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 

IMG Steps To Configure Benefit Part II

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