it? 

To help the Processing people here, OAB allows us to override system's evaluation. We can override the Participants, so that they can be eligible to get in to the Plan, even though they are not found eligible by the system, or vice versa. However to be able to do so, we must have this flag checked. If the flag is unchecked it does not allow us to do the Override.

Participation is Waivable 

This Flag determines if this plan can be waived by the Participant.

Use all assignments for Eligibility 

If this flag is checked, System takes all of the active assignments of the given Participant in to consideration of Eligibility and not just the Primary assignment.

Eligibility Check 

This code helps system determine if the system should evaluate Participant's eligibility or Dependent's eligibility or Both in order to make a participant eligible to the Plan. 

Use all assignments for Rates 

If this flag is checked, System takes all of the active assignments of the given Participant in to consideration of Rates and not just the Primary assignment.

Restrictions

 This tab will be used to tell the system about the rules that the Plan abides.

Flex Credit Plan 

If this box is checked, system will consider it to be a Flex Credit plan. 

Flex Credit Plan is a Plan that records all the flex credits across all plans in the given program. These plans are not electable.

Waive Plan 

If this box is checked, system will consider it to be a Waive Plan.

Highly Compensated Rule Applies

This flag enables the Plan to be a Highly Compensated Plan. This is very specific to US. The IRS identifies the enrolees to be Highly Compensated. 

Allow Qualified Domestic Relations Order

This is a law in US. If this plan abides the order, the enrolees are supposed to share a portion of the benefit with their Ex-Spouse / Ex-Domestic Partner.

Allow Qualified Medical Child Support Order

It is similar to the QDRO, explained above, However here the beneficiary would be a child not the spouse / DP. 

Subject to Health Care Financing Administration 

Tells if the Plan abides to Health care Rate regulations

Imputed Income Type 

This code is chosen, if the Plan is an Imputed income placeholder. Then the type of the Imputed Income is chosen here.

Allow Temporary Identification 

If this flag is checked, it allows the Participants to print a Temporary Id card from SSHR. 

Participation

 This Tab will be used to define waiting periods for plans at Plan level.

Date to use 

This code will return the date from which the waiting Period will be calculated. 

Value and UOM

These are the two fields, which can be used to get to the Waiting Period. The Value and UOM can be added to the date to use field to get to the date as of which the waiting period gets over.

Value accepts a number, and UOM is a unit of time, like, Day, Month etc. So if value is 5, UOM is Month and the Date to use is Hire date, the waiting Period is 5 months from the date of hire.

Rule 

We can also use a rule instead of value and UOM to determine the Waiting Period. 

Not in Program

This tab will be used in case of a Plan which "May not be in Program" 

Sequence 

The sequence of the Plan should be unique across all plans of the same type.

Currency 

Currency for the plan. 

Enrolment Rate

The frequency with which the rate is communicated to the Participants in their Payslips. We can use the Estimated Per pay period to evaluate the rates per pay cycle for the Participants.

Activity Reference Period 

The frequency with which the rate is evaluated for the plan. The frequency of payment for the plan.

 

Now, as the Plan's basic set up is done, let's go to the next steps. If we look at the buttons on the Plans screen, there are 5 buttons there:

  • Details: deals with the details of plans like, Plan years, Related Organizations, Reporting Groups etc. See Figure 6.7 – Plan Regulations.
  • Options: To attach options to the plans.
  • Plan Eligibility: To set up eligibility Requirements for the plan.
  • Waiving: To define waiving Logic for the plan. Here we define reasons with which a Participant can opt to waive this plan.
  • Extra Information: This is an EIT. We can use this in a case where we want to store some information related to the plan, other than the ones stored in the attributes.

(Figure 6.7 – Plan Regulations)

 

Button:

Plan Details

Plan Periods 

This tab is used to track the Plan years related to the Plan. Remember we created Program and Plan years? Now, it’s time to use them. Key in the sequence in which we would like the Years to be evaluated. Once the start date is keyed in, the end date is automatically picked up based on the years defined.

Reporting Group 

This tab tracks the Reporting Groups associated with the plan. Enter the sequence and the reporting groups one by one.

Goods and Services 

If the Plan has some Goods or Services approved by the enterprise has a benefit, they can be added here. 

Regulations 

This tab details about the Regulations attached to the Plan. We can enter the details of the Regulations with the following data.

Reporting Group: The Reporting Group associated with the Regulation.

Regulatory Plan Type: Defines the type of Regulatory body that owns the regulation.

Contribution Non-Discrimination Rule: If there are any set of employees who don't have to abide this regulation with Contribution Non-Discrimination Provisions, they can be determined by the rule.

Employee Determination Rule: Determines the people who are the key for the Plan Non-Discrimination.

Highly Compensated Determination Rule: Determines the Highly Compensated people who are the key for the Plan Non-Discrimination.

Five Percent Owner: Determines the 5% owner of the business in this plan.

Coverage Non-discrimination: If there are any set of employees who don't have to abide this regulation with Coverage Non-Discrimination Provisions, they can be determined by the rule.

Organization 

This tab can be used to add up Organizations that are linked to the plans. Organizations like, the Carrier, any Third party Admin, any Trust that funds the Plan can be linked here.

Choose the Organization. (The Organizations could be defined in Organizations screen).
Enter the Customer Id number and the Policy or Group Number and the Roles as well.

 

 

 

Button:

Waiving

Waiving Participation Reason

Choose the set of reasons with which the waiving can happen.

Default

Choose one of the reasons as default, which will be used in a case where the Participant does not enter any reason for waiving.

Waive Certification(B)

This is where we can define the set of Certification required for the waiving.

 

We will learn about the Options and Eligibility Tabs in OIPL and Eligibility sections.

This completes our Plan set up. Now, it’s time to create the Programs.


Programs

Responsibility: HRMS Manager

Navigation: Total Compensation -> Program and Plans -> Programs

Steps: Date track to a suitable effective date, and create a new record with the following details. See Figure 6.8 – Programs.


 (Figure 6.8 – Programs)

 

Program Name

Name of the Program

Description

A descriptive name for the Program.

General

 ******************************************************************************

Short Name 

A short name for the Program. 

Program Status 

Could be any one of these Four: 

Active: Plan is Active. There could be enrolments in this plan as of now.
Closed: Plan is Closed. There are no Current Enrolments and won’t have any new enrolments in Future unless the status is updated.
Inactive: The Current enrolments might stay however there will be no new enrolments in this plan in future unless the status is updated.
Pending: The Plan might turn into active in Future, however there can be no enrolments in this plan as of now.

Program Type 

Choose a type of the Program.
For COBRA Programs, choose it to be COBRA. For Active, Retiree etc choose Core. For a Flex type Program, choose Flex.

Program Group 

This one is to Group similar Programs. Usually for Reporting Purposes. In case we want to group a set of Programs together for any kind of reporting, use this feature. 

Currency 

The Currency with which the Program Operates. 

Short Code 

A short code, which can be used to identify the Program. 

IVR 

An alphanumeric code to be used in IVR and telephony models. 

Activity Reference Period 

Choose the frequency at which the rates for the Plans in the Program are reported.

Enrolment Rate 

Choose the frequency at which the rates for the plans in the Program are communicated to the Participants. 
There is a small difference between Reference Period and the enrolment frequency. However let's park that question as of now. We will discuss about those in the Standard Rates section. 

Web Address 

This should be the Web address where the Plan information can be found. In SSHR, the Plan name will be the link to the given address. Usually designers put the web address of the Carrier. This can be in Intranet or in WWW.

Determine Enrolment Period Level 

This is specific to COBRA. Here we define the COBRA laws level. The Level at which the COBRA laws are applied. It could be either Program / PTIP.

Family Member 

In a case where we want this plan to be availed only if designation requirements are attained, choose an appropriate code in this field.

Participation Eligibility Override allowed 

This is similar to that at the Plan level. With this flag, system identifies, whether to allow overrides or not. 

Use All assignments for Eligibility 

To convey system to use all active assignments for the Eligibility Evaluation, and not just the Primary assignment. 

Track Ineligible Person 

Same as that of Plan level. We will discuss more about this on Temporal. 

Use All assignments for Rates 

To convey system to use all active assignments for the Rates Evaluation, and not just the Primary assignment. 

Organizations

This is where we define the Organizations related to the Program, Like Third Party Administrators, Carriers Etc.

Organization 

Choose the name of the Organization. The LOV is pulled from HR_ALL_ORGANIZATION_UNITS. If our Organization is not listed, create one. Refer Core HR section.

Group Or Policy Number 

Enter the Group or Policy Number if any. 

Customer Id Number 

Enter the Customer Id number, if it’s an external Organization. 

Organization Roles 

The Role and responsibilities of the Organization are entered here.

Reporting Groups

This tab can be used to link Reporting Groups to the Program.

Sequence 

Enter a Sequence number 

Name 

Enter the Reporting Groups. 

Periods 

This tab is used to track the Program Years. 

 

Enter the sequences and keep entering the Program year start dates. The end dates will be populated automatically.

 

The Plan and Plan Types, Participation Eligibility will be discussed while discussing PTIPs and Eligibility respectively. The Extra Information is an EIT, to store extra information related to the Programs.

This Completes the Program Set up. It’s time to create the links now.


OIPL: Option in Plan

As we already have the Options and the Plans in Place, Let's link the Options to the appropriate Plans.

Note: The Plan type to which the plan belongs to, must be attached to the desired Option. Unless the Plan Type is listed with the Option in the Options screen, it will not let us add the option to any of the Plans in that plan type.

  • Responsibility: HRMS Manager
  • Navigation: Total Compensation -> Program and Plans -> Plans

Steps: Date track to a suitable effective date, Query the Plan; Click on the Options Button. See Figure 6.9 – OIPL.


(Figure 6.9 – OIPL)

Sequence

The Sequence of the OIPL. The Sequence decides the Order in which it will appear in the SSHR. It is always advised to keep the smaller options at a lower sequence, like Employee Only, 1 X pay are the ones that should appear at a lower sequence than, employee + family and 4 X pay.

It is also advised to sequence the Options with 10, 20, 30, so that if any options are added later, we can insert new options, between two old options, with numbers like 15, 25 etc.

Option

Choose the Option we want to link to.

Status 

Could be one of these: Active, Pending, Inactive, and Pending. Same as Explained in Plans and Programs.

Short Name and Short Code 

A name and code for Identification and Reporting Purposes. 

IVR and Web Address 

We know these all. Check Plans and Programs.

Participation Eligibility Override allowed 

Allows Overriding in to the OIPL. 

Track ineligible Person 

Tracks the Ineligible Persons as well. Helpful in Temporal. 

Eligibility Check 

Choose the type of eligibility check we want for the Option. It can be one of these: 
Participant: Checks only the Participant's eligibility.
Dependent: Checks only the Dependent's eligibility.
Participant and Dependent: Check eligibility for Both.

Family Member 

Choose appropriate code, whether to check Designation requirements or not. If Designation requirements are enabled, the Option will be available, only if the Participant has the required set of contacts that can be covered in the Option / tier.

 

Option Eligibility and Life event Eligibility will be discussed in the Eligibility Section.


PTIP: Plan Type in Program

Let's link the plan types to the Program now.

  • Responsibility: HRMS Manager
  • Navigation: Total Compensation -> Program and Plans -> Programs

Steps: Date track to a suitable effective date, Query the Programs; click on the Plans and Plan Types Button. Go to Plan Types Tab. See Figure 6.10 – PTIP


(Figure 6.10 – PTIP)

Sequence

The Sequence of the PTIP. The Sequence decides the Order in which it will appear in the SSHR. It is always advised to keep the similar Plan Types together, like MED, DEN and VIS can be kept one after another, as all of them are of Health Coverage type. Similarly, all Life Insurance Plan Types can be put together.

It is also advised to sequence the PTIPs with 10, 20, 30, so that if any Plan Types are added later, we can insert new Plan Types, between two old Plan Types, with numbers like 15, 25 etc.

Plan Types

Choose the Plan Type we want to link to the Program.

Status

Could be one of these: Active, Pending, Inactive, and Pending. Same as Explained in Plans and Programs.

Short Name, Short Code, IVR ad web address

Same as explained in Plans.

Waivable

This plan tells the system, if the Plan type can be waivable. If checked, the Participant will be allowed to save election even if he has no elections in the Plan type, provided he satisfies Waiving Requirements.

Waive (Button)

This is same as we have in the Plans. We Can select the waive requirements here, and attach certifications to them. We can also have default Waive reason.

Track Ineligible Person and Eligibility Override allowed

Same as explained in Plans.

Family Member

The Family member code, same as explained in Plans.

The Participation Eligibility and Life event Eligibility buttons will be discussed in Eligibility sections.


PTIP: Plans in Program

Now its time to link the Plans to the Programs.

  • Responsibility: HRMS Manager
  • Navigation: Total Compensation -> Program and Plans -> Programs

Steps: Date track to a suitable effective date, Query the Programs; click on the Plans and Plan Types Button. Go to Plans Tab. See Figure 6.11 – PLIP




(Figure 6.11 – PLIP)

Sequence

The Sequence of the PLIP. The Sequence decides the Order in which it will appear in the SSHR. It is always advised to keep the Plans from the same Plan Type together, like all Medical Plans can be kept one after another, as all of them are from Medical Plan type. It is also advised to sequence the PLIPs with 10, 20, 30, so that if any new Plans are added later, we can insert new Plans, between two old Plans, with numbers like 15, 25 etc.

Plan

Choose the Plans we want to link to the Program.

Plan Type 

This is auto populated based on the selection of Plan.

Status 

Could be one of these: Active, Pending, Inactive, and Pending. Same as Explained in Plans and Programs.

Short Name, Short Code, IVR ad web address 

Same as explained in Plans. 

Track Ineligible Person and Eligibility Override allowed

Same as explained in Plans.

The Participation Eligibility and Life event Eligibility buttons will be discussed in Eligibility sections.

Now, this completes the entire set up for our Benefit Structure.