Payroll User Group September 9, 2009 Welcome Kevin McHugh Payroll Bureau Director, CTR Massachusetts State Employee Credit Union Ed Connors National Payroll Week Sept 7-11 National Payroll Week Sept 7-11 You help manage… – 77,000 payments ($165M Gross) – $27M in Payroll Deductions – 5,890 T-passes – 3,000 Garnishment orders ...In a single pay period! Thank you for your commitment and hard work. Health Care Spending Account/Dependent Care Assistance Program Francine Bilodeau, Benefit Strategies New FSA Vendor Effective November 1, 2009 HCSA – DCAP Enrollment Calendar Year 2010 Open Enrollment Dates: October 5 to November 13, 2009 Reminder: Participants must re-enroll each year; online re-enrollment instructions will be mailed to each participant‟s home address Pre-Tax FSA Open Enrollment HCSA and DCAP Election amounts changed: – HCSA: $500-$3,000 – DCAP: Up to $5,000 Free debit card for HCSA expenses ALWAYS keep receipts for validation of HCSA expenses New Reduced Fee: $3.60/month for one or both programs Current participants must re-enroll for 2010 benefits New HCSA – DCAP Vendor Important Changes for November 1, 2009 The transition from SHPS to Benefit Strategies will be effective November 1, 2009 SHPS has given Benefit Strategies a list of all 2009 participants and will provide account balances by November 1st in order to process 2009 claims Benefit Strategies will be responsible for paying all claims effective November 1st New debit cards will be mailed to HCSA participants by November 1, 2009 with the remaining 2009 balance New HCSA – DCAP Vendor A letter will be mailed to all participants regarding the November 1st transition The Customer Service number effective 11/1/09 will be 1-877-FLEXGIC (353-9442) Customer Service for SHPS will remain active until 12/31/09 New HCSA – DCAP Vendor Payroll Coordinators will receive an email list from Benefit Strategies of staff who re-enrolled online for 2010 Attend a Payroll Coordinator Breakfast meeting. Look for an invitation in the mail and by email Brochures and procedures will be distributed at the meetings HR/CMS V9 Upgrade Commonwealth of Massachusetts HR/CMS V9 Upgrade Project Update to Payroll Users Group 9-September-2009 HR/CMS V9 Upgrade Agenda Status: HRCMS V9 Project Change Management Status: Time & Labor Project Review Items from Previous PAC (7/22/09) Multiple Job/Single Check Reporting GIC Eligibility Mail Drop/Sorting HR/CMS V9 Upgrade Agenda Status: HRCMS V9 Project Change Management Status: Time & Labor Project Review Items from Previous PAC (7/22/09) Multiple Job/Single Check Reporting GIC Eligibility Mail Drop/Sorting HR/CMS V9 Upgrade HR/CMS Timeline & Milestones Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec 09 09 09 09 09 09 09 09 09 09 09 09 10 10 10 10 10 10 10 10 10 10 10 10 Planning Phase/ Go Live Window Plan and Preparation Structure Phase Fit/Gap Build/Construct Design/Build/Unit Test Prep for Testing System/Integration Testing Sys/Int Testing Simulated Sim Prod Production Testing Deliver End User Training Training Window for Deploy Go Live Support HR/CMS V9 Upgrade Completed Milestones Task Deadline Status Project Startup Jan, „09 Complete Conduct Fit Gap Sessions: HR, TL, PR Apr, „09 Complete Publish Final Fit-Gap Report Jun, „09 Complete Begin Technical Development Jul, „09 Complete Finalize Testing Strategy Jul, „09 Complete Begin Functional Unit Testing Aug, „09 Complete Launch HR/CMS Website Aug, „09 Complete HR/CMS V9 Upgrade Upcoming Milestones Task Deadline Status Time & Labor Fit-Gap Sep, „09 Green Finalize Super User Network Sep, ‟09 Green Finalize Training Approach Sep, 09 Green Complete Technical Development Oct, ‟09 Green Complete Functional Unit Testing Oct/Nov, „09 Green Begin Systems Integration Testing Oct, „09 Green Begin Development of Training Materials Oct, „09 Green Complete HR/CMS Job Aids Dec, „09 Green Complete Systems Integration Testing Jan, „10 Green Begin Simulated Production Testing Jan, „10 Green Deploy Training Mar, ‟10 Green Go Live FQ4‟10 Green HR/CMS V9 Upgrade Development & Test Work Unit Development Activity (Code/Unit Test) Major Project Activity Remaining Complete Total % Complete Prior % Complete App Dev: Technical Build 191 92 2833 33% 30% App Dev: Technical Unit Testing 73 78 1514 52% 39% Note 3: This total includes “retire” work units. Note 4: This total does not include “retired” work units – retired work units do not require a unit test. Unit Testing Activity Major Project Activity Remaining Complete Total % Complete Prior % Complete Human Resources 84 13 97 13% 7% Time & Labor 19 0 19 0% 0% Payroll 63 19 82 23% 15% Integration Test Script Development Activity (Test Scripting) Major Project Activity Remaining Complete Total % Complete Prior % Complete Test Scripting 128 115 243 47% 46% HR/CMS V9 Upgrade Status of Accessibility Testing Task Deadline Status Establish testing objectives and approach Aug, „09 Complete Establish testing needs, process & Aug, „09 Complete equipment Review Enterprise Web, MA Accessibility Standards V0.1 Aug, „09 Complete Identify test scripts for baseline accessibility testing Aug, 09 Complete Setup user access to HR/CMS test environment Aug, ‟09 Complete Execute baseline test against HR/CMS common scripts Sept, 09 Green Record results, Mass Technology Accessibility Validation and Reporting Sept, 09 Green Instrument Review baseline test findings for consideration into Integration Test Sept, „09 Green Compile Integration Test scripts Oct, „09 Green Execute Integration Tests Nov, ‟09 Green Record test results Dec, 09 Green Publish/Distribute findings – Communication to Vendor/PS Dec, ‟09 Green Establish testing objectives and approach FQ4‟10 Green HR/CMS V9 Upgrade Status of Usability Testing Task Deadline Status Establish usability testing guidelines Aug, „09 Green Collect technical recommendations, during baseline test Aug, „09 Green Identify improvement areas (custom vs. delivered) via prototype reviews Sept, ‟09 Green Apply usability changes to appropriate/identified areas Oct, ‟09 Green Plan and execute usability tests as part of System Integration Test Jan, ‟10 Green HR/CMS V9 Upgrade Agenda Status: HRCMS V9 Project Change Management Status: Time & Labor Project Review Items from Previous PAC (7/22/09) Multiple Job/Single Check Reporting GIC Eligibility Mail Drop/Sorting HR/CMS V9 Upgrade Change Management Communications – HR/CMS website is now live. Announcement went out Monday, 8/26/09. The Link is –www.mass.gov/hrd/hrcms – Planned upcoming presentations to Payroll Users Group. – Confirmations are being sent to identified participants in the upcoming Time and Labor Fit-Gap sessions (Sept, ‟10). – Communicating with external and internal interface partners align expectations and review test plan activities. Training – Training sustainability has been identified as a key risk that needs to be mitigated. Currently working to draft sustainable training model built on existing OSC training program. HR/CMS V9 Upgrade Agenda Status: HRCMS V9 Project Change Management Status: Time & Labor Project Review Items from Previous PAC (7/22/09) Multiple Job/Single Check Reporting GIC Eligibility Mail Drop/Sorting HR/CMS V9 Upgrade Time and Labor Update Pre Fit Gap last week Fit Gap Topics Planned: – Manager/Employee Self Service – Time Collection Devices – Project Costing Time and Labor Advisory Committee is being formed. Time Collection RFI‟s have been submitted by vendors. Next step is to schedule presentations. Ongoing resource constraints, resulting from competing projects and tight budgets HR/CMS V9 Upgrade Agenda Status: HRCMS V9 Project Change Management Status: Time & Labor Project Review Items from previous PAC (7/22/09) Multiple Job/Single Check Reporting GIC Eligibility Mail Drop/Sorting HR/CMS V9 Upgrade Review Items from 7/22/09 PAC Additional Pay functionality: – Separate Payments: will be limited use, especially the disabling of Direct Deposit. Defensive Queries may be needed to identify „not approved‟ use. Will need to review the current Chargeback (by Check) process. Otherwise no concerns. Will need to provide Instructions. – Reviewed Tax Period Override functionality including WET Overrides thru CTR Payroll. No concerns. Will need to provide Instructions. MA Job Financial Page – Consolidated View of statutory data. Edits on modifiable fields will be added. Will need to review Fiscal Year Roll and other FY End activities in another meeting. Otherwise no concerns. – Reviewed the V9 move of Additional Pay Comments to General Comments. Discussed shared security on the Personal pages and Conversion. Will need to provide Instructions. HR/CMS V9 Upgrade Agenda Status: HRCMS V9 Project Change Management Status: Time & Labor Project Review Items from Previous PAC (7/22/09) Multiple Job/Single Check Reporting GIC Eligibility Mail Drop/Sorting HR/CMS V9 Upgrade Identify the Main Employee Record in a Multiple Job / Single check Process The Commonwealth currently produces payroll by creating Multiple Checks for Multiple Jobs Worked. With the upgrade to v9.0 the Commonwealth will create a Single Check for Multiple Jobs Worked. This creates opportunities for the delivery of some of the PeopleSoft Post Confirm reports and processes. The biggest issue present is how we will select the employee‟s “Main Job (empl_rcd)” for the reporting of Gross to net earnings, deductions, taxes, and the selection of the correct Mail Drop Id for the delivery of payroll checks and advices. HR/CMS V9 Upgrade Identify the Main Empl Rcd in a Multiple Job / Single check env. Below is an example of a typical employee record where an employee has multiple jobs. Example of an EE record EE Empl Object EE Id status Status Desc Rcd # Eff Date Dept Id Cd 50000 T Terminate 00 2/10/2005 OSC1000 C01 50000 L Leave 01 4/5/2006 HED1500 A01 50000 A Active 02 2/16/2005 OSC2100 C01 50000 A Active 03 4/23/2007 HED2000 A01 50000 T Terminate 04 12/31/2006 JUD1000 C01 50000 U Terminate with Pay 05 1/16/2008 HED2500 C01 50000 T Terminate 06 8/9/2008 JUD1500 A01 50000 A Active 07 1/1/2008 OSC3000 A01 HR/CMS V9 Upgrade Identify the Main Empl Rcd in a Multiple Job / Single check env., cont. The v8.1 system sorts by: 1. Employee Status (alpha) then by 2. Effective Date (descending order, most recent) See V8.1 example below (issue: most recent Eff Dt is not always accurate) #1 #2 HR/CMS V9 Upgrade Identify the Main Empl Rcd in a Multiple Job / Single check env., cont. The V9.0 system will sort by: 1. Employee Status (alpha) then by 2. Object Code (A before C) then by 3. Empl Rcd# (ascending – closest to 0) #1 V9.0 #2 EE Object EE Id status Status Desc Empl Rcd # Eff Date Dept Id cd 50000 A Active 03 4/23/2007 HED2000 A01 50000 A Active 07 1/1/2008 OSC3000 A01 50000 A Active 02 2/16/2005 OSC2100 C01 50000 L Leave 01 4/5/2006 HED1500 A01 50000 U Terminate with Pay 05 1/16/2008 HED2500 C01 50000 T Terminate 06 8/9/2008 JUD1500 A01 50000 T Terminate 00 2/10/2005 OSC1000 C01 50000 T Terminate 04 12/31/2006 JUD1000 C01 #3 HR/CMS V9 Upgrade Identify the Main Empl Rcd in a Multiple Job / Single check env., cont. Benefits of this new approach: – Where Employee Status is the same, will consider the A Object Code over C. – If Object Code is the same, will assume the Employee Record closest to ‟0. HR/CMS V9 Upgrade Agenda Status: HRCMS V9 Project Change Management Status: Time & Labor Project Review Items from Previous PAC (7/22/09) Multiple Job/Single Check Reporting GIC Eligibility Mail Drop/Sorting HR/CMS V9 Upgrade GIC Eligibility Selection is triggered by changes to EE Job record Current V8 methodology: – HR enters the Job related Hire/Modify data and selects between the 59 available choices the appropriate Benefit Program Interface: – Selects all non contractor (CN) position types and includes PT - FT hours – Identifies Confidential employees HR/CMS V9 Upgrade GIC Eligibility, cont. New V9 methodology: – HR enters the Job related Hire/Modify data and selects the appropriate Benefit Program (still required) Interface: – Sends non contractor Benefit Programs (benefit program <> CON, NUL or HSP) with PT - FT hours – New field sent: Benefit Program – Confidential employees will either use MGR Benefit Program (existing) or a separate program specific for Confidential Employees HR/CMS V9 Upgrade GIC Eligibility, cont. What does this mean to the agencies? No process change. Position Type on the Position Table is no longer a factor in the eligibility of benefits. The selection of the Employee Benefit Program for each Employee Record continues however it becomes more important as it is now a determinant for GIC eligibility. Project is reviewing all 59 Benefit Programs to consolidate or expand where possible. – For example : Confidential Employees currently share Manager Benefit Program – “MGR” HR/CMS V9 Upgrade Health Connector Eligibility Selection is triggered by changes to EE Job record and HIBO Page. – Current V8 methodology: HR enters the Job related Hire/Modify data including Benefit Program HIBO page is updated or the automated batch process identifies any new hires. – Interface: Selects all employees who are in non benefited position types (SE, BM, EQ, NO, CN, SP, SU, PD, TM) – Selects all Part Time employees whose Job Data standard hours are less than one-half of the employee‟s position standard hours (less than FT). – Sends QED 45 from date of entry into HIBO Panel. Employee has 45 days to log in to CCA and choose coverage. HR/CMS V9 Upgrade Health Connector Eligibility, cont. New V9 methodology – HIBO Page is removed from V9 – HR enters the Job related Hire/Modify data including Benefit Program Interface – Selects all employees tied to a contractor Benefit Program (Benefit Program = CON, NUL or HSP), or – Selects Part Time employees whose Job Data standard hours are less than one-half of the employee‟s position standard hours (less than FT) – Sends expiring QED = 45 days HR/CMS V9 Upgrade Health Connector Eligibility, cont. What does this mean to the agencies? No HIBO. Position Type on the Position Table is no longer a factor in the eligibility of benefits The selection of the Employee Benefit Program for each Employee Record must continue however it becomes more important as it is becomes a determinant for CCA eligibility. HR/CMS V9 Upgrade Agenda Status: HRCMS V9 Project Change Management Status: Time & Labor Project Review Items from Previous PAC (7/22/09) Multiple Job/Single Check Reporting GIC Eligibility Mail Drop/Sorting HR/CMS V9 Upgrade Mail Drop/Sorting Strong Fit-Gap response. Will exist in Job > Employment Data under a new custom MA_Service Data Tab. Carrying over same functionality as is currently in V8. HR/CMS V9 Upgrade Mail Drop/Sorting, cont. HR/CMS V9 Upgrade Additional Questions? E-Verify What is E-Verify E-Verify is an Internet-based system operated by the Department of Homeland Security (DHS), U.S. Citizenship and Immigration Services (USCIS) that allows employers to verify the employment eligibility of their employees, regardless of citizenship. Based on the information provided by the employee on his or her Form I-9, E-Verify checks this information electronically against records contained in DHS and Social Security Administration (SSA) databases. What Happens Next? CTR / ANF to sign a Memorandum of Understanding regarding use of E-Verify Current Plan is to submit verifications from system (Similar to current SSN Verification Process) Policy and Procedures to come What is the department responsibility? Make sure you complete I-9 process correctly! Confirm all employment eligibility at time of hire Retirement Healthcare Contribution Program Employees who file an application for retirement after August 7, 2009 and on or before October 1, 2009 for a retirement date not later than January 31, 2010, will retain a health insurance premium contribution of 15% Employees who file an application for retirement after October 1, 2009 will have a health insurance premium contribution of 20%. GIC Retiree Health Plans RETIREES Retired after RETIREES RETIREES July 1, 1994 who filed for Retired on/before and who retirement July 1, 1994 and filed for after Oct. 1, SURVIVORS retirement 2009 HEALTH PLANS on/before Oct. 1, 2009 10% 15% 20% Eligibility To be eligible for the program, all of the following conditions must be met: – You must be a member in active service of the State Employees' Retirement System. – You are eligible for a superannuation retirement. – You are paid through HRCMS or the UMass equivalent system and, – You apply for retirement within the required dates Sick & Vacation Buyouts Sick and vacation time will be divided into four equal payments. The disbursement dates are as follows: January 31, 2010 July 1, 2010 July 1, 2011 July 1, 2012 Deferral under Smart Plan Only the first payout is eligible for deferral under the 457 Smart Plan since no deferrals are allowed after 2 ½ Months after separation No additional Cash Incentive amounts can be deferred Earning code ERI for “Cash Incentive” Payroll Reminders Kevin McHugh End of Accounts Payable “AP” earnings codes were removed from HRCMS PPA for dates prior to July 1, 2009 was shut off from Payline (departments should contact their HRD Analyst for details on „Record Only‟ Adjustments) See report HMPAY037 for all detailed activity shut off from pay (available after every calc) Deficiency Payroll Prior year payments are authorized expenses that were incurred in a prior fiscal year but the Department did not recognize that these expenses were incurred or the expenses were recognized after the end of the accounts payable period. Department‟s current fiscal year account is charged back by the Office of the Comptroller in order to support the expenditure. CTR APB Contact is John Newell 617-973-2658. Deficiency Payroll Steps: Request to CTR APB for approval Transfer $$ to CTR account Dept enters Prior year deficiency (PYD) code in HRCMS Payroll for Current FY charges Based on information from dept, CTR payroll processes cross departmental rule and labor distribution to charge CTR account (EPPA/DEPTE) Year End Deadlines Receipt vouchers for pay period ending 12/05, submitted to TRE 12/18 Receipt vouchers for pay period ending 12/19, submitted to TRE 12/31/08 Please do not wait until last minute with your questions HCSA/DCAP/HCSAF and COMECC Deduction Fields will be auto end-dated Other Year End activities will be reviewed at the December Meeting SSA Mismatch Run more frequently by CTR Based on the DOR-CSE New Hire Report Instructions will be sent to each department as needed. SSA Report - HMTAX014 MBTA Update *Number of Pay Period passes For Month **Amount of passes 1/3/2009 5950 February-09 $557,203.00 2/14/2009 6000 March-09 $561,601.00 3/14/2009 5975 April-09 $558,684.00 4/11/2009 5993 May-09 $560,447.00 5/9/2009 5949 June-09 $556,083.00 6/6/2009 5919 July-09 $549,804.00 7/4/2009 5867 August-09 $544,071.00 Coordinators are asked to verify their deductions and report any errors to the MBTA New Orders Inbox for refunds. Refunds are less that 1% HIRD Compliance Applicable to all employees (GIC-eligible and Non-GIC eligible) who do not have health insurance coverage Forms Due 30% compliance rate (August) Contact Anne McKenzie at 617-727-2310 ext. 7021 HRCMS Tracking Track all HIRD responses in HRCMS Signature Date identifies Form received Report MBEN021R: Departmental HIBO Report will be available to identify where a HIRD Form is needed See HRCMS JobAid Deferred Compensation - reminder Watch for over-contribution to deferred compensation plans – $15,500 under age 50 – $20,500 over age 50 – $31,000 3-year catch-up. Follow instructions from Great West on refunds of deductions (handout) Have your refund requests in to Great West by December 1st Smart Plan Rob Young, GWRS SMART Plan Agenda Presented by Rob Young, Account Manager OBRA – OBRA Reference Guide – OBRA Reminder Early Retirement Discussion – Unused sick / vacation deferral – Lump sum deferral Excess Contribution Refund Procedure Questions OBRA Reference Guide New Tool for Payroll and HR Professionals OBRA Reminder All temporary, seasonal or part-time employees classified as OBRA are required to complete a Participant Enrollment form The enrollment form provides Great-West with – Participant Address – Participant Date of Birth – Beneficiary Names Early Retirement Discussion Unused sick / vacation deferral Lump sum deferral Refund Procedure Submit excess contribution refund requests to Jane Waldron in the Cash Management Department of the State Treasurer’s Office. Cash Management will forward corrections to Great-West and provide authorization to process the refund. Great-West will process a withdrawal from the participant’s account and overnight a refund check to the Cash Management Department. Cash Management will forward refund check to the agency and arrange for a correction to the participant’s payroll history via the Comptroller’s Office. Refund Procedure (cont.) Submit requests for refunds ASAP, before year-end; otherwise your agency runs the risk of having to issue a W-2C. Questions? Thank you PayInfo Kevin McHugh PayInfo Great employee benefit More departments coming on board Some departments going paperless Trends– PayInfo % Suppressed 35.0% 30.0% 25.0% 20.0% 15.0% % 10.0% 5.0% 0.0% ay ay y y ly ly r r ch ch r be be be ar ar Ju Ju M M ar ar nu nu m m em M M ve ve Ja Ja pt No No Se Payroll Accounting Kevin McHugh PAYROLL REJECTS Payroll Reject % During Split Year and AP Payrolls 7.00% 6.00% 5.00% 4.00% 3.00% 2.00% 1.00% 0.00% 2004 2005 2006 2007 2008 2009 2004 2005 2006 2007 2008 2009 2004 2005 2006 2007 2008 2009 2004 2005 2006 2007 2008 2009 Split Year AP 1 AP 2 AP 3 AP and Split Year Payrolls are Unique Best Split Year & AP Ever Departments are better informed and assisted in managing their budgets Paying employees on-time is a high priority Despite the uniqueness and difficulty of the season, CTR and Department staff learned from past years and corrected issues before payrolls run All of you are great Partners LCM Adjustment Processing Kevin McHugh LCM Adjustment Processing Kevin McHugh, CTR “This LARQ Is Too Big!” Remedies: Specify the employee(s) Specify the pay period(s) or accounting period Specify the appropriation and other accounting elements Set a $$$ cap on the LARQ Exclusion Criteria do not work “This LARQ Is Too Small!” If LARQ is generated from Labor History, remove any criteria that do not apply to all records that you want to adjust – for example: – Pay Event Dates – Use Pay Period dates instead – Pay Event – Home Unit – Detail accounting elements “This LARQ Is Too Small!” A rule must authorize charges from an employee‟s position-assigned account to the account specified in the revision criteria – The position-assigned account might not be the account from which charges are being adjusted Rule allows Account A (Bob‟s position account) to charge Account B DEPTE assigns Bob to Account B No rule allows Account A to charge Account C Kathy can‟t make Bob‟s charges “jump” from Account B to Account C “This LARQ Is Too Small!” Records may be not be selected (“locked”) if: – Rejected PRADJs or PRLDEs or PRLIFs are adjusting the same records Correct any PRLDEs or PRLIFs before you create LARQs for a payroll that just ran – Another LARQ is adjusting the same records Make sure that criteria do not overlap if you‟re creating multiple LARQs at the same time If you‟re using LARQs to adjust the same labor history to multiple accounts, multiple LARQ cycles may be needed – You can use a Labor Distribution Profile to split the charges and process the adjustment at once LARQ 1 - $200 LARQ 1 – Uses LDPR to Account A that splits: 20% - Account A LARQ 2 - $500 LARQ 3 - $300 50% - Account B to Account B to Account C 30% - Account C “This LARQ Is Too Small!” Accounting elements (both selection and revision) must be valid in MMARS for the pay periods being adjusted – Pay particular attention to program – program must be in effect for the entire range of pay periods in the LARQ This won’t work – change Start Date to 3/1/09! “This LARQ Is Too Small!” A previous LARQ may have already adjusted labor history – Dollar Amount = $0 in Labor History LARQs can only adjust actual labor history – not the predictive If the predictive is foretelling a LARQ, use LCM magic to fix the problem before payroll runs: – DEPTEs to make changes to default accounting – EPPAs to post exceptions for a specific period “This LARQ Is Too Small!” Find out why a LARQ did not process rather than create the same LARQ again (and again) Delete or correct LARQs that do not process – otherwise, those LARQs will be “processed” twice a day forever! “This LARQ Is Just Right!” Create LARQs from Labor History by Employee for specific adjustments Query the dbo.m_lcm_labor_history table in the Warehouse to validate your selection criteria “This LARQ Is Just Right!” Enter all of your LARQ selection criteria in your Warehouse query – Multiple employee IDs – Use OR in the query – Pay Period Dates (or Pay Event Dates) – Use >= and <= for From and To or use run_number (Pay Period End Date in yyyymmdd1 format) Holiday Payroll Thanksgiving falls on Thursday 11/26 and may impact Paycheck Distribution No Impact to Direct Deposit Christmas falls on Pay Day, Friday December 25 – current plan is to pay on Christmas Eve, December 24th OSC payroll unit staff TSA 403B Kevin McHugh TSA Plan Completed Plan before the original deadline Continued movement of employees off old plans to new contract vendors CTR website now has information for departments and employees CTR Payroll Web Questions?
Pages to are hidden for
"Job Desc Manager Sim - PowerPoint"Please download to view full document