The employee’s job code is populated in Eligibility Configuration Field 2 for each employment record and is used to include or exclude the employee from benefits eligibility along with Eligibility Configuration Fields 1 and 3. Overrides to Eligibility Field 2, the employee’s job code, are not allowed in CHRS using the CSU Eligibility Override page. This has no impact to the override eligibility process.

There are four ways to override an employee’s benefits in Oracle/PeopleSoft using the custom Override Eligibility functionality:

• Override Eligibility Field 1 and 3 values.
  • An example for use is as an interim workaround when the custom PeopleCode is not setting Eligibility Field 1 and 3 to the correct setting, and the employee’s job(s) in CHRS meets all benefit program eligibility settings, including FTE.
  • Note that, if you override Eligibility Field 1 that you must also enter an override value for Eligibility Field 3, and vice versa.
• Override Eligibility Field 5 from blank to AFTERTAX to present medical benefit plans for voluntary enrollment.
• Override Eligibility Field 4 from blank to NE to make the employee ineligible for benefits within a benefit program.
• Place the employee into an Override Benefit Program.
  • Example: CHRS campus A shares an AB211 Benefit Program employee with an HR9.0 campus. The CHRS campus is the Benefits Primary Job campus, and the employee’s CHRS Job Data FTE is 0.20 and is also .20 at the HR9.0 campus. In this example, the CHRS employment record does not meet the FTE requirement for benefit plan eligibility, thus the employee must be enrolled into an override benefit program that has no FTE requirements.
  • Example: Use to support Peace Officers Research Association of California (PORAC) Overrides where former peace officers have moved from union code R08 into a management union code and chose to remain in the POR Medical Benefit Plan.
  • Example: Use for job code 2358 lecturers with summer quarter appointments when the lecturers worked less than full time in Winter or Spring quarters and are not truly benefits eligible. Override the employee into the NBO Override Benefit Program.

Benefit Plans in employee benefit programs AB2, AY, STN, UN6 and U13 use eligibility rules to define the minimal and maximum FTE requirement for benefit plan eligibility. For example, an employee’s total FTE across flagged benefit jobs must equal .40 or above, based on the Benefit Program, in order to be benefit eligible for Health benefit plans (Medical, Dental and Vision).

• Note the minimum-summed FTE requirements for Medical, Dental, Vision, Life and LTD benefit plans by benefit program in the below table.

Benefit Program, Minimum-summed FTE for Medical, Dental, Vision, Life and LTD Benefit Plan Eligibility

AB211, 0.40

AC1, 0.00 (Medical and FSA only benefit program)

AC2, 0.00 (Medical and FSA only benefit program)

AY, 0.50

STN, 0.50

UN6, 0.50

U13, 0.50

Let’s say that your CHRS campus shares an AB211 (AB2) Benefit Program employee with an HR9.0 campus. You have used the Quicksight Benefits Employee 360 View Dashboard to determine that you share the employee with the HR9.0 campus. Your CHRS campus is the Benefits Primary Job campus and the one responsible for maintaining the employee’s benefit eligibility and enrollments, and the employee’s Job Data FTE at each campus is 0.20.

The benefit plan eligibility rules for minimum benefit eligibility for Job Data FTE is 0.40 for the AB2 benefit program. Since you cannot override your employee’s CHRS Job Data FTE, you cannot enroll the employee into AB211 benefits. Instead, you will use the CSU Eligibility Override page to override the employee’s benefit program in order to enroll them into benefits.

Override benefit programs do not have FTE restrictions. Because FTE is built into benefit plan eligibility rules, you will use the override benefit programs that do not use FTE in benefit plan eligibility to enroll employees into the desired benefit plans.

On the Job Data page, have the Workforce Administration group insert a new effective-dated Data Change / Update BenEligConfig row for the employee’s benefits primary job, then insert an override row for the employee’s benefits primary job on the CSU Eligibility Override page, and then use the Elig Fld 6 field to designate the override benefit program that you wish to assign the employee. See the chart below for the valid Elig Fld 6 field values available for use. Also see an example of an override row entered onto the CSU Eligibility Override page.

Elig Fld 6
Values, Override
Benefit Program, Ben Prog Elig ID, Eligible for Override Benefit Program if

AB2O, ABO, ABO, Elig Fld 6 is AB2O

AYO, AYO, AYO, Elig Fld 6 is AYO

STNO, STO, STO, Elig Fld 6 is STNO

UN6O, U6O, U6O, Elig Fld 6 is UN6O

U13O, U3O, U3O, Elig Fld 6 is U13O

AC1O, A1O, A1O, Elig Fld 6 is AC1O

AC2O, A2O, A2O, Elig Fld 6 is AC2O

NBO, NBO, NBO, Elig Fld 6 is NOBO

Note that there isn’t an override benefit program for Rehired Annuitants. The system will allow you to insert an override row to place the Rehired Annuitant into an override benefit program, but the Benefits Administration configurations will not assign an override benefit program to a Rehired Annuitant. Rehired Annuitants remain in the RA (Rehired Annuitant) benefit pogram.

Override benefit programs use override eligibility rules. Override eligibility rules do not have FTE restrictions, but there are eligibility rule restrictions that remain on override eligibility rules. Eligibility rule restrictions that remain enforced on override benefit programs are:

• AFTERTAX – maintaining medical eligibility rules that contain an ‘X’.
• NE – stands for Not Eligible.
• State (like Colorado, etc.) – maintaining state on Health eligibility rules.
• Union – maintaining union eligibility on Dental, LTD and Life eligibility rules.
  • Exception: There is no union code restriction in the STO Benefit program for medical benefit plan POR in order to support Peace Officers Research Association of California (PORAC) Overrides.
• FERP/Non-FERP – maintaining eligibility at the benefit plan level for FERP/non-FERP employees.
• Rehired Annuitants are not eligible for override benefit programs.

Override benefit programs require updating as part of the annual Open Enrollment configuration by cloning the current override row and inserting a new override effective dated row when the following changes occur:

• There are changes to the FSA Max
• There are changes to the benefit plans
• There are changes to the eligibility rules
• There are changes to the plan types
• There are changes to the rate codes
• There are changes to the deduction codes
• There are changes to the event rules
• There are changes to the dependent rules
• There are changes to the calculation rules.

Example Override Row on CSU Override Eligibility Page

The following screen shot shows an example of overriding an employee into the STO Override Benefit Program.

The CSU Eligibility Override customization requires a specific action/action-reason row in Job Data in order to override an employee. The Data Change / Update BenEligConfig action/action-reason code (DTA/UBE) is entered into Job Data on the employee’s benefits primary job to support the override entered into the CSU Eligibility Override page. You cannot override an employee’s benefit eligibility configuration on the CSU Eligibility Override page if you have not used the DTA/UBE action/action-reason code.

The Data Change / Update BenEligConfig action/action-reason code is only found in CHRS and is effective as of 1/1/2021. 1/1/2021 is used as the action/action-reason code effective date since the earliest Benefits Administration Start Date possible in CHRS, which is effective with the proposed Wave 1 and Wave 2 deployment dates of November 2023.

The Data Change / Update BenEligConfig action/action-reason code is configured as follows:

• The effective date is 1/1/2021.
• the Action Reason Type is Voluntary.
• the Benefits Employee Status is (blank), so the employee’s Benefits Employee Status as of the Job Data row insert effective date effective date is carried forward from the previous row, if applicable.
• the Benefits Administration Action is OVR, so an OVR event is created when the action/reason code is used. Benefits Officers can use the OVR BAS event to start, modify, correct or end the employee’s overrides.
• The DTA/UBE action action-reason code has no PIMS PPT requirement.

Data Change / Update BenEligConfig Action/Action-Reason Configuration Example

The Data Change / Update BenEligConfig action/action-reason code is entered on Job Data for the applicable employee by the Workforce Administration group at the direction of the Benefits Officer. Campus Benefits Officers request the Workforce Administration group at their campus to enter the DTA/UBE action action-reason code in Job Data on the employee’s benefits primary job employment record with an Effective Date equal to the start, end, update or correction of the override.

To start, update or correct an override, the DTA/UBE effective date equals the coverage begin date for medical, dental and vision benefits, just like the HBE BAS event.

To end an employee’s override and cancel (waive) the employee’s override benefits, the DTA/UBE effective date equals an effective date similar to a termination effective date, and, based on the plan type, the waived benefit ends immediately or at the first of the following month. Refer to the OVR BAS Event section in this document for more information by plan type regarding coverage begin and coverage end dates using the OVR BAS event.

Once the action/action-reason code is entered in Job Data, the Benefits Officer enters, ends, modifies or corrects the override(s) on the CSU Eligibility Override page using the applicable DTA/UBE effective date. The overrides entered or removed on the CSU Eligibility Override page are then, upon Save, automatically written to the applicable Job Data row(s) on the Job Data > Benefit Program Participation page.

Create overrides for historic, current and future effective dates. The GRP 53 solution, which includes Job Data PeopleCode and the CSU On Demand Pre-processing program to determine Elig Flds 1-3 benefits eligibility configurations, does not determine an employee’s benefits eligibility configurations as long as an override is active.

The OVR BAS event is a new CHRS BAS event to manage the employee’s voluntary and default override benefits. The OVR BAS event is used in conjunction with the CSU Eligibility Override page. The OVR BAS event is tied to the DTA/UBE action / action-reason code. The OVR BAS event cannot be manually created by Benefits Officers and Benefits Analysts on the Review BAS Activity page.

The OVR BAS event is a combination BAS event that includes the ability to enroll the employee’s default benefit options that are normally assigned with the HIR BAS event (if the employee is eligible), and also the ability to enroll voluntary benefit options that are normally assigned with the HBE or NEW BAS events.

See the following chart for the coverage begin and coverage end dates configured in CHRS by plan type for the OVR BAS event.

Plan Type, Coverage Begin, Coverage End

Dental-Unit 6, Unit 13, Standard, On the OVR Event Date (like HBE), Month-End after the OVR Event Date (like HBE)*

Dental-AY/AB211, On the OVR Event Date (like HBE), Month-End after the OVR Event Date (like HBE)*

Disability, On the OVR Event Date (like HIR), On the OVR Event Date (like HIR)*

Flex Cash Dental, On the OVR Event Date (like HBE), Month-End after the OVR Event Date (like HBE)*

Flex Cash Medical, On the OVR Event Date (like HBE), Month-End after the OVR Event Date (like HBE)*

Life and AD/D-Unit 6, Unit 13, Standard, Month-Begin after the OVR Event Date (like HIR), On the OVR Event Date (like HIR)*

Life and AD/D-AY/AB211, Month-Begin after the OVR Event Date and one wait day (like HIR), On the OVR Event Date (like HIR)*

HCRA/DCRA , Month-Begin after the OVR Event Date (like HBE), Month-End after the OVR Event Date (like HBE)*

Medical-Unit 6, Unit 13, Standard, On the OVR Event Date (like HBE), Month-End after the OVR Event Date (like HBE)*

Medical-AY/AB211, On the OVR Event Date (like HBE), Month-End after the OVR Event Date (like HBE)*

Vision-Unit 6, Unit 13, Standard, On the OVR Event Date (like HBE), Month-End after the OVR Event Date (like HBE); Grace 1 month*

Vision-AY/AB211, On the OVR Event Date (like HBE), Month-End after the OVR Event Date (like HBE); Grace 1 month*

*Note that if you are overriding an employee currently enrolled in benefits into the NBO, A1O and A2O override benefit programs, the employee’s benefits end immediately effective the DTA/UBE date (if there’s a grace period, the benefit ends at the end of the grace period) for benefit plan types, such as dental, vision, life, etc. that are not available in those override benefit programs.

To start, update or correct an override, the DTA/UBE effective date equals the coverage begin date for medical, dental and vision benefits, just like the HBE BAS event.

To end an employee’s override and cancel (waive) the employee’s override benefits, the DTA/UBE effective date equals an effective date similar to a termination effective date, and, based on the plan type, the waived benefit ends immediately or at the first of the following month. if you are overriding an employee currently enrolled in benefits into the NBO, A1O and A2O override benefit programs, the employee’s benefits end immediately effective the DTA/UBE date (if there’s a grace period, the benefit ends at the end of the grace period) for benefit plan types, such as dental, vision, life, etc. that are not available in those override benefit programs. Refer to the OVR BAS Event section in this document for more information by plan type regarding coverage begin and coverage end dates using the OVR BAS event.

CHRS uses the following methodology to systematically determine an employee’s benefits primary job. Note that only one job (employment record) can be designated as an employee’s benefits primary job for a given effective date:

1. Evaluate only Active jobs (employment record numbers) when determining Benefit Primary Job. An active job is when EMPL STATUS (Payroll Status) is Active, Leave, Leave with Pay, Short Work Break and Suspended (A, L, P, W, and S). When an assignment has EMPL STATUS (Payroll Status) of Short Work Break (W), the employee can remain in existing enrollments while on Short Work Break. The assignment cannot be used as consideration with new assignments/jobs to add benefits or make them eligible if they were not previously.
2. When setting the active Benefit Primary Job, uncheck/deactivate the Benefit Primary Job flag of terminated jobs/employment records where the EMPL STATUS (Payroll Status) is not equal to A, L, P, W, and S.
3. When an employee has only one job/employment record in CHRS, the one job/employment record is the benefits primary job.
4. If the job determined as the benefits primary job is different from the job currently selected as the benefits primary job, insert the benefits primary job change with the effective date from Job Data onto the Maintain Flags page.
5. For Employee Type Salaried and Hourly: Do not sum FTE between hourly and salaried positions. If the same employee has jobs that are both hourly and salary, uncheck the Include in Eligibility flag on the Maintain Flags page for all jobs that have an employee type of hourly and are not the benefits primary job.
6. If an employee has multiple jobs, select all active jobs where the Elig Config Field 1 = 'Y'. If there is only one job found meeting duration, designate that employment record as the benefits primary job.
7. If an employee has multiple jobs meeting duration, evaluate the Union Code on the employment records and select the benefits primary job based on following union hierarchy: M98, M80, R03, C99, R04, R01, R02, R05, R07, R09, R08, R11, R06, E99, and then R10.
8. If an employee has multiple jobs with duration and the same Union Code, evaluate FTE and select the employment record with the highest FTE as the benefits primary job.
9. If additional evaluation is required, evaluate multiple jobs meeting duration, Union code and FTE, then determine which employment record has the longest Duration of Appointment and select that job as the benefits primary job.
10. If multiple jobs all meet this criteria, select the lowest employment record number as the benefits primary job.

The HR9.0 business rule is: The job that makes the employee eligible for benefits is supposed to be the campus that owns benefits enrollments and the benefit deductions for the employee. This, however, is not always the case, nor is it necessarily equal to the PeopleSoft benefit primary job (BPJ).

Often, the first EMPL_REC_NBR that processed a paycheck is generally the campus that owns the benefit deductions from the State Controller’s Office (SCO) standpoint. Coordination with Payroll/SCO is required to correct the campus owner for the employee’s benefit deductions on the SCO side.

For employees with multiple jobs, campuses allow the employee to turn in their supporting documentation at either campus Benefits Office. Benefits Offices between campuses communicate supporting documentation is received and approved to the benefit-managing campus.

The CHRS business rule is: The campus that owns the BPJ owns the employee’s benefits enrollments/processing since the delivered Ben Admin process assigns the Ben Admin Schedule ID for the company that’s the BPJ when processing BAS events. However, the first EMPL_REC_NBR that processed a paycheck is generally the campus that owns the benefit deductions from the State Controller’s Office (SCO) standpoint. Coordination with Payroll/SCO is required to correct the campus owner for the employee’s benefit deductions on the SCO side.

For employees with multiple jobs, campuses ask the employee to turn in their supporting documentation at the benefits primary job campus. This change supports a future change control item 1075 to upload supporting documentation via PeopleSoft to the employee’s benefits primary job campus for review and approval.

It is recommended that only a campus Benefits Officer and/or Benefits Analyst that is very knowledgeable about CSU Benefits and PeopleSoft Benefits Administration have the security ability to override an employee’s PeopleSoft benefits eligibility at each campus as the override benefits eligibility functionality and configuration assumes that the campus Benefits Officer and/or Benefits Analyst knows what they are doing with respect to enrolling employees into override benefit programs and plans.

Note that the custom submission date processing (GRP 95 processes and configurations) do not apply submission date processing rules to employees who are placed into override benefit programs. It is up to the campus Benefits Officer and Benefits Office staff to manage the desired coverage begin date outcomes for employees who are placed into override benefit programs using the HBE, FSA and LIF BAS event codes.

The CSU Override Eligibility page does not have correction mode by design in order to limit possible issues/disconnects between the CSU Override Eligibility page and the Job Data > Benefit Program Participation page. This means that if an incorrect override is entered, a new override effective sequence row is inserted to correct and/or remove the incorrect override.

This also means that an override row cannot be entered for an effective date prior to an existing override row. For example, if there is a 4/1/2023 override row on the CSU Override Eligibility page, you cannot insert an override row for 2/1/23 on the CSU Override Eligibility page. Create and submit a Service Now ticket for CMS-Benefits if an override row effective date on the CSU Override Eligibility page requires correction to a prior effective date due to a hire or other date correction made in Job Data.

Always use care when inserting and saving override rows on the CSU Override Eligibility page.

It is recommended for Campus Benefits Officers/staff to review and audit all overrides monthly at minimum on the new CSU Ben Admin Eligibility Overrides Report page before payroll processing starts and before the start of the annual open enrollment exercise to determine if the override is still valid.

Also, be sure to always audit all benefit enrollments, especially for employees in override benefit programs, especially when the employee has submitted an eBenefits self-service Life Event and/or open enrollment changes via eBenefits self-service to make sure the employee does not select an override benefit plan that he/she is not truly eligible for. Remember to always use the Audit Employee Benefits Enrollment job aid.

Note that when an employee with an active override goes on a Short Work Break or unpaid Leave of Absence and the employee’s benefits are terminated for the overridden job, the system uses the override for the employee when the employee is again eligible for benefits again as long as the override remains active. It’s recommended to add a step on a Benefits Return from Leave Checklist (or create a checklist) for campus Benefits Officers to analyze active eligibility configuration overrides on the CSU Eligibility Override page when an employee returns from leave and determine if changes are warranted.

Overrides do not automatically end when the employee with an active override terminates the overridden job, the Campus Benefits Officer/staff must manually end the override. If an employee with an active override terminates the overridden job, the Campus Benefits Officer/staff must manually end the override. It’s recommended to add a step on a Benefits Termination/Retirement Checklist (or create a checklist) to remove overrides on the CSU Eligibility Override page when an employee has terminated from all (or applicable) CSU jobs so an override is not automatically in effect should the employee rehire.

1. Quicksight Benefits 360 Dashboard View

Each campus’ HR 9.0 database Ben Admin module determines the employee’s benefit eligibility and houses the employee’s benefits enrollments, if applicable. Employees can only be enrolled in one set of benefits CSU-wide.

There’s a monthly compendium report (B03 – Employees at Multiple Campuses) that some Benefits Officers use to help determine other campuses and possible benefit enrollments for shared multi-campus employees.

Unfortunately, this monthly compendium report does not provide timely information to Benefits Officers as the report data is already a month old at report generation. The compendium report contains outdated data.

Example of the B03 Monthly Compendium Report Layout

As part of the CHRS project, the Quicksight Benefits 360 Dashboard View was developed and implemented to provide timely information (i.e., using a datalake that’s refreshed nightly) that spans across all HR 9.0 and CHRS production databases for Benefits Officers to identify shared employees across campuses.

Using Quicksight, campus Benefits Officers can see as of the data from last night if one of their employees is also employed at another campus, and if that other campus is providing the employee benefits or not, which the tells the new campus whether they need to provide or NOT provide the employee with benefits in case their database determines the employee to be benefit eligible, or to work with the other campus to advise them of a benefit eligibility change. It also reflects if the employee is enrolled in more than one set of CSU benefit coverage. Updated data is ready as of 8am each morning.

The Quicksight Benefits 360 Dashboard View is an interim view because once all campuses are live on CHRS, the Quicksight Benefits 360 Dashboard View won’t be needed as Benefits Officers will be able to see the same information in the new CHRS CSU Employee Job Summary and the CSU Benefits Summary pages.

• The interim Quicksight Benefits 360 Dashboard View will exist until all campuses are live on CHRS.
• There is a Quicksight Benefits 360 Dashboard View cover instruction page that shows how to use the view.
• Access to the Quicksight Benefits 360 Dashboard View is allowed for Benefits Officers only, and requires System-wide Human Resources (SWHR) approval (the contact is Nikco Moore).
• Quicksight Benefits 360 Dashboard View access is tied to single sign on.

Use the Quicksight Benefits 360 Dashboard View to determine if you need to override a shared HR9.0/CHRS employee’s benefits eligibility in CHRS.

1. Determine the employee’s Benefits Primary Job. To do this, go to Benefits > Maintain Primary Job > Maintain Flags. Note that the Benefits Primary Job is not necessarily the same as the HR Primary Job. Do not use the Job Indicator on the Job Data > Work Location page to determine the Benefits Primary Job. Always go to the Maintain Flags page to determine the Benefits Primary Job.
2. Use the Arrow icons to position on the applicable effective date row relative to your override effective date.

1. Find the Benefits Primary Job Employment Record in the list and note the Employment Record number.

1. Go to Benefits > Review Employee Benefits > CSU Employee Job Summary, enter the EMPLID and click on the Search button.

1. Find the Emp Rec in the list and note the campus tied to the job.
2. Work with the Benefits Officer at the campus that owns the Benefits Primary Job employment record if it is not your campus, and ask that campuses’ Benefits Officer to work with their Workforce Administration group and have them enter a Data Change / Update BenEligCnfig row for the employee on the employee’s Benefits Primary Job employment record with an Effective Date equal to the start of the override (this effective date is also the coverage begin date for medical, dental and vision benefit plans). Once step 6 is done, continue to step 7.
   
   Note that if you are overriding an employee currently enrolled in benefits into the NBO override benefit program, the employee’s benefits end immediately effective the DTA/UBE date (if there’s a grace period, the benefit ends at the end of the grace period).
3. Do not do step 8 until step 6 is completed.
4. Enter the employee’s EMPLID or Last Name or use another search option, select the Include History checkbox, and then click on the Search button. Enter the employee’s Benefits Primary Job in the Empl Record field.

1. The CSU Eligibility Override page appears.
2. If a blank page does not appear, click once on the

icon to insert a new effective-dated row.

1. Select the Status of Active.
2. Select the Effective Date of the override. This is the effective date of the DTA/UBE row that you had the WA workgroup insert for you into the Job Data component. The effective date can be a historic, current or future-dated. Note that no effective dates appear for selection if the employee ID and the corresponding employment record does not have a DTA/UBE Job Data row.
   
   Remember that the CSU Override Eligibility page does not have correction mode by design in order to limit possible issues between the CSU Override Eligibility page and the Job Data > Benefit Program Participation page. This means that if an incorrect override is entered, a new override effective sequence row is inserted to correct and/or remove the incorrect override.
   
   This also means that an override row cannot be entered for an effective date prior to an existing override row. For example, if there is a 4/1/2023 override row on the CSU Override Eligibility page, you cannot insert an override row for 2/1/23 on the CSU Override Eligibility page. Use care when inserting and saving override rows on the CSU Override Eligibility page.
3. You are not able to update the Sequence field. This field is the effective sequence for the override effective date. The Sequence field starts at zero and increases by one for each row inserted for the same effective date.
4. There are three ways to override an employee’s benefits in Oracle/PeopleSoft using the custom Override Eligibility functionality:

• Override Eligibility Field 1 and 3 values.
  • An example for use is as an interim workaround when the custom PeopleCode is not setting Eligibility Field 1 and 3 to the correct setting, and the employee’s job(s) in CHRS meets all benefit program eligibility settings, including FTE.
  • Note that, if you override Eligibility Field 1 that you must also enter an override value for Eligibility Field 3, and visa versa.
• Override Eligibility Field 5 from blank to AFTERTAX to present medical benefit plans for voluntary enrollment.
• Place the employee into an Override Benefit Program.
  • Example: CHRS campus A shares an AB211 Benefit Program employee with an HR9.0 campus. The CHRS campus is the Benefits Primary Job campus, and the employee’s CHRS Job Data FTE is 0.20 and is also .20 at the HR9.0 campus. In this example, the CHRS employment record does not meet the FTE requirement for benefit plan eligibility, thus the employee must be enrolled into an override benefit program that has no FTE requirements.
  • Example: Use to support Peace Officers Research Association of California (PORAC) Overrides where former peace officers have moved from union code R08 into a management union code and chose to remain in the POR Medical Benefit Plan.
  • Example: Use for job code 2358 lecturers with summer quarter appointments when the lecturers worked less than full time in Winter or Spring quarters and are not truly benefits eligible. Override the employee into the NBO Override Benefit Program.

1. Enter the desired override value(s) in the applicable Elig Fld(s). If you override Elig Fld 1 or 3, you must override both fields, you cannot just override Elig Fld 1 or 3. See the Eligibility Configuration Fields Cheat Sheet in the CHRS Training Library for an explanation on each Elig Fld and for the list of valid values for each field. Note that you are not able to override Elig Fld 2 in CHRS nor the employee’s FTE.

Because FTE is built into benefit plan eligibility rules, you will use override benefit programs that do not use FTE in benefit plan eligibility to enroll employees into the desired benefit plans. On the CSU Eligibility Override page, after the Workforce Administration group inserts a new effective-dated Data Change / Update BenEligConfig row in Job Data row, insert an override row that is tied to the inserted Data Change / Update BenEligConfig on the CSU Eligibility Override page, and then use the Elig Fld 6 field to designate the override benefit program that you wish to assign the employee. See the chart below for the valid Elig Fld 6 field values available for use. See the following page for an example of an override row entered onto the CSU Eligibility Override page.

Regular Benefit Program, Override
Benefit Program, Ben Prog Elig Rule, Eligible for Override Benefit Program if

AB2, ABO, ABO, Elig Fld 6 is AB2O

AY, AYO, AYO, Elig Fld 6 is AYO

STN, STO, STO, Elig Fld 6 is STNO

UN6, U6O, U6O, Elig Fld 6 is UN6O

U13, U3O, U3O, Elig Fld 6 is U13O

AC1, A1O, A1O, Elig Fld 6 is AC1O

AC2, A2O, A2O, Elig Fld 6 is AC2O

NOB, NBO, NBO, Elig Fld 6 is NOBO

Note that there isn’t an override benefit program for Rehired Annuitants. The system will allow you to insert an override row to place the Rehired Annuitant into an override benefit program, but the Benefits Administration configurations will not assign an override benefit program to a Rehired Annuitant. Rehired Annuitants remain in the RA (Rehired Annuitant) benefit program.

Example Override Row on CSU Override Eligibility Page

The following screen shot shows an example of overriding an employee into the STO Override Benefit Program.

Note the minimum-summed FTE requirements for Medical, Dental, Vision, Life and LTD by benefit program in the below table.

Benefit Program, Minimum-summed FTE for Medical, Dental, Vision, Life and LTD

AB211, 0.40

AC1, 0.00 (Medical and FSA only benefit program)

AC2, 0.00 (Medical and FSA only benefit program)

AY, 0.50

STN, 0.50

UN6, 0.50

U13, 0.50

1. Enter a clear, explanatory reason for the override in the Comment field. The Comment field is a required field. The comment can be up to 254 characters.
2. Review the override entered, and then click on the Save button. The benefit eligibility value(s) are updated on the applicable DTA/UBE action/reason row on the Job Data > Benefit Program participation page for the employee, and the applicable fields on historic and/or future-dated rows are also updated if applicable.
3. No other Job Data is altered for the employee. You can also see and manage the employee override on the CSU Eligibility Override Rpt page. An OVR BAS event is created for the employee and can be found in the Review BAS Activity page. MSC BAS events are also created for the employee for historic and future-dated rows that require eligibility field updates.
4. Process the OVR and the MSC event(s) to adjust the employee’s benefits in effective date order using the On Demand Event Maintenance page. You can delete and not process the MSC events that are created for the same effective date as the OVR event. You can also delete the OVR BAS event when you want to process the changes using another BAS event for the same effective date, such as OE or a Life Event or the NEW BAS event (example: you entered an override setting Elig Fld 5 to AFTERTAX in order to present the after-tax medical benefit plans for OE or a Life Event or the NEW BAS event).
   
   Be sure to waive any plan type that you do not want to enroll the employee into. This includes the default benefits such as Life and AD/D/, Vision and Long Term disability. Remember, if you are enrolling an employee into an override benefit program, the employee may be eligible for more than one default life plan. You will need to determine the appropriate plan in which to enroll the employee.
5. The override remains active until an effective-dated End Override row is inserted on the CSU Eligibility Override page (i.e., an Inactive row) or the override is modified.

1. Go to Benefits > Manage Automated Enrollment > Events > CSU Ben Admin Elig Override > CSU Eligibility Override page and pull up the employee with the override that you want to end.

1. Note the Empl Record for the active override that you want to end.
2. If you had to open a Service Now Ticket to use the EMPLID Override feature on Eligibility Rules in order to make them benefit eligible and you now need to remove that override, open another Service Now Ticket for CMS-Benefits to remove the override, open another Service Now Ticket for CMS-Benefits to remove the override.
3. Go to Benefits > Review Employee Benefits > CSU Employee Job Summary, enter the EMPLID and click on the Search button.

1. Find the Emp Rec in the list and note the campus tied to the job.
2. Work with the Benefits Officer at the campus that owns the Benefits Primary Job employment record if it is not your campus and ask that campuses’ Benefits Officer to work with their Workforce Administration group and have them enter a Data Change / Update BenEligCnfig row for the employee on the employee’s Benefits Primary Job employment record with an Effective Date equal to the end of the override (the coverage end date for medical, dental and vision benefit plans is the month-end after this effective date). Once step 5 is done, continue to step 6. Do not do step 7 until step 6 is completed.
3. Enter the employee’s EMPLID or Last Name or use another search option, select the Include History checkbox, and then click on the Search button. Enter the employee’s Benefits Primary Job in the Empl Record field.

1. The CSU Eligibility Override page appears.

1. Click once on the

icon to insert a new effective-dated row.

1. Select the Status of Inactive.
2. Select the Effective Date the override ends. This is the effective date of the DTA/UBE row that you had the WA workgroup insert for you into the Job Data component. The effective date can be a historic, current or future-dated. Note that no effective dates appear for selection if the employee ID and the corresponding employment record does not have a DTA/UBE Job Data row.
   
   Remember that the CSU Override Eligibility page does not have correction mode by design in order to limit possible issues between the CSU Override Eligibility page and the Job Data > Benefit Program Participation page. This means that if an incorrect override is entered, a new override effective sequence row is inserted to correct and/or remove the incorrect override.
   
   This also means that an override row cannot be entered for an effective date prior to an existing override row. For example, if there is a 4/1/2023 override row on the CSU Override Eligibility page, you cannot insert an override row for 2/1/23 on the CSU Override Eligibility page. Use care when inserting and saving override rows on the CSU Override Eligibility page.
3. You are not able to update the Sequence field. This field is the effective sequence for the override effective date. The Sequence field starts at zero and increases by one for each row inserted for the same effective date.
4. Remove all override values in the applicable Elig Fld fields.
5. Enter a clear, explanatory reason for the override end in the Comment field. The Comment field is a required field. The comment can be up to 254 characters.
6. Review the override end entered, and then click on the Save button.
7. The applicable DTA/UBE effective-dated action/reason row in the Job Data component for the employee is updated with the system-determined values. No other Job Data is altered for the employee. You can also see and manage the employee override on the CSU Eligibility Override Rpt page.
8. An OVR BAS event is created for the employee and can be found in the Review BAS Activity page. MSC BAS events are also created for the employee for historic and future-dated rows that require eligibility field updates.
9. Process the OVR and the MSC event(s) to adjust the employee’s benefits in effective date order using the On Demand Event Maintenance page. You can delete and not process the MSC events that are created for the same effective date as the OVR event.
10. The override remains active until an effective-dated End Override row is inserted on the CSU Eligibility Override page.
11. If applicable, make sure the Service Now Ticket to remove the EMPLID Override is resolved.

1. Go to Benefits > Manage Automated Enrollment > Events > CSU Ben Admin Elig Override > CSU Eligibility Override page and pull up the employee with the override that you want to modify.

1. Note the Empl Record for the active override that you want to modify.
2. Go to Benefits > Review Employee Benefits > CSU Employee Job Summary, enter the EMPLID and click on the Search button.

1. Find the Emp Rec in the list and note the campus tied to the job.
2. Work with the Benefits Officer at the campus that owns the Benefits Primary Job employment record if it is not your campus, and ask that campuses’ Benefits Officer to work with their Workforce Administration group and have them enter a Data Change / Update BenEligCnfig row for the employee on the employee’s Benefits Primary Job employment record with an Effective Date equal to the start of the override (this effective date is also the coverage begin date for medical, dental and vision benefit plans). Once step 5 is done, continue to step 6.
   
   Note that if you are overriding an employee currently enrolled in benefits into the NBO override benefit program, the employee’s benefits end immediately effective the DTA/UBE date (if there’s a grace period, the benefit ends at the end of the grace period).
3. Do not do step 7 until step 5 is completed.
4. Enter the employee’s EMPLID or Last Name or use another search option, select the Include History checkbox, and then click on the Search button. Enter the employee’s Benefits Primary Job in the Empl Record field.

1. The CSU Eligibility Override page appears.

1. Review the override. If you had to open a Service Now Ticket to use the EMPLID Override feature on Eligibility Rules in order to make them benefit eligible and you now need to remove that override, open another Service Now Ticket for CMS-Benefits to remove the override.
2. Click once on the

icon to insert a new effective-dated row.

1. Select the Status of Active.
2. Select the Effective Date of the modified/updated override. The effective date can be a historic, current or future-dated. Note that no effective dates appear for selection if the employee ID and the corresponding employment record does not have a DTA/UBE Job Data row.
   
   Remember that the CSU Override Eligibility page does not have correction mode by design in order to limit possible issues between the CSU Override Eligibility page and the Job Data > Benefit Program Participation page. This means that if an incorrect override is entered, a new override effective sequence row is inserted to correct and/or remove the incorrect override.
   
   This also means that an override row cannot be entered for an effective date prior to an existing override row. For example, if there is a 4/1/2023 override row on the CSU Override Eligibility page, you cannot insert an override row for 2/1/23 on the CSU Override Eligibility page. Use care when inserting and saving override rows on the CSU Override Eligibility page.
3. You are not able to update the Sequence field. This field is the effective sequence for the override effective date. The Sequence field starts at zero and increases by one for each row inserted for the same effective date.
4. There are three ways to override an employee’s benefits in Oracle/PeopleSoft using the custom Override Eligibility functionality:

• Override Eligibility Field 1 and 3 values.
  • An example for use is as an interim workaround when the custom PeopleCode is not setting Eligibility Field 1 and 3 to the correct setting, and the employee’s job(s) in CHRS meets all benefit program eligibility settings, including FTE.
  • Note that, if you override Eligibility Field 1 that you must also enter an override value for Eligibility Field 3, and visa versa.
• Override Eligibility Field 5 from blank to AFTERTAX to present medical benefit plans for voluntary enrollment.
• Place the employee into an Override Benefit Program.
  • Example: CHRS campus A shares an AB211 Benefit Program employee with an HR9.0 campus. The CHRS campus is the Benefits Primary Job campus, and the employee’s CHRS Job Data FTE is 0.20 and is also .20 at the HR9.0 campus. In this example, the CHRS employment record does not meet the FTE requirement for benefit plan eligibility, thus the employee must be enrolled into an override benefit program that has no FTE requirements.
  • Example: Use to support Peace Officers Research Association of California (PORAC) Overrides where former peace officers have moved from union code R08 into a management union code and chose to remain in the POR Medical Benefit Plan.
  • Example: Use for job code 2358 lecturers with summer quarter appointments when the lecturers worked less than full time in Winter or Spring quarters and are not truly benefits eligible. Override the employee into the NBO Override Benefit Program.

1. Enter the desired modified/updated override value(s) in the applicable Elig Fld(s). If you override Elig Fld 1 or 3, you must override both fields, you cannot just override Elig Fld 1 or 3.

To end an override for one field, blank out the field but make sure that the overrides fields that need to continue are populated with the override values. See the Eligibility Configuration Fields Cheat Sheet in the CHRS Training Library for an explanation on each Elig Fld and for the list of valid values for each field.

Because FTE is built into benefit plan eligibility rules, you will use the override benefit programs that do not use FTE in benefit plan eligibility to enroll employees into the desired benefit plans. On the CSU Eligibility Override page, have the Workforce Administration group insert a new effective-dated Data Change / Update BenEligConfig row in Job Data row, then insert an override row that is tied to the inserted Data Change / Update BenEligConfig on the CSU Eligibility Override page, and then use the Elig Fld 6 field to designate the override benefit program that you wish to assign the employee. See the chart below for the valid Elig Fld 6 field values available for use. See the following page for an example of an override row entered onto the CSU Eligibility Override page.

Regular Benefit Program, Override
Benefit Program, Ben Prog Elig Rule, Eligible for Override Benefit Program if

AB2, ABO, ABO, Elig Fld 6 is AB2O

AY, AYO, AYO, Elig Fld 6 is AYO

STN, STO, STO, Elig Fld 6 is STNO

UN6, U6O, U6O, Elig Fld 6 is UN6O

U13, U3O, U3O, Elig Fld 6 is U13O

AC1, A1O, A1O, Elig Fld 6 is AC1O

AC2, A2O, A2O, Elig Fld 6 is AC2O

NOB, NBO, NBO, Elig Fld 6 is NOBO

Note that there isn’t an override benefit program for Rehired Annuitants. The system will allow you to insert an override row to place the Rehired Annuitant into an override benefit program, but the Benefits Administration configurations will not assign an override benefit program to a Rehired Annuitant. Rehired Annuitants remain in the RA (Rehired Annuitant) benefit program.

Example Override Row on CSU Override Eligibility Page

The following screen shot shows an example of overriding an employee into the ABO Override Benefit Program.

Note the minimum-summed FTE requirements for Medical, Dental, Vision, Life and LTD by benefit program in the below table.

Benefit Program, Minimum-summed FTE for Medical, Dental, Vision, Life and LTD

AB211, 0.40

AC1, 0.00 (Medical and FSA only benefit program)

AC2, 0.00 (Medical and FSA only benefit program)

AY, 0.50

STN, 0.50

UN6, 0.50

U13, 0.50

1. Enter a clear, explanatory reason for the modified/updated override in the Comment field. The Comment field is a required field. The comment can be up to 254 characters.
2. Review the modified/updated override entered, and then click on the Save button. The applicable DTA/UBE effective-dated action/reason row updates in Job Data component for the employee with the applicable Eligibility configuration overrides. No other Job Data is altered for the employee.
3. An OVR BAS event is created for the employee and can be found in the Review BAS Activity page. MSC BAS events are also created for the employee for historic and future-dated rows that require eligibility field updates.
4. Process the OVR and the MSC event(s) to adjust the employee’s benefits in effective date order using the On Demand Event Maintenance page. You can delete and not process the MSC events that are created for the same effective date as the OVR event. You can also delete the OVR BAS event when you want to process the changes using another BAS event for the same effective date, such as OE or a Life Event or the NEW BAS event (example: you entered an override setting Elig Fld 5 to AFTERTAX in order to present the after-tax medical benefit plans for OE or a Life Event or the NEW BAS event).
   
   Be sure to waive any plan type that you do not want to enroll the employee into. This includes the default benefits such as Life and AD/D/, Vision and Long Term disability. Remember, if you are enrolling an employee into an override benefit program, the employee may be eligible for more than one default life plan. You will need to determine the appropriate plan in which to enroll the employee.
5. You can also see and manage the employee override on the CSU Eligibility Override Rpt page. The override remains active until an effective-dated End Override row is inserted on the CSU Eligibility Override page (i.e., an Inactive row) or the override is further modified.
6. If applicable, make sure the Service Now Ticket to remove the EMPLID Override is resolved.

1. Go to Benefits > Manage Automated Enrollment > Events > CSU Ben Admin Elig Override > CSU Eligibility Override page and pull up the employee with the override that you want to correct.

1. Note the Empl Record for the active override that you want to correct.
2. Review the override. If you had to open a Service Now Ticket to use the EMPLID Override feature on Eligibility Rules in order to make them benefit eligible and you now need to correct that override, open another Service Now Ticket for CMS-Benefits to correct the override.
3. Go to Benefits > Review Employee Benefits > CSU Employee Job Summary, enter the EMPLID and click on the Search button.

1. Find the Emp Rec in the list and note the campus tied to the job.
2. Work with the Benefits Officer at the campus that owns the Benefits Primary Job employment record if it is not your campus, and ask that campuses’ Benefits Officer to work with their Workforce Administration group and have them enter a Data Change / Update BenEligCnfig row for the employee on the employee’s Benefits Primary Job employment record with an Effective Date equal to the update date of the override. Note that the effective date can be the same date as the original Data Change / Update BenEligCnfig row used to record the override. If this is the case, the Job Data Eff Seq for the Data Change / Update BenEligCnfig row will increment by one. Once step 6 is done, continue to step 7.
   
   Note that if you are overriding an employee currently enrolled in benefits into the NBO override benefit program, the employee’s benefits end immediately effective the DTA/UBE date (if there’s a grace period, the benefit ends at the end of the grace period).
3. Do not do step 8 until step 6 is completed.
4. Enter the employee’s EMPLID or Last Name or use another search option, select the Include History checkbox, and then click on the Search button. Enter the employee’s Benefits Primary Job in the Empl Record field.

1. The CSU Eligibility Override page appears.

1. Click once on the

icon to insert a new effective-dated row.

1. Select the applicable Status of Active or Inactive (to delete an override due to an incorrectly entered effective date, or to remove the override after voiding the override BAS event, change the Status to Inactive).
2. Select the Effective Date of the incorrect override row. The effective date can be a historic, current or future-dated. To delete an override due to an incorrectly-entered effective date, enter the incorrect effective date to end the override. Note that no effective dates appear for selection if the employee ID and the corresponding employment record does not have a DTA/UBE Job Data row.
   
   Remember that the CSU Override Eligibility page does not have correction mode by design in order to limit possible issues between the CSU Override Eligibility page and the Job Data > Benefit Program Participation page. This means that if an incorrect override is entered, a new override effective sequence row is inserted to correct and/or remove the incorrect override.
   
   This also means that an override row cannot be entered for an effective date prior to an existing override row. For example, if there is a 4/1/2023 override row on the CSU Override Eligibility page, you cannot insert an override row for 2/1/23 on the CSU Override Eligibility page. Use care when inserting and saving override rows on the CSU Override Eligibility page.
3. You are not able to update the Sequence field. This field is the effective sequence for the override effective date. The Sequence field starts at zero and increases by one for each row inserted for the same effective date.
4. There are three ways to override an employee’s benefits in Oracle/PeopleSoft using the custom Override Eligibility functionality:

• Override Eligibility Field 1 and 3 values.
  • An example for use is as an interim workaround when the custom PeopleCode is not setting Eligibility Field 1 and 3 to the correct setting, and the employee’s job(s) in CHRS meets all benefit program eligibility settings, including FTE.
  • Note that, if you override Eligibility Field 1 that you must also enter an override value for Eligibility Field 3, and visa versa.
• Override Eligibility Field 5 from blank to AFTERTAX to present medical benefit plans for voluntary enrollment.
• Place the employee into an Override Benefit Program.
  • Example: CHRS campus A shares an AB211 Benefit Program employee with an HR9.0 campus. The CHRS campus is the Benefits Primary Job campus, and the employee’s CHRS Job Data FTE is 0.20 and is also .20 at the HR9.0 campus. In this example, the CHRS employment record does not meet the FTE requirement for benefit plan eligibility, thus the employee must be enrolled into an override benefit program that has no FTE requirements.
  • Example: Use to support Peace Officers Research Association of California (PORAC) Overrides where former peace officers have moved from union code R08 into a management union code and chose to remain in the POR Medical Benefit Plan.
  • Example: Use for job code 2358 lecturers with summer quarter appointments when the lecturers worked less than full time in Winter or Spring quarters and are not truly benefits eligible. Override the employee into the NBO Override Benefit Program.

1. Enter the desired corrected override value(s) in the applicable Elig Fld(s). Remember, if you override Elig Fld 1 or 3, you must override both fields, you cannot just override Elig Fld 1 or 3. If you are removing the override due to voiding the BAS event that processed the override benefits, remove the override values.
   
   See the Eligibility Configuration Fields Cheat Sheet in the CHRS Training Library for an explanation on each Elig Fld and for the list of valid values for each field. Note that you are not able to override Elig Fld 2.

Because FTE is built into benefit plan eligibility rules, use the override benefit programs that do not use FTE in benefit plan eligibility to enroll employees into the desired benefit plans. On the CSU Eligibility Override page, have the Workforce Administration group insert a new effective-dated Data Change / Update BenEligConfig row in Job Data row, then insert an override row that is tied to the inserted Data Change / Update BenEligConfig on the CSU Eligibility Override page, and then use the Elig Fld 6 field to designate the override benefit program that you wish to assign the employee. See the chart below for the valid Elig Fld 6 field values available for use. See the following page for an example of an override row entered onto the CSU Eligibility Override page.

Regular Benefit Program, Override
Benefit Program, Ben Prog Elig Rule, Eligible for Override Benefit Program if

AB2, ABO, ABO, Elig Fld 6 is AB2O

AY, AYO, AYO, Elig Fld 6 is AYO

STN, STO, STO, Elig Fld 6 is STNO

UN6, U6O, U6O, Elig Fld 6 is UN6O

U13, U3O, U3O, Elig Fld 6 is U13O

AC1, A1O, A1O, Elig Fld 6 is AC1O

AC2, A2O, A2O, Elig Fld 6 is AC2O

NOB, NBO, NBO, Elig Fld 6 is NOBO

Note that there isn’t an override benefit program for Rehired Annuitants. The system will allow you to insert an override row to place the Rehired Annuitant into an override benefit program, but the Benefits Administration configurations will not assign an override benefit program to a Rehired Annuitant. Rehired Annuitants remain in the RA (Rehired Annuitant) benefit program.

Example Override Row on CSU Override Eligibility Page

The following screen shot shows an example of overriding an employee into the ABO Override Benefit Program.

To delete an override due to an incorrectly entered effective date, or to remove the override after voiding the override BAS event, blank out the override values and change the Status to Inactive.

1. Enter a clear, explanatory reason for the corrected or voided override in the Comment field. The Comment field is a required field. The comment can be up to 254 characters.
2. Review the corrected or voided override entered, and then click on the Save button. The applicable DTA/UBE effective-dated action/reason row updates in Job Data component for the employee with the applicable Eligibility configuration overrides. No other Job Data is altered for the employee.
3. An MSC BAS event is created for the employee and can be found in the Review BAS Activity page. MSC BAS events are also created for the employee for historic and future-dated rows that require eligibility field updates when the override status is Active. MSC BAS events are not created when the override status on the CSU Eligibility Override page is Inactive.
4. Do not process the new MSC event(s) as Oracle/PeopleSoft considers the new MSC event to be a duplicate event. Instead, refer to the Reprocess a CHRS BAS Event cheat sheet to reprocess the original OVR and MSC (if applicable) BAS events to adjust the employee’s benefits in effective date, event priority and event ID order using the On Demand Event Maintenance page.
   
   Be sure to waive any plan type that you do not want to enroll the employee into. This includes the default benefits such as Life and AD/D/, Vision and Long Term disability. Remember, if you are enrolling an employee into an override benefit program, the employee may be eligible for more than one default life plan. You will need to determine the appropriate plan in which to enroll the employee.
   
   Delete newly created BAS events for any voided overrides. If you voided the original override BAS event you do not need to process the newly created BAS event.
5. You can also see and manage the employee override on the CSU Eligibility Override Rpt page. The override remains active until an effective-dated End Override row is inserted on the CSU Eligibility Override page when you insert an Inactive row for the override on the CSU Eligibility Override page.
6. If applicable, make sure the Service Now Ticket to correct the EMPLID Override is resolved.

See the CSU Eligibility Override Rpt Page search options below.

Name: The employee’s primary (legal) name. Format is last name,first name. Do not enter a space between the comma and the first name.

EMPLID: The employee’s CHRS employee ID.

HR Status: Active or Inactive.

Business Unit: This is the PeopleSoft campus business unit. Enter your campus business unit here. Note that you can view employees shared with other PeopleSoft campus business units.

Updated By: This displays the CHRS PeopleSoft User ID who last updated the row. CHRS PeopleSoft User IDs are generally numeric. Note that the SKUDUMU User ID indicates a Job Data row that was converted from HR90 to CHRS.

Only Include Employees with Active Overrides: Select to see employees with current active overrides. Future-dated overrides are not considered current active overrides.

See the CSU Eligibility Override Rpt Page field explanations below.

Name: The employee’s primary (legal) name. Format is last name,first name. Do not enter a space between the comma and the first name.

EMPLID: The employee’s CHRS employee ID.

BPJ BU Campus: This is the employee’s CHRS Benefits Primary Job campus. Remember that an employee, even an employee shared across more than one campus, can only have one Benefits Primary Job campus. Note that if all campuses are not on CHRS, the CHRS Benefits Primary Job may not be the employee’s correct Benefit Primary Job. Other PeopleSoft pages that show the employee’s Benefits Primary Job campus are the CSU Benefits Summary page and the Maintain Flags page.

BPJ Empl Rcd: The employee’s CHRS Benefits Primary Job employment record number based on the job row effective date.

Total FTE: The employee’s total CHRS FTE. Note that this does not include the total FTE from HR90 campuses.

Empl Rcd: The employee’s employment record number for the row.

FTE: The FTE associated with the row’s employment record number.

Union Code: The Union Code associated with the row’s employment record number.

Empl Class: The Empl Class associated with the row’s employment record number.

Expected End Date: The Expected End Date associated with the row’s employment record number.

Effective Date: The Effective Date associated with the row’s employment record number.

Effective Sequence: The Effective Sequence associated with the row’s employment record number and Effective Date.

Row Type: This displays one of three row types: System Derived, Override and End Override.

Elig Fld 1: This displays the value in Elig Fld 1 for the applicable row and effective date.

Elig Fld 2: This displays the value in Elig Fld 2 for the applicable row and effective date. Elig Fld 2 cannot be overwritten.

Elig Fld 3: This displays the value in Elig Fld 3 for the applicable row and effective date.

Elig Fld 4: This displays the value in Elig Fld 4 for the applicable row and effective date.

Elig Fld 5: This displays the value in Elig Fld 5 for the applicable row and effective date.

Elig Fld 6: This displays the value in Elig Fld 6 for the applicable row and effective date.

Elig Fld 7: This displays the value in Elig Fld 7 for the applicable row and effective date.

Elig Fld 8: This displays the value in Elig Fld 8 for the applicable row and effective date.

Elig Fld 9: This displays the value in Elig Fld 9 for the applicable row and effective date.

Comments: This displays the required comments entered on Override and End Override rows. Comments should be objective and can be up to 254 characters in length.

Updated By: This displays the CHRS PeopleSoft User ID who last updated the row. Note that the SKUDUMU User ID indicates a Job Data row that was converted from HR90 to CHRS.

Oper Descr: This is generally the name of the User ID displayed in the Updated By field.

Last Upd DtTm: This is the date and time the User ID displayed in the Updated By field entered or updated the row.