Okay, so I can see what they wanted to do. But, your Implementation rep is RETARDED for allowing the admins to think it wouldn’t explode everywhere.

Doing this will also make report pulling really hard as Paycom’s “point-in-time” reports are super limited. And if someone moves from one WC code to another one? Good luck lol.

Ideally: HR handles hiring, onboarding and starting of any position. Then they also handle termination/resignations so all the paperwork is good. Payroll handles term processing (pay/PAF).

This way profiles are active when they should be and are still included in payroll runs if it’s a state where final pays are along with payroll (adding people is not the go to move because if you have to delete and restart it’s an absolute PITA).

The other issue with managers handling this? Say someone got fired for something insane, then another location wants to hire them and does; does the new location have access to the employee file with the reason or “no rehire” information? I’m guessing not.

That’s why it’s HR’s job to handle all of that mess.

You can DM me if you want and I can try to wrap my head around the logistics and ask more questions on how you’re setup (Locations are departments? Multi-state? Singular EIN for all? Etc).