Now that Corporate's finally finished processing the annual pay raises, I made a point of getting a master list from Personnel to verify that they'd all been entered correctly in our time clock program. Old auditor instincts came in handy there, there were one or two glitches, HR is sending corrections in the morning. It's a six-week process, a few folks have changed jobs since then and it calculated on their old rates instead of current ones.
I also knew I had to wait until that process finished before I could enter any benefits (holiday pay, vacation and sick days) or they would go in at the wrong rates. Made that mistake last year, and had to re-enter everyone's Fourth of July hours. I'm still buried in vacation requests to be entered, but at least I'm avoiding doing them twice.
There are some OEMs (overtime eligible managers) hourly instead of salaried, who are required to work a set amount of overtime every week. I have a spreadsheet to calculate their benefit rates, and this year I realized changing their base pay will change that as well. I've asked HR to verify who's getting how many minimum hours, in case any of them have changed.
Yep, all in the details. Some worry about losing sight of the forest for the trees; I remind them of the leaves, and bark, and roots, and that little flower half-hidden in the grass. Call me Lorax.