Login
Register
Search
Home
Forums
Jobs
LawsonGuru
LawsonGuru Letter
LawsonGuru Blog
Worthwhile Reading
Infor Lawson News Feed
Store
Store FAQs
About
Forums
Human Capital Management
Lawson S3 HR/Payroll/Benefits
Future Dated Benefits & Annual Enrollment
Home
Forums
Jobs
LawsonGuru
LawsonGuru Letter
LawsonGuru Blog
Worthwhile Reading
Infor Lawson News Feed
Store
Store FAQs
About
Who's On?
Membership:
Latest:
NonnieBear1776
Past 24 Hours:
0
Prev. 24 Hours:
1
Overall:
5161
People Online:
Visitors:
211
Members:
0
Total:
211
Online Now:
New Topics
Top Forum Posters
Name
Points
Greg Moeller
4184
David Williams
3349
JonA
3288
Kat V
2984
Woozy
1973
Jimmy Chiu
1883
Kwane McNeal
1437
Ragu Raghavan
1348
Roger French
1311
mark.cook
1244
Forums
Unanswered
Active Topics
Most Liked
Most Replies
Search Forums
Search
Advanced Search
Topics
Posts
Prev
Next
Forums
Lawson S3 HR/Payroll/Benefits
Future Dated Benefits & Annual Enrollment
Sort:
Oldest First
Most Recent First
You are not authorized to post a reply.
Author
Messages
Kristie Starzyk
Veteran Member
Posts: 76
10/11/2017 4:04 PM
Does anyone have issues with future dated benefits and annual enrollment? We have a long-term disability policy that does not become effective until the first of the month following 365 days of employment. The employees enroll in this benefit as a new hire, but the plan then sits on their BN32.1 record with that future date. We now run into issues with this type of set-up when we go through annual enrollment. The employees now get an error message that they have benefits that start on or after the effective date of the enrollment they are doing. Last year was our first Annual Enrollment with Lawson, so we had to go through and delete all of our future dated enrollments. Just wondering if anyone else have this issue and has a work around for this type of benefit?
Margie Gyurisin
Veteran Member
Posts: 538
10/11/2017 4:37 PM
Have you thought about not adding it but run the BN101 on a pay period basis to pick up those transactions?
Kristie Starzyk
Veteran Member
Posts: 76
10/11/2017 5:32 PM
The employees have a choice between 2 different plans. A 50% or 60% pay replacement. So we really need their election.
Margie Gyurisin
Veteran Member
Posts: 538
10/11/2017 5:38 PM
Wow. What happens if 360 days later they want to change the percentage?
Kristie Starzyk
Veteran Member
Posts: 76
10/11/2017 5:45 PM
The only other time they can change that percentage is during annual enrollment. So they elect as a new hire, but the plan doesn't go into effect until first of the month following 1 year of full time employment. A consultant once suggested having a "special enrollment" for these new hires 1 year later for just long-term disability, but it's hard enough to have them enroll the first time. I couldn't imagine having another enrollment just for 1 plan.
Margie Gyurisin
Veteran Member
Posts: 538
10/11/2017 5:52 PM
How about this? Do they elect via ESS new hire? Do you pend elections? What if you only pulled elections each pay period? Then I would think fewer employees would have the election during your OE period.
You are not authorized to post a reply.