When an employee is transferred to another agency, the transferring agency must change the Security Business Unit to a generic Security Business Unit so that the new agency can access the employee's record to make the appropriate changes to complete the transfer. Fields within the Employee Master must be changed (for example, the supervisor, home business unit, position ID etc.) by the Receiving Agency. If the job attached to the new position is different from the employee's previous job, the job must be changed. Typically the employee's salary or hourly rate also will be changed. The receiving agency should review ALL fields within the employee master to ensure the employee information is correct for the employee’s new job.
Warning: When an employee is transferred, the transferring agency must also transfer all of the employee's dependents and beneficiaries so that the receiving agency can access the dependent/beneficiary records. The Dependent/Beneficiary business unit will need to be changed to the employee's new Home Business Unit.
Warning: If Labor Distribution existed for the employee at the previous agency, it must either be deleted or appropriate changes need to be made to reflect the Labor Distribution for the new agency.
Note: The agency's Authorized Security Agent should be notified to make appropriate changes to Security and Batch Management. If this employee works in Procurement, ensure the appropriate changes are made to Approval Routes.
If an Employee's benefit group or pay frequency changes, the employee's benefits will need to be changed. End the employee's current benefits and re-enroll them in the appropriate benefits.
Warning: When an employee's benefits are stopped, benefits for any dependents/beneficiaries attached to the plan will automatically be stopped as well. If any dependents/beneficiaries are attached to existing enrollments, they will need to be re-enrolled in the new plans.
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