paychex flex payroll plan, taxpay service, reporting, human resources online services 03-03-15

8/9/2019 Paychex Flex Payroll Plan, Taxpay Service, Reporting, Human Resources Online Services 03-03-15

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CITY OF CARMEL-BY-THE-SEA

Council Report

March 3, 2015

To: Honorable Mayor, Members of the City Council,Douglas J. Schmitz, City Administrator

From: Paul Wood, Finance Manager

Subject: Resolution authorizing the City Administrator to Execute Agreementswith Paychex Flex Payroll Plan, Taxpay Service, Reporting and HumanResources Online Services

RECOMMENDATION(S):

Adopt the Resolution selecting Paychex Flex Payroll Plan, Taxpay Service, Reporting andHuman Resources Online Services and authorize the City Administrator to execute a twoyear agreement with Paychex, and an additional two year extension for a not to exceedannual amount of $31,000 for Human Resources and Payroll System Services.

EXECUTIVE SUMMARY:

City staff issued a Request for Proposals (“RFP”) for cloud-based human resources (HR) andpayroll system on November 21, 2014. Four proposals were received by the stated deadlineof January 15, 2015. Based upon the proposals received, staff is recommending that the Cityenter into an agreement with Paychex for HR and payroll systems for a two year period fromMarch 5, 2015 to March 4, 2017 for an annual amount not to exceed $31,000 per year.

ANALYSIS/DISCUSSION:

The City is seeking a vendor to provide a cloud-based HR and payroll system to replace itscurrent system. “Cloud-based” means that services are availability to users on demand viathe Internet from a cloud computing provider’s service. The HR goals of the new systemwould be to improve the City’s ability to record and track employee pay and benefits; maintainemployee records; generate various reports; personnel control and management; riskmanagement; tracking of such items as turnover, position history, equal opportunity

employment, grievances and training. On the payroll side, the system would also recordaccruals, leaves, and overtime; calculate base, special and overtime pay and assist withcompliance federal and state taxes, retirement (PERS) and any labor agreements as well asallow employees to view paystubs and W-2 forms online.

Four proposals were received on time in response to the RFP, one report was late anddisqualified. The four proposers were (1) CentricHR, (2) Insperity, (3) Paychex, and (4)Pinnacle Payroll. Each of the proposals was evaluated by staff based upon the qualificationsof the firm, including its project management experience and project team members; the

Council Meeting Date: 3/3/15 Agenda Item: 7.J

Council Agenda Packet for 3/3/1503Council Agenda Packet for 3/3/15Page 106



proposed work plan and schedule for implementation; the functionality of the proposedsystem (i.e. whether features are fully provided and “out of the box”, customized or requirethird party software) and the level of support provided during and post implementation.Based upon the criteria, staff is recommending that the City enter into an agreement withPaychex.

Paychex, Inc. is a provider of integrated technology solutions for HR, payroll, retirement andinsurance services, with 43 years of industry experience. The main corporate headquartersare located in Rochester, New York, with a local office in Watsonville, CA. The HR moduleproposes to provide online payroll and benefits processing, as well as unemploymentinsurance services, COBRA administration, employee handbooks, HR support with adedicated toll-free support line, an on-site HR generalist and a Safety and Loss Controlrepresentative that can provide onsite training and consultation.

Once an agreement is executed, the Paychex HR Generalist will meet with City staff andconduct an HR assessment of the current system. An initial assessment list will be

generated and a 12-month calendar of services created in order to begin implementation.

FISCAL IMPACT: The anticipated cost for services for Paychex are noted in the table belowand include a one-time implementation fee and an administrative fee paid semi-monthly,based upon the number of employees. The cost for year one of the HR/ Payroll System(Fiscal Year 14-15) is included in the IT Strategic Plan budget.

Component Year One Year TwoImplementation fee (1x) $3,200.00 $0

Administrative Fee $26,922.2472 employees

$28,194.2477 employees

Total $30,122.24 $28,194.22

PREVIOUS COUNCIL ACTION/DECISION HISTORY: None

ATTACHMENTS:1. City RFP2. Resolution


Council Agenda Packet for 3/3/15Page 104Council Agenda Packet for 3/3/15Page 107



APPROVED:

____________________________________ Date: ________________Douglas J. Schmitz, City Administrator





RESOLUTION 2015-_____

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CARMEL-BY-THE-SEASELECTING PAYCHEX FLEX PAYROLL PLAN, TAXPAY SERVlCE, REPORTING AND

HUMAN RESOURCES ONLINE SERVICES AND AUTHORIZING THE CITY

ADMINISTRATOR TO EXECUTE THE ADMINISTRATIVE SERVICES AND ADOPTION AGREEMENTS WITH PAYCHEX FOR A PERIOD OF TWO YEARS, AND AN ADDITIONALTWO YEAR EXTENSION FOR HUMAN RESOURCES AND PAYROLL SYSTEM

SERVICES WITH AN ANNUAL AMOUNT NOT TO EXCEED $31,000.

WHEREAS, the City issued a Request for Proposals for a cloud-based humanresources and payroll system; and

WHEREAS, Paychex was selected based upon the qualifications of the firm, the workplan and the functionality of the proposed financial system and support services, and

NOW, THEREFORE, BE IT RESOLVED THAT THE CITY COUNCIL OF THE CITYOF CARMEL-BY-THE-SEA does hereby

1. Adopt the Paychex Flex Payroll Plan, Taxpay Service, Reporting and HumanResources Online Services; and

2. Authorize the City Administrator to Execute the Administrative Services Agreement and an Adoption Agreement setting forth the terms and conditionsof the Agreement for a period of two years; and

3. Authorize the City Administrator to Execute an Additional Two Year Extensionto the Administrative Services Agreement upon mutual agreement of theParties.

PASSED AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF CARMEL-BY-THE-SEA on this 3rdday of March 2015 by the following roll call vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:

SIGNED: ATTEST:

Jason Burnett, MAYOR Lee Price, MMCInterim City Clerk





CITY OF CARMEL-BY-THE-SEA

REQUEST FOR PROPOSALS

HUMAN RESOURCES AND PAYROLL SYSTEM (CLOUD-BASED)

RFP# 1415-67-02

1. INTRODUCTION

The City of Carmel-by-the-Sea is seeking a cloud-based Human Resources and Payrollsystem to replace its current system. Systems from responding proposers must, at aminimum, be cloud-based and consist of the following modules: Human Resources andPayroll.

2. BACKGROUND

Carmel-by-the-Sea is one square mile in area, with a population that has remained steady

at between 4,000 and 4,100. Through the diligent efforts of dedicated and hard-workingcitizens and their elected and appointed officials, Carmel-by-the-Sea has retained muchof its heritage and the quality of life which drew those first settlers to its midst.

Carmel-by-the-Sea was first incorporated as a City in 1916. It was founded by artists andwriters-among them Jack London, George Sterling, Mary Austin and Robinson Jeffers.Carmel-by-the-Sea is resplendent in rich natural beauty and prides itself on its white sand beach, luxuriant landscaped bluffs, verdant urban forest, natural parklands and roadsidegreenbelts.

Annual revenues are between $12 million and $14 million per year, and the City employs

approximately 72 full-time equivalent (FTE) people.

3. SCOPE OF SERVICES

The selected firm will perform and provide the following:

• A cloud-based (i.e., available to users on demand via the Internet from a cloudcomputing provider’s servers) Human Resources and Payroll system which willinclude the following functions (see Attachment 1 for detailed functionality withineach “module”):

Human Resources

Payroll• Data conversion services and implementation training

The contracted firm shall perform the following activities to complete the conversion and set upof financial system:

1. Determine that City has the requisite hardware and software required to fullyimplement solution.



http://www.webopedia.com/TERM/C/cloud_computing.html






2. Provide a Statement of Work which addresses the scope, roles and responsibilitiesof all individuals involved,

3.

Provide proof of data security and encryption, redundancy and assurances as toavailability,

4. Provide a Service Level Agreement,5. Attend meetings with the City Council and appropriate staff, as necessary.

4. INSTRUCTIONS TO PROPOSERS

4.1 Examination of Proposal Documents

The submission of a proposal shall be deemed a representation and certification by the Proposer that they:

4.1.1 Have carefully read and fully understand the information that was provided by the City to serve as the basis for submission of this proposal.

4.1.2 Have the capability to successfully undertake and complete the

responsibilities and obligations of the proposal being submitted.4.1.3 Represent that all information contained in the proposal is true and correct.4.1.4

Did not, in any way, collude, conspire to agree, directly or indirectly, withany person, firm, corporation or other Proposer in regard to the amount,terms or conditions of this proposal.

4.1.5 Acknowledge that the City has the right to make any inquiry it deemsappropriate to substantiate or supplement information supplied byProposer, and Proposer hereby grants the City permission to make theseinquiries, and to provide any and all related documentation in a timelymanner.

No request for modification of the proposal shall be considered after itssubmission on grounds that Proposer was not fully informed to any fact orcondition. The City shall not be responsible for nor be bound by any oralinstruction, interpretations or explanations issued by the City or itsrepresentatives.

4.2 Submission of Proposals

The City is not holding a pre-proposal bidders conference. All vendor questionsshould be addressed via e-mail to the Project Manager, Paul Wood, CPA

( [email protected]).

All proposals shall be submitted to:

City of Carmel-by-the-Sea

PO Box CCCarmel-by-the-Sea, CA 93921



mailto:[email protected]






Proposals must be delivered no later than 5:00 p.m. on Thursday, January 15,2015. All proposals received after that time will be returned to the Proposerunopened.

The Proposer shall submit two (2) copies of its proposal in a sealed envelope,addressed as noted above, bearing the Proposer’s name and address clearly

marked with the RFP number (RFP#1415-67-02).

4.3 Withdrawal of Proposals

A Proposer may withdraw its proposal at any time before the expiration of thetime for submission of proposals as provided in the RFP by delivering a writtenrequest for withdrawal signed by, or on behalf of, the Proposer.

4.4 Rights of the City of Carmel-by-the-Sea

This RFP does not commit the City to enter into a contract, nor does it obligatethe City to pay for any costs incurred in preparation and submission of proposalsor in anticipation of a contract. The City reserves the right to:

• Make the selection based on its sole discretion;

• Reject any and all proposals;

• Issue subsequent Requests for Proposals;

• Postpone opening for its own convenience;

• Remedy technical errors in the Request for Proposals process;

• Negotiate with any, all or none of the Proposers;

• Accept other than the lowest offer;

• Waive informalities and irregularities in the Proposals and/or

•

Enter into an agreement with another Proposer in the event the originallyselected Proposer defaults or fails to execute an agreement with the City.

An agreement shall not be binding or valid with the City unless and until it is executed byauthorized representatives of the City and of the Proposer.

5. PROPOSED RFP TIMELINE

The RFP Timeline is as follows:

RFP Issued November 21, 2014

Deadline for Receipt of Proposals January 15, 2015

Contract awarded January 22, 2015

Completion of implementation and training

Consultant availability through





6. INFORMATION TO BE SUBMITTED

These instructions outline the guidelines governing the format and content of the proposaland the approach to be used in its development and presentation. The intent of the RFP isto encourage responses that clearly communicate the Proposer’s understanding of theCity’s requirements and its approach to successfully provide the products and/or services

on time and within budget. Only that information which is essential to an understandingand evaluation of the proposal should be submitted. Items not specifically and explicitlyrelated to the RFP and proposal, e.g. brochures, marketing material, etc. will not beconsidered in the evaluation.

All proposals shall address the following items in the order listed below and shall benumbered 1 through 5 in the proposal document.

6.1 Proposal Summary

This section shall discuss the highlights, key features and distinguishing points of theProposal and a list of individuals and contacts for this Proposal and how to

communicate with them.

6.2

Profile on the Proposing Firm(s)

This section shall include a brief description of the Prime Proposer’s firm size aswell as the proposed local organization structure. Include a discussion of the PrimeProposer firm’s financial stability, capacity and resources. Include all other firms participating in the Proposal, including similar information about the firms.

Additionally, this section shall include a listing of any lawsuit or litigation and theresult of that action resulting from (a) any public project undertaken by the Proposer

or by its subcontractors where litigation is still pending or has occurred within thelast five years or (b) any type of project where claims or settlements were paid by theconsultant or its insurers within the last five years.

6.3 Qualifications of the Firm

This section shall include a brief description of the Proposer’s and proposed sub-consultant’s qualifications and previous experience on similar or related projects.Provide descriptions of pertinent project experience with other public municipalitiesthat includes a summary of the work performed, the total project cost, the percentageof work the firm was responsible for, the period over which the work was completed,and the name, title, and phone number of clients to be contacted for references. Givea brief statement of the firm’s adherence to the schedule and budget for the project.

6.4 Work Plan or Proposal

This section shall present a well-conceived service plan. Include a full descriptionof major tasks and subtasks. This section of the proposal shall establish that theProposer understands the City’s objectives and work requirements and Proposer’sability to satisfy those objectives and requirements. Succinctly describe the proposedapproach for addressing the required services and the firm’s ability to meet the City’s





schedule, outlining the approach that would be undertaken in providing the requestedservices.

6.5 Proposal Costs

The fee information is relevant to a determination of whether the fee is fair andreasonable in light of the services to be provided. Provision of this information

assists the City in determining the firm’s understanding of the project and providesstaff with tools to negotiate the cost.

This section shall include the proposed costs to provide the services desired. Includeany other cost and price information that would be contained in a potential agreementwith the City. The hourly rates may be used for pricing the cost of additionalservices outlined in the Scope of Work.

PLEASE NOTE: The City of Carmel-by-the-Sea does not pay for services before itreceives them. Therefore, do not propose contract terms that call for upfront payments or deposits.

Insurance Requirements

The selected Proposer(s), at Proposer’s sole cost and expense and for the full term of theAgreement or any extension thereof, shall obtain and maintain, at a minimum, all of theCity’s insurance requirements as noted below:

Coverages Limits of Liability

General liability, including bodily injury, $1,000,000 each occurrence property damage, and contractual liability

Automobile liability, including bodily injury $1,000,000 each occurrenceand property damage

Professional liability $1,000,000 each occurrence$1,000,000 aggregate

7. REVIEW AND SELECTION PROCESS

City staff will evaluate the proposals provided in response to this RFP based on the

following criteria:• Quality and completeness of proposal;

• Proposer’s experience, including the experience of staff to be assigned to the

project, the engagements of similar scope and complexity;

• Cost to the City;

• Proposer’s ability to perform the work within the time specified;

• Proposer’s prior record of performance with other cities or governmentalagencies.





8. ORAL INTERVIEWS

Proposers may be required to participate in an oral interview.

9. COLLUSION

By submitting a proposal, each Proposer represents and warrants that their proposal is

genuine and not a sham or collusive or made in the interest of or on behalf of any person notnamed therein; that the Proposer has not directly induced or solicited any other person tosubmit a sham proposal or any other person to refrain from submitting a proposal; and thatthe Proposer has not in any manner sought collusion to secure any improper advantage overany other person submitting a proposal.

10. NON CONFORMING PROPOSAL

A proposal shall be prepared and submitted in accordance with the provisions of these RFPinstructions and specifications. Any alteration, omission, addition, variance, or limitation of,from or to a proposal may be sufficient grounds for non-acceptance of the proposal, at thesole discretion of the City.

11. QUESTIONS

Please direct any questions regarding this RFP to:

Paul Wood, CPAFinance ManagerCity of Carmel-by-the-SeaPO Box CC, Carmel-by-the-Sea, CA 93921

Email address: [email protected]

Phone: 831-620-2019





ATTACHMENT 1

ESSENTIAL FINANCIAL SYSTEM FUNCTIONALITY

This Attachment lists system features that the City of Carmel-by-the-Sea considers to be essential Financial System Functionality for the waythey do business. It should not be considered an attempt to list the common functionality that any financial system would be expected to

contain.

Vendors will be required to warrant that their financial systems will fulfill the functionality described in this Attachment, as well as any

additional functionality described in the vendor’s literature or functionality presented in the software demonstrations.

All Vendors must respond to each of the requirement items listed in the following section using one of the responses listed below. Each itemmust have a response entered into the Vendor Response section from the listed responses in order to be considered. Vendors are encouraged

to use the Vendor Comments section to help clarify any of their responses.

RESPONSE KEY

FP = Fully provided “out-of the box”

CO = Supported with appropriate configuration (no changes to underlying standard software code required)

CU = Custom development to underlying code is required. Provide estimated price of modification in Comments column

TP = Third party software required. Identify required third party software in Comments column

NA = Not available

C ounc i l Meet i ngDat e: 3 / 3 / 1 5

C ounc i l A gend aP ac k et f or 3 / 3 / 1 5




ITEM FEATURE

VENDOR

RESPONSE COMMENTS

HR-1 ANALYSIS:

HR-2

Provide for the projection of salaries (including vacant positions) in a variety of

ways, including but not limited to: by individual, classification, department and / or

Citywide, based on the projected awarding of salary increases and bonuses.

HR-3

Provide statistical analysis of total compensation (i.e., salary, bonuses, benefits, etc.)

within the City and with other governmental organizations and private sectorcompanies.

HR-4 BENEFITS:

HR-5 Record and track all benefit information using multiple tiers with exceptions.

HR-6 Record and track type of benefit.

HR-7 Record and track insurance plan chosen by employee.

HR-8 Record and track name.

HR-9 Record and track social security number for all enrolled participants.

HR-10 Record and track date of birth of dependents covered by plan.

HR-11 Record and track type of coverage (e.g., single or family coverage).

HR-12 Record and track insurance premiums.

HR-13 Record and track COBRA coverage.

HR-14 Record and track retiree coverage.

HR-15 Record and track amount of reimbursements to employees.

HR-16 Record and track enrolled retirement plan.

HR-17 Record and track employee / employer contributions.

HR-18 Record and track payments toward each specific benefit.

HR-19

List the total number of tiers that can be provided, along with the number of sub-

tiers.

HR-20

Provide control check for a benefit based on eligibility (dependent age and school

status, employee date of hire, marital sta tus, etc.). Must be able to handle multiple

benefit tiers and fixed monthly contributions per the City's Employee Benefit Plans.

HR-21

Provide an insurance benefit open enrollment update screen to allow employees to

update benefit changes during the yearly insurance open enrollment period.

HR-22

Provide the calculation of cost of benefits based on current or anticipated changes in

costs. (Calculations by benefit type should be able to be made in a variety of ways






such as by employee, by department, by job classification, by position, and by labor

group).

HR-23

Ability to track insurance coverage, including COBRA, for qualified beneficiaries

including establishing the account receivables for insurance premiums.

HR-24 Ability to track eligibility by qualifying event and generate letters.

HR-25 EMPLOYEE RECORDS:

HR-26 Maintain employee’s current date of hire / adjusted hire date.

HR-27 Maintain employee’s current education.

HR-28 Maintain employee’s current anniversary date and seniority date.HR-29 Maintain employee’s training history, including sexual harassment training.

HR-30 Maintain employee’s current employee number.

HR-31 Maintain employee’s current department / division and historical records.

HR-32 Maintain employee’s current pay status and historical records.

HR-33 Maintain employee’s current salary and historical records.

HR-34 Maintain employee’s current special pay assignments and historical records.

HR-35 Maintain employee’s current position number.

HR-36 Maintain employee’s current job title and historical records.

HR-37 Maintain employee’s current location code and historical records.

HR-38 Maintain employee’s current employee name and address.

HR-39 Maintain employee’s current telephone numbers (work, mobile and home).

HR-40 Maintain employee’s current social security number.

HR-41 Maintain employee’s current FLSA exempt/non-exempt.

HR-42 Maintain employee’s current labor group.

HR-43 Maintain employee’s birthdate.HR-44 Maintain employee’s current probation dates.

HR-45 Maintain employee’s current evaluation date.

HR-46 Maintain employee’s current employee work schedule and FLSA work period.

HR-47 Maintain employee’s current marital status.

HR-48 Maintain employee’s current work permit and / or work visa.

HR-49 Maintain employee’s current worker's compensation class code.

HR-50 Maintain employee’s current leave accrual codes.

HR-51 Maintain employee’s current termination date/reason and historical records.

HR-52 Maintain emergency contact information, including names, addresses and phone






numbers for more than one contact per employee.

HR-53 Provide the capability to link document images to employee records.

HR-54

Ability to track user-defined employee status types with the associated dates (e.g.,

active, terminated, probationary, suspension, military, maternity). If number of

status types is limited, vendor to indicate maximum number in comments.

HR-55

Maintain demographic information relating to benefits for employees and their

dependents.

HR-56

Capture information related to FMLA, PDL, CFRA, unpaid leave, Worker’s

Compensation and City leave policy.

HR-57

Record leave accrual, leave balances and leave usage for all leave categories sincehire date. Provide for calculating totals used by a specified period of time. Include

IPP's.

HR-58

Provide a maximum accrual of leave benefits with ability to alert employees that are

approaching the maximum.

HR-59

Provide for maintenance of multiple iterations of performance review information

including but not limited to the review period starting and ending dates, ratings, a

reason code for the review, current salary or step, and classification in which the

employee was working during the review period.

HR-60

Provide capability to electronically send employee reviews to supervisors through

workflow process.

HR-61 Provide for a City of Carmel-by-the-Sea defined employee review schedule.

HR-62

Provide ability to define as many codes and associated values as possible in easily

maintained user-defined tables including but not limited to table of salary schedules,

table of class codes, and table of personnel action codes. All appropriate tables must

be shared with the Payroll system. All tables to be established with effective dates.

HR-63

Provides online exit interview form; allows for workflow routing and review;

maintains information on who reviewed and date of review.

HR-64

Maintain information on property issued to an employee, such as office keys,

equipment, etc. to be returned upon separation.

HR-65

Record and track data for EEOC purposes and reports required by the state and

federal government and related reports using data such as age, gender, ethnic code,

position title, and salary range.

HR-66 GENERAL REQUIREMENTS:

HR-67

Provide Employee Services’ and Finance’s staff online inquiry of all employee data

for any field in the database (depending on security level).

HR-68

Provide user-defined fields in the database. If there is a limitation, vendor to indicate

maximum number of user-defined fields in comments.






HR-69

Provide employee and supervisor self-service to review information, make changes

and begin workflows.

HR-70

Ability to generate and Issue Identification badges for employees based on data in

system.

HR-71

Ability to process Payroll and HR functions when rules are different for each area

(i.e. payroll needs benefit deductions bi-weekly and HR needs the premiums

calculated monthly).

HR-72 INQUIRY / REPORTING:

HR-73 Provide for online inquiry / review of all benefit information.

HR-74

Generate benefit reports in a variety of formats including but not limited to type of benefit; amounts contributed by employee and employer; and summary information

by employee by department, and by workforce.

HR-75

Provide for inquiry by employee name or number resulting in a display of positions

filled.

HR-76

Provide for inquiry by job title or position number resulting in a display of those

employee(s) that are filling the position.

HR-77

Provide a detailed report of employee pay and benefits in a form suitable for

providing an employee.

HR-78 Ability to generate business phone lists from Human Resources database.

HR-79

Provide a report showing department, position number, status (filled / not filled) and

FTE hours.

HR-80 Ability to run Ad-Hoc reports for all fields in HR module.

HR-81

Provide total compensation report including all pay, cost of benefits, and

reimbursements to and by employees. Report should be generated in a variety of

ways including but not limited to by employee, by department.

HR-82 Provide ability to obtain notification of hourly employees who are reaching theannual limit.

HR-83

Provide report to identify employees who have completed a certain level of

education or training.

HR-84

Provide ability to inquire online and to generate reports detailing employee's

balance, accrual, and use patterns (Monday, Friday, after Pay Day, before or after

Holidays) and produce information on a cumulative calendar, fiscal Y-T-D basis

and/or life to date with comparisons to same per iod in prior year.

HR-85

Provide a report / electronic message of employee reviews that are past due a user-

specified period of time.

HR-86

Automatically generates follow-up letter to employees not responding to initial

COBRA mailing within 60 days; automatically removes employees from COBRA as






of expiration date and generates notice to COBRA enrollee.

HR-87 Print out employee reviews due by department.

HR-88

Generate report that tracks turnover rates of temporary employees (should be

separate from that of permanent employees). Report sequences should include (but

not limited to) by classification, by specified period of time, by department, by the

City.

HR-89 Provide ability to display / report the courses cancelled within a specified period.

HR-90

Provide standard reports that can be used as templates for developing customized

reports.

HR-91

Provide report to summarize training statistics within a date range: number of

courses (scheduled, cancelled, and completed), number of attendees by course,

number of "no-shows" by course, chargebacks by course, etc.

HR-92 Ability to search on due date of next pay increase.

HR-93 Ability to search on due date of next performance review.

HR-94 Ability to search on date and % of last merit increase.

HR-95 Ability to search on date and % of last COLA increase.

HR-96 Ability to search on performance reviews past due.

HR-97 Ability to search on birthday report for a specified period.

HR-98

Generate reports and / or online inquiry for awards in a variety of ways such as by

type of award, employee name, and/or year of award.

HR-99 INTEGRATION:

HR-100

Provide for benefit payment requests to be transferred electronically to Accounts

Payable.

HR-101

Provide for the integration of Human Resources and Accounts Receivable to allow

for billing of retirees related insurance premiums and other recoverables.

HR-102

Provide for complete integration of Human Resources with Payroll application,

including the sharing of some data fields (e.g., when adding a new employee, system

must not require re-keying of name and address information).

HR-103

Human Resources and Payroll must share common data so that information is

entered one time and immediately available to all users.

HR-104 Provide for complete integration of Human Resources with Budget Preparation.

HR-105

Human Resources should update the Budget Preparation module from the Human

Resources module.

HR-106 Ability to integrate employee information with the Payroll system.

HR-107 Provide for mass or cross updating to the employee master file based on changes






made to other system files. For example, when a class title or salary range changes

for a class, the system should be able to update this information in all relevant files.

HR-108

Provide ability to import employee information from the payroll system on a

scheduled basis.

HR-109 Ability to transfer all employee history in current MOM system into new system.

HR-110 MANAGEMENT:

HR-111

Provide for overfill (hire Administrative Assistant for a Secretary position) or under-

fill (hire an Office Assistant for a Secretary position).

HR-112 Allow for employee transfers, promotions and demotions between positions.

HR-113 Require new hires to have a valid position number.

HR-114 Allow hiring to a temporary position (under security limitations).

HR-115

Provide for the hiring of personnel into a position when the position is occupied by a

terminating employee and provide for the assignment of an employee on a

temporary basis to a position when the permanent incumbent is not performing the

duties of the position due to leave or some other authorized reason.

HR-116

Provide the capability to inactivate or delete a position while keeping employee /

classification history.

HR-117 Provide ability to budget positions by dollars, by hours or by FTE's.

HR-118

Provide effective date ranges associated with individuals entering and exiting

positions.

HR-119

Provide notification to user-defined departments upon changes in personnel for a

position (e.g., Information Technology for passwords, payroll, new and old

departments, exit processes).

HR-120

Provide ability to electronically request, approve and track all personnel actions. For

example: promotions, salary modifications, transfers, change in employee status,

career incentive, special pay, hazard pay, out of class pay, etc.HR-121 RISK MANAGEMENT:

HR-122

Ability to track Workers’ Compensation by incident, employee, department, and

division.

HR-123

Ability to track hours and related dollars worked, on worker’s compensation, on

light-duty modified time by employee and or injury.

HR-124 Ability to track employees’ certification: coverage dates, re-certification.

HR-125

Capture and track information and generate reports relating to accidents, injuries and

incidents.

HR-126 Capture and track name of employee.

HR-127 Capture and track position number.






HR-128 Capture and track job classification.

HR-129 Capture and track department.

HR-130 Capture and track description of accident / injury / incident.

HR-131 Capture and track OSHA accident type.

HR-132 Capture and track date and time of accident / injury / incident.

HR-133 Capture and track geographic location of accident / injury / incident.

HR-134 Capture and track cause of accident / injury / incident.

HR-135 Capture and track days lost.

HR-136 Capture and track OSHA penalty.HR-137 Capture and track description of medical care required.

HR-138 Capture and track type of equipment involved in the accident / injury / incident.

HR-139 Capture and track cost center.

HR-140 Capture and track case number.

HR-141 Capture and track date of workers compensation claim.

HR-142 Capture and track status of worker's compensation claim.

HR-143 Capture and track disposition of worker's compensation claim.

HR-144 Capture and track amount of loss.

HR-145 Capture and track claim amount.

HR-146 TRACKING:

HR-147

Provide for tracking turnover data, identifying reasons for turnover including but not

limited to resignation, retirement, dismissal, unsuccessful completion of probation

and job related reasons.

HR-148

Provide tracking of internal turnover of employees related to transfers, voluntary

demotions, promotions, changes in department, and the reasons for these changes.

HR-149

Track and report information pursuant to FLSA requirements and other State and

Federal laws.

HR-150

Track the history of a position – employee’s filling position, title change,

reclassification, transfer of the position to another department, initiation, elimination

and related dates.

HR-151

Provide access to historical employee information including all of the information

required in the Employee's Current Record Information. In addition, include

multiple hire and termination dates, pay change dates, position changes, employee

status changes, special assignment pays.

HR-152

Track information related to FMLA, PDL, CFRA, unpaid leave, Worker’s

Compensation and City leave policy in a variety of ways including but not limited to






leave type, beginning and ending dates, and number of hours used.

HR-153

Track and report EEO and / or harassment complaints by date, type, department and

workforce.

HR-154

Track and report on grievance activities by date, type, department, labor group and

outcome of grievance.

HR-155

Track and report discipline activities by date, type, department, labor group, status

of appeals, and outcome of appeals.

HR-156 Track and report on unemployment compensation processing and payments.

HR-157

Provide audit trails for every change made to data in the system, especially changes

made to security. The type of data maintained should include before and afterimages of changed fields, screen ID, operator ID, terminal ID, and date/time stamps.

HR-158

Provide ability to track employee / student information (e.g., employee number,

employee name, e-mail address, FAX number, department, reporting center, title,

supervisor, class code (supervisory or line employee), etc.

HR-159 Ability to track safety training.

HR-160

Ability to track information related to awards given to an employee, including but

not limited to, award type, summary of reason for award, dollar amount of award, or

time granted, and date awarded.

HR-161

Ability to track and report on driver's license suspensions and other DMV records

with associated reason.

HR-162 TRAINING:

HR-163

Record information related to training and education, including but not limited to:

highest level of education attained, degree level, field of degree, date of degree,

schools attended, certification information, course name, date of expenditure for

tuition, number of hours completed, tuition costs, beginning and ending dates of

course, and course grade.

HR-164

Provide ability to track and alert employees and / or departments for re-certification

courses.

HR-165

Provide ability to establish career ladder certifications / experience for position

advancement.

HR-166

Provide ability to track reimbursable tuition for courses (e.g., Education

Reimbursement & Program approval).

HR-167 Provide ability to allow employees to register online for an internal training class.

HR-168

Allow Training Management personnel to register non-employees (within security

constraints).

HR-169 Provide ability to display / report registration status (students on waiting list or






students cancelled).

HR-170

Provide ability to define a course description (long and short), course category

(professional development, safety, wellness, etc.), length in hours, number of

sessions, minimum and maximum enrollment.

HR-171 Provide ability to define an online course catalog for access by employees.

HR-172 Provide ability to define course attendance requirements by an employee group.

HR-173 Provide ability to define prerequisites for each course.

HR-174

Verify each student has appropriate prerequisites (based on prerequisites defined for

a course).

HR-175 Track courses completed by each employee.

HR-176 Display / report courses attended by employee and department.

HR-177

Track instructors’ (employees and non-employees) qualifications / certifications and

previous courses taught.

HR-178 Provide ability to display instructors that are trained or certified to train by course.

HR-179

Verify there are no conflicts, such as an employee registered for two courses at the

same time or two courses are scheduled for the same time and location.

HR-180

Provide for student cancellations and if there is a waiting list, generate enrollment

correspondence to the highest on the waiting list.

HR-181

Ability to define the maximum students in a classroom. Allow for override, as

required.

HR-182

Ability to define budget and accumulate costs (materials, supplies, instructor, room,

etc.) for a course.

HR-183

Ability to define a development plan (courses and scheduled completion dates) for

each employee.

HR-184 Ability to notify students electronically (e-mail, fax, printed).

HR-185 Ability to customize standard correspondence to fit the needs of the City.

HR-186

Ability to define additional correspondence beyond the standard correspondence and

related sending rules.

HR-187 Provide mail merge capability with MS WORD for correspondence.

HR-188 Ability to log all correspondence and retrieve by employee or course.

HR-189

Ability to send a Reminder Notice (via e-mail or memo) including course date(s),

location and instructor name to an individual registered for a course.

HR-190

Ability to send a Course is Full Notice (via e-mail or memo) to all qualified

individuals that have registered for a course when a course has reached capacity.

HR-191

Ability to send a Course Cancellation Notice (via e-mail or memo) including course

date(s) to an individual registered for a cancelled course.






HR-192

Provide ability to track requirements for certification renewal by certificate type and

employee.

HR-193

Ability to send a Certification Renewal Notice, including the appropriate scheduled

courses, to employees requiring re-certification.

HR-194 Provide ability to display and print course rosters.

HR-195

Ability to display those individuals that are registered for, but have already

completed a course.

HR-196 Ability to print Course Completion Certificates for each attendee.

HR-197 Provide appropriate training reports to satisfy regulatory agencies.

HR-198 Provide capability to import existing training data from MS Excel.

HR-199 Allow the attachment of notes (evaluations, etc.) to the course definition record.






ITEM FEATURE

VENDOR

RESPONSE

PA-1 ACCRUALS:

PA-2

Provide multiple, user-defined leave type accrual rate categories with ability to set

maximum accruals and automatic accrual rate changes based on user-defined criteriafor individual employees or groups of employees.

PA-3

Allow employment date to be used for accrual calculation purposes; it should reflect

an adjusted hiring date.

PA-4

If there is a limit to the number of leave categories, vendor to indicate maximum

number of user-defined leave categories.

PA-5

Provide cafeteria / flexible benefit programs by providing an unlimited number of

user-defined employee defined benefit options subject to maximum benefit dollar

amounts.

PA-6

If there is a limit to the number of cafeteria / flexible benefits, vendor to indicate the

maximum number of user-defined benefit options.

PA-7Ability for the system to determine year-end leave calculations for CAFR reporting.

PA-8

Ability to track and report on long term leave (e.g., family and medical leave,

maternity, time off without pay) and reason for leave without pay.

PA-9 Ability to track FMLA according to current requirements.

PA-10

Ability to adjust (either add or subtract) accrual balances (within security

constraints), for example sick, vacation, or administrative leaves. Include an audit

trail of adjustments.

PA-11

Ability to calculate leave conversions to include cash conversion. Eligibility and

limitations may vary by employee groups.

PA-12 Ability to track overtime to comply with current state and federal regulations.

PA-13

Provide for accrual of leave hours and other accrual-based benefits, based on

complex formulas and rules that may be unique to each bargaining unit.

PA-14Ability to distinguish between those work hours that accrue for PERS retirement,versus those that are not “PERS-able”.

PA-15 Ability to calculate leave balances in terms of hours and corresponding dollars.

PA-16

Ability to increase (overriding) the maximum leave balance for vacation leave (and

other types of leave) that a particular employee may accrue.

PA-17 Ability to transfer banked leave time.

PA-18 Ability to add and adjusting leave balances.

PA-19 Ability to allow Employees' to view their individual leave accounts, showing current

status and transaction / balance history.

PA-20 CALCULATIONS:

PA-21 Ability to calculate base pay for full-time/part-time employees and hourly

employees.

PA-22 Ability to calculate special pay, including but not limited to, call-back pay, on-call

pay, phone allowances.

PA-23 Ability to calculate overtime pay including FLSA compliance and PERS.

PA-24 Ability to generate One-time bonuses.

PA-25 Ability to generate Manual checks.

PA-26 Ability to calculate/ project gross-to-net based on changes in exemptions etc.

PA-27 Ability to calculate / project SDI, FMLA, PFL coordination.





PA-28 COMPLIANCE:

PA-29 Is compliant with federal and state tax laws including Health Care Reform reporting

requirements.

PA-30 Is compliant with PERS calculations and rollups.

PA-31 Is compliant with labor agreements (including MOUs and/or contracts) affecting pay

and benefits.

PA-32 DEFINITIONS:

PA-33 Ability to define pay rates with effective dates in a table structure.

PA-34 Ability to define pay categories with effective dates in a table structure.

PA-35 Ability to define employee groups with effective dates in a table structure.

PA-36 Ability to define benefits with effective dates in a table structure.

PA-37 Ability to define deduction categories with effective dates in a table structure.

PA-38 GENERAL REQUIREMENTS:

PA-39

Ability to maintain employee pay history including (at a minimum) date of hire, pay

change dates, position change dates, special assignments pay, leave without pay, out

of classification, etc.

PA-40

Track salary and performance evaluations. Number of years of history should be

user-defined.

PA-41 INQUIRY / REPORTING:

PA-42

Allow for annual (or more frequent, if necessary) updates of W-2 format, tax tables

and State and Federal reporting.

PA-43 Support flexible query functions by leave balances, usage maximums.

PA-44 Support flexible query functions by vacation tiers /maximums.

PA-45 Support flexible query functions by all pay to employees.

PA-46

Support flexible query functions by transaction (pay or deductions) by date by

employee or group.

PA-47 Support flexible query functions by earnings register by employee.

PA-48 Support flexible query functions by notes / reasons for pay activity.

PA-49 Provide check reconciliation (including void checks and checks not used).

PA-50 Provide for tracking volunteers’ and hours worked by volunteer.

PA-51 Provide for appropriate identification on PERS reports.

PA-52 INTERGRATION:

PA-53 Provide valid time entry data to payroll processing.

PA-54

Ability for Payroll system to access validated time reported from automated capture

systems and to verify leave balances and department codes at time of entry.

PA-55

New employee's basic information from Human Resources application should be

automatically updated on Payroll when a prospective employee is hired.

PA-56

Human Resources and Payroll must share common data so that information is

entered one time and immediately available to all users.

PA-57

Provide for integration with Accounts Payable to create checks for PERS,

Garnishments, Taxes, Benefit Providers, etc…

PA-58 Update and validate General Ledger through computer generated journal entries.

PA-59 Through General Ledger, provide drill down access to related Payroll data.

PA-60 PAYROLL PROCESSING:

PA-61 Provide ability for user-defined pay categories.





PA-62 Provide for fixed dollar amounts, fixed rates, and percentages of other pay types.

PA-63 Provide for Regular Pay, Overtime Pay

PA-64 Provide for Sick Pay, Vacation Pay

PA-65 Provide for Jury Duty.

PA-66 Provide for Bereavement.

PA-67 Provide for Worker's Compensation.

PA-68 Provide for Leave Without Pay.

PA-69 Provide for Holiday Pay.

PA-70 Provide for inclusion / exclusion of pay in PERS and tax calculations.

PA-71

Must be able to allow for a minimum of 36 earning codes. If there is a limited

number, vendor to indicate maximum number of user-defined pay categories.

PA-72

Provide ability for user-defined groups of employees to apply common pay types,

benefits types, and deduction types for each group. If there is a limited number,

vendor to indicate maximum number of user-defined groups.

PA-73

Provide ability for calculating disposable income that is used in determining

garnishment amount(s) as defined by user.

PA-74

Provide ability to support and track user-defined (fixed dollar amount and

percentage based) deduction categories.

PA-75

Provide for the establishment of a maximum dollar or maximum wage base per

deduction for a specified period (i.e. one pay period, one year, five years).

PA-76

Provide for establishment of a maximum lifetime deduction amount for a specific

category (e.g., garnishments, PERS payback contributions, FICA, overpayment

amounts, etc.).

PA-77

Must be able to allow for a minimum of 79 deduction codes, and 32 memo

deduction codes. If there is a limited number of deductions, vendor to indicate

maximum number of user-defined deduction categories in comments.

PA-78 Provide ability to support and track user-defined benefit categories.

PA-79 Provide for the establishment of a maximum dollar or wage base for benefit.

PA-80

Provide for the definition of inclusion / exclusion of benefits in PERS and tax

calculations.

PA-81

Provide for user-defined calculations (e.g., Life insurance premium based on annual

salary rounded up to nearest thousand).

PA-82

Provide ability to support and track both employee and employer benefit costs. Must

allow for multiple benefit tiers. If there is a limited number of benefits, vendor to

indicate maximum number of user-defined benefit categories.

PA-83

Provide for user-defined multiple-step wage rates or benefit options for employee

group, job type, or employee.

PA-84

Ability to change wage or benefit amounts individually or by groups by a stated

percentage or a specified amount or table by category (e.g. married or single,

management, etc.) with effective dates to allow for entry previous to the requireddate. If limited, vendor to indicate maximum number.

PA-85

Provide ability to accommodate user-defined wage multipliers (e.g., time and a half,

triple time and a half, etc.) and calculate Compensatory time earned based upon

user-defined formula.

PA-86

Provide ability to track time earned by date earned, with caps by individual or job

class or labor group.





PA-87 Must comply with all Federal and State of California requirements.

PA-88

Provide ability to manually override tax calculations for an individual (i.e. large

payoff check).

PA-89

Provide ability to enter flat and/or % tax amounts in addition to automatic tax

calculation for same check.

PA-90

Provide ability for certain groups of employees or individuals to be included /

excluded from Social Security, Medicare, and / or PERS.

PA-91

Provide ability for payroll processing restart capability without requiring data re-

entry or restarting at the beginning of the process.

PA-92

Provide ability to calculate leave accrual payoff amounts at the rate specified by

employer.

PA-93

Provide for entry of termination information (reason and date). Provide ability to

produce payoff report by employee.

PA-94

Provide calculations for Overtime required by FLSA regulations, MOUs and

personnel rules and regulations.

PA-95Provide for a Deferred Compensation Plan with multiple providers, variablecontribution rates, and variable limits for employee and employer.

PA-96

Must allow for annual limitations (multiple programs e.g., catch up plan) over

multiple providers.

PA-97 Must meet all current and future federal requirements.

PA-98

Provide for the calculation of retroactive pay, taxes, benefits deductions and PERS

calculation (with ability to add notes / reasons).

PA-99

Provide ability to enter pre-dated or post-dated effective dates for pay changes

calculations.

PA-100

Provide ability to generate proof lists of all changes prior to calculation and

production of gross and net pay for each payroll check run.

PA-101

Provide ability to restart check run with same, or alternate, starting check numbers if

check printing is aborted or checks are damaged.

PA-102

Provide for direct deposit of payroll checks (for any amount up to and including net

pay) to employee's financial institutions.

PA-103

Provide for employee definition of the allocation of the check to multiple accounts.

If number is limited, vendor to indicate the number of accounts.

PA-104

For a fiscal year end payroll, provide for percentage split of General Ledger and

Project Accounting entries.

PA-105

Ability to generate a special check for an employee outside of a regular payroll cycle

and update all employee-related fields.

PA-106 Provide for adjustments of hours and dollars with appropriate audit trail.

PA-107Provide for void or recalled checks and recalculation of all employee-related fields.

PA-108

Provide ability for check files to be exported and electronically sent to the bank - for

fraud detection purposes. (Positive Pay)

PA-109

Provide ability to include in pay, track and report employee reimbursements such as

tuition reimbursement, management development, licensing, education, footwear,

certification, vision, physicals, etc. with a user-defined maximum.

PA-110

Provide for single or multiple employee and employer PERS deductions per

employee per pay period.





PA-111

Provide for employees, who were previously in PERS, to buy back time pre-tax or

post-tax basis.

PA-112

Provide ability to deduct, track and support flexible spending accounts as defined by

the IRS and City policy.

PA-113 Provide ability to set which pay period a benefit/deduction is to be taken.

PA-114

Provide ability to generate check information for Accounts Payable (third party) for

Tax Liabilities and benefit providers (i.e. garnishments, deferred compensation,

wage assignment payees and United Way).

PA-115

Ability to process payroll in bi-weekly pay periods and in different frequencies (first

check of the month, second check of the month, biweekly, twice-monthly, one-time,

etc.) for different earnings codes and deduction types.





PA-62 Provide for fixed dollar amounts, fixed rates, and percentages of other pay types.

PA-63 Provide for Regular Pay, Overtime Pay

PA-64 Provide for Sick Pay, Vacation Pay

PA-65 Provide for Jury Duty.

PA-66 Provide for Bereavement.

PA-67 Provide for Worker's Compensation.

PA-68 Provide for Leave Without Pay.

PA-69 Provide for Holiday Pay.

PA-70 Provide for inclusion / exclusion of pay in PERS and tax calculations.

PA-71

Must be able to allow for a minimum of 36 earning codes. If there is a limited

number, vendor to indicate maximum number of user-defined pay categories.

PA-72

Provide ability for user-defined groups of employees to apply common pay types,

benefits types, and deduction types for each group. If there is a limited number,

vendor to indicate maximum number of user-defined groups.

PA-73

Provide ability for calculating disposable income that is used in determining

garnishment amount(s) as defined by user.

PA-74

Provide ability to support and track user-defined (fixed dollar amount and

percentage based) deduction categories.

PA-75

Provide for the establishment of a maximum dollar or maximum wage base per

deduction for a specified period (i.e. one pay period, one year, five years).

PA-76

Provide for establishment of a maximum lifetime deduction amount for a specific

category (e.g., garnishments, PERS payback contributions, FICA, overpayment

amounts, etc.).

PA-77

Must be able to allow for a minimum of 79 deduction codes, and 32 memo

deduction codes. If there is a limited number of deductions, vendor to indicate

maximum number of user-defined deduction categories in comments.

PA-78 Provide ability to support and track user-defined benefit categories.

PA-79 Provide for the establishment of a maximum dollar or wage base for benefit.

PA-80

Provide for the definition of inclusion / exclusion of benefits in PERS and tax

calculations.

PA-81

Provide for user-defined calculations (e.g., Life insurance premium based on annual

salary rounded up to nearest thousand).

PA-82

Provide ability to support and track both employee and employer benefit costs. Must

allow for multiple benefit tiers. If there is a limited number of benefits, vendor to

indicate maximum number of user-defined benefit categories.

PA-83

Provide for user-defined multiple-step wage rates or benefit options for employee

group, job type, or employee.

PA-84

Ability to change wage or benefit amounts individually or by groups by a stated

percentage or a specified amount or table by category (e.g. married or single,

management, etc.) with effective dates to allow for entry previous to the requireddate. If limited, vendor to indicate maximum number.

PA-85

Provide ability to accommodate user-defined wage multipliers (e.g., time and a half,

triple time and a half, etc.) and calculate Compensatory time earned based upon

user-defined formula.

PA-86

Provide ability to track time earned by date earned, with caps by individual or job

class or labor group.





PA-87 Must comply with all Federal and State of California requirements.

PA-88

Provide ability to manually override tax calculations for an individual (i.e. large

payoff check).

PA-89

Provide ability to enter flat and/or % tax amounts in addition to automatic tax

calculation for same check.

PA-90

Provide ability for certain groups of employees or individuals to be included /

excluded from Social Security, Medicare, and / or PERS.

PA-91

Provide ability for payroll processing restart capability without requiring data re-

entry or restarting at the beginning of the process.

PA-92

Provide ability to calculate leave accrual payoff amounts at the rate specified by

employer.

PA-93

Provide for entry of termination information (reason and date). Provide ability to

produce payoff report by employee.

PA-94

Provide calculations for Overtime required by FLSA regulations, MOUs and

personnel rules and regulations.

PA-95Provide for a Deferred Compensation Plan with multiple providers, variablecontribution rates, and variable limits for employee and employer.

PA-96

Must allow for annual limitations (multiple programs e.g., catch up plan) over

multiple providers.

PA-97 Must meet all current and future federal requirements.

PA-98

Provide for the calculation of retroactive pay, taxes, benefits deductions and PERS

calculation (with ability to add notes / reasons).

PA-99

Provide ability to enter pre-dated or post-dated effective dates for pay changes

calculations.

PA-100

Provide ability to generate proof lists of all changes prior to calculation and

production of gross and net pay for each payroll check run.

PA-101

Provide ability to restart check run with same, or alternate, starting check numbers if

check printing is aborted or checks are damaged.

PA-102

Provide for direct deposit of payroll checks (for any amount up to and including net

pay) to employee's financial institutions.

PA-103

Provide for employee definition of the allocation of the check to multiple accounts.

If number is limited, vendor to indicate the number of accounts.

PA-104

For a fiscal year end payroll, provide for percentage split of General Ledger and

Project Accounting entries.

PA-105

Ability to generate a special check for an employee outside of a regular payroll cycle

and update all employee-related fields.

PA-106 Provide for adjustments of hours and dollars with appropriate audit trail.

PA-107Provide for void or recalled checks and recalculation of all employee-related fields.

PA-108

Provide ability for check files to be exported and electronically sent to the bank - for

fraud detection purposes. (Positive Pay)

PA-109

Provide ability to include in pay, track and report employee reimbursements such as

tuition reimbursement, management development, licensing, education, footwear,

certification, vision, physicals, etc. with a user-defined maximum.

PA-110

Provide for single or multiple employee and employer PERS deductions per

employee per pay period.





PA-111

Provide for employees, who were previously in PERS, to buy back time pre-tax or

post-tax basis.

PA-112

Provide ability to deduct, track and support flexible spending accounts as defined by

the IRS and City policy.

PA-113 Provide ability to set which pay period a benefit/deduction is to be taken.

PA-114

Provide ability to generate check information for Accounts Payable (third party) for

Tax Liabilities and benefit providers (i.e. garnishments, deferred compensation,

wage assignment payees and United Way).

PA-115

Ability to process payroll in bi-weekly pay periods and in different frequencies (first

check of the month, second check of the month, biweekly, twice-monthly, one-time,

etc.) for different earnings codes and deduction types.