ESS Life Events

I am looking into setting up Life Events for ESS. I have viewed the "core" Lawson ESS Life Events piece and I am wantig to find some users that have implemented Life Events for some feed back. Basically did you just use the core Life Events or did it have to be customized and for which events and to what level of detail. A phone conversation would be great.

Thanks
Chris
Applications Analyst
Children's Healthcare of Atlanta

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Legacy Contributor

We implemented the core life events and used them for quite awhile, but then found some other instances that were not listed, so we created a custom screen for those, which included gain of custody, loss of custody, loss of Medicaid coverage, domestic partner union and separation, etc. Of course the modules that reference life events in the Lawson application like ES10, BS10, etc. have the life event values hardcoded, so if you create custom life events like we did, then you have to modify those screens, unless you want to share codes somehow. As far as the core life events, I think the spouse employment allowed future dating of the life event change which caused issues if they changed benefits because of that, so we modified that to not allow dates in the future.

hidehiro-nagase

Gary -
Once an employee processes the request thru ESS, how is it processed or how do you process this request and how do you obtain documentation?

Legacy Contributor

Well, it depends on a few things. Where you go after the life event depends on whether you have benefits enrollment set up, address change, dependent change, etc, set up. After the life event, the employee then has the option depending on the life event to change additional items, such as those mentioned above. For benefits enrollment, if you go to the BS03.2 screen, you set up what benefits if any an employee can enroll in after a life event. If you want, you can send me an email at gapesch@regence.com with any detailed questions, etc.

sriman-shivakoti

We also use IPA to send emails to the employee and the employer regarding changes and send name changes to an inbox for approval by HR. For instance, if an employee gets married or has a baby, they get an email telling them they need to provide documentation to HR. We pend all benefit changes.

hidehiro-nagase

If anyone would like to share their setup screens for life events that would be awesome!

Legacy Contributor

I know this is an older feed, but we are implementing 10.2 and are struggling with the Benefit life event pieces.

We struggle that their is no way to keep the change in a pending status until they provide the correct documentation. We have been told by our consultant that its all or nothing when you run the BN531 or BN532. Which just confuses us that you can run in report mode by a single employee, but you can't update by a single employee. I would be interested to know how the rest of the group is handling pending changes. We have employees that could log on and request to add a spouse to their benefits but not bring in appropriate documentation for two weeks. So to us, that benefit change should stay out in pending until we get what we need.

juergen-erbe

And my reply is even later. But...

We have not yet implemented life events, however that was an intended roll out for this year.

The planned workflow for us is for us to have BS531 set up with multiple jobs, one for each type of enrollment (new hire, open enrollment, life events).

New hire and open enrollment are run wide open as per normal processes.

Life events are run separately as a multistep process. First we running in 'non-delete' mode to obtain a list of employees who have submitted enrollments.

That list is used to generate communications to the employees reminding them to provide us with the documentation necessary to complete enrollment.

When such an employee provides the appropriate documentation, utilize the fact that BS531 allows you to specify an exact employee to run against and essentially run the full process through for that employee (or batch them up and run in groups - depends on the urgency of how quickly the info needs to be in the system).

Lastly, there would have to be a review periodically to simply run BS531 and delete the records of specific employees who did not provide their paperwork within the grace period allowed for the event.

Doing it this way you are essentially using BS531 to handle the pending status, without any need to involve the BN processes.

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