FAQs for Transactional Users provide answers to questions about processing transactions in UCPath including Position Funding, Direct Retro, Additional Compensation, and more.
The Office of the Chief Financial Officer has also begun a list of frequently asked questions and answers related to UCPath implementation with the general ledger and Cal Answers reporting.
Use the lookup icon to search for an employe by name or employee ID.
A basic overview of leaves that can be recorded include:
- Sick leave
- Family & Medical Leave Act (FMLA)
- COVID-19 related leaves such as EFMLA, PAL, and FLSA
- California Pregnancy Disability Leave Law (PDLL)
- California Family Rights Act (CFRA)
- Worker’s Compensation
- Jury Duty
- Military, etc and/or any leave the employee is eligible for depending on their type of employment/appointment, or their employment agreement(s).
LAH Original Hours stands for Leave Accrual Hours Original Hours.
SAH Original Hours stands for Sabbatical Accrual Hours Original Hours
FML Original Hours stands for Family Medical Leave Original Hours.
HBE Original Hours stands for Hours Toward Benefit Eligibility Original Hours
HCS Original Hours stands for Hours Toward Career Status Original Hours
Working Hours: Because UCPath does not maintain the employee’s actual work schedule, this field displays 80 hours for biweekly employees. For monthly employees, the number of working days Monday-Friday in the pay period, including holidays, is multiplied by 8. For contract pay employees, the number of contract work days is multiplied by the number of contract daily hours.
Disability leave requires an employee use 20 days of their bank before Paid Disability is activated, is a second leave entry required after those first 20 days are used?
Leaves should be recorded based on a combination of the employee's available sick, PTO and/or vacation balances, and their desire to use them. A second unpaid leave is requested if the employee does not have sick, vacation, PTO to use and/or they have decided they will not use their balances.
Yes. There is a calculation based on Position, date of hire and hours worked.
Because Family & Medical Leave Act (FMLA) is commonly entered after an absence is started, how and where are over/underpayments entered or reflected in UCPath?
FMLA usage hours should be entered using CalTime by choosing the appropriate usage code such as FMLA sick, FMLA vacation, and FMLA PTO hours. Overpayments will be reconciled by the UCPath Center during payroll processing.
What kind of turnaround does UCPC deliver when a FMLA absence is recorded? How does that affect payroll?
The UCPath Center follows their Service Level Agreement (SLA) regardless of leave type. Any leaves processed before the payroll cutoff will affect current paycheck.
Who can add retroactive Absence Management entries into UCPath? What documentation is required if the action is retroactive?
An initiator can add retroactive leave. No additional documentation other than the required documentation based on the type of leave is required (e.g., doctors notes, return to work documentation, etc.)
Initiation, Approval, and Maintenance of leave status are all location (campus) based activities. UCPC reviews the leave request and facilitates the update of the job record in the UCPath system based on the information in the Extended Leave Request.
After each payroll cycle accruals will be updated in CalTime.
UCPath updates accruals on an ongoing basis and serves as the system of record. There is system functionality to attach documentation such as sabbatical reports. Additionally, a warning code will come up to indicate if no sabbatical credits are available.
Depending on the leave type, Employees are able to enter their leave hours in CalTime using the correct leave codes. Some leave types cannot be tracked by the employee, like EFMLA. These leave types are managed by the Benefits and Leaves Team.
On the Extended Leave Request form, Family & Medical Leave Act (FMLA), CaliforniaPregnancy Disability Leave Law (PDLL), and California Family Rights Act (CFRA) hours and eligibility are captured in addition to the employees available sabbatical, sick, vacation, and PTO balances.
Does the return to work date/end date auto return an employee to their current job, or does it require action?
The return to work date does not automatically return a person to work. The location must initiate a return to work action in UCPath.
If an employee changes from Intermittent leave to Block leave (e.g., full day or more usage), how should this be processed in UCPath?
A second leave request must be submitted and the usage must be coordinated with the UCPath Center (and possibly manager/department in order to capture any). Essentially, the first leave of absence row submitted, and then a subsequent row for the block leave should be submitted.
Intermittent leave can be recorded in UCPath. It should be captured by placing an employee on an intermittent leave via the Extended Absence Request form in UCPath. Positive hours and leave hours should be recorded in CalTime. The interface from CalTime will update UCPath.
Must a return date be entered into the UCPath Absence Management form when the leave is logged, and does it require approval? If the Return date is updated, does that have to be approved too?
Yes, a return to work date is a required field on the Request Extended Absence form. If the return date is updated, approval is required.
No. This process still needs to be monitored at the campus location.
Per UCPC, Prudential receives a monthly report from Liberty Mutual that lists employees that have been on disability. Prudential sends a Waiver of Premium packet to the employees on the report. The employees can apply for the waiver when they receive the Waiver of Premium Packet in the mail or they can also choose to apply on the vendor’s website. Once the vendor reviews the Waiver of Premium application, UCPC receives a letter of Approval/Denial.
The employee should reach out to the vendor for updates on their claim or questions with the process.
The system does not allow the overlapping of two concurrent leaves of the same leave type and reason. This is a hard restriction. For example, the system does not allow Family & Medical Leave Act (FMLA)/California Family Rights Act (CFRA)/California Pregnancy Disability Leave Law (PDLL) for Employee SHC (Serious Health Condition) leave to be entered for the same duration or if the leave start date and expected return date overlaps.
If a leave is not FMLA-related, then they can concurrently exist with a FMLA leave.
A second leave request must be submitted and the usage must be coordinated with the UCPath Center (and possibly manager/ department in order to capture any necessary revisions to CalTime).
Yes. Also, comments are required if a leave is denied.
No, UCPath only allows employees to accure hours up to their maximum. The UCPath system decrements usage before it applies accruals.
Only Military caregiver and Family & Medical Leave Act (FMLA) is available from the old system (PPS). Other historical leaves are not be available (neither is pay history).
If you have a contingent worker “A” who supervises another contingent worker “B”, but contingent worker “B” does not need to submit a timesheet in CalTime, does contingent worker “A” still need to have a position number?
Position numbers are only assigned to contingent workers who need to sign off on the time of an employee they supervise. If a contingent worker "A" supervises another continent worker "B," there is no Caltime involved, so therefore no need for a position number. If a contingent worker "A" supervises an employee "B", who enters time into Caltime that then needs to be approved, the contingent worker "A" will need a position number.
Yes, their payroll status will show as "Inactive, Extended Leaves" once the leave has been added to their job data.
Approvers can not edit initiator notes, but they can add notes to transactions they are approving for the Extended Leaves of Absence module.
Are there any notifications that get sent out to the operator that a retroactive payment will not be paid out or do we have to manually look to see if there are active paychecks?
No, there are no alerts/notifications sent out to tell people that a retroactive payment is or is not triggered. The only notification is if someone at UCPC Payroll thinks an error has occurred and will reach out to the identified individuals to confirm.
Are there reports to see payroll transactions that are happening for a single employee? For instance, if I have an employee who has two jobs, but I only have security access for one of the jobs, can I see payments that are happening for the other departme
If you have access to the Review Paycheck page for an employee, you can see all of the details that they were paid, including details from other jobs that are not part of your regular visibility. However, beyond usage of the PREPSHUP tables, you will only be able to view recurring additional pay and one-time payments for the departments that you have visibility into.
It depends on the employee class. If they are monthly then additional compensation will be distributed in one pay period. If they are biweekly then it will be distributed biweekly.
You can see all active appointment in all departments and all UCs in the Person Org Summary page.
Yes! All sick and vacation must be entered by day, no matter if they're exempt or not. For exempt employees, however, initiators need to put in full day (8 hours) amounts and cannot use "half day" increments (e.g., taking 4 hours of sick leave).
You would overwrite the chartfields when the chartfields are no longer active during the recovery process. If the overpayment is being recovered from the next available payment, it will go against the current pay cycle and the chartfields will not be able to be changed.
No, percentages must be submitted as positve amounts.
We can request it as a change request but it will need to get approved by all Locations and it will definitely not be done by Go Live.
If an employee is paid using an incorrect chartstring, the payment can be transferred to the appropriate chartstring using a Direct Retro request.
There are no specific notifications regarding payments being processed in UCPath. To check if a payment has been processed, review the specific employee's paycheck/payroll data.
No. PAN notifications are sent out from Personnel and Payrolll System (PPS) to notify select individuals that transactions have been processed. PPS will no longer be used, thus PAN notifications will not exist either.
Merit increases should be submitted using PayPath only, not using the additional pay forms. If a retroactive merit increase is submitted, the system will compare the new salary to their current salary and automatically calculate and pay out the amount of retroactive pay that should be generated.
There are two exceptions to this process:
- The system will calculate and pay out amounts for only the earn codes that are eligible for retroactive payments. If the employee has an earn code on their record that is not eligible for retroactive actions AND the amount paid out for that earn code is dependent on the employee’s compensation amount (e.g., a specific percentage of their salary), then the retroactive amount owed to the employee for that specific earn code will not pay out. That amount needs to be manually calculated and paid to the employee by using the one-time additional payment form.
- If the latest effective-dated row for that employee is for an action that conflicts with the retroactive merit increase (e.g., if the employee transferred to a new job or got a promotion), then you must contact UCPath for assistance in processing that transaction.
Yes. Routing to the approver groups will be based on which form it is, the department submitting the request, and the affected employee’s employee class. By default, all forms will only need one approver level, meaning that only one person needs to approve the request in order for it to process.
No. Additional Pay forms will show the same fields, regardless of employee type. However, some select fields may be filtered out based on the amounts input.
How do you enter a By Agreement (BYA/BYN) employee that should receive the same flat dollar amount every pay period?
If the By Agreement employee receives the exact same amount every pay period, then you can submit a Recurring Additional Pay request for that employee, entering the “Pay Period Amount” as the flat dollar amount that the employee should be receiving.
If the by agreement employee does not receive the same amount every pay period, then the request must be submitted via the One-Time Pay Additional form.
Is the Additional Pay amount request for a gross amount or a net amount? Could I choose between the two?
The amount submitted using the Additional Pay forms is the total/gross amount, not including any taxes and deductions that will be subtracted when payroll is processed.
The forms have a Gross-Up checkbox to indicate that the submitted amount should be the net amount that should be paid to the employee; if this checkbox is selected, the employee will receive the submitted amount exactly as their net amount and the department/chartstring will be charged for the additional amounts that would have gotten taken out in taxes/deductions (i.e., the true gross amount needed for the employee to get paid that amount as net).
If UCPath denies the transaction and pushes back to initiator, what is the process if that initiator is no longer an employee? Who is notified to problem solve the reason for denial?
The Approval Administrator will also be notified that a transaction was denied.
The Recurring Additional Pay form allows for document attachment. However, the One-Time Pay form does not have this functionality. If a document needs to be attached to the request, the one-time payment can be submitted using the Recurring Additional Pay form, with the effective and end dates adjusted to reflect one single pay period.
No, initiators cannot assign a specific approver. Once an initiator submits the request, it will be auto-routed to the appropriate Approver Group based on the Department, the selected form, and the employee class (also known as “appointment type” in current state).
Only one person in that approver group needs to approve for the workflow to move forward. However, the approver can select a specific ad hoc approver from a drop-down menu of approvers who have the appropriate permissions.
Additional Pay is for payments that are in addition to the employee’s base salary (e.g., stipends, bonuses). If the work-study student is owed additional hours that have not been paid to them, then this would not be the appropriate form to use and the hours should be submitted via the Off-Cycle/Final Pay form instead.
If the work-study student is owed additional pay for an action that is separate from their regular hours/salary (e.g., if the student has been given a STAR award), then this would be the appropriate form to use.
When you open an additional pay form, current payroll requests for that employee that have been submitted will be shown to the right of the new submission.
All transactions are kept indefinitely in UCPath.
While most earn codes will stay the same, there will be some changes to existing earn codes. We will provide a “mapping” document to map from current-HCM-to-new-UCPath Earn Codes during training as well as a definition of every UCPath earn code and how they should be used. Title codes will be staying the same.
Yes, some transactions allow cloning, but that is only in the event that the request has been rejected. No cloning functionality exists for the Additional Pay forms.
When you open an additional pay form, current payroll requests for that employee that have been submitted will be shown to the right of the new submission, thus allowing the Initiator to check if a specific request has already been submitted. It is up to the Initiators to check current requests and previous paychecks to ensure that they are not submitting a duplicate request; the UCPath Center is not responsible for this action and will process both updates.
What is the difference between processing Additional Pay through the Personnel and Payroll System (PPS) system vs. processing through a department award (DSAS)? Are there guidelines for which to use? How does CSS determine which method to use?
Contact your HR Business Partner for information abour DSAS and what guidelines/criteria are used to determine if they process pay out of PPS or DSAS. If specific payments are paid out of DSAS currently, they will most likely continue to be paid out of DSAS after we go live with UCPath.
There are fields in each Additional Pay form meant to identify the appropriate pay periods that the additional pay should apply to, thus allowing for retroactive submission. Note: You can only submit retroactive payments for earn codes that are eligible for retroactivity.
Additional Pay is defined as pay that is in addition to the employee’s regular base pay. Thus, “out-of-scope” requests for Additional Pay consist of inputting regular hourly and/or salary pay in current or previous pay periods. It also would not be appropriate for “rush”/off-cycle requests as well as final pay.
No. UCPath is the only system of record and payment for HR/Payroll actions that UC Berkeley will be using.
No. Additional Pay requests will be paid out using the employee’s regular on-cycle payroll. In order to “rush” a payment, you will have to fill out the Off-Cycle/Final Pay form in order for the additional pay to be processed during UCOP’s next available payroll run.
Does UCPath automatically ensure that employees who are retiring are granted one ‘extra’ month of insurance benefits to bridge them till their retirement benefits kick in?
As long as it is entered with the appropriate termination code – Retirement, the system will automatically grant one ‘extra’ month of insurance benefits.
Where can the benefits deduction information from UCPath be found? Are a premiums for insurance paid in arrears or advance?
Only disability insurance is in arrears. On page 24 of the Group Insurance Regulations it states:
1. Premiums for Medical Plans, Dental Plan, Vision Plan, Legal Insurance, Life Insurance, AD&D Insurance, and Supplemental Health Plans are paid in advance. Premiums for Disability insurance are paid in arrears. Premiums are paid for a full month, even if coverage stops before the end of the period. Eligible Employee contributions are made through payroll deduction or direct pay.
View the benefits schedule of when these deductions occur.
If a high risk direct retro is approved by both approver-levels at UC Berkeley (if CGA is the 2nd approver-level, for example), does it still go to someone at UCPC?
No, when it is approved at the location it goes into ledger directly.
If retroactive pay is issued after a Direct Retro or Funding Change is processed, will the system know?
Position funding for retroactive pay is based on the funding at the time the pay should have been received. If a Direct Retro has previously been completed, the current distribution will not be based on the updated Direct Retro distributions.
The best practice is that any time a Direct Retro is completed, the user should navigate back to the Position-Level funding on Funding Entry Page and make any necessary updates to the funding distribution data. Keeping the Funding Entry Page in sync with processed cost transfers is an optional, location-only business process.
On Direct Retros, if the federal fund is greater than 120 days and we're not changing the fund, rather only the CF1 field, for example, will it be considered high risk?
Definition of high risk Direct Retro:
Violates the 120 Day Rule: Increases the expense on a Federal or Federal Flow-through fund where the transaction is on a payroll transaction for which the original Pay End is prior to [SysDate – 120]
Violates the 90 Day Rule: Increases the expense on a Federal or Federal Flow-through fund where the Fund/Grant End Date is prior to [SysDate – 90].
You can select multiple paychecks at the same time for a single transaction, but you still have to make the adjustment for each one.
Yes. If the parameters for high risk are met, then you will not be able to save the transaction without completing the questionnaire. All high risk Direct Retros have another level of approval (Controller's Office Contracts & Grants).
No, dollar amounts only.
Direct Retros move all associated benefits/fringe with the salary. If a location desires to move fringe only they will need to utilize Benefit Cost Transfer functionality in Path.
Only one Direct Retro transaction can be submitted for the same paycheck. No additional changes can be made until the Commitment Accounting (CA) process runs to process that Direct Retro.
Commitment Accounting (CA) process will run to post fully approved Direct Retros several times per week.
There are reports that will be available to see if there are any suspense items. No system notification will be sent regarding items in suspense.
Transaction errors go to suspense chartstring as follows:
Salary account associated with the employee, fund 69995, a Division level Dept ID code, the CF1 value noted below:
- CF1 = 900000: When a position is created but the position funding is not set up
- CF1 = 900001: When the payroll processing date is past the Funding End Date for the Earnings Distribution (generally applies to Contracts and Grants funds)
- CF1 = 900002: When the provided chartstring was valid at the time of initial entry input, but becomes invalid before payroll processing
The Direct Retro form has a Copy Transaction button that will allow the transaction to be copied, edited, and resubmitted for approval.
The questionnaire is only required for high-risk Direct Retros. The current 120 day/90 days rules for Federal funds/Federal flow-thru funds apply. The questionnaire is not required for other funds.
If you have entered a capped fund and the employee's Total UC Salary value exceeds the salary cap rate, the system prompts you to use the Direct Retro Salary Cap/MCOP Funding Worksheet.
Attributes of the Fund are sourced from Chart of Accounts data coming from Berkeley Financial System (BFS).
Yes. Once Direct Retros are initiatied, approved, and processed, they will be available in Berkeley's General Ledger (BFS).
Once the Commitment Accounting (CA) batch has run, processing the transaction, additional updates can be made for the pay period.
Yes. You can move all or part of your existing funding to one or more funding accounts.
You can use a Direct Retro to reallocate the distributed money, and add an effective dated row to your Position Funding to reflect the changes.
If an employee is funded by multiple chartstrings managed by more than one department, who initiates the Direct Retro transaction?
The department that owns the position (rather than the department that owns the funding).
For example, if an employee works primarily for department A and their position is funded by department A and partially by department C, department A would initiate the Direct Retro and enter the chartstrings for both departments A and C. If approval is required from department C, department A can attach approval documentation to the Direct Retro transaction.
No. Direct Retro allows for the redistribution of funding or split funding between multiple funding sources. However, the Earnings Code cannot be changed.
Can someone in Payroll view the transactions that are being approved? What would trigger someone outside the department to review the approvals?
An Ad-Hoc reviewer can be added for reviewing transactions.
Can I view the status of Direct Retro transactions in my department, regardless of whether I am the initiator or not?
The initiator cannot see the list of transactions initiated in the Worklist, however, you can review the status of your Direct Retro transaction by naviagating to PeopleSoft Menu > UC Workcenter > Review Retro Distribution. Departments can view transactions by search parameters such as EMPLID, Initiator, etc.
No. In UCPath, you cannot be both the initiator and approver for any transaction.
Yes, you can change the order during your active session by using the Personalize link. However, we encourage users to familiarize themselves with the default order defined by UCPath.
MCOP refers to employees who have more than one earn code. You should use the Direct Retro Salary Cap/MCOP Funding Worksheet to complete your Direct Retro transaction for employees with MCOP.
These are delivered components in PeopleSoft and currently not being used in UCPath.
All pay periods processed by UCPath beginning March 2019 will be available for Direct Retro activity. UCPath payroll data is not purged.
The system will not auto-populate Project Costing (PC) Chartfields.
No. UCPath will not generate automatic warnings to highlight upcoming leave end dates. However, UCPath will provide reports that identify upcoming leave end dates for a given department or organizational unit.
Although UCPath will be the online system of record for HR and payroll data transactions, current local systems and paper personnel files will be retained for data that is not migrated to UCPath.
Not necessarily. If the recruitment is for a staff position for an existing vacant position, the same position number can be used. Otherwise a new position number will have to be created.
UC Berkeley will continue to use CalTime and will develop interfaces to UCPath throughout the initial phase of UCPath rollout. These interfaces will pass timekeeping data to UCPath for payroll and leave calculations.
Initiator & Approval Workflow
The Payroll team would complete this termination template as they do the others. The template type signals additional work downstream for UCPC/RASC.
What is the rounding system for FTE? Will the RA be able to enter distribution percentage down to several decimals?
FTE has six decimals. It looks like this: 1.000000
For employees transferring between departments, does the receiving department initiate the transfer?
Yes, the receiving department should initiate the transfer.
For Merits + TDIs what will the process be? Are we still doing mass salary updates and how will we catch the fall out?
Similar process to current state but it's managed by UCPC. UCB Compensation and APO will work with UCPath Center.
If one approval level is defined, then approve or deny are the only two options. If more than one level of approvals is defined, then pushback is an additional option.
Off-Cycle / Final Pay
In UCPath, Off-Cycle checks will default to the regular method of payment the employee has chosen. If the employee has already signed up for direct deposit, the payment will be directly deposited.
Merit Increases are a data change a department would make in the PayPath template, using Merit Increase as an action reason. UCPath will automatically generate the pay differential and include that retro pay on the next On-Cycle issue. No other form needs to be generated (for example, Additional Pay). However, there are positions with Earn Codes that are not eligible for Merit Increases.*
*If an employee has additional compensation based on a % of salary, and the earn code for that action is not eligible for retroactive pay, then the initiator would have to submit an additional pay request for the difference owed on the ineligible earn code.
Overtime would be recorded in CalTime which will feed payroll at UCPC for payment processing. If an employee’s status (non-exempt) allows OT, the OT will be paid.
Can retro-active hours or flat dollar amounts for a By Agreement (BYA/BYN) employee be processed on an Off-Cycle pay form?
Yes, retro-active hours can be processed for BYA/BYN employees in an Off-Cycle Pay form.
Bonuses should be submitted as a One-Time Pay using the One-Time Pay form and will be paid on their regular pay cycle. Since bonuses are generally paid on cycle, please refer to your department/regions policies for more information about Off-Cycle Pay.
As we transition to UCPath, some earn codes will be changed to meet UCOP guidelines.
CIA will change to “CNB” Coach Non-Base pay.
On the Off-Cycle form, the earn code options available will be defined by the employees’ pay group. As we go live, a job aid will be available that describes and lists earn codes.
All pay should be paid on a regular cycle whenever possible. Off-Cycle pay is often used in sensitive situations. Refer to your department/regions policies for more information.
On the left side of the Off-Cycle form, all current Off-Cycle pay requests, approved, denied, or pending will be available for view.
UCPath Center will provide payroll calendars, which will list the deadlines for Off-Cycle Pay. Requests must be submitted and approved by the listed deadlines in order to be processed. As we go live, UCPath Center calendars will be published.
The Home Campus will pay the employee for all work at all locations. The “home/primary” campus for the employee must be determined. If Berkeley is not the Home Campus and an MLA employee is owed pay, then you must contact the Home Campus on behalf of the employee to schedule the payment.
If Berkeley is the Home Campus, Off Cycle/Final Pay is processed per regular steps.
Can a position’s default chartstring be overridden in special circumstances - i.e. A grant funded employee has a large vacation accrual that must be paid as part of an employee’s Final Pay, but the grant may not be an appropriate funding source.
Yes, a chartstring can be overridden by checking the check box, and a new chartstring can be used.
The process depends on whether or not an employee has been paid for services prior to signing the Oath.
When an employee has been paid for services prior to signing the Oath:
- Submit an Inquiry with the subject "Damage Payment"
- Provide pay period(s) that need to be reversed
- Provide damage payment amount that should be paid (this should be in hourly increments)
- The UCPath Center will reverse the affected pay period(s) and generate the damage payment (DMG) via the off-cycle process. Any accrued vacation will be paid out to the employee.
When an employee has NOT been paid for services prior to signing the Oath:
- Submit a Payroll Request (E-087) for an off-cycle check.
- Provide comments that indicate that this is a Damage Payment (DMG)
- Provide Damage Payment amount to include hours by pay period, vacation, and any legally required benefits
- The UCPath Center will process the Damage Payment.
If an employee leaves on the last day of their pay period, would a Final Pay request need to be entered?
If the employee is leaving at the end of their natural pay period, then a Final Pay request needs to be submitted only if the employee has vacation/accruals that need to be paid out.
A Final pay request must be submitted if the employee has accruals and is owed those accrual hours. In addition, a Final Pay request must be submitted if the termination occurs in the middle of a pay period.
If there are no hours worked and no accruals exist in the current pay period in which the employee terminates, no Final Pay needs to be submitted- the pay will be naturally generated (and no further pay will be issued).
Yes, a chartstring/s can be added (or adjusted as desired) in UCPath for all employees.
Rows listing hours and a corresponding chartstring can be added one at a time.
The default chartstring is automatically applied in all rows; by checking the override box, blank chartstring fields will appear and the desired chartstring can now be entered.
The Off-Cycle pay request will default to charge the employee’s pre-defined positions’ funding/chartstring(s).
If the employee and Job Record are the same, multiple Off-Cycle Requests for pay can be combined into one request. By clicking the + sign, multiple earn codes can be added, with specific beginning and end dates in new rows (as many as are needed). There is no limit to the number of rows that can be added to an instance of an Off-Cycle request.
An Off-Cycle request form must be submitted separately for each job record as needed.
Amounts can be submitted in hours, flat dollar amounts, or percentages, depending on what is appropriate for the employee type and earn code. For example, to submit regular pay (earn code REG) for monthly exempt employees, you can enter a salary % value.
However, the same REG pay for biweekly employees would be entered using hours.
Since there is no Rush Check form, submit the request using the Off-Cycle Pay Form. After that transaction is submitted for approval, submit a separate request to UC Path Center to indicate there’s an Off-Cycle request submitted that is a rush, and needs to be processed.
An Off-Cycle check is any payment that is not paid on the employee’s regular “on-cycle” pay cycle (either monthly or biweekly). This payment can be necessary when employees miss a significant amount of pay (e.g., missed time card, incorrect hours). Though the processing frequency is still being finalized, off-cycle pay will most likely be processed 2-3 times a week, and the employee will be paid with their regular payment method (direct deposit vs. paper check). This process will be different from a “Rush Check."
Person of Interest (POI)
Yes, the system will allow you to leave gender as unknown for the POI template.
No, you have to enter a US address (for the POI template).
Yes. If you do, make sure to add a comment that states you have entered an international phone number.
Person / Job Data and PayPath
Does an employee on a leave of absence (LOA) need to be returned from LOA before a termination can be processed on their UCPath appointment?
Management Approval is no longer required to cancel retro triggers for FTE increases. Therefore, all off-cycles received for FTE increases will be scheduled for processing as any other off-cycle request that is submitted correctly. The Off-Cycle Team will no longer be reaching out to Management for approval to cancel the retro trigger. The Off-Cycle Team will no longer be reaching out to the Retro Team to request cancellation of triggers for FTE increases. The Retro Team will cancel such triggers as they identify them per their processes.
Can an employee with multiple jobs may be paid as salaried on one job and hourly on another job as long as the paygroup is the same FLSA and say pay frequency?
As long as FLSA status has been aligned for both jobs then yes the set up in your example of 1BH and 1BE would be acceptable.
Please be advised that similar to the XMH paygroup, the XBE paygroup requires an override to be applied and therefore this request should be documented in the template comments when submitting the transaction. This paygroup also requires a very specific compensation setup in which the pay component frequency needs to be annual, while the compensation frequency needs to be set as "B" (biweekly). So long as this compensation setup is established and the BE paygroup override is requested in your template comments we can align this job to any other biweekly/hourly job.
There are no max number of rows, effective dates, or amounts from a system standpoint.
For employees who retieree but who need to have an active record, will the retire template terminate all records? If yes, should we mark them as POI? Is this when the office of retierees steps in?
Yes, UCPC would terminate all the records. If this person is to become an Emeritus, a template would need to be submitted to add that. (Just as today we enter the Emeritus appointment).
If Retirement office needs to process anything, they will do so. That's why coding it as a Retirement is important, so that their processes can be kicked off.
No, it is only optional if you are using it for some business need of your own and want to run a report on that field. If you enter a Location Use Type, you must enter a Location Use End Date (and vice versa).
Can the template be edited in any way by the initiator or the approved after it was submitted to UCPath?
It cannot be edited unless it is denied by the approver or canceled by UCPC. Approvers also can't edit any fields, they are in a read only role for this template.
They will be on seperate job records.
Yes, as long as the effective date of the range adjustment is after UCPath go live.
No, you would have to take active steps to generate payment.
The action would be to update the Job as is done in current state.
The list of Action/Reasons viewable during the demonstration in PayPath may have been limited by the type of employee, the tab being viewed (position or job or pay), and the action chosen.
The list viewed was not the full list which will be available in future transactions. More information about action/reason choices will be provided at a later date.
Short Work Break: Can you give an example of a Unit 18 where you would utilize a short work break? Would this not apply for continuing appointments that are only one semester a year?
The scenario envisioned by the team:
Someone is a lecturer in the Spring January 1 to May 31. The department decides they will also teach July 1-August 30. Instead of terminating their position, the process would be to extend the appointment through August (end date August 30) and then put the employee on a Short Work Break from June 1 to June 30.
Users will have view access to Job Data, so historical rows are visible. Forms are just a front end for adding transactions because UCPath is not allowing edit access to parts of the UCPATH system. The custom pay PayPath component brings together the ability to make Position + Job + Pay updates in one place.
Yes. Additional Pay for employees can be added in PayPath or by using the Additional Pay forms.
This business process needs to be defined as there will likely be some similarities because both current and future state use PeopleSoft design and permissions to access records and approve transactions.
The final step of entering information into Human Capital Management (HCM) is a current control in the onboarding process, assuring we have received all necessary paperwork. How do we make sure that the I-9, oath, etc., is done before we begin?
This process is part of the deep dive work the project and Subject Matter Experts (SMEs) will partner to define the business process, ensuring controls.
Yes, you can change the order during your active session by using the Personalize link. However, we encourage users to familiarize themselves with the default order defined by UCPath.
What happens when there's a retroactive pay increase and a direct retro needs to be done on the retroactive pay? Can initiators pull up the retro pay?
Yes. The employee's paycheck would include the retroactive pay, an earn code separate from regular earnings would be associated with the retroactive pay. The earn code begins with '9' for retroactive items.
Does the initiator have to start from scratch to fix a denied position funding transaction? Is there a copy function?
There is a "copy to new transaction" button. However, it isn't for direct retro transactions, only for position funding.
Retro pay change does not affect current position funding.
7 digits, 6 decimal places.
The Department IDs are at level 4,5,6. The department is based on where the position sits.
Initiators will receive a notification that their transaction has been approved or denied. Approvers will receive a notification to approve a transaction and may navigate to the transaction using the link in the body of the email and/or using their worklist if they are in UCPath. Additionally, there are available funding reports in Cognos that as a Cognos user one may run for a department.
Benefits follow the employee's salary.
Where can I find guidelines from campus around what documentation should be included/attached on particular transactions?
The Controller's Office would be responsible for these guidelines.
Is legacy HCM accessible for view-only access (for current vacant position information) after go-live?
Legacy HCM will be available through September 2019 for those who already have access. Legacy HCM data can be accessed through Cal Answers reports.
No. Each position requires its own funding. Funding is the same for a single-headcount or a multi-headcount position.
The approver should deny the transaction and the initiator should make the changes and resubmit the transaction for approval.
Yes! Effective Date for position funding must be equal to or later than the Effective Date of the position. The position must be created before you can fund it. Additionally, position funding Effective Date should be prior to the hire Effective Date in order to avoid any pay going into suspense.
Pool ID is used by the Work-Study unit to enter students' Work-Study codes.
Example: The Work-Study codes (e.g. C or G) will go into "pools" (e.g. Work-Study student in "G").
For more information, refer to the Office of Financial Aid & Scholarships.
Multiple Components of Pay. There is a link on the Position Funding page to access the Multiple Components of Pay worksheet to assist you with proper funding.
For academics when the incumbent’s salary funding is sourced from a capped fund, exceeds over-the-cap (OTC) fund and the OTC default chartstring should not be used, how should the funding be processed?
The earn code, "GAP" should be used for the amount that is over the cap. This step would act as a reversal of the amount above the salary cap.
When does a payroll cost get charged to the payroll suspense chartstring or the department’s default chartstring as opposed to being charged to the specified FAU(s)?
When a position is set up by the department, a departmental default fund charstring is required. Payroll costs for the incumbent of the position will be charged to the department’s default chartstring if a Funding Entry to update the Earnings Distribution to a specific FAU (e.g., PI’s research fund) has not been initiated and approved. Additionally, if the Funding Entry initiator specifies a Funding End Date for any given FAU, the portion of the payroll costs associated with that FAU will go into suspense (i.e., get charged to the departmental chartstring) during the pay period(s) after the Funding End Date.
No. The approvals would be routed based on department, not funding.
No. The system will retrieve additional information for the fund code from various fund tables. Some fund attributes are capped/uncapped, annual cap rate. Additionally, the fund code lookup table is sourced from the Fund Attribute table.
The earn code for the additional pay with the chartstring is entered in the Position Funding form. If the additional pay was due to a stipend, the earn code for stipend, “STP,” along with the chartstring would be added in the form.
No. The position funding record cannot be copied.
Are there additional reasons why funding would default to the general fund, other than the expiration date of a current fund?
Yes. A chartstring may be valid at the time of entry in Position Funding, however, it may become invalid prior to Commitment Accounting Actuals/General Ledger batch processing. This instance would result in an edit error being flagged and a default chartstring would be used. The initiator will see any system-identified errors as they are working on the Position Funding Entry, or when there is an attempt to save and submit the transaction. However, if a Funding Entry is both successfully saved and approved but payroll still goes into suspense (departmental default chartstring), it could be due to a system error or that the Funding Entry did not meet the deadline for that pay period.
The user is not required to enter the account chartfields.
Yes. However, if the funding end date expires, the system will pull from the suspense account.
The system performs individual chartfield validation, and it also validates the full chartstring.
Yes, as long as the funding effective date is between the budget begin and end date. You can enter a change in funding with an effective date in the past (e.g. use yesterday’s date) as long as that is a valid date for the position.
The funding effective date should be between budget begin and end date. There is no stated limitation for how far in the future (as long as it’s during the period in which the position is active).
There is no limit to the amount of many distributions that can be entered in the UCPath system. The limits in the current state are driven by PPS (Personnel Payroll System), which will not exist in the future state.
Yes. Funding is not tied to a position. However, a position must be created in UCPath before you can apply funding to it.
Can an incumbent employee and the replacement (new hire) employee occupy the same Position number during a training overlap period?
When hiring the replacement, use the same Position number. It is not necessary to update the Max Headcount on Position for this transitional overlap if it is for a limited period of time. The Position can be overallocated during the transition period, and will revert back to full once the original incumbent terminates.
No, you can program individual hires to be terminated on a specific date.
A chartstring will be referred to as “FAU” (Full Accounting Unit) in the new system. If hours were distributed to the wrong FAU (a.k.a. Chartstring), the department should initiate a Direct Retro transaction to move the expenses to the correct FAU(s).
What are the timing constraints around direct retros? After we make a direct retro, do we need to wait until the next accounting period to verify that changes were made correctly?
Direct Retros occur in UCPath as soon as the transaction is submitted and processed in the nightly batch process. Completed direct retros will be fed to the General Ledger.
Yes. Designated employees within each department have Inquiry access in UCPath to view employee data – including leave information. Additionally, they can access UCPath data through UCPath reports.