Derived Factors are system calculated eligibility factors that change over time. You define a derived eligibility factor to use as a criteria element in an eligibility profile for a benefit plan or a collective agreement, or a variable activity rate. You can use the derived factor of age in a dependent coverage eligibility profile.
The product supports the calculation of six derived factors:
Compensation level
Percent of full-time employment
Hours worked in period
Age
Length of service
Combination age and length of service
You define a compensation level derived factor if you use a person's compensation amount as an eligibility criterion or as a factor in a variable rate profile.
You can select as a compensation source a person's stated compensation, a payroll balance type, or a benefits balance type that you define.
You define a percent of full-time employment derived factor if you determine eligibility or rates based on a person's percentage of full-time work.
You can choose to use a person's primary assignment only or the sum of all their assignments when determining their percent of full-time employment.
You define an hours worked in period factor if you determine eligibility or rates based on the number of hours a person works in a given period that you define.
You can choose to derive the number of hours worked from a balance type or a benefits balance type.
You define an age factor if you determine eligibility for a person or a dependent based on age. You can define a minimum or a maximum age beyond which a person becomes eligible or no longer eligible for a particular benefit.
You can also define an age factor that derives the age of a participant's spouse.
Note: If you calculate both a participant's age and a spouse's age to determine eligibility or a variable rate - and enrollment restrictions vary for the spouse and the dependent - you must duplicate the seeded Age Change life event reason. A system administrator must then write a Life Event Evaluation rule to determine which Age Change event to detect.
Note: If you are defining a derived factor based on age for a collective agreement you can only use the person's age.
You define a length of service factor if you determine eligibility based on how long a person has worked for your enterprise.
You can choose to calculate length of service from a person's hire date, adjusted hire date, or override service date.
You create a combination age and length of service factor by linking an age factor and a length of service factor that you have defined into a new factor.