How to set up Termination Rules for Benefit Plans based on change to Ineligible status

How would you set up a termination rule that would automatically end date an employees benefit record for a plan once they are switched to an ineligible status code?

We only have termination rules set up on a plan level for those that actually terminate from the company.

For example: Dental insurance is only available to full time employees. An employee starts as full time and enrolls in dental. Two years later they switch to part time and are no longer eligible. The eligibility group for dental excludes part time employees, but since the employee was FT they were allowed to enroll. Since we don't have a termination rule in place the record was never ended and the benefit continued.

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Comments

Legacy Contributor

Is status part of the critieria for the Employee Group on the "eligible" tab of BN15? If it isn't, that is probably your problem.

We use term/change rules for a a lot of our benefits and have the same scenario as you for Short Term Disability -- only full time Associates are eligible to enroll in STD.

When implementing our change/term rules several years ago, I had to make the Associate's status one of the criteria on the employee group for the benefit. We use a personnel action called "STATUS" to change the status from full time to part time. The Term rule on BN16.4 is set up for the personnel action "STATUS" and the stop date is ME (End of Month).

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Legacy Contributor

The employee group does include status and part time is excluded. So if someone starts as part time they are not allowed to enroll.

We have a generic status change personnel action that covers all status changes, except for termination, that has it's own. From what you are saying , it sounds like we need to set one up for specific status changes from an eligible status to an ineligible status. Is this correct?

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Legacy Contributor

Yes, you might have to create a new personnel action to use for this scenario -- it will depend on what else your "generic" action is used for.

Have you tried setting up a Term Rule on BN16.4 for your generic action? I would recommend trying that first (in TEST) and see what happens.

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shari-necheles

We use BN16.4 termination automation rules not only for terminating employees for for any personnel action code that has been set up that allows a status change which may cause an employee to change to an ineligible status. For example, a status can be changed using any of the following personnel actions: CHG-FTE, PERF-EVAL, CHG-SUPV, and CHG-POS. A BN16.4 screen is set up for each of these action codes for each plan if a status change should terminate a benefit. If a new personnel action code is set up, it's important that I be made aware so I can check to see if a change to the status field can be made using the new code and, if so, I have to set up new BN16.4 screen(s). BN100 then deletes the employee from eligible employee groups and automatically stops the benefit based on the rules set up on BN16.4.

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rchudek1

We have an employee group, BN:STATUS set up via HR55 that indicates what HR11 status is included as eligible for the benefit. Since you are looking at FTE- this could be criteria used within the group. This group is tied to each of our benefit plans.

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Legacy Contributor

Our groups include eligible statuses and locations which are then tied to the plans. We are finding that our plans will allow FT empployees to enroll, but won't kick them out once they turn to PT (ineligible). We are going to try in the Test environment to see if a generic Status Change Term/Change rule would have Lawson re-calculate eligibility and potentially kick them out of the group if they aren't eligible any longer. FINGERS CROSSED!

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