Used to increase or decrease an employee's FTE.
The PAY/TBC should be processed only when an employee's percentage of time actually changes.
Do not process a PAY/TBC to effect a year-end salary adjustment since this will distort data used by CalPERS, Health Benefits and the Chancellor's Office.
Year-end salary adjustments that are required because of FTE changes that occurred in a prior academic term or as a result of other actions such as partial leaves, partial pay sabbaticals, etc., must be keyed on the Payroll Input Process (PIP) during one of the vacation months (June, July, and August), if the employee will not be separated. Do not process a PAY/TBC to increase or decrease the employee's FTE. (See Payroll Procedures Manual, Section F012.)
If the adjustment will result in an amount greater than the normal master warrant, wait for the master warrant to be issued and key on PIP. The PIP transaction may be keyed before master payroll cut-off if requesting the total gross amount due. (See Payroll Procedures Manual, Section F012.)
If the adjustment will reduce the amount of the normal master warrant, key on PIP before cut-off.
Do not process a PAY/TBC to reduce an employee's FTE when the reduction is actually a partial leave of absence. The employee’s status, including benefits, may be subject to entirely different regulations.
Time To Be Paid (Items 606/607) are required for academic year employees who change time base in the middle of an academic pay period.
When changing the FTE of a department chair classification, Base Pay must be increased or decreased depending on the FTE change (this includes corresponding salary changes to the department chair stipend). This is the only condition (outside of processing an out-of-sequence corrective salary action forward) where salary should change on a PAY/TBC.