12. The basic life insurance is subject to age and
salary criteria.
The plan coverage’s offered are 1x base salary and 2x
base salary, up to a maximum coverage of $500,000. Costs are paid for by
the employee and are, per $1000 coverage:
- for salary levels below $120,000: $0.05 below age 50,
$.08 above age 50
- for salary levels above $120,000: $0.07 below age 50,
$.10 above age 50
Supplementary life insurance is not subject to criteria
and is a flat $200,000 coverage and costs $7 month, paid for by the employee.
There is a combined coverage limit of $500,000 for basic
and supplementary insurance.
Menu Path:
IMG >Personnel Management>Benefits>Plans> Insurance Plans
Steps:
- Define insurance plan general data
- Define coverage formula
- Define coverage rules
- Define cost variants
- Define cost rules
- Assign insurance plan attributes
- Define evidence of insurability conditions
Menu Path: (combined coverage)
IMG >Personnel Management>Benefits>Plans> Insurance Plans>Combined
coverage
Steps:
- Define combined coverage for insurance
- Define combined coverage limit expressions
13. A 401k savings plans is available and QD starts
immediate matching.
QD matches at a rate of 100% of employee contribution
up to $1000. After this limit is reached, QD matches 50% of employee contribution
to a maximum of 16% of the employee base salary. The 401k is subject to
employee contribution groups (step 8). The maximum pre-tax employee contribution
percents are explained in step #8 and the maximum dollar amount is $10,000.
The employee is 20% vested after one year, and an additional 40% each year
after.
QD contributes $4000 to an RBAP for the salary employees
after 1 year of service. Employees so not contribute to this plan and are
100% vested after 1 year. The RBAP is subject to an employer contribution
rule (step 9).
Choices for investments are stock, mutual funds, or both.
Menu Path:
IMG >Personnel Management>Benefits>Plans> Savings Plans
Steps:
- Define savings plan general data
- Define employee contribution variants
- Define employee contribution rules
- Define employer contribution variants
- Define employer contribution rules
Menu Path:
IMG >Personnel Management>Benefits>Plans> Savings Plans>Vesting
Steps:
- Define vesting rules
- Define vesting portions
Menu Path:
IMG >Personnel Management>Benefits>Plans> Savings Plans>Investments
Steps:
- Define investments
- Define investment groups
- Assign investments to groups
Menu Path:
IMG >Personnel Management>Benefits>Plans> Savings Plans
Steps:
- Assign savings plan attributes
14. QD offers a healthcare spending account with contribution
limits of $100-$7000 per year.
Reimbursements for spending accounts can be obtained
through QD in amounts of $50 or greater. Valid reimbursements are doctor,
dentist, vision, and prescription.
Menu Path:
IMG >Personnel Management>Benefits>Plans> Flexible Spending
Accounts
Steps:
- Define spending account general data
- Define employer contribution variants
- Define employer contribution rules
- Assign spending account attributes
- Define spending account claim types
15. QD gives each employee a monthly credit of $50
to offset the costs of benefit plans.
Menu Path:
IMG >Personnel Management>Benefits>Plans> Credit Plans
Steps:
- Define credit plan general data
- Define credit variants
- Define credit rules
- Assign credit plan attributes
16. QD offers a legal plan for all employees in the
executive organizational unit.
The coverage group was determined in step 7. The legal
plan has a coverage amount of $5,000,000 and costs the employer $100 per
month.
You will use coverage amount and cost formulas for the
legal plan configuration.
Menu Path:
IMG >Personnel Management>Benefits>Plans> Miscellaneous
Plans
17. To enroll in a dental plan, the employee must be
enrolling in either an HMO or the medical indemnity.
To enroll in supplementary insurance, the employee must
be enrolling in the basic life insurance plan.
17a. Define prerequisite or co requisite plans
Note: Prerequisite plan is a plan the employee must first
be enrolled in.
Co requisite plan is a plan the employee must enroll
in at the same time.
Menu Path:
IMG >Personnel Management>Benefits>Flexible Administration>Prerequisites
and \Corequisites>Define prerequisites/ Define corequisites
Steps:
- Choose a plan requiring a pre/co requisite
- Enter the plan or plans that are to be the pre/co requisite
- Determine if the plan requires a requisite of all or
any
18. Employees are eligible for all plans (except RBAP)
immediately upon hire.
Salary employees are eligible for RBAP after one year
of service.
18a. Define eligibility groupings
Menu Path:
IMG >Personnel Management>Benefits>Flexible administration>Programs>Employee
Eligibility>Define eligibility groupings
Steps:
- Hit the New entries button
- Enter Eligibility group and description
- Hit the Save button
18b. Maintain ELIGR feature
Menu Path:
IMG >Personnel Management>Benefits>Flexible administration>Programs>Employee
Eligibility>Define eligibility groups
Steps:
- Click on Feature button and Maintain
18c. Define eligibility variants
Menu Path:
IMG >Personnel Management>Benefits>Flexible administration>Programs>Employee
Eligibility>Define eligibility variants
Steps:
- Hit the New entries button
- Enter Eligibility rule variant and description
- Hit the Save button
18d. Define eligibility rules
Menu Path:
IMG >Personnel Management>Benefits>Flexible administration>Programs>Employee
Eligibility>Define eligibility rule criteria
Steps:
- Select the eligibility rule for which to define conditions
- Enter the waiting period information
- Enter the first day of enrollment after waiting period
met
- Enter minimum working time and age restrictions, if
required
- Hit the Save button
19. When employment ends, termination is classified as wither resigned or retired and benefit plans cease after 30 days, or cease immediately.
19a. Define termination groupings
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Programs>Participation
termination>Define termination groupings
Steps:
- Hit the New entries button
- Enter Termination grouping and description
- Hit the Save button
19b. Define termination variants
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Programs>Participation
termination>Define termination variants
Steps:
- Hit the New entries button
- Enter Termination variants and description
- Hit the Save button
19c. Define termination rules
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Programs>Participation
termination>Define termination rules
Steps:
- Select your Termination rule
- Select Benefits termination rule criteria
- Enter the appropriate Coverage continuation period
and hit the Save button
20. Group plans together as an offer to active salary and hourly employees.
20a. Define benefit programs
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Programs>Define
benefit programs
Steps:
- Select your Benefit groups
- Select your Employee status
- Enter the Benefit plan, Eligibility rule and Termination
rule and hit the Save button.
21. All active employees are defaulted into the traditional
indemnity medical plan, low deductible, employee only if they do not elect
benefits.
The RBAP, credit, and legal plans are all automatic enrollment.
21a. Define standard selections
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Standard
selections>Define Standard health selections
Steps:
- Select your Benefit groups
- Select your Employee status
- Hit the New entries button
- Enter the Benefit plan type, Benefit plan, Health plan
options and Dependent coverage for health plan
- Select the processing type and hit the Save button.
22. Benefit events are classified as Hire (can add all relevant plans) or Other Event (marriage, birth of child and can delete, add, change and relevant plan).
22a. Define benefit adjustment groupings
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Benefits
adjustment reasons>Define benefit adjustment groupings
Steps:
- Hit the New entries button
- Enter adjustment groupings and description
22b. Maintain EVTGR feature
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Benefits
adjustment reasons>Define benefit adjustment groupings
Steps:
- Click on Feature button and maintain EVTGR feature
22c. Define benefit adjustment reasons
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Benefits
adjustment reasons>Define benefit adjustment reasons
Steps:
- Hit the New entries button
- Enter Benefit adjustment reasons and description
- Hit the Save button
22d. Define permitted changes for adjustment (up to you!)
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Benefits
adjustment reasons >Define adjustment permissions
Steps:
- Select your Benefit adjustment
- Select your adjustment group
- Hit the New entries button
- Enter the Benefit plan type,
Check the appropriate boxes for Benefit plan, Options,
Dependent coverage and Dependents and save your records
At last assign your wage type in PY-->Philp--> Benefits--- Do the necessary config here.
