Advance Production Payroll
Insight Global
This role will be for a particular area providing operational support and clean up audit that requires adjustments to previous tasks for Reclassifying Earn Codes (Changing One Code to Another)
1. Review the Initial Earn Code Assignment
o Understand the Context: Confirm the reason for the earn code change (e.g., an employee has been misclassified, a change in job function, a policy update, etc.).
o Verify the Original Earn Code: Review the details of the original earn code (hours worked, amount paid, etc.) to ensure no data discrepancies before reclassification.
2. Update UCPath
o Reclassify Hours/Amounts: Adjust the payroll entry to reflect the new earn code for the affected period(s).
o Confirm transaction
3. Review and Reconcile Payroll
o Reconcile Entries: After the reclassification, compare the updated payroll records with the original data to ensure all adjustments have been correctly made.
o Verify Total Pay and Hours: Ensure that the total pay for the employee is accurate and in line with what was expected after the earn code change.
o Audit for Errors: Perform an audit to confirm no discrepancies were introduced due to the earn code change.
4. Review and Reconcile Accruals
o Reconcile Entries: After the reclassification, compare the updated payroll records with the original data to ensure all adjustments have been correctly made in accruals system.
We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day. We are an equal opportunity/affirmative action employer that believes everyone matters. Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to HR@insightglobal.com.To learn more about how we collect, keep, and process your private information, please review Insight Global's Workforce Privacy Policy: https://insightglobal.com/workforce-privacy-policy/.
1. Review the Initial Earn Code Assignment
o Understand the Context: Confirm the reason for the earn code change (e.g., an employee has been misclassified, a change in job function, a policy update, etc.).
o Verify the Original Earn Code: Review the details of the original earn code (hours worked, amount paid, etc.) to ensure no data discrepancies before reclassification.
2. Update UCPath
o Reclassify Hours/Amounts: Adjust the payroll entry to reflect the new earn code for the affected period(s).
o Confirm transaction
3. Review and Reconcile Payroll
o Reconcile Entries: After the reclassification, compare the updated payroll records with the original data to ensure all adjustments have been correctly made.
o Verify Total Pay and Hours: Ensure that the total pay for the employee is accurate and in line with what was expected after the earn code change.
o Audit for Errors: Perform an audit to confirm no discrepancies were introduced due to the earn code change.
4. Review and Reconcile Accruals
o Reconcile Entries: After the reclassification, compare the updated payroll records with the original data to ensure all adjustments have been correctly made in accruals system.
We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day. We are an equal opportunity/affirmative action employer that believes everyone matters. Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to HR@insightglobal.com.To learn more about how we collect, keep, and process your private information, please review Insight Global's Workforce Privacy Policy: https://insightglobal.com/workforce-privacy-policy/.
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