Hi all - when do you think analysis on this will be completed?

Jennifer Leugers

Hi, I tried to repro this scenario but in our case employee is able to see both the plans eligible for enrollment.

Below are the steps we tried:
Created 3 plans as: Plan 1 - Effective from 01/01/2015, Plan 2 - effective from 06/01/2015, Plan 3 - effective from 08/01/2015.
Added new employee with employment dates: 06/01/2015
Company new hire / rehire rule:
New hire waiting period= 0
New hire enrollment window rule = 30 days from hire
New hire effective date rule = Waiting period - First of month following 2 month from Date of Hire.

On employee level, new hire enrollment window is open with effective date of 08/01/2015. All 3 plans are available for enrollment.

Please let me know if we have any sample / company scenario so that we can refer the exact plan & new hire rehire rule customization.

Jennifer LeugersCould you please let us know if you have any sample / company scenario so that we can refer the exact plan & new hire rehire rule customization?

Hi all - this appears to still be an issue. Please see below from UHC.

This is still broken. It may be just an issue with cross year new plans.

I ran a test in FDU stage with the member New Hire test, who was hired on 11/15/15, which means that her plans would be effective 1/1/16.

I made a FSA plan effective 1/1/16 and with just the new hire profile, the 2016 FSA plan does not come up in the EE experience, and it is showing a blank benefit plan as the admin.

However, if I make an admin event for 1/1/16, as the admin, I can then see the 2016 FSA plan.

Jennifer Leugers
I checked this customization on FDU - Stage for same employee "New Hire Test".

To achieve this requirement an implementation was done few months back that opens a new mode for new hire employees so that plans effective from calendar year will be available for enrollment along with new hire enrollment mode.

Below customization needs to be done to achieve this-
1. Add a new class wise open enrollment on company information screen. Effective: 01/01/2016, Termination: 12/31/2016

2. Add Additional Eligibility Criteria as "Is New Hire - equal to - Yes". This will allow the enrollment mode to be open only for New Hire employees.

This customization will open one more mode on employee enrollment screen.

Please let me know if this resolves the query.

Hi all - please see additional comments below

Just to ensure that I understand, in this set up we would expect the new hire to go through 2 enrollment profiles (new hire and classwise OE)?

Would this new rule be set up only after OE has ended for the year? So if we had OE from 10/1 – 10/31, then we would set up this new profile to be 11/1 – 12/31?

Jennifer Leugers
Yes, that is correct. New hire employees will have to go through 2 enrollment modes [ New hire & Classwise Open Enrollment - specially built for only new hire employees ]. This setting will take care of the cross year new plans.

Ideally this rule should be setup once the OE has ended so that new hires continue to get a window to enroll in benefits post OE.

Note: For your reference, this customization is already in use for ASML on production.

Unfortunately I don't think this is going to work as the classwise doesn’t allow benefit type restriction – therefore when they get through the New Hire/Rehire Profile and then are prompted to go through classwise, they will then need to go back through all of the pages and benefits they already went through in the initial profile.

Additionally because it is treating it as an open enrollment it is allowing the New Hire/Rehire to make plan changes as of the open enrollment date that are different than their NH/RH enrollments.

This doesn’t seem to be a viable solution.

FYI Deepali Tidke Rakesh Roy

Hello Saurabh Sablaka

As per the latest comment ClassWise OE for New Hire won't fulfill the requirement.

Creating a Qualifying Event for New Hires for particular Benefit Types can be a way. But it comes with following facts -

1. QE needs to be raised. QE flow will not start automatically
2. Once employee completes the QE flow - he will not get the same flow again. He will need to make changes through Enroll Now menu (provided that the QE window period is still ON)
3. Ultimately employee is going to see 2 tunnels. Not one

If we are OK with above facts, we can think of having QE.

All - UHC does not feel this is viable either and this is an issue across all of our clients. Is there not a way to include these plans in the standard New Hire / Rehire tunnel?

Hi all - any thoughts on this?

Hi all - it has been a week; are there any thoughts on this? thanks.

Jennifer Leugers
Hi Jennifer,

We had a discussion with Dave on this point during his visit in last week. He wanted to discuss this requirement once with you and in the meanwhile we will let you know once we figure out some alternative / solution.

Hi Saurabh - I spoke with Dave about this last week. Have you been able to connect with him on this?

Jennifer Leugers

Hi Jennifer, We received a mail from Dave for discussing this point last week. We will try to connect with him on this at the earliest and will let you know the details.

Jennifer Leugers
Hi Jennifer, ST 71_Change options to discuss.zip

We need to discuss a possible approach that can be developed to address the concern.

I have attached a file "ST 71_Change options to discuss.zip" to this ticket which has the snap shot of flow that we are suggesting in our approach. We can discuss that in details when you are available for call.

All - I guess I'm still confused. Everything being proposed still has the employee going through two tunnels. There has to be a way to satisfy this without imposing a second tunnel onto the employees.

Jennifer Leugers

Hi Jennifer,
Please let us know your availability for a call tomorrow [ 22nd April 2016 ] to discuss the options in detail.

Hi Saurabh - I can do the call tomorrow morning anytime. I'm going to ask UHC for their availability as well.

Jennifer Leugers Satya Rakesh Roy

I am available for this call from 08:00 AM PDT to 09:00 AM PDT tomorrow on 27th April 2016. Please let me know your availability, I will send out a meeting invite.

Jennifer Leugers

Hi Jennifer,
Please let me know if we can have this call now.

Jennifer Leugers Samir Rakesh Roy

Hi Jennifer, I was waiting for your response to have this call today. Please send me a meeting invite as per your convenience. I am available for this call in morning 07:00 AM PDT to 09:00 AM PDT.

Can we do a call at 8:30 PST tomorrow morning?

Jennifer Leugers

Sure, I am fine with tomorrow 08:30 AM PST. I will send you a meeting invite shortly.

FYI Jennifer Leugers

Hello Saurabh Sablaka,

Please have a look on scenarios in attached sheet tested on FDU HSPL - Stage. These scenarios will help to understand the existing behavior of the system & find the issue exists -

ST 71 Scenarios.xls

*Test Observations / Conclusions - *

• Scenario 1 and 2 explains - when we do not mention Plan Level New Hire Effective Date Rule, system considers the Company Level New Hire Effective Date Rule - worked as expected with the current year plans as well as with the next year plans

• Scenarios 5 explains - when we mention both ie, Plan Level New Hire Effective Date Rule as well as Company Level New Hire Effective Date Rule - system gives priority to the plan level rule and behaves correctly with the current year plans.

• Scenario 3 and 4 explains - when we mention both ie, Plan Level New Hire Effective Date Rule as well as Company Level New Hire Effective Date Rule - system is getting failed to give priority to the plan level rule and show the next year plans to employee.

• Between Scenario 3 and 4 *- specially *Scenario 3 also emphasize on the fact that here system is not even giving priority to company level rule. If it was - in Scenario 3 the effective date for plan would have been 11/15/2016 and it would have been shown to employee

I guess we need to concentrate on Scenarios 3 and 4 in order to proceed further.

Amnesh Goel Jyoti Mayne Amruta Lohiya

Hi Jyoti,
Please go through the scenarios once and see when we can come out with a solution for the same.

Hi all - any updates on this?

May 19 :- We have discussed with team and will start working on analysis from Monday, May 23. After analysis will try to update about its efforts required to complete on Wednesday, May 25.

this task is moved from ST-71 to WT-2638 and development has been scoped in sprint 4

Girija Potdar Amnesh Goel
Please provide the Dev efforts required to do this.
Deepali Tidke Please provide the QA efforts.

Hi Jennifer Leugers,

Please find the attached estimates[EstimatesMultiYearPlan.odt] for the above task.

Thanks.

Girija Potdar Could you please share LB deployment date to better planning?

Hi Rakesh Roy,

We will try to deploy the above enhancement on Monday(5/30/2016) provided we do not face any issues during development.

Thanks.

Hi Rakesh Roy,

Who is the responsible QA for this task? Can we get a few test cases for OE,Newhire,QE mode for this.
This would help us in Unit Testing.

Thanks.

Deepali Tidke Please update.

Hi All,

Just a quick update: This item is in development and experiencing a day delay. Girija Potdar will update this ticket tomorrow 5/31 with more dev updates.

Thanks,
Amnesh Goel

FYI Rakesh Roy Deepali Tidke Saurabh Sablaka Amnesh Goel

Hello Girija Potdar and Priya Dhamande,

As per the request - attaching the scenarios list which can help you to test this JIRA

WT 2638 - Multi Year Plan Design Change.xls

Hi Priya Dhamande,

The patch for the above is deployed on LB. Please verify once.

Thanks.

Analysis and testing started. Unable to complete due to LB patch giving server error on add employee and other pages.
Will continue further tomorrow.

Due to other priority task unable to take the task.

The enhancement on multi year stuff and multiple life event processing is verified on LB. The scenarios covered are updated in scenario doc.

Now, Employee with 2015, 2016 or 2017 entered employee can get the mid year added plan w.r.t. to their Effective dates.

For Re-Hire and classwise OE employee only few scenarios (which are frequently used) are tested.

This enhancement is ready for Stage.

The enhancement on multi year stuff and multiple life event processing is verified on Stage.

Now, Employee with 2015, 2016 or 2017 entered employee can get the mid year added plan w.r.t. to their Effective dates.

For Re-Hire and classwise OE employee only few scenarios (which are frequently used) are tested.

This enhancement is ready for Production.

The enhancement on multi year stuff and multiple life event processing is verified and closed on Production.

Now, Employee with 2015, 2016 or 2017 entered employee can get the mid year added plan w.r.t. to their Effective dates.

For Re-Hire and classwise OE employee only few scenarios (which are frequently used) are tested.