Building Your Career

Not so much an error, but often we’ll receive instruction to issue an ROE based on a termination, then weeks later receive instruction to pay out an additional amount to the terminated employee based on having received signature on a document. Employee has to be reactivated, payment issued, deactivated, previously issued ROE then amended–lots of room for error to occur.

Same as Stacey. First day worked and last day worked errors were common at my previous employer which was retail so not too surprising to have that issue. Not an error, but it is especially challenging when we payout our annual bonus and have to amend all the ROEs for employees on leave. It’s such a cumbersome, time consuming process

Another error is forgetting to add expense reimbursement to employees’ pay before terminating.

Overlapping dates when there is a previous ROE issued for the same employee.

The wrong reason selected for termination. I make sure to verify with HR which specific reason code should be used.

I can relate to these scenarios above as well. In my recent position, I am noticing that it can sometimes be challenging to connect the dots in an employees life cycle because I cannot always easily find the history. We are now transitioning to electronic filing ( a method I am very familiar with). This makes things much easier 🙂

Sometimes payroll professionals cannot complete box 15A correctly, especially if an employee is terminated and paid out severance. The professionals get confused between insurable earnings.