Checklist DB
[1-1] The functions of payroll preparation, approval, and distribution are separated among different individuals.[1-2] Payroll processing is handled by personnel distinct from those responsible for general ledger entries and bank reconciliations.[1-3] Employees responsible for payroll adjustments, such as overtime or bonuses, are independent from those handling payroll distribution.[2-1] Payroll changes, including new hires and terminations, require formal authorization from HR and management.[2-2] Payroll processing is reviewed and approved by a supervisor before disbursements are made.[2-3] Employee access to payroll systems is limited based on job responsibilities and is reviewed periodically.[3-1] Payroll data is reconciled regularly with general ledger accounts and reviewed for any discrepancies.[3-2] Completed payroll registers are reviewed for accuracy by an employee independent of payroll preparation.[3-3] Procedures are in place to verify employee benefits, such as accumulated vacation or sick leave, before disbursements are made.[4-1] Payroll checks or electronic transfers are processed only after management approval.[4-2] Access to payroll checks, signature plates, and the payroll bank account is restricted to authorized individuals.[4-3] Payroll disbursements are supervised to prevent unauthorized payments, and any unclaimed wages are returned to the finance department for review.[4-3] Timekeeping procedures, such as attendance sheets and supervisory approval, are in place and adequately monitored.[1-1] Responsibilities for recruiting, onboarding, and salary changes are separated from payroll processing and general ledger functions.[1-2] Personnel responsible for hiring decisions are independent of those who handle payroll preparation and distribution.[1-3] Supervision of HR processes, such as hiring, termination, and timekeeping, is distinct from the payroll department to prevent conflicts of interest.[2-1] Written authorizations are required for all hiring, terminations, salary adjustments, and employee benefit changes.[2-2] Management reviews and approves all new employee hires, promotions, and compensation changes.[2-3] Access to sensitive HR records is restricted and regularly reviewed.[3-1] Employee records, including background checks, wage data, and withholding information, are maintained securely and are accessible only to authorized personnel.[3-2] Changes in employment status (e.g., additions, terminations, salary adjustments) are communicated promptly to the payroll department.[3-3] A formal process is in place for reviewing and approving employee benefits such as vacation and sick leave accruals.[4-1] Detailed employment records, including job descriptions and promotions, are documented and maintained.[4-2] Timekeeping procedures, such as attendance sheets and supervisory approval, are in place and adequately monitored.
Completion Rate
,
,
,
,
,
,
,
,
,
,
,
,
,