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2 <br />anticipated work schedule through their last day of work, as well as any unused vacation. When <br />the employee does not work his/her anticipated schedule, an overpayment results and collecting <br />this overpayment is a difficult process. <br />Orange County's process also makes it difficult to develop and implement an automated time <br />and attendance process. This current process has caused problems in the past as various <br />paper forms have been used to make adjustments prior to being turned into payroll. With an <br />automated time system, employees will enter- their time each day, and the time they input <br />determines the number of hours they will be paid. It is not possible to implement an automated <br />time system paying for actual hours worked without a pay deferral. <br />Over the past several months, Human Resources, Financial Services and County Attorney staff <br />have been meeting to review options for implementing a payroll deferral and develop a process <br />that will improve current payroll procedures with minimal impact on employees. As a result of <br />these discussions, the County Manager is proposing modification of the pay cycle in two ways: <br />Modifying the standard workweek to begin at 12:01 am on Saturday, and end at 12:00 <br />midnight on Friday. This change provides for administrative verification and accurate <br />input of the hours to be paid; and <br />2. Implementing aone-week payroll deferral to improve the accuracy of payroll processing <br />and payment. This deferral creates the opportunity to process payroll in advance of each <br />payday and for employees to be paid based on actual hours worked. <br />Modifying the standard work week would require a change to the Personnel Ordinance, Article <br />III, Section 1.0, "The Work Week." The proposed one-week deferral would occur on October <br />15, 2010, which is the second payday in a month in which employees are paid three times. <br />Deductions for benefits are not taken out of employees paychecks during the second pay period <br />in a three pay period month. <br />Implementing aone-week payroll deferral would result in employees receiving a full paycheck <br />during the first and third pay periods in October and a one week paycheck during the second <br />pay period. Human Resources and Financial Services have developed options from which <br />employees can choose to supplement their paycheck during the second pay period so they will <br />not receive a paycheck for one week pay and instead receive a full two week paycheck while <br />the change is implemented in the system. The options are as follows: <br />1. An employee may elect to receive a one week paycheck for the period of October 4 <br />through October 8, 2010 and not supplement their paycheck. <br />2. An employee may elect to use accrued compensatory, vacation, sick, personal and/or <br />petty leave to supplement his or her regular bi-weekly pay. <br />3. An employee may request an advance of vacation, sick, personal and/or petty leave to <br />supplement his or her regular bi-weekly pay. Any leave advanced will be reimbursed to <br />the County using earned vacation, sick, personal or petty leave no later than June 30, <br />2011. <br />In order for employees to either use sick leave or be advanced sick, personal or petty leave <br />during the payroll deferral as provided in Options 2 and 3 the Board would have to expand, for <br />