Add Cost Splitting Configurations

To add a cost splitting configuration:

1. Go to Benefits Setup > Cost Splitting Configuration.
2. Click New.
3. Enter text in the Name and, optionally, the Description fields.
4. If you want the configuration to be applied to the associated plans after it's saved, select the Published checkbox. To add a cost splitting configuration that will be published in the future, leave the checkbox cleared.
5. In the Eligibility drop-down list, select the qualifier that defines which employees are subject to cost splitting.
6. Note: Employees shouldn't be eligible for multiple cost splitting configurations that apply to common options.
6. Enter values in the Employee Percentage and Employer Percentage fields. The values in these two fields must total 100%.
7. Enter or a select a date in the Start Date field to set when the cost splitting configuration becomes effective.
8. If you want the configuration to expire, after which it's no longer applied, enter or select a date in the End Date field.
9. With the row of the record that you've entered selected in the Cost Splitting Configurations Details section, click New.
10. In the Cost Splitting Rule Type drop-down list, select one of the following options:
    • Based On Weighting
    • Employee Pay All
    • Employer Pay All
11. The default selection is Based On Weighting.
11. In the Benefit Plan drop-down list, select a plan to which the cost splitting rule type should be applied.
12. Repeat steps from 9 to 11 to add all of the plans to which the cost splitting applies, along with their cost splitting rule type.
13. If there are multiple plans in a rule type, in the Priority field, enter numbers to set the order in which cost splitting will be applied to the plans in that rule type. Dayforce allocates the costs for the plans in ascending order. If there is only one plan in a rule type, you don’t need to set an order.
14. Click Save.

Dayforce validates the saved configuration and shows any errors, warnings, or messages. For example, an error is returned if the employee and employer percentages don’t total 100%, if required fields aren't filled out, or if the plan years of the benefit plans included in the configuration don’t match.