Benefits & Absence Management conversion from S3 v 10 to LTM v11

Curious if anyone has taken on moving Benefits and Absence Management from S3 to LTM

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Infor Lawson Human Resources Group - Discussion

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Just thought I'd throw this one out there again to see if anyone has moved their Benefits and Absence management S3/LSF v 10 over to The Landmark/LTM v 11 side.

unknown

Hi Annette,

We are in the process of doing that (On-premise S3 to Multi-Tenant v11).

Best regards

Vladimir

unknown

Are you doing this on your own or using consulting services?

My email is abice@genesishcs.org if you would like to share any information.

We wanted to plan/budget for it for next year but the consulting fees are out of this world and no way I can see it getting approved on our budget so assuming we will have to try it on our own.

slivak

Contact Chris Bell (www.linkedin.com/.../chris-bell-b34b00123). He knows more about Lawson benefits and absence management than anyone inside or outside of Lawson. And you'll find his consulting rates are quite a bit more reasonable.

unknown

Has anyone on this chain successfully implemented Benefits on v11? We are in the process now, set to go live next month, and we're still struggling to get straight answers to questions from Infor and our consultant. Wondering if anyone would be willing to share any tips/tricks you learned going live that may shed some light on this for us.

jreese

We are in the process of moving to v11 Benefits. What are some of the questions you are trying to get answered?

unknown

Hi @jreese , a few examples:

1. COBRA- we outsource but we need to capture terms, divorces, dependent age offs, etc. to send to our COBRA vendor. What do I need to setup for that to work and what tables do we need to pull the data from?

2. Dependent Age Offs- the system pre-determines the dependent's end date for benefits based on the term rules in the plan, but how do you get that stop date to appropriately hit a table to trigger COBRA? Also, if the employee was enrolled in Employee + Child coverage and their dependent ages off, what happens? Does the system update the coverage tier, does an alert go to the admin to update the coverage, are we supposed to setup an enrollment event? No one can tell me how the delivered product functions or what my options are to customize how this works.

3. Benefit Reasons- do Business Subjects and Action Reasons need to be tied to each Benefit Reason? What is the function of linking them? Our consultant told us flat out we don't need to link them at all, but as I've been building and testing I have found that it is necessary at least for a couple of reasons, so I'm assuming there is important functionality in setting them up on all reasons.

I have been able to stumble upon and teach myself a lot of things but these are still complete unknowns.

jreese

For #1, I would recommend that you look at the new History Reporting feature in GHR to help you capture this information. Under Applications>Administrator >Setup>Structure>Organizations select the Organization, the Configuration tab and under Global HR Features you should have an option Employee History. Details on setting this up is in the Global Human Resources User Guide. Once setup and working you can access two additional tables that capture transaction and field history. I am also beginning conversations with Infor to see if it makes sense to move our Benefit IPA flows to ION to get the data for our vendors. If I learn anything I will post here.

I will reach out to the individual that is setting up and testing our Benefits in GHR and see if any of these questions have been discussed and if not have her reach out to our consultant to try and get answers.

anja-rink

We have been live with V11 benefits since 1/1/2018.

Here is what I know:

#1- we also have this outsourced and create Cobra events in GHR in order to interface the information to our vendor. I set up the Cobra occurrence types to achieve this.

#2- the enrollment for the overage dependent stops automatically but the cobra event and change of coverage option (if necessary) is a manual process for us. We have a report that we run once a month that identifies any overage dependents whose coverage stopped and then a benefits specialist manually creates the cobra event and changes the coverage

#3 - as far as I know you only need to tie the benefit reasons to the action reasons if you need to create 834 HIPPA transactions and files. we have one 834 file and had to set this up.

I hope this helps. Please let me know if I can answer any other questions.

unknown

We are going live in two months and are also running into some additional issues surrounding COBRA, payroll imports, and ACA. Where are you running into issues?

unknown

We are in the process of moving benefits over but we already utilized LTM for our active employees and housed our dependents over there. All I have to move for them is their elections. We did have to make sure to set all of them to a Confirmed Benefit Enrollment Eligible status to be able to upload their elections.

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