Absence Management

How is Benefits Billing impacted if an employee's return to work date is after mid-month (e.g., 9/19/22)?

If an employee’s return to work date is 9/19/22, there’s a difference between monthly and bi-weekly employees as active paychecks cover different coverage months.

Examples:

For monthly employees, their first Active paycheck with deductions should be 9/30/22 which covers October premiums, pay period 9/1/22 – 9/30/22. The 9/19/22 return from leave needs to be entered into UCPath before 8/23/22 (last calc for 9/1/22 Invoice that covers October premiums) For bi-weekly employees, their first Active paycheck with deductions should be 10/12/22 covers 1st half of...

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What happens if a furlough or Short Work Break after the benefits billing deadline (e.g., after June 15th), when does the employee receive the Benefits Billing Invoice?

If the furlough transaction beginning mid-June (around 6/19) is entered after 6/15/22 and is not captured during 7/1/22 Invoice, then the following 8/1/22 Invoice for September coverage month would reflect August + September due for monthly employees and half August + September due for bi-weekly employees, all for the same 8/1/22 Invoice due date 8/31/22

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For Benefits Billing, do employees have the option to pay the full amount due or will they receive separate bills each month?

Benefits Billing is always on a monthly basis, so employees will receive separate bills each month

Examples:

For monthly employees, if their furlough begins mid-June (around 6/19) then 7/1/22 monthly paycheck should be their last Active paycheck with deductions to cover for July premiums, pay period dates 6/1/22 – 6/30/22

For bi-weekly employees, if their furlough begins mid-June (around 6/19) then 7/6/22 bi-weekly paycheck should be their last Active paycheck with deductions to cover for the 1st half of August premiums, pay...

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CalPath Connect - June 2022

June 3, 2022

Highlights from this Newsletter:

PayPath no longer displaying “read only” records during PayPath hold times for payroll processing

Workforce Administration and Commitment Accounting (GL) transactions must be approved within 7 days of being entered into the system or they will time out and...

Read more about CalPath Connect - June 2022

CalPath Connect - May 2022

May 6, 2022

Highlights from this Newsletter: Work-Study guidance including End of Year Reminders & Deadlines; Work-Study Direct Retro job aid updated A Final Pay Comments Template has been released, additional information is available on the new job aid and the...

Read more about CalPath Connect - May 2022

Did you Know: Benefits Billing for Employees on Leave without Pay

April 8, 2022

Did You Know: Employees on leave without pay will be enrolled in benefit billing depending on when they go on leave and how long they are out

UC benefits premiums are paid in advance, with the exception of disability premiums.

Monthly employees: April benefit premiums will be deducted from the April...

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Self-Service, Adding a New Child - Reminder

March 3, 2022

Do you need to add a child to your benefits? Please be sure that you complete all the steps in the process. Specifically, in addition to adding the child as a dependent, be sure to enroll them in any benefit plans (medical, dental, etc.).

This can cause the child to not be covered by insurance because they have not been added to the plan. Please follow the Enroll in...

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Can leaves of absence for an employee be entered into UCPath at the same time if the employee is returning to work before the second leave?

No, consecutive leaves, with short "return to work" segments cannot be processed in UCPath at the same time. For example if an employee will be going out for a month, returning for three weeks, and then going back out on leave for an additional month - the two rows can not be entered into UCPath as a consecutive leave could be. The first leave must have an “actual return” before the UCPath Center can process an additional leave.

If it is necessary to put both leaves into UCPath at the same time, UCPC suggests submitting, but not approving the second leave until the employee has...