15 responses to findings and recommendations
F1
The SBR required that a Director be employed for 5 years or more in order to receive payment for unused sick leave.
Response: Unknown
Score: 0
R1
Policies and procedures should be established that are specific to payouts for unrepresented management staff by the HR Department by December, 31, 2023.
Response: Unknown
Score: 0
F2
A lack of detailed policies and procedures between HR and CAO ultimately led to a significant overpayment to the former Director of HR.
Response: Unknown
Score: 0
R2
Prior to computation of final wages due, HR should take the initial step to confirm the terms of each employee's specific agreement as it relates to unused sick leave and vacation pay due. Once eligibility is determined by HR, the information should then be forwarded to the affected departments as well as the Payroll Division. This should be implemented
Response: Unknown
Score: 0
F3
The payout error in this report was discovered by an unrelated inquiry, a year after it occurred.
Response: Unknown
Score: 0
R3
The HR Department should perform annual audits of past payout exit documents for benefits entitled to unrepresented employees beginning in 2023.
Response: Unknown
Score: 0
F4
The CFWD was completed in error. It was reviewed and approved by three separate managers in two departments before it was forwarded to the Payroll Division for final review and payment.
Response: Unknown
Score: 0
R4
The Auditor Controller should establish policies and procedures which outline the chain of custody for the accuracy of the KRONOS database prior to CFWD form sign-off. These standardized procedures should be used by all County Departments. This should be implemented
Response: Unknown
Score: 0
F5
The departing HR Director approved their timecard in KRONOS which included the sick leave hours. The current review and approval process failed to find and correct the data entry error in KRONOS.
Response: Unknown
Score: 0
R5
CAO should establish policies and procedures to prohibit any employee from approving their own final payout. In the case of a resigning department head, the approval should be made by the CAO or BOS. This should be implemented
Response: Unknown
Score: 0
F6
The Auditor Controller's Office does not have standardized written procedures to complete the CFWD form for departing unrepresented employees. Lack of standardized written procedures in the use of the CFWD form resulted in calculation errors among different departments.
Response: Unknown
Score: 0
R6
The Auditor Controller should modify the CFWD form to include safeguards and/or a field designating the eligibility of an employee for specific benefits. There should be a roadblock prohibiting the continuation with the payout computation, unless the employee is, in fact, eligible for a specific payout. For example, if the bargaining unit field indicates "UD" and the years of service field is less than 5 years, the ability to continue the payout for sick leave will be blocked. This should be imp...
Response: Unknown
Score: 0
F7
There is no established chain of overall accountability when submitting and approving final payouts.
Response: Unknown
Score: 0
R7
The Auditor Controller should establish Policies and Procedures to ensure that when a County employee is erroneously overpaid, a standardized repayment process is initiated immediately. This should be implemented by December 31, 2023. June 2023 $28,149 Erroneous Overpayment
Response: Unknown
Score: 0
F8
CAO Managers and the Auditor Controller's Office relied solely on the accuracy of employees who independently generated the CFWD form based on erroneous information in the KRONOS database. June 2023 $28,149 Erroneous Overpayment
Response: Unknown
Score: 0
